Human Resource Management Report template.ppt

StateofWashington EnterAgencyNameHere HumanResourceManagementReport ReportSubmittedDate mm yy Note ThisisthestandardformatprovidedbyDOPasofAugust2010 Agenciesmaycustomizeorsupplementthisformattomeetuniqueneeds aslongastheminimuminformationshowninthisformatisincluded EnterAgencyName 2 Managers LogicModelforWorkforceManagement 3 ExecutiveSummary EnterAgencyName EnterAgencyName 4 Plan AlignWorkforceOutcomes Managersunderstandworkforcemanagementaccountabilities Jobsandcompetenciesaredefinedandalignedwithbusinesspriorities Overallfoundationisinplacetobuild sustainahighperformingworkforce PerformanceMeasures ManagementprofilePercentemployeeswithcurrentposition competencydescriptions Analysis WMSControlPoint XXX XXX XXX XXX XXX XXX XXX ActionSteps What bywhom bywhen XXX XXX XXX ofWMSEmployees xx ofagencyworkforcethatisWMS x x ofManagers xx ofagencyworkforcethatisManagers x x ManagementTypecodedasManager includesEMS WMS andGS ManagementProfile Dataasof mm yy Source EnterDataSource DataTimePeriod 7 2009through6 2010 AgencyPriority High Medium Low DOUBLECLICKCHARTSTOENTERAGENCYDATA Management xxx Consultant xxx Policy xxx NotAssigned xxx WMSManagementType EnterAgencyName 5 Analysis XXX XXX XXX XXX XXX XXX XXX ActionSteps What bywhom bywhen XXX XXX XXX Plan AlignWorkforceOutcomes Managersunderstandworkforcemanagementaccountabilities Jobsandcompetenciesaredefinedandalignedwithbusinesspriorities Overallfoundationisinplacetobuild sustainahighperformingworkforce PerformanceMeasures ManagementprofilePercentemployeeswithcurrentposition competencydescriptions Employeeswithcurrentposition competencydescriptions XX CurrentPosition CompetencyDescriptions Basedon XXX of XXX reportedemployeecountAppliestoemployeesinpermanentpositions bothWMS GS Dataasof mm yy Source EnterDataSource AgencyPriority High Medium Low EnterAgencyName 6 HireWorkforceOutcomes Bestcandidatesarehiredandreviewedduringappointmentperiod Therightpeopleareintherightjobattherighttime PerformanceMeasuresTime to hirevacanciesCandidatequalityHiringBalance proportionofappointmenttypes Separationduringreviewperiod Analysis XXX XXX XXX XXX XXX XXX XXX ActionSteps What bywhom bywhen XXX XXX XXX Time to HireFundedVacanciesAveragenumberofdaystohire XXX ofvacanciesfilled XXX Equals ofdaysfromthedatethehiringsupervisorinformstheagencyHROfficetostarttheprocesstofilltheposition tothedatethejobofferisaccepted CandidateQualityOfthecandidatesinterviewedforvacancies howmanyhadthecompetencies knowledge skills abilities neededtoperformthejob Number XXX Percentage XXX Ofthecandidatesinterviewed werehiringmanagersabletohirethebestcandidateforthejob Hiringmanagersindicating yes Number XXX Percentage XXX Hiringmanagersindicating no Number XXX Percentage XXX Time to Hire CandidateQuality DataTimePeriod mm yy through mm yy Source EnterDataSource AgencyPriority High Medium Low AgencyPriority High Medium Low EnterAgencyName 7 Analysis XXX XXX XXX XXX XXX XXX XXX ActionSteps What bywhom bywhen XXX XXX XXX Totalnumberofappointments XXX Includespermanentorintenttobecomepermanentappointmentsonly SeparationDuringReviewPeriodProbationaryseparations Voluntary xxx Probationaryseparations Involuntary xxx TotalProbationarySeparations xxx TrialServiceseparations Voluntary xxx TrialServiceseparations Involuntary xxx TotalTrialServiceSeparations xxx TotalSeparationsDuringReviewPeriod xxx HireWorkforceOutcomes Bestcandidatesarehiredandreviewedduringappointmentperiod Therightpeopleareintherightjobattherighttime PerformanceMeasuresTime to hirevacanciesCandidatequalityHiringBalance proportionofappointmenttypes Separationduringreviewperiod HiringBalance SeparationsDuringReviewPeriod SAMPLEDATAONLY DOUBLECLICKCHARTTOENTERAGENCYDATA DataTimePeriod mm yy through mm yy Source EnterDataSource AgencyPriority High Medium Low AgencyPriority High Medium Low EnterAgencyName 8 DeployWorkforceOutcomes Staffknowjobexpectations howthey redoing aresupported Workplaceissafe givescapacitytoperform fostersproductiverelations Employeetimeandtalentisusedeffectively Employeesaremotivated PerformanceMeasuresPercentemployeeswithcurrentperformanceexpectationsOvertimeusageSickleaveusageNon disciplinarygrievances appealsfiledanddisposition outcomes Analysis XXX XXX XXX XXX XXX XXX XXX ActionSteps What bywhom bywhen XXX XXX XXX Employeeswithcurrentperformanceexpectations XXX CurrentPerformanceExpectations Basedon XXX of XXX reportedemployeecountAppliestoemployeesinpermanentpositions bothWMS GS Dataasof mm yy Source EnterDataSource AgencyPriority High Medium Low EnterAgencyName 9 Analysis XXX XXX XXX XXX XXX ActionSteps What bywhom bywhen XXX XXX XXX OvertimeUsage DeployWorkforceOutcomes Staffknowjobexpectations howthey redoing aresupported Workplaceissafe givescapacitytoperform fostersproductiverelations Employeetimeandtalentisusedeffectively Employeesaremotivated PerformanceMeasuresPercentemployeeswithcurrentperformanceexpectationsOvertimeusageSickleaveusageNon disciplinarygrievances appealsfiledanddisposition outcomes Overallagencyavgovertimeusage percapita permonth XXX Overallagencyavgemployeesreceivingovertimepermonth XXX DOUBLECLICKCHARTSTOENTERAGENCYDATA Overallagencyavgovertimeusage percapita permonth sumofmonthlyOTaverages months Overallagencyavgemployeesreceivingovertimepermonth sumofmonthlyOTpercentages months Permanent Non permanentEmployeesDataTimePeriod mm yy through mm yy Source EnterDataSource AgencyPriority High Medium Low DOUBLECLICKCHARTSTOENTERAGENCYDATA DOUBLECLICKCHARTSTOENTERAGENCYDATA EnterAgencyName 10 Analysis XXX XXX XXX XXX XXX XXX XXX ActionSteps What bywhom bywhen XXX XXX XXX SickLeaveