Introduction - Office of Financial Management · management successes. Introduction Products ......

1. Outline key workforce successes, challenges and strategies.

2. Identify and anticipate HR management issues that affect delivery of state services.

3. Enable data-driven HR management strategies and solutions.

4. Improve processes and recognize HR management successes.

IntroductionIntroductionIntroductionIntroduction Products

• Fiscal Year 2017

• July 1, 2016 through June 30, 2017

• 38 executive branch agencies with 100 or more employees

• Higher education institutions and legislative and judicial branches are excluded

• HRMS is the primary data source (unless otherwise noted)

2

Source: Agency reported.

Recruitment and retention

Employee training and development

Identifying potential future leaders

Mentoring programs

Employee reimbursement programs

Leadership training programs

“Stay” interviews

Participation in statewide councils

Data analysis

Workforce Issues & Strategies

3

Largest increase in employee Largest increase in employee Largest increase in employee Largest increase in employee hhhheadcount in years.eadcount in years.eadcount in years.eadcount in years.

95% 69%

Overtime Eligible

Permanent

90%

Full-Time

76%

Union Represented

58,95559,878 60,068

61,57863,432

FY13 FY14 FY15 FY16 FY17

Source: HRMS

63,432 63,432 63,432 63,432 EmployeesEmployeesEmployeesEmployees

4

5

The percent change in headcount continues steady increase.

Headcount and Population

Population

Headcount

Source: HRMS. Population data (in calendar years): Forecast of the State Population by Age and Sex, Washington State Office of Financial Management, Forecasting and Research Division, November 2016 . http://www.ofm.wa.gov/pop/stfc/

-0.8%

1.6%

0.3%

2.5%

3.0%

0.9%1.2% 1.3%

1.7% 1.6%


5

Workforce Workforce Workforce Workforce AgeAgeAgeAge

Millennial workforce steadily increases while Baby Boomers decline.

46% 46% 45%44%

43%

35% 35% 35% 35% 35%

18%19% 20%

21%22%


Baby Boomers

Source: HRMS.

Generation X

Millennials Age 60-64

12%

Age 65+

16% of the workforce is either at the average retirement age of 64 (or older) or within

4 years of the average retirement age.

4%

6

Average Retirement Age64

7

70% Management

26% Consultant

4% Policy

WMS workforce returns to pre-recession numbers.

Manager headcount increases slightly.However, the percentage of the workforce remains the same.

WMS Profile

Management Profile

Source: HRMS

4,6554,715

4,522

4,306

4,061

3,8573,796

3,906

4,093

4,288

4,537

FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 FY17

7.2%7.1%

6.9%

6.7% 6.7%

6.5%6.4%

6.5%

6.8%

7.0%7.2%

5,3895,514

5,3625,182

4,906

4,628 4,678 4,626 4,694 4,6784,818

FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 FY17

8.4%8.2% 8.2%

8.1% 8.1%

7.8%7.9%

7.7%7.8%

7.6% 7.6%

8

Number of hires and appointments continues to increase.

Hires andAppointments

13,244 14,770 14,204

16,858 17,710

63% of all appointments are promotions and new hires.

Source: HRMS

32% 31% 29% 30% 31%

31% 34% 34% 32% 32%

19% 14% 16% 18% 16%

16% 20% 21% 19% 21%


Other

Transfers

Promotions

New Hires

9

Review period separations are small when compared to number of appointments.

Separations during review

periods

Source: HRMS / Workforce Gaps

35

38

40

51

56

66

102

108

Financial Services Specialist 2

WMS Band 2

Office Assistant 3

Registered Nurse 2

Financial Services Specialist 1

Corrections & Custody Officer 2

Social Serivce Specialist 3

Social Service Specialist 2

Separations during review periods happen most often within the following job classes:

9%

Performance Management Best Practices


Define how each employee’s work contributes to the mission of the agency.

Provide the training employees need to perform their current job duties.

Hold managers and supervisors accountable.

Conduct regular and frequent coaching.

10

11

Number of grievancescontinues to decline.

Labor RelationsLabor RelationsLabor RelationsLabor Relations

Union Represented Employees

Agencies with Represented Employees

48,020

37

20

Unions

486

Grievances

437396

453370

310

275

197151

183

176

712

593 604

553

486


Non-Disciplinary DisciplinarySource: HRMS / OFM Labor Relations

Reduction in Pay data unavailable

TurnoverTurnoverTurnoverTurnover10.4%10.4%10.4%10.4%

Turnover remains steady.

