Hands" Meeting Slides - Office of State Human Resources

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Dec 8, 2013 (3 years and 8 months ago)

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OSP


“All Hands”


Meeting

Agenda



Welcome



Announcements



2012 OSP “Top Ten” Initiatives



OSP Operational “To Do” List



Q&A


2012


OSP


“Top Ten”


Strategic Initiatives

2012 OSP Strategic Initiatives


Goal 1: Attract achievement
-
oriented people to employment
opportunities in state government.



Recruitment
W
ebsite



NC PAY

Recruitment Website




Improve the State’s recruitment website to more effectively
attract qualified job candidates by capitalizing on e
-
recruit
capabilities and incorporating marketing elements of NC
Brand and information about Total Rewards.


Champion
:

Dusty
Wall


Strategy
Team
Members:


Team
Lead


Lynn
Floyd;
Amy
Perry;
Chris Clemmons;
Kassia

Elliott; Vivian Jackson


Target
Completion Date:

September 30,
2012



Recruitment Website


Deliverables
:



Conception
of website “look and feel”


Draft of identified key pages and topics


Draft of content of pages


Final mock up


Live production website


Recruitment Website


Action
Plan/Milestones:


Brainstorming
for website “look and feel” and team input on
content


5/25


Assignments to team members for crafting pages


6/1


Develop pages (content)


6/22


Approval from
Champion
and Deputy
Director
-

7/13


Mock
-
up of pages
-

9/1


Approval from
Champion
and Deputy Director


9/14/12


Implementation


9/30/12


Maintenance


care and feeding, ongoing


Recruitment Website


Dependencies
:



E
-
Recruit Go
-
Live for DPS, General Assembly, DPI


E
-
Recruit “care and
feeding”


Potential
level of involvement of salary administration staff on
NCPAY


50% of
professional
RSSA Division staff engaged in this specific
initiative


Potential
RIF activity in spring/summer




NC PAY


Pilot
the NC PAY classification structure in one state agency to
determine its effectiveness and suitability for statewide system
use.



Champion:

Pam Bowling





Strategy Team
Members:

Chris Clemmons and
Laura Sheely,
Leads;
staff of Classification/Compensation Division.



Target Completion Date:

January 1,
2013

NC PAY


Deliverables
:



Testing
of new NC Pay
structure




Development
of new classifications associated with
structure
Implementation of new
structure/classifications
in
Beacon



Identification
of pay mechanisms and policy
changes



Report
of findings and
issues


NC PAY

Action Plan/Milestones:



Internal
and external communication
completed; conclude
modeling structure
transition


June 2012



Classification
and pay
issues addressed; structure
transition
complete in
BEACON
-

October
2012



Analysis
of pilot and recommendations
completed
-

January
2013


Dependencies:


Structure
implementation in Beacon with Release 2 in
October, 2012




2012 OSP Strategic Initiatives


Goal 2:

Develop the employee and managerial knowledge and
skills needed for current and future state government
effectiveness.



Learning Management System



On
-
boarding Program


Employee Training



New Manager/Supervisor Training

Learning Management System (LMS)


Identify
and implement a comprehensive enterprise
-
wide
learning content management system.


Champions
: Paula Kukulinski and John
Correllus


Strategy Team Members
: Functioning as the Core Project Team
are Dimple
Katira

(ITS), Mike Cline, Jane
Bozarth
, Tony Oakley,
Don
Childrey
(OSC), John Correllus and Paula Kukulinski.


Formal sub
-
committees
-

Program Design and Development,
Citizen Training, Work Flow/Processes, Naming Conventions, etc
.

will be established with both
OSP and agency
representation.

Learning Management System (LMS)


Target
Completion Date
: December 31, 2012 (Phase I)



Deliverable
:


Implement an
enterprise LMS


Action
Plan/Milestones:


Conduct state
-
wide needs assessment meetings


Complete


Issue RFP


Complete


Selection of Vendor


In Process


Implementation Activities


Phase One ”Go Live”


Phase One
Closeout


Learning Management System (LMS)



Dependencies
:



Continued funding source after initial license period


On
-
boarding Program


Establish a statewide on
-
boarding program to facilitate new
employee adjustment to organization and to enhance
engagement and retention.


