The document provides a workforce profile report for the state of Utah's executive branch workforce for fiscal year 2010. It summarizes key metrics like average age (44.46), average years of service (11.77), educational levels, turnover rates, and projections for employee retirements over the next 5 years. The report finds that compensation is generally 15-16% below market rates, with over three-quarters of employees below market by at least 10%. It provides this data to help with workforce planning and ensuring the state has the right employees with the right skills.

1. STATE OF UTAH
WORKFORCE PROFILE REPORT
Executive Summary
Fiscal Year 2010
Department of Human Resource Management

2. State of Utah
Executive Summary
FY 2010
The workforce profile provides the state and agencies with the pertinent information needed to quickly assess the makeup
of the workforce and to detect potential challenges in recruiting and retaining qualified employees. It is one component of
the Department of Human Resource Management’s workforce planning, reporting, and policy analysis function.
Workforce planning can be seen as the process by which we ensure that the State has the right people with the right skills
in the right place at the right time to accomplish the purposes of state government. Utah code places the responsibility for
human resource planning directly on DHRM: “…in cooperation with other agencies, conduct research and planning
activities to…determine and prepare for future state personnel needs;…” 67-19-6(1)(f)(i)
The Workforce Profile is the foundation of workforce planning. With this component, DHRM can identify critical areas
that require attention and gain insight into how current policy affects the ability of the state to retain a competent work
force. It consists of dimensions which have been chosen by state HR professionals to illustrate the basic demographic
core of the state workforce. This report only relates to the executive branch of state government.
Workforce Profile Dimensions
Average Age
Average Age when Hired - The actual age of the employee on his/her initial hire date.
Average Years of Service (Tenure)
Educational Level of Workforce
EEO Job Categories – The number of employees falling within each of the job categories defined by the EEO
External Turnover- Employees that have left state employment.
Quartile Distribution – This is the percentage of state employees in each quartile of the pay range.
Retirement Eligibility – A prediction of the number of employees who will become eligible to retire in the next 5
years. The number who will actually retire is a prediction based on previous year’s analysis.
Total Compensation Index – The average percentage amount the state’s total compensation package is behind
the market.
It is critical to note that this report profiles the state’s “core” workforce rather than the “total” state workforce. The core is
defined as the permanent and long term employees of the executive branch. This group consist of all career service
employees (schedule B) and select non-career service employees in top level management and professional positions
(schedules AD, AR, AS and AT). The “non-core” workforce is the seasonal and temporary employees, elected officials
and immediate staff, department heads, and employees of the judicial and legislative branches.
The core workforce remains relatively stable over time allowing DHRM to track trends and conduct comparative analysis.
The non-core workforce varies greatly over time and requires a different kind of evaluation than we are conducting here.
This is the primary reason for focusing on a core for the workforce profile.
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3. Basic Workforce Demographics
This document reflects the workforce as of the first week of August 2010.
o Total employees, core and non-core: 23.997
o Total core employees: 16,555
69% of the workforce
o Total career service employees: 15,465
93% of the core workforce
64% of the total workforce
o Total schedule AD, AR, AS and AT: 1090
7% of the core workforce
5% of the total workforce
o Gender composition of total workforce: Males = 50.0%
Females = 50.0%
o Gender composition of core workforce: Males = 50.7%
Females = 49.3%
Ratio of State Employees (FTEs) to State Population
1.00%
0.95%
0.90%
0.85%
0.80%
0.75%
1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009
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4. Executive Summary – Part 1
Critical Issues
Compensation can be shown by two dimensions: the Salary Index, and Quartile Distribution or position of the employee
on the pay range.
10-Year Salary Index History: (State Salaries compared to the Market)
o The same companies do not respond to our survey each year which may cause the numbers to vary.
Calendar Year Salary Index %
2000 -12.7
2001 -12.8
2002 -17
2003 -18.1
2004 -19.9
2005 -16.0
2006 -16.1
2007 -16.8
2008 -13.9
2009 -15.2
2010 -15.8
There is a wide range of the salary index among the 87 salary benchmarks.
o Two benchmarks representing 52 employees are below the market average by -40% or more.
o Eight benchmarks representing 2,567 employees are below the market average by -30% or more.
o Twenty six benchmarks representing 4,378 employees are below the market average by -20% or more.
o Sixty four benchmarks representing 12,679 employees are below the market average by -10% or more.
o Approximately 77% of the workforce is below the market average by -10% or more.
o The remaining 23 benchmarks are within 10% of the market average or above.
