State of Washington
[Enter Agency Name Here]
Plan & Align Workforce Hire Workforce Deploy Workforce Develop Workforce Reinforce Performance
Human Resource Management Report
[Note: This is the standard format provided by Office of the State HR Director as of August 2011. Agencies may customize or supplement this format to meet unique needs, as long as the minimum information shown in this format is included.]
[Enter Agency Name]
Managers’ Logic Model for Workforce Management
Outputs Initial Outcomes Managers understand HRM accountabilities. Jobs, staffing levels, & competencies aligned with agency priorities. Intermediate Outcomes Foundation is in place to build and sustain a Articulation of managers HRM accountabilities. HR policies. Workforce planning. Job classes & salaries assigned.
Plan & Align Workforce
productive, high
performing workforce.
Hire Workforce
Qualified candidate pools, interviews & reference checks. Job offers. Appointments & performance monitoring.
Best candidate hired & reviewed during appointment period. Successful performers retained.
The right people are in the right job at the right time.
Ultimate Outcomes Employees are committed to the work they do & the goals of the organization Productive, successful employees are retained State has workforce depth & breadth needed for present and future success
Deploy Workforce
Work assignments & requirements defined. Positive workplace environment created. Coaching, feedback, corrections.
Workplace is safe, gives capacity to perform, & fosters productive relations. Staff know job rqmts, how they’re doing, & are supported.
Time & talent is used effectively. Employees are motivated & productive.
Develop Workforce
Individual development plans. Time/ resources for training. Continuous learning environment created.
Learning environment created. Employees are engaged in development opportunities & seek to learn.
Employees have competencies for present job & career advancement Agencies are better enabled to successfully carry out their mission. The citizens receive efficient government services.
Reinforce Performance
Clear performance expectations linked to original goals & measures. Regular performance appraisals. Recognition. Discipline.
Employees know how performance contributes to success of orgn. Strong performance rewarded; poor performance eliminated
Successful perf is differentiated & strengthened. Employees are held accountable. 2
Executive Summary
Performance Measure PLAN & ALIGN W ORKFORCE Status Action Priority
e
[Enter Agency Name]
Comments
Management profile a % employees with current position/competency descriptions
H IRE W ORKFORCE
[X.X% = “Managers”; [X.X% = W MS only ] ]
b [X.X% ]
W MS control point = [X.X% ]
Average Time to Hire Funded Vacancies c Candidate quality ratings
c
[X.X] avg days to hire (of [XX] vacancies filled) [X.X% cand. interviewed had competencies needed ] [X.X% mgrs said they were able to hire best candidate ]
Hiring balance (% types of appointments)
c
[XX% promo; [XX% new hires; [XX% transfers; ] ] ]
c
# of separations during post-hire review period
DEPLOY W ORKFORCE
[XX% from layoff list; [XX% other ] ] [XX] [X.X% ]
c [X.X]
% Employees with current performance expectations b Overtime usage: (monthly average for those eligible for OT) S leave usage: (monthly average) ick # of non-disciplinary grievances
DEVELOP W ORKFORCE
c c c
hours (per capita); [X.X% of EEs receiving OT ]
[X.X] hours (per capita) [XX] grievances [XX] appeals, [XX] Director’s Reviews [X.X% ] [X.X% ] [XX]
c
# of non-disciplinary appeals & Dir’s Reviews filed
% Employees with current individual training plans b
REIN FORCE PERFORMAN CE
% Employees with current performance evaluations b # of formal disciplinary actions taken
U LTIMATE OU TCOMES
c
# of disciplinary grievances and appeals filed Turnover percentages (leaving state service) Diversity Profile a Employee survey overall average rating
a) Data as of 6/30/11
d
[XX] grievances; [XX] appeals [X.X% ] [XX% female; [XX% persons of color; [XX% 40+; ] ] ] [XX% persons with disabilities ] [X.X] overall average, [XX] survey responses
c
b) Data as of 6/30/11 or agency may use more current date (if so, please note in the “ Comments” section) c) Data from 7/1/10 through 6/30/11 d) Data as of November 2009 S tate Employee S urvey e) Action Priority: H=High, M=Medium, L=Low For those measures that have Action S teps.
3
[Enter Agency Name]
Plan & Align Workforce
Outcomes: Managers understand workforce management accountabilities. Jobs and competencies are defined and aligned with business foundation is in place to build & sustain a high performing workforce. priorities. Overall
Management Profile
Agency Priority: [High/Medium/Low]
# of WMS Employees: [xx] % of agency workforce that is WMS: [x.x ]% # of Managers*: [xx] % of agency workforce that is Managers*: [x.x]% * Management Type coded as Manager (includes EMS, WMS, and GS)
Analysis: ? WMS Control Point: [XXX] ? [XXX] ? [XXX] ? [XXX]
Washington Management Service Headcount Trend
? [XXX]
? [XXX]
? [XXX]
Data Time Period: 7/2010 through 6/2011
1 1 1 1 1 1 0 0 0 0 0
# WMS Employees (Headcount)
[DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX] ? [XXX]
Nov-10
Aug-10
Jan-11
Performance Measures: Management profile Percent employees with current position/ competency descriptions
WMS Management Type Management Consultant Policy Not Assigned [xxx] [xxx] [xxx] [xxx]
Managemen t 25% Policy 25%
Consultant 25%
May-11
Sep-10
Dec-10
Feb-11
Mar-11
Oct-10
Apr-11
Jun-11
Jul-10
Data as of [mm/yy] Source: [Enter Data Source]
Not assigned 25%
4
[Enter Agency Name]
Plan & Align Workforce
Outcomes: Managers understand workforce management accountabilities. Jobs and competencies are defined and aligned with business priorities. Overall foundation is in place to build & sustain a high performing workforce.