Champions:
Nellie Riley and Paula Kukulinski


Strategy Team Members:
Anthony Jones, Lead; Linda Jefferson,
Sondra Wilson; Vivian Jackson


Target Completion Date:
December 1. 2012





On
-
boarding Program


Deliverables:


On
-
boarding process, policy and guide/toolkit


Integration of on
-
boarding process into LMS


Best practices identified


Process posted on website


Action Plan/Milestones:


To be determined by re
-
chartered team by May 30, 3012


Dependencies:


To be determined


On
-
boarding: Employee Training


Establish a training program for all employees on the
responsibilities of being a public employee and on “How to be
Successful in State Government”; link to on
-
boarding and LMS
initiatives.


Champion:
Nellie Riley


Strategy Team Members:
Windy Willis, a member of the Young
Employees’ Initiative, one seasoned employee and one HR
Director


Target Completion Date:

December 1, 2012



On
-
boarding: Employee Training


Deliverables:




Completed training course



Integration into On Boarding Program




Integration into LMS




On
-
boarding: Employee Training


Action Plan/Milestones:
(dates to be determined)



Training course developed





Training course piloted





Training course piloted with On Boarding Program



LMS integration completed




Dependencies:


To be determined



New Manager/Supervisor Training


Create
a standard and consistent learning program for new
managers and supervisors to prepare them to manage the
human capital they are accountable for and enhance productive
and respectful relationships.


Champion
:
Paula
Kukulinski


Strategy Team Members
:
Annis

Barbee (DHHS), Jim Gray (AOC),
Kent
McLamb

(State Auditor), Gwen
Norville

(Public Safety),
Kathi

Parker (OSP, Team Leader), Steve Sheppard (NCDOT), Linda
Smith (DOR
)


Target Completion Date
:
6/30/13



New Manager/Supervisor Training


Deliverables
:



Validated competencies for NC state government leaders at
four different levels
.



Multi
-
level, consistent, competency
-
based, accessible, cost
-
effective leadership development programs for centralized
delivery and/or guided agency customization
.



Leadership development program evaluation protocols that
measure impact and guide ongoing improvements.


New Manager/Supervisor Training

Dependencies
:



Identifying common/core leadership competencies across
state government agencies with varied customer/stakeholder
bases, business needs and organizational structures/cultures
.




Designing leadership development programs with the right
balance of core competency development and agency
customization flexibility
.



Resource sharing across agencies (space, facilitators/trainers,
materials, etc.) for centralized program delivery and
evaluation.


2012 OSP Strategic Initiatives


Goal 3: Motivate high levels of managerial and employee
performance.



High Performance Workforce Consortium



Uniform Mediation/Grievance Policy



Increase Employee Engagement


High Performance Workforce Consortium


Plan and implement a set of integrated initiatives to create and
maintain a high performance state government workforce
through a collaboration among agencies that have a major
workforce development focus (OSP, Department of Commerce,
Division of Employment Security, NC Community College system,
and Institute for Emerging Issues.)


Champion
:

Ann Cobb





Strategy Team Members:


Nancy Astrike, Team
Lead;
Steve
Scott (Wake Tech); Roger Shackelford (Commerce); Dr. Saundra
Williams (Community Colleges); Anita Brown
-
Graham (Emerging
Issues
)



High Performance Workforce Consortium


Target Completion Date:
December 1, 2012


Deliverables
:


Comprehensive
set of initiatives which create and maintain a
high performance state government workforce.



Action Plan/Milestones:

Initiatives
developed in the following areas
:


High
Performance
Attributes


Performance
Management


Customer Service




High Performance Workforce Consortium



Employee
Engagement


Diversity


Compensation
(complete
)


Recruitment
and Selection (in
-
process)


Classification (in
-
process)


Learning and Development (July, 2012)


Dependencies:


No dependencies identified




Uniform Mediation/Grievance Policy


Develop
and implement a Uniform Mediation and Grievance
Policy in all agencies to ensure consistency and fairness in how
grievances are handled across state government and will offer a
cost effective, time effective and less adversarial method of
resolving grievances.