Resignation rate by functional area.

Source: HRMS / Functional Areas as defined by SAAM Manual. 12

10.1% 9.8% 10.6% 10.0% 10.4%

4.4% 4.5%5.3% 5.4% 5.6%

3.0% 2.8% 2.7% 2.7% 2.8%


Total Turnover Rate

Resignation Rate

Retirement Rate

53%

27%

turnover due to resignation

turnover due to retirement

5.6%

8.1%

5.5%6.0%

5.3%4.1%

Executive

Branch

Education General

Government

Human

Services

Natural

Resources

Transportation

Source: Workforce Gaps.

Total turnover rates vary by demographic group.

11.1%

10.1%

10.5%

10.1%

21.1%

9.9%

9.5%

10.3%

9.8%

10.6%

8.3%

16.1%

PWD

Non-PWD

Veteran

Non-Veteran

Vietnam Vet

Post Vietnam Vet

POColor

Non-POC

Female

Male

40 & Over

39 & Younger

10.1% Executive Branch Turnover Rate

Turnover by Demographics

2

8 9 9 9 10 10 1114 14

1721

Average length of service for employees who leave state service.

13

Resignation rates vary by demographic group.

Retirement rates vary by demographic group.

5.8%

2.6%

5.0%

2.5%

18.0%

2.4%

1.8%

3.0%

2.4%

3.3%

3.6%

0.0%

PWD

Not Disabled

Veteran

Non-Veteran

Vietnam Vet

Post Vietnam Vet

POColor

Non-POC

Female

Male

40 & Over

39 & Younger

Turnover by Demograph ics

3.4%

5.4%

4.0%

5.5%

2.0%

5.4%

5.6%

5.3%

5.6%

5.1%

3.2%

12.6%

PWD

Non-PWD

Veteran

Non-Veteran

Vietnam Vet

Post Vietnam Vet

POColor

Non-POC

Female

Male

40 & Over

39 & Younger

5.5% Executive Branch Resignation Rate

2.7% Executive Branch Retirement Rate

Source: Workforce Gaps. 14

15

1.9%2.2%

1.8% 1.7%

FY14 FY15 FY16 FY17

The rate employees move to another agency remains steady.

Source: HRMS / Workforce Gaps

Movement Between Agencies

62%

17%

movement due to promotions

movement due to transfers

49

64

70

75

121

Professional - Budget and Accounting

Professional - Administrative

Paraprofessionals

Professional - IT

Officials and Administrators

Job Groups with the highest percentage of promotions out.

Movement by Demographics

1.0%

1.6%

1.4%

1.6%

0.7%

1.6%

1.5%

1.6%

1.7%

1.4%

1.2%

2.9%

PWD

Non-PWD

Veteran

Non-Veteran

Vietnam Vet

Post Vietnam Vet

POColor

Non-POColor

Female

Male

40 & Over

39 & Younger

Movement by demographic group.1.6% Executive Branch Total Movement Rate

0.6%

1.0%

0.9%

1.0%

0.4%

1.0%

0.9%

1.0%

1.1%

0.9%

0.7%

1.8%

PWD

Non-PWD

Veteran

Non-Veteran

Vietnam Vet

Post Vietnam Vet

POColor

Non-POColor

Female

Male

40 & Over

39 & Younger

1% Executive Branch Promotion Rate

Promotions by demographic group.

Source: Workforce Gaps.

4

7 8 8 8 8 8 8 8 9 10 11Average length of service when moving to another agency.

16

17

Overtime costscontinue to increase.

Source: HRMSFunctional Areas as defined by SAAM Manual.

Overtime

$81 M

$92 M

$99 M

$117 M

$131 M


4.8 4.85.1

6.0 6.2


Average overtime hours worked per month

continue to increase.

<$0 M <$0 M <$0 M <$0 M <$0 M

$1 M $1 M $1 M $1 M $1 M

$48 M $48 M $50 M

$62 M

$78 M

$12 M $12 M$15 M

$19 M$13 M

$20 M

$30 M $32 M $34 M$39 M

Human Services

Transportation

Natural Resources

General Government

Education

18

Total overtime costs vary by functional area.

Source: HRMS / Functional Areas as defined by SAAM Manual.

Over t ime and Comp Time

Employees more likely to receive overtime pay than comp time hours.

