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City and County of San Francisco Department of Human Resources State of California Workforce Planning Conference #2 Micki Callahan November 5, 2008

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Who We Are <ul><li>Both a City and County </li></ul><ul><li>28,000 Employees </li></ul><ul><li>Over 60 of Departments </li></ul>

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Who We Are ( Continued) <ul><li>Major Service Areas </li></ul><ul><ul><li>Public Protection </li></ul></ul><ul><ul><li>Public Works, Transportation, & Commerce </li></ul></ul><ul><ul><li>Human Welfare & Neighborhood Development </li></ul></ul><ul><ul><li>Community Health </li></ul></ul><ul><ul><li>Culture & Recreation </li></ul></ul><ul><ul><li>General Administration & Finance </li></ul></ul>

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Workforce and Succession Planning Research & Reports <ul><li>2003 “Who Will Do San Francisco’s Work?” </li></ul><ul><ul><li>Focus on Management positions throughout the City </li></ul></ul><ul><ul><li>Consolidation of numerous management classifications </li></ul></ul>

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Civil Service Reform (2005) <ul><li>Classification </li></ul><ul><li>Probationary Periods </li></ul><ul><li>Training </li></ul><ul><li>Retirement </li></ul><ul><li>Layoffs and Bumping </li></ul><ul><li>Bargaining </li></ul><ul><li>Succession Planning </li></ul><ul><li>Termination </li></ul><ul><li>Recruitment </li></ul><ul><li>Certification and Referral </li></ul><ul><li>Performance Evaluations </li></ul><ul><li>Performance-based Compensation </li></ul><ul><li>Discipline </li></ul>

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Workforce and Succession Planning Research & Reports <ul><li>2006 Workforce Analysis Report </li></ul><ul><ul><li>In-depth analysis of our workforce </li></ul></ul><ul><ul><li>Analyzing 5-years trends </li></ul></ul><ul><li>2007 Workforce and Succession Planning Report </li></ul><ul><ul><li>Highlight the issue </li></ul></ul><ul><ul><li>Discussions with targeted departments </li></ul></ul><ul><ul><li>Provide a model </li></ul></ul>

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Tools to Assist in WSP Efforts <ul><li>Recruitment & Hiring </li></ul><ul><li>Knowledge Management </li></ul><ul><li>Training </li></ul><ul><li>Retention </li></ul>

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Implementation by Police Dept <ul><li>Recruitment & Hiring </li></ul><ul><ul><li>Continuous Police Testing Program </li></ul></ul><ul><ul><li>City University Pre-Academy Workshop </li></ul></ul><ul><ul><li>Outreach </li></ul></ul><ul><ul><li>Lateral Transfers </li></ul></ul><ul><ul><li>Signing bonuses to current Police Officers </li></ul></ul>

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Implementation by Police Dept <ul><li>Retention </li></ul><ul><ul><li>Additional pay @ 30 years of service </li></ul></ul><ul><ul><li>Salary increases for comparable pay </li></ul></ul>

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Lessons Learned <ul><li>Leadership </li></ul><ul><ul><li>Operational expertise is required </li></ul></ul><ul><ul><li>WSP is not just an human resource issue </li></ul></ul><ul><li>Variety of Approaches </li></ul><ul><ul><li>One size does not fit all </li></ul></ul><ul><ul><li>Department needs and situations are different </li></ul></ul><ul><li>Budget Constraints </li></ul><ul><ul><li>Some actions take money, others do not </li></ul></ul><ul><ul><li>Look at our current processes for efficiencies and doing things differently and better </li></ul></ul>

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Next Steps <ul><li>eMerge </li></ul><ul><li>2009 Workforce and Succession Planning Report </li></ul><ul><li>2009 City Workforce and Succession Planning Conference </li></ul>

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Reports <ul><li>2007 Workforce and Succession Planning Report </li></ul><ul><li>http://www.sfgov.org/site/uploadedfiles/sfdhr/about/Reports/Workforce_Succession_Planning_Report_2007.pdf </li></ul><ul><li>2005 Civil Service Reform Report </li></ul><ul><li>http://web1.sfgov.org/site/uploadedfiles/sfdhr/about/CivilServiceReform/CSReformReport.pdf </li></ul>