Champion:

Gerry Fisher



Strategy Team Members:

Sharon
Howard and Ken Litowsky


Target Completion Date:


October
31, 2012



Uniform Mediation/Grievance Policy


Deliverables
:



Completed Uniform
Mediation and Grievance
Policy



I
mplementation
recommendations to incoming
administration in
OSP
transition
report



Action Plan/Milestones:



Policy vetted by OSP legal
counsel.




Policy vetted with the HR Roundtable Policy Committee,
agency/university HR directors, and OSP leadership
.



Uniform Mediation/Grievance Policy


Dependencies
:



Implement
funding plan proposed by the Office of State
Budget and Management to assess contribution from each
agency to support the cost of mediation.



I
dentify
and obtain additional administrative support required
for scheduling time
-
sensitive mediations, maintenance of
mediator pool information and mediation data.




Increase Employee Engagement

Develop model programs and tools to increase employee
engagement, commitment and productivity.


Champions:
Nellie Riley and Gerry Fisher


Strategy Teams:



Engagement Component:
Brenda Dixon, Lead; Susan Adams,

Marie Livingston


Target
Completion Date
-

December 1, 2012








Increase Employee Engagement


Deliverables:



Guide and toolkit for making survey results and other data
actionable to drive improvement



Update

engagement section of OSP website to include “Best
Practices”


Action Plan/ Milestones:
To be determined by re
-
chartered
team by 5/30/12








Increase Employee Engagement



Exit Interview Processes Component:
Sondra Chavis, Lead; Laura
Sheely and Dominick
D’Erasmo




Target Completion Date:
December 1, 2012





Increase Employee Engagement


Deliverables
:


Guide and toolkit for making survey results and other data
actionable to drive improvement



Guidelines and implementation recommendations on
effective exit interview processes



Updated engagement section of OSP website to reflect Best
Exit Interview Practices”


Action Plan/Milestones and Dependencies:

To be determined by re
-
chartered team by 5/30/12





2012 OSP Strategic Initiatives


Goal 4: Improve effectiveness and efficiency of OSP functioning
and operations.



OSP Internal Policy Manual and OSP Standard Operating
Procedures



OSP Workforce Plan




OSP Internal Policy Manual and SOPs

Update and revise OSP internal policy manual to reflect current
policies and practices and develop Standard Operating
Procedures outlining administrative processes.


Champion:
Carl Goodwin


Strategy Team Members:
Brenda Dixon, Beverly Townsend,
Charlene Shabazz.


Target Completion Date:
June 30, 2012


Deliverables
:


Updated OSP internal policy manual


New OSP standard operating procedures manual




OSP Internal Policy Manual and SOPs


Action Plan/Milestones:



Complete first drafts of revised internal policy manual and
new SOP manual
-

May 31



Complete final draft of internal policy manual and new SOP
manual


June 30




Distribute to OSP staff and post on internal website


July 2


Dependencies:

No dependencies identified

OSP Workforce Plan


Complete five
-
year workforce and management of critical
knowledge plan for OSP.


Champion:

Ann Cobb


Strategy Team Members:
Marie Livingstone, Lynn Freeman,
Charlene Shabazz, and all division directors.


Target Completion Date:
Phase 1


June 30; Phase 2


December 1.



OSP Workforce Plan


Deliverables:


OSP workforce plan with priorities, and short and long
-
term
implementation plan


Action Plan/Milestones:


Complete division spreadsheets of critical knowledge areas


5/15


Review full plan including priorities, due dates


5/22


Complete initial plan and communicate expectations


5/31


Finalize OSP workforce plan, phase 1


6/30


Dependencies:
Flood, famine, earthquake

OSP Operational “To Do” List





Coming soon …