Current Position/Competency Descriptions
Agency Priority: [High/Medium/Low]
Analysis: ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
% Employees with current position/competency descriptions = [XX]%*
*Based on [XXX] of [XXX] reported employee count Applies to employees in permanent positions, both WMS & GS
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX]
? [XXX]
Performance Measures: Management profile Percent employees with current position/ competency descriptions
Data as of [mm/yy] Source: [Enter Data Source]
5
[Enter Agency Name]
Hire Workforce
Outcomes: Best candidates are hired and reviewed during appointment period. The right people are in the right job at the right time.
Time-to-Hire / Candidate Quality
Agency Priority: [High/Medium/Low]
Time-to-Hire Funded Vacancies Average number of days to hire*: # of vacancies filled: [XXX] [XXX]
Analysis: ? [XXX] ? [XXX] ? [XXX]
*Equals # of days from the date the hiring supervisor informs the agency HR Office to start the process to fill the position, to the date the job offer is accepted.
Agency Priority: [High/Medium/Low]
? [XXX]
? [XXX] ? [XXX] ? [XXX]
Candidate Quality
Performance Measures Time-to-hire vacancies Candidate quality Hiring Balance (proportion of appointment types) Separation during review period
Of the candidates interviewed for vacancies, how many had the competencies (knowledge, skills & abilities) needed to perform the job?
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX] ? [XXX]
Number = [XXX] Percentage = [XXX]%
Of the candidates interviewed, were hiring managers able to hire the best candidate for the job? Hiring managers indicating “yes”: Number = [XXX] Number = [XXX] Percentage = [XXX]% Percentage = [XXX]% Hiring managers indicating “no”:
Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]
6
[Enter Agency Name]
Hire Workforce
Outcomes: Best candidates are hired and reviewed during appointment period. The right people are in the right job at the right time.
Hiring Balance / Separations During Review Period
Agency Priority: [High/Medium/Low]
Analysis: ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
Transfers 20%
Types of Appointments
Promotions 20%
[SAMPLE DATA ONLY. DOUBLE CLICK CHART TO ENTER AGENCY DATA]
New Hires 20%
Hires from Layoff List 20%
? [XXX]
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX]
Other Appts 20%
Performance Measures Time-to-hire vacancies Candidate quality Hiring Balance (proportion of appointment types) Separation during review period
? [XXX]
Total number of appointments = [XXX]
Includes permanent or intent to become permanent appointments only
Agency Priority: [High/Medium/Low]
Separation During Review Period
Probationary separations - Voluntary Probationary separations - Involuntary Total Probationary Separations Trial Service separations - Voluntary Trial Service separations - Involuntary Total Trial Service Separations Total Separations During Review Period Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] [xxx] [xxx] [xxx] [xxx] [xxx] [xxx] [xxx]
7
[Enter Agency Name]
Deploy Workforce
Outcomes: Staff know job expectations, how they’re doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are
Current Performance Expectations
Agency Priority: [High/Medium/Low]
Analysis: ? [XXX] ? [XXX] ? [XXX]
% Employees with current performance expectations = [XXX]%*
*Based on [XXX] of [XXX] reported employee count Applies to employees in permanent positions, both WMS & GS
? [XXX] ? [XXX] ? [XXX] ? [XXX]
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX]
motivated.
Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)
? [XXX]
Data as of [mm/yy] Source: [Enter Data Source]
8
[Enter Agency Name]
Deploy Workforce
Outcomes: Staff know job expectations, how they’re doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are
Overtime Usage
Agency Priority: [High/Medium/Low]
1
Average Overtime (per capita) * of those Eligible
Jul-10 Aug-10 Sep-10
Overtime Cost
Average OT Hours
[DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]
0
Oct-10 Nov-10 Dec-10 Jan-11
[DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]
Aug-10
Sep-10
Nov-10
Dec-10
Feb-11
Jan-11
Apr-11
Oct-10
Jul-10
May-11
Mar-11
Jun-11
Feb-11 Mar-11 Apr-11
Overall agency avg overtime usage – per capita, per month: [XXX]**
**Overall agency avg overtime usage – per capita, per month = sum of monthly OT averages / # months
May-11 Jun-11
motivated.
Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)
% Employees Receiving Overtime * of those Eligible 100%
90% 80% 70% 60% 50% 40% 30% 20% 10% 0%
Analysis: ? [XXX] ? [XXX] ? [XXX]
Percent Employees
[DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]
? [XXX] ? [XXX]
Aug-10
Nov-10
Dec-10
Jan-11
Apr-11
May-11
Sep-10
Feb-11
Mar-11
Jun-11
Oct-10
Jul-10
Action Steps: (What, by whom, by when)
? [XXX] ? [XXX]
Overall agency avg employees receiving overtime per month: [XXX]%**
**Overall agency avg employees receiving overtime per month = sum of monthly OT percentages / # months
? [XXX]
Permanent & Non-permanent Employees Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]
9
[Enter Agency Name]
Deploy Workforce
Outcomes: Staff know job expectations, how they’re doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are
Sick Leave Usage
Agency Priority: [High/Medium/Low]
Analysis:
Average Sick Leave Used (per capita)
1
? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
Avg Hours
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
? [XXX] ? [XXX]
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX]
0
motivated.
Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)
Oct-10
Nov-10
May-11
Dec-10
Mar-11
Aug-10
Sep-10
Jan-11
Apr-11
Jul-10
Per capita SL use - Agency
* Statewide data does not include DOL, DOR, L&I, and LCB
Sick Leave Hrs Used / Sick Leave Balance (per capita)
Average SL Hrs Used (per capita) - Agency [XX] Hrs Average SL Hrs Balance (per capita) - Agency [XX] Hrs
Permanent & Non-permanent Employees Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]
Feb-11
Jun-11
? [XXX]
10
[Enter Agency Name]
Deploy Workforce
Outcomes: Staff know job expectations, how they’re doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are
Non-Disciplinary Grievances (represented employees)
Agency Priority: [High/Medium/Low]
Number of Non-Disciplinary Grievances Filed
30 25 20 15 10 5
Top Five Non-Disciplinary Grievance Types (i.e., Compensation, Overtime, Leave, etc) # Grievances [XX] [XX] [XX] [XX] [XX]
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
Grievance Type 1. [XX] 2. [XX] 3. [XX] 4. [XX]
0
Jan-11
Aug-10
Sep-10
Nov-10
Dec-10
Feb-11
Total Non-Disciplinary Grievances = [XX] * There may not be a one-to-one correlation between the number of grievances filed (shown top of page) and the outcomes determined during this time period. The time lag between filing date and when a decision is rendered can cross the time periods indicated. Non-Disciplinary Grievance Disposition* (Outcomes determined during time period listed below) ? [XXX]
May-11
Mar-11
Jun-11
Jul-10
Apr-11
Oct-10
5. [XX]
Analysis: ? [XXX] ? [XXX] ? [XXX] ? [XXX] Action Steps: (What, by whom, by when) ? [XXX] ? [XXX]
motivated.
Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)
? [XXX]
? [XXX] ? [XXX] ? [XXX] ? [XXX]
? [XXX]
Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]
11
[Enter Agency Name]
Deploy Workforce
Outcomes: Staff know job expectations, how they’re doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are
Non-Disciplinary Appeals (mostly non-represented employees)
Agency Priority: [High/Medium/Low]
Filings for DOP Director’s Review
[XX] Job classification [XX] Rule violation [XX] Name removal from Layoff List [XX] Exam results or name removal from applicant/candidate pool, if DOP did assessment [XX] Remedial action
Filings with Personnel Resources Board
[XX] Job classification
[XX] Other exceptions to Director Review
[XX] Layoff [XX] Disability separation [XX] Non-disciplinary separation
[XX] Total filings [XX] Total filings Non-Disciplinary appeals only are shown above.
motivated.
Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)
There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The time lag between filing date and when a decision is rendered can cross the time periods indicated.
Director's Review Outcomes
Withdrawn 17% Untimely 17%
Personnel Resources Board Outcomes
Dismissed 17%
Remanded 17%
Modified 17%
No jurisdiction 17%
[SAMPLE DATA ONLY. DOUBLE CLICK CHARTS TO ENTER AGENCY DATA] M odified 17%
Withdrawn 17%
Reversed 16%
Affirmed 16%
Reversed 16%
Affirmed 16%
Total outcomes = [XX] Data Time Period: [mm/yy] through [mm/yy] Source: Department of Personnel
Total outcomes = [XX] 12
[Enter Agency Name]
Develop Workforce
Outcomes: A learning environment is created. Employees are engaged in professional development and seek to learn. Employees have competencies needed for present job and future advancement.
Individual Development Plans
Agency Priority: [High/Medium/Low]
Analysis:
% of Employees with current individual development plans = [XX]%*
*Based on [XXX] of [XXX] reported employee count Employees in permanent positions, both WMS & GS
? [XXX] ? [XXX] ? [XXX] Action Steps: (What, by whom, by when) ? [XXX] ? [XXX]
? [XXX]
Performance Measures
Percent employees with current individual development plans
Data as of [mm/yy] Source: [Enter Data Source]
13
[Enter Agency Name]
Reinforce Performance
Outcomes: Employees know how their performance contributes to the goals of the organization. Strong performance is rewarded; poor performance is eliminated. Successful performance is differentiated and strengthened.
Current Performance Evaluations
Agency Priority: [High/Medium/Low]
Analysis:
% of Employees with current performance evaluations = [XX]%*
*Based on [XXX] of [XXX] reported employee count Employees in permanent positions, both WMS & GS
? [XXX] ? [XXX] ? [XXX]
? [XXX]
? [XXX] ? [XXX] ? [XXX]
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX] ? [XXX]
Employees are held
accountable. Performance Measures Percent employees with current performance evaluations
Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes)
Data as of [mm/yy] Source: [Enter Data Source]
14
[Enter Agency Name]
Reinforce Performance
Outcomes: Employees know how their performance contributes to the goals of the organization. Strong performance is rewarded; poor performance is eliminated. Successful performance is differentiated and strengthened.
Disciplinary Actions Taken
Agency Priority: [High/Medium/Low]
Analysis: Disciplinary Action Type Dismissals Demotions Suspensions Reduction in Pay* Total Disciplinary Actions* * Reduction in Pay is agency tracked Action Steps: (What, by whom, by when) ? [XXX] Issues Leading to Disciplinary Action ? [XXX] # of Actions [XXX] [XXX] [XXX] [XXX] [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
Employees are held
accountable. Performance Measures Percent employees with current performance evaluations ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
? [XXX]
? [XXX]
Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes)
Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]
15
[Enter Agency Name]
Reinforce Performance
Outcomes: Employees know how their performance contributes to the goals of the organization. Strong performance is rewarded; poor performance is eliminated. Successful performance is differentiated and strengthened.
