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Transcript of Professional Development Sustainable Workforce Strategies Brenna Neuharth Workforce Planning...
Professional DevelopmentSustainable Workforce Strategies
Brenna Neuharth
Workforce Planning Manager, CalSTRS
Objectives
In this session, you will learn about:
•Competency-based Alignment– Core + Classification Family Competencies
•Putting it all together– Duty Statements, recruitment bulletins, interview questions
– Performance Management, probationary and annual reviews
– Training and Development, targeted IDP’s and career plans
•Professional Development– The holistic approach to employee development and sustainable
workforce strategies
Competency Development at CalSTRS
2007 – 2009 Identified Competencies
•Organization wide effort
•Focus Groups
•Subject Matter Experts (SME) at all levels
•Validated by leadership
The Results:
•CalSTRS Competencies Established/Library Created
•Classification/Job Families Established
•CalSTRS Core Competencies
•Classification Family Competencies
Competency Bridging
2012 Identified Executive Key Drivers
• One-on-one Executive interviews
• Compiled answers, reviewed and prioritized drivers
• Mapped to CalSTRS Competency Library
• Identified Leadership Competencies by level
Competency Bridging, Cont’d.
The Results: •Leadership Pipeline Model
• Exec (C-level) to Leader 1 (Frontline Manager/Supervisors)• All new performance management documents (FY12-13)
•Executive Development Program • First cohort selected and moving through program (FY13-14)• Cohort continues and finishes rotational assignments (FY14-15)
•Identified gaps in and expanded leadership development• Emerging Leaders series (FY14-15)• Masters Series (FY14-15)
Foundations of Sustainable Workforce Strategies
StrategicPlanning
CompetenciesWorkforce & Succession
Planning
Recruitment& Selection
Training & Development
Performance Management
Ongoing Performance
Culture
Onboarding, Engagement & Recognition
Putting it all together
Ongoing collaboration
– Workforce Planning• Research, development, mapping, workforce gap analysis, succession
planning strategies, performance management and improvement
– Classification and Selection • Quality assurance, classification changes, additions to class families,
recruitment and selection and performance management and coaching
– Training Services• Employee development, course alignment, targeted development/career
plans, leadership development and performance improvement
Professional Development Program (FY14-15)
• A holistic approach to sustainable employee:– Recruitment– Development– Engagement– Performance – Retention– Succession
• Pre-hire-to-Retire:– All functions of Human Resources included– Supports employees throughout their entire lifecycle– Reinforced through all aspects of organizational culture