Quartile Distribution
Statewide
o Six agencies have more than 80% of
employees in the first two quartiles; Tax
Commission, Dept of Human Services, Dept
Environmental Quality, Dept of Workforce
Srvc, Financial Institutions, Dept of Human
47.7%
Resource Management.
o Thirty one benchmark groupings have more
24.9% than 80% of employees in the first two
14.9% 4.1% quartiles.
8.4%
o The 5th column is longevity status.
1 2 3 4 5
Quartile
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5. Executive Summary – Part 2
Educational Level of Core Workforce
(Educational levels were self reported on 2010 employee survey)
PhD or
Master's Degree Advanced
17% Degree
2%
High School
Bachelor's 10%
Degree
32%
Some College
(no degree) or
Associates
Degree
38%
o 52% of Employees have a Bachelor’s Degree or higher.
Full Time Career Service Employees by EEO Category
50%
45%
40%
35%
Percent of Workforce
1994-95
30%
1996-97
1999-00
25%
2002-03
2005-06
20%
2009-10
15%
10%
5%
0%
Officials and Pro fessio nals Technicians Pro tective Service Paraprofessio nals Office and Clerical Skilled Craft Service
A dministrato rs Wo rkers Wo rkers M aintenance
EEO Category
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6. o 52.6% of employees are in the Officials and Administrators or Professionals categories.
Average Age
500
Average Age = 44.46
400
Number of Employees
300
200
100
0
19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77 80
Age
o This year’s average of 44.46 is almost unchanged from last year’s average of 44.38.
o In five agencies the average age is 50 or more; State Treasurer, Dept of Agriculture, Financial Institutions,
Department of Community and Culture, and Public Service Commission.
o The youngest agencies are State Auditor (39 years), Dept of Public Safety (42 years), Dept of Corrections and Dept of
Human Services (43 years).
o Twenty one percent (+3% from last year) of core employees are over age 55. This is the group most likely to retire.
Age When Hired
1000
Average Age When Hired= 33.43
800
Number of Employees
600
400
200
0
16 18 20 22 24 26 28 30 32 34 36 38 40 42 44 46 48 50 52 54 56 58 60 62 64 66 68 72
Age
o The average of all core employees for FY10 when they were hired is 33.4 years.
o The average age of employees hired in FY06 is 32.5 years, FY07 is 32.5, FY08 is 33.21 years, and FY09 is 33.2.
o Only the State Auditor and National Guard have average ages at hire of less than 30.
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7. Years of Service
1400
1200
Number of Employees
1000
800
600
400
200
0
0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 30 32 34 36 38 40 42 44
Years
The average tenure of a state employee is 11.77 years. This number has increased slightly compared to the 11.32 from
last year. Both FY10 and FY09 years of service may be higher than expected due to a decrease in new hires resulting from
budget constraints. Average Years of Service = 11.77
o In five agencies, the average tenure is less than 10 years; Utah National Guard (9.39), Labor Commission (9.91), Dept
of Commerce (9.86), Board of Education (9.96) and Insurance Department (9.20).
o Benchmark groups with the lowest tenure tend to be clerical positions, some regulatory professionals such as financial
examiners and utility analysts, and some medical positions such as nurse and doctor.
Retirement Projections
Statewide
2331 2381
2255 2287 2230
2122
528 594 611 581 635 662
FY10* FY11 FY12 FY13 FY14 FY15
Eligible but do not Retire Estimated Retirements
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8. o Based on best estimates, the data represents how many people we anticipate will retire.
o The retirements are based on the total number of people we anticipate will be eligible minus the total number of
people we estimated to retire the previous year.
New Hire Turnover
Based on Year Hired
100%
18%
33%
80% 40%
49% 51%
58% 63% 68% 68% 69% 73%
60%
40% 82%
67%
60%
51% 49%
20% 42% 37%
32% 32% 31% 27%
0%
FY 10 FY 09 FY 08 FY 07 FY 06 FY 05 FY 04 FY 03 FY 02 FY 01 FY 00
Year Hired
New Hires who New Hires who did not
T erminated T erminate
o After six years, the rate of turnover among new hires appears to begin leveling off.
o The majority of turnover occurs within the first four years of service, regardless of year hired.
External Turnover
Statewide o The percent of employees leaving
state employment is 9.56%.
o This year’s turnover rate is a drop of
.32% from the previous year’s
turnover of 9.88%.
o Among agencies with one hundred
or more employees; those with the
highest external turnover rate are
Human Services (15.5%), Labor
Commission (14.8%) and Dept of
Admin Services (11.3%).
Abandonment of Position 6 0.4%
Disciplinary Action 122 7.7%
Other 74 4.7%
Reduction in Force 20 1.3%
Resignation 832 52.6%
Retirement 528 33.4%
Total: 1582 100.0% 7