Disciplinary Grievances and Appeals
Agency Priority: [High/Medium/Low]
20 18 16 14 12 10 8 6 4 2 0
Disciplinary Grievances (Represented Employees)
Disciplinary Appeals (Non-Represented Employees filed with Personnel Resources Board) [XX] Dismissal
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
[XX] Demotion
[XX] Suspension [XX] Pay Reduction
Jan-11
Aug-10
Sep-10
Nov-10
Dec-10
Feb-11
May-11
Mar-11
Jun-11
Jul-10
Apr-11
Oct-10
[XX] Other [XX] Total Disciplinary Appeals Filed with PRB
Total # Disciplinary Grievances Filed: [XX] There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The time lag between filing date and when a decision is rendered can cross the time periods indicated. Disposition (Outcomes) of Disciplinary Grievances Disposition (Outcomes) of Disciplinary Appeals*
Withdrawn 17% Affirmed 16% Remanded 17% [SAMPLE DATA ONLY. DOUBLE CLICK CHART TO ENTER AGENCY DATA] Reversed 16% Dismissed 17% Modified 17%
Employees are held
accountable. Performance Measures Percent employees with current performance evaluations
? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes)
*Outcomes issued by Personnel Resources Board Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] 16
[Enter Agency Name]
ULTIMATE OUTCOMES
Employees are committed to the work they do and the goals of the organization
Turnover Rates
Agency Priority: [High/Medium/Low]
Analysis: Total % Turnover (leaving state service)
120.0%
? [XXX] ? [XXX] ? [XXX]
100.0%
? [XXX]
? [XXX]
Successful, productive employees are retained
80.0%
? [XXX] [DOUBLE CLICK CHART TO ENTER AGENCY DATA] ? [XXX]
60.0%
The state has the workforce breadth and depth needed for present and future success Performance Measures Turnover rates and types Turnover rate: key occupational categories (optional) Workforce Diversity Profile Employee Survey Information
40.0%
Action Steps: (What, by whom, by when) ? [XXX]
20.0%
? [XXX] ? [XXX]
0.0% Retirement Resignation Dismissal Layoff Other
Total Turnover Actions: [xx] Total % Turnover: [xx]%
Includes employees in permanent or intent to become permanent appointment status only.
Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]
17
[Enter Agency Name]
ULTIMATE OUTCOMES
Employees are committed to the work they do and the goals of the organization
Workforce Diversity Profile
Agency Priority: [High/Medium/Low]
June 30, 2010 Count Total Headcount Female Persons with Disabilities Vietnam-Era Veterans Pct June 30, 2011 Count Pct
Impact of Prior Strategies: What happened as a result of the affirmative action strategies detailed in the last approved affirmative action plan or update? ? [XXX] ? [XXX]
Successful, productive employees are retained
Disabled Veterans
Key Current Issues:
Persons Age 40 and older Persons of Color Black Hispanic Native American Asian
What are the key affirmative action issues that the agency or institution intends to address moving forward? ? [XXX] ? [XXX]
The state has the workforce breadth and depth needed for present and future success Performance Measures Turnover rates and types Turnover rate: key occupational categories (optional) Workforce Diversity Profile Employee Survey Information
Future Strategies:
Percent Age Distribution
All Employees (including WMS) WMS Employees Only
What are the agency’s or institution’s primary strategies to address these key issues? ? [XXX] ? [XXX]
% Employees
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
% 15-19
% 20-24
% 25-29
% 30-34
% 35-39
% 45-49
% 50-54
% 55-59
% 60-64
Permanent & Non-Permanent Employees Data as of [mm/yy] Source: [Enter Data Source]
%40-44
% 65 +
% < 15
18
[Enter Agency Name]
ULTIMATE OUTCOMES
Employees are committed to the work they do and the goals of the organization
Employee Survey Ratings
Agency Priority: [High/Medium/Low]
Question
Avg 2006
Avg 2007
Avg 2009
Analysis: ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
Successful, productive employees are retained
1) I have the opportunity to give input on decisions affecting my work. 2) I receive the information I need to do my job effectively. 3) I know how my work contributes to the goals of my agency. 4) I know what is expected of me at work. 5) I have opportunities at work to learn and grow. 6) I have the tools and resources I need to do my job effectively.
7) My supervisor treats me with dignity and respect. 8) My supervisor gives me ongoing feedback that helps me improve my performance.
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX] ? [XXX]
The state has the workforce breadth and depth needed for present and future success Performance Measures Turnover rates and types Turnover rate: key occupational categories Workforce Diversity Profile Employee Survey Information
9) I receive recognition for a job well done.
10) My performance evaluation provides me with meaningful information about my performance. 11) My supervisor holds me and my coworkers accountable for performance. 12) I know how my agency measures its success. 13) My agency consistently demonstrates support for a diverse workforce. Overall average: [X.X] Number of survey responses: [XX] Data as of: [xx/xx/xxxx] Source: Statewide Employee Survey [X.X] [XX] [X.X] [XX] 19
doc_273550621.ppt
[Enter Agency Name Here]
Plan & Align Workforce Hire Workforce Deploy Workforce Develop Workforce Reinforce Performance
Human Resource Management Report
[Note: This is the standard format provided by Office of the State HR Director as of August 2011. Agencies may customize or supplement this format to meet unique needs, as long as the minimum information shown in this format is included.]