Average Comp Time hours worked per Month: 1 hour

Employees receiving Comp Time hours per month

9%

Employees earning OT pay per month

32%

Average OT hours worked per Month: 6.2 Hours

DiversityDiversityDiversityDiversity12,831 People of Color12,831 People of Color12,831 People of Color12,831 People of ColorThe percentage of people of color

employed by the state continues to increase.

Source: HRMSCivilian benchmark from the American Community Survey, conducted by the U.S. Census Bureau. Includes Washington civilian labor force age 16 and older (by calendar year).

16% 18% 18% 20% 22%


Percentage of hires of People of Color continues to increase.

19

18.3%

18.7%

19.6%19.9%

20.2%

19.7%20.1%

20.5%

21.2%

22.3%


Availability of WA Population

Percentage of Executive Branch

Strategies:• Partner with a variety of organizations

to reach diverse candidates.

• Support internal and statewide employee resource groups.

• Develop leaders.

VeteransVeteransVeteransVeterans5,616 employees5,616 employees5,616 employees5,616 employeesPercentage of veterans in

workforce remains higher than statewide availability.

All Veterans

Post-Vietnam Era Veterans

Source: HRMS. Availability Data: American Community Survey Data (2013-2015) - data accessed from PUMS to include all veterans age 16 and above.

Vietnam Era Veterans

9.9%9.5% 9.8%

9.3%8.9%

6.6% 6.7%7.3% 7.3% 7.2%

3.3%2.8% 2.5%

2.0%

1.6%


5.6% Post-Vietnam Era Veteran Availability of WA Population

2.0% Vietnam Era Veteran Availability of WA Population

7.6% All Veteran Availability of WA Population

Hiring of veterans remains consistent.

7%8%

7% 7% 7%


20

Strategies:• Veterans Employee Resource Group

• Northwest Edge Transition Program

• DSHS military skill crosswalk tool.

21

Hires of people with disabilities continues to increase.

5%

0.6% 0.7%1.6% 1.7%

2.3%


Statewide Goal to Hire

Persons with

Disabilities Hires

Headcount remains below availability of population.

3.1% 2.9%3.5% 3.4% 3.2%


6.2% Availability of WA Population

Headcount

People with Disabilities

2,023 employees

Source: HRMS / American Community Survey; conducted by the U.S. Census Bureau. Includes Washington civilian labor force age 18 to 64 years.

Disabilities self-reported

Executive Order 13-02

Strategies:

• Update the Supplemental Profile Data Form

• Statewide Business Resource Group

• Supported Employment Program

• Include DVR and the DSB in recruiting efforts

22Source: HRMSFunctional Areas as defined by SAAM Manual.

Workforce Demograph ics by Funct iona l Area

People with Disabilities

Females

People of Color

Veterans

14.8%18.3%

25.2%

8.3%13.6%

Education General

Government

Human

Services

Natural

Resources

Transportation

3.5%8.9% 9.4% 6.4% 9.5%

Education General

Government

Human

Services

Natural

Resources

Transportation

7.5%3.2% 3.3% 2.0% 3.0%

Education General

Government

Human

Services

Natural

Resources

Transportation

71.7%55.7% 59.9%

38.1%31.3%

Education General

Government

Human

Services

Natural

Resources

Transportation

52.2% Executive Branch




23

A majority of state employees work at agencies that report having policies related to the inclusion of LGBTQ staff.

Center for Childhood DeafnessConsolidated Technology SolutionsDepartment of CorrectionsDepartment of Early LearningDepartment of HealthDepartment of Labor and IndustriesDepartment of Natural ResourcesDepartment of Social and Health ServicesDepartment of TransportationLiquor and Cannabis BoardMilitary DepartmentOffice of Superintendent of Public InstructionOffice of the Attorney GeneralOffice of the Insurance CommissionerState School for the Blind

While a majority of responding agencies reported having no policies, the number of employees at those agencies made up just 27% of the executive branch workforce.


73%Employees work at

agencies with LGBTQ policy

Agencies with LGBTQ Policies:

LGBTQ

Modern Work Environment

goals. 8.


Incompatibility with type of workCultural resistanceBudget limitationsManaging performanceBalancing employee and customer needsAccess to technology toolsTraining for supervisors

Training supervisors Commute Trip Reduction programCommunicating / change managementRedesigning workspacesEmployer of choice effortsIncrease access to mobile technology

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