[Enter Agency Name]
Managers’ Logic Model for Workforce Management
Outputs Initial Outcomes Managers understand HRM accountabilities. Jobs, staffing levels, & competencies aligned with agency priorities. Intermediate Outcomes Foundation is in place to build and sustain a Articulation of managers HRM accountabilities. HR policies. Workforce planning. Job classes & salaries assigned.
Plan & Align Workforce
productive, high
performing workforce.
Hire Workforce
Qualified candidate pools, interviews & reference checks. Job offers. Appointments & performance monitoring.
Best candidate hired & reviewed during appointment period. Successful performers retained.
The right people are in the right job at the right time.
Ultimate Outcomes Employees are committed to the work they do & the goals of the organization Productive, successful employees are retained State has workforce depth & breadth needed for present and future success
Deploy Workforce
Work assignments & requirements defined. Positive workplace environment created. Coaching, feedback, corrections.
Workplace is safe, gives capacity to perform, & fosters productive relations. Staff know job rqmts, how they’re doing, & are supported.
Time & talent is used effectively. Employees are motivated & productive.
Develop Workforce
Individual development plans. Time/ resources for training. Continuous learning environment created.
Learning environment created. Employees are engaged in development opportunities & seek to learn.
Employees have competencies for present job & career advancement Agencies are better enabled to successfully carry out their mission. The citizens receive efficient government services.
Reinforce Performance
Clear performance expectations linked to original goals & measures. Regular performance appraisals. Recognition. Discipline.
Employees know how performance contributes to success of orgn. Strong performance rewarded; poor performance eliminated
Successful perf is differentiated & strengthened. Employees are held accountable. 2
Executive Summary
Performance Measure PLAN & ALIGN W ORKFORCE Status Action Priority
e
[Enter Agency Name]
Comments
Management profile a % employees with current position/competency descriptions
H IRE W ORKFORCE
[X.X% = “Managers”; [X.X% = W MS only ] ]
b [X.X% ]
W MS control point = [X.X% ]
Average Time to Hire Funded Vacancies c Candidate quality ratings
c
[X.X] avg days to hire (of [XX] vacancies filled) [X.X% cand. interviewed had competencies needed ] [X.X% mgrs said they were able to hire best candidate ]
Hiring balance (% types of appointments)
c
[XX% promo; [XX% new hires; [XX% transfers; ] ] ]
c
# of separations during post-hire review period
DEPLOY W ORKFORCE
[XX% from layoff list; [XX% other ] ] [XX] [X.X% ]
c [X.X]
% Employees with current performance expectations b Overtime usage: (monthly average for those eligible for OT) S leave usage: (monthly average) ick # of non-disciplinary grievances
DEVELOP W ORKFORCE
c c c
hours (per capita); [X.X% of EEs receiving OT ]
[X.X] hours (per capita) [XX] grievances [XX] appeals, [XX] Director’s Reviews [X.X% ] [X.X% ] [XX]
c
# of non-disciplinary appeals & Dir’s Reviews filed
% Employees with current individual training plans b
REIN FORCE PERFORMAN CE
% Employees with current performance evaluations b # of formal disciplinary actions taken
U LTIMATE OU TCOMES
c
# of disciplinary grievances and appeals filed Turnover percentages (leaving state service) Diversity Profile a Employee survey overall average rating
a) Data as of 6/30/11
d
[XX] grievances; [XX] appeals [X.X% ] [XX% female; [XX% persons of color; [XX% 40+; ] ] ] [XX% persons with disabilities ] [X.X] overall average, [XX] survey responses
c
b) Data as of 6/30/11 or agency may use more current date (if so, please note in the “ Comments” section) c) Data from 7/1/10 through 6/30/11 d) Data as of November 2009 S tate Employee S urvey e) Action Priority: H=High, M=Medium, L=Low For those measures that have Action S teps.
3
[Enter Agency Name]
Plan & Align Workforce
Outcomes: Managers understand workforce management accountabilities. Jobs and competencies are defined and aligned with business foundation is in place to build & sustain a high performing workforce. priorities. Overall
Management Profile
Agency Priority: [High/Medium/Low]
# of WMS Employees: [xx] % of agency workforce that is WMS: [x.x ]% # of Managers*: [xx] % of agency workforce that is Managers*: [x.x]% * Management Type coded as Manager (includes EMS, WMS, and GS)
Analysis: ? WMS Control Point: [XXX] ? [XXX] ? [XXX] ? [XXX]
Washington Management Service Headcount Trend
? [XXX]
? [XXX]
? [XXX]
Data Time Period: 7/2010 through 6/2011
1 1 1 1 1 1 0 0 0 0 0
# WMS Employees (Headcount)
[DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX] ? [XXX]
Nov-10
Aug-10
Jan-11
Performance Measures: Management profile Percent employees with current position/ competency descriptions
WMS Management Type Management Consultant Policy Not Assigned [xxx] [xxx] [xxx] [xxx]
Managemen t 25% Policy 25%
Consultant 25%
May-11
Sep-10
Dec-10
Feb-11
Mar-11
Oct-10
Apr-11
Jun-11
Jul-10
Data as of [mm/yy] Source: [Enter Data Source]
Not assigned 25%
4
[Enter Agency Name]
Plan & Align Workforce
Outcomes: Managers understand workforce management accountabilities. Jobs and competencies are defined and aligned with business priorities. Overall foundation is in place to build & sustain a high performing workforce.
Current Position/Competency Descriptions
Agency Priority: [High/Medium/Low]
Analysis: ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
% Employees with current position/competency descriptions = [XX]%*
*Based on [XXX] of [XXX] reported employee count Applies to employees in permanent positions, both WMS & GS
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX]
? [XXX]
Performance Measures: Management profile Percent employees with current position/ competency descriptions
Data as of [mm/yy] Source: [Enter Data Source]
5
[Enter Agency Name]
Hire Workforce
Outcomes: Best candidates are hired and reviewed during appointment period. The right people are in the right job at the right time.
Time-to-Hire / Candidate Quality
Agency Priority: [High/Medium/Low]
Time-to-Hire Funded Vacancies Average number of days to hire*: # of vacancies filled: [XXX] [XXX]
Analysis: ? [XXX] ? [XXX] ? [XXX]
*Equals # of days from the date the hiring supervisor informs the agency HR Office to start the process to fill the position, to the date the job offer is accepted.
Agency Priority: [High/Medium/Low]
? [XXX]
? [XXX] ? [XXX] ? [XXX]
Candidate Quality
Performance Measures Time-to-hire vacancies Candidate quality Hiring Balance (proportion of appointment types) Separation during review period
Of the candidates interviewed for vacancies, how many had the competencies (knowledge, skills & abilities) needed to perform the job?
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX] ? [XXX]
Number = [XXX] Percentage = [XXX]%
Of the candidates interviewed, were hiring managers able to hire the best candidate for the job? Hiring managers indicating “yes”: Number = [XXX] Number = [XXX] Percentage = [XXX]% Percentage = [XXX]% Hiring managers indicating “no”:
Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]
6
[Enter Agency Name]
Hire Workforce
Outcomes: Best candidates are hired and reviewed during appointment period. The right people are in the right job at the right time.
Hiring Balance / Separations During Review Period
Agency Priority: [High/Medium/Low]
Analysis: ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
Transfers 20%
Types of Appointments
Promotions 20%
[SAMPLE DATA ONLY. DOUBLE CLICK CHART TO ENTER AGENCY DATA]
New Hires 20%
Hires from Layoff List 20%
? [XXX]
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX]
Other Appts 20%
Performance Measures Time-to-hire vacancies Candidate quality Hiring Balance (proportion of appointment types) Separation during review period
? [XXX]
Total number of appointments = [XXX]
Includes permanent or intent to become permanent appointments only
Agency Priority: [High/Medium/Low]
Separation During Review Period
Probationary separations - Voluntary Probationary separations - Involuntary Total Probationary Separations Trial Service separations - Voluntary Trial Service separations - Involuntary Total Trial Service Separations Total Separations During Review Period Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] [xxx] [xxx] [xxx] [xxx] [xxx] [xxx] [xxx]
7
[Enter Agency Name]
Deploy Workforce
Outcomes: Staff know job expectations, how they’re doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are
Current Performance Expectations
Agency Priority: [High/Medium/Low]
Analysis: ? [XXX] ? [XXX] ? [XXX]
% Employees with current performance expectations = [XXX]%*
*Based on [XXX] of [XXX] reported employee count Applies to employees in permanent positions, both WMS & GS
? [XXX] ? [XXX] ? [XXX] ? [XXX]
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX]
motivated.
Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)
? [XXX]
Data as of [mm/yy] Source: [Enter Data Source]
8
[Enter Agency Name]
Deploy Workforce
Outcomes: Staff know job expectations, how they’re doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are
Overtime Usage
Agency Priority: [High/Medium/Low]
1
Average Overtime (per capita) * of those Eligible
Jul-10 Aug-10 Sep-10
Overtime Cost
Average OT Hours
[DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]
0
Oct-10 Nov-10 Dec-10 Jan-11
[DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]
Aug-10
Sep-10
Nov-10
Dec-10
Feb-11
Jan-11
Apr-11
Oct-10
Jul-10
May-11
Mar-11
Jun-11
Feb-11 Mar-11 Apr-11
Overall agency avg overtime usage – per capita, per month: [XXX]**
**Overall agency avg overtime usage – per capita, per month = sum of monthly OT averages / # months
May-11 Jun-11
motivated.
Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)
% Employees Receiving Overtime * of those Eligible 100%
90% 80% 70% 60% 50% 40% 30% 20% 10% 0%
Analysis: ? [XXX] ? [XXX] ? [XXX]
Percent Employees
[DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]
? [XXX] ? [XXX]
Aug-10
Nov-10
Dec-10
Jan-11
Apr-11
May-11
Sep-10
Feb-11
Mar-11
Jun-11
Oct-10
Jul-10
Action Steps: (What, by whom, by when)
? [XXX] ? [XXX]
Overall agency avg employees receiving overtime per month: [XXX]%**
**Overall agency avg employees receiving overtime per month = sum of monthly OT percentages / # months
? [XXX]
Permanent & Non-permanent Employees Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]
9
[Enter Agency Name]
Deploy Workforce
Outcomes: Staff know job expectations, how they’re doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are
Sick Leave Usage
Agency Priority: [High/Medium/Low]
Analysis:
Average Sick Leave Used (per capita)
1
? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
Avg Hours
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
? [XXX] ? [XXX]
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX]
0
motivated.
Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)
Oct-10
Nov-10
May-11
Dec-10
Mar-11
Aug-10
Sep-10
Jan-11
Apr-11
Jul-10
Per capita SL use - Agency
* Statewide data does not include DOL, DOR, L&I, and LCB
Sick Leave Hrs Used / Sick Leave Balance (per capita)
Average SL Hrs Used (per capita) - Agency [XX] Hrs Average SL Hrs Balance (per capita) - Agency [XX] Hrs
Permanent & Non-permanent Employees Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]
Feb-11
Jun-11
? [XXX]
10
[Enter Agency Name]
Deploy Workforce
Outcomes: Staff know job expectations, how they’re doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are
Non-Disciplinary Grievances (represented employees)
Agency Priority: [High/Medium/Low]
Number of Non-Disciplinary Grievances Filed
30 25 20 15 10 5
Top Five Non-Disciplinary Grievance Types (i.e., Compensation, Overtime, Leave, etc) # Grievances [XX] [XX] [XX] [XX] [XX]
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
Grievance Type 1. [XX] 2. [XX] 3. [XX] 4. [XX]
0
Jan-11
Aug-10
Sep-10
Nov-10
Dec-10
Feb-11
Total Non-Disciplinary Grievances = [XX] * There may not be a one-to-one correlation between the number of grievances filed (shown top of page) and the outcomes determined during this time period. The time lag between filing date and when a decision is rendered can cross the time periods indicated. Non-Disciplinary Grievance Disposition* (Outcomes determined during time period listed below) ? [XXX]
May-11
Mar-11
Jun-11
Jul-10
Apr-11
Oct-10
5. [XX]
Analysis: ? [XXX] ? [XXX] ? [XXX] ? [XXX] Action Steps: (What, by whom, by when) ? [XXX] ? [XXX]
motivated.
Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)
? [XXX]
? [XXX] ? [XXX] ? [XXX] ? [XXX]
? [XXX]
Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]
11
[Enter Agency Name]
Deploy Workforce
Outcomes: Staff know job expectations, how they’re doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are
Non-Disciplinary Appeals (mostly non-represented employees)
Agency Priority: [High/Medium/Low]
Filings for DOP Director’s Review
[XX] Job classification [XX] Rule violation [XX] Name removal from Layoff List [XX] Exam results or name removal from applicant/candidate pool, if DOP did assessment [XX] Remedial action
Filings with Personnel Resources Board
[XX] Job classification
[XX] Other exceptions to Director Review
[XX] Layoff [XX] Disability separation [XX] Non-disciplinary separation
[XX] Total filings [XX] Total filings Non-Disciplinary appeals only are shown above.
motivated.
Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)
There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The time lag between filing date and when a decision is rendered can cross the time periods indicated.
Director's Review Outcomes
Withdrawn 17% Untimely 17%
Personnel Resources Board Outcomes
Dismissed 17%
Remanded 17%
Modified 17%
No jurisdiction 17%
[SAMPLE DATA ONLY. DOUBLE CLICK CHARTS TO ENTER AGENCY DATA] M odified 17%
Withdrawn 17%
Reversed 16%
Affirmed 16%
Reversed 16%
Affirmed 16%
Total outcomes = [XX] Data Time Period: [mm/yy] through [mm/yy] Source: Department of Personnel
Total outcomes = [XX] 12
[Enter Agency Name]
Develop Workforce
Outcomes: A learning environment is created. Employees are engaged in professional development and seek to learn. Employees have competencies needed for present job and future advancement.
Individual Development Plans
Agency Priority: [High/Medium/Low]
Analysis:
% of Employees with current individual development plans = [XX]%*
*Based on [XXX] of [XXX] reported employee count Employees in permanent positions, both WMS & GS
? [XXX] ? [XXX] ? [XXX] Action Steps: (What, by whom, by when) ? [XXX] ? [XXX]
? [XXX]
Performance Measures
Percent employees with current individual development plans
Data as of [mm/yy] Source: [Enter Data Source]
13
[Enter Agency Name]
Reinforce Performance
Outcomes: Employees know how their performance contributes to the goals of the organization. Strong performance is rewarded; poor performance is eliminated. Successful performance is differentiated and strengthened.
Current Performance Evaluations
Agency Priority: [High/Medium/Low]
Analysis:
% of Employees with current performance evaluations = [XX]%*
*Based on [XXX] of [XXX] reported employee count Employees in permanent positions, both WMS & GS
? [XXX] ? [XXX] ? [XXX]
? [XXX]
? [XXX] ? [XXX] ? [XXX]
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX] ? [XXX]
Employees are held
accountable. Performance Measures Percent employees with current performance evaluations
Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes)
Data as of [mm/yy] Source: [Enter Data Source]
14
[Enter Agency Name]
Reinforce Performance
Outcomes: Employees know how their performance contributes to the goals of the organization. Strong performance is rewarded; poor performance is eliminated. Successful performance is differentiated and strengthened.
Disciplinary Actions Taken
Agency Priority: [High/Medium/Low]
Analysis: Disciplinary Action Type Dismissals Demotions Suspensions Reduction in Pay* Total Disciplinary Actions* * Reduction in Pay is agency tracked Action Steps: (What, by whom, by when) ? [XXX] Issues Leading to Disciplinary Action ? [XXX] # of Actions [XXX] [XXX] [XXX] [XXX] [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
Employees are held
accountable. Performance Measures Percent employees with current performance evaluations ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
? [XXX]
? [XXX]
Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes)
Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]
15
[Enter Agency Name]
Reinforce Performance
Outcomes: Employees know how their performance contributes to the goals of the organization. Strong performance is rewarded; poor performance is eliminated. Successful performance is differentiated and strengthened.
Disciplinary Grievances and Appeals
Agency Priority: [High/Medium/Low]
20 18 16 14 12 10 8 6 4 2 0
Disciplinary Grievances (Represented Employees)
Disciplinary Appeals (Non-Represented Employees filed with Personnel Resources Board) [XX] Dismissal
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
[XX] Demotion
[XX] Suspension [XX] Pay Reduction
Jan-11
Aug-10
Sep-10
Nov-10
Dec-10
Feb-11
May-11
Mar-11
Jun-11
Jul-10
Apr-11
Oct-10
[XX] Other [XX] Total Disciplinary Appeals Filed with PRB
Total # Disciplinary Grievances Filed: [XX] There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The time lag between filing date and when a decision is rendered can cross the time periods indicated. Disposition (Outcomes) of Disciplinary Grievances Disposition (Outcomes) of Disciplinary Appeals*
Withdrawn 17% Affirmed 16% Remanded 17% [SAMPLE DATA ONLY. DOUBLE CLICK CHART TO ENTER AGENCY DATA] Reversed 16% Dismissed 17% Modified 17%
Employees are held
accountable. Performance Measures Percent employees with current performance evaluations
? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes)
*Outcomes issued by Personnel Resources Board Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] 16
[Enter Agency Name]
ULTIMATE OUTCOMES
Employees are committed to the work they do and the goals of the organization
Turnover Rates
Agency Priority: [High/Medium/Low]
Analysis: Total % Turnover (leaving state service)
120.0%
? [XXX] ? [XXX] ? [XXX]
100.0%
? [XXX]
? [XXX]
Successful, productive employees are retained
80.0%
? [XXX] [DOUBLE CLICK CHART TO ENTER AGENCY DATA] ? [XXX]
60.0%
The state has the workforce breadth and depth needed for present and future success Performance Measures Turnover rates and types Turnover rate: key occupational categories (optional) Workforce Diversity Profile Employee Survey Information
40.0%
Action Steps: (What, by whom, by when) ? [XXX]
20.0%
? [XXX] ? [XXX]
0.0% Retirement Resignation Dismissal Layoff Other
Total Turnover Actions: [xx] Total % Turnover: [xx]%
Includes employees in permanent or intent to become permanent appointment status only.
Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]
17
[Enter Agency Name]
ULTIMATE OUTCOMES
Employees are committed to the work they do and the goals of the organization
Workforce Diversity Profile
Agency Priority: [High/Medium/Low]
June 30, 2010 Count Total Headcount Female Persons with Disabilities Vietnam-Era Veterans Pct June 30, 2011 Count Pct
Impact of Prior Strategies: What happened as a result of the affirmative action strategies detailed in the last approved affirmative action plan or update? ? [XXX] ? [XXX]
Successful, productive employees are retained
Disabled Veterans
Key Current Issues:
Persons Age 40 and older Persons of Color Black Hispanic Native American Asian
What are the key affirmative action issues that the agency or institution intends to address moving forward? ? [XXX] ? [XXX]
The state has the workforce breadth and depth needed for present and future success Performance Measures Turnover rates and types Turnover rate: key occupational categories (optional) Workforce Diversity Profile Employee Survey Information
Future Strategies:
Percent Age Distribution
All Employees (including WMS) WMS Employees Only
What are the agency’s or institution’s primary strategies to address these key issues? ? [XXX] ? [XXX]
% Employees
[DOUBLE CLICK CHART TO ENTER AGENCY DATA]
% 15-19
% 20-24
% 25-29
% 30-34
% 35-39
% 45-49
% 50-54
% 55-59
% 60-64
Permanent & Non-Permanent Employees Data as of [mm/yy] Source: [Enter Data Source]
%40-44
% 65 +
% < 15
18
[Enter Agency Name]
ULTIMATE OUTCOMES
Employees are committed to the work they do and the goals of the organization
Employee Survey Ratings
Agency Priority: [High/Medium/Low]
Question
Avg 2006
Avg 2007
Avg 2009
Analysis: ? [XXX] ? [XXX] ? [XXX] ? [XXX] ? [XXX]
Successful, productive employees are retained
1) I have the opportunity to give input on decisions affecting my work. 2) I receive the information I need to do my job effectively. 3) I know how my work contributes to the goals of my agency. 4) I know what is expected of me at work. 5) I have opportunities at work to learn and grow. 6) I have the tools and resources I need to do my job effectively.
7) My supervisor treats me with dignity and respect. 8) My supervisor gives me ongoing feedback that helps me improve my performance.
Action Steps: (What, by whom, by when) ? [XXX] ? [XXX] ? [XXX]
The state has the workforce breadth and depth needed for present and future success Performance Measures Turnover rates and types Turnover rate: key occupational categories Workforce Diversity Profile Employee Survey Information
9) I receive recognition for a job well done.
10) My performance evaluation provides me with meaningful information about my performance. 11) My supervisor holds me and my coworkers accountable for performance. 12) I know how my agency measures its success. 13) My agency consistently demonstrates support for a diverse workforce. Overall average: [X.X] Number of survey responses: [XX] Data as of: [xx/xx/xxxx] Source: Statewide Employee Survey [X.X] [XX] [X.X] [XX] 19
doc_273550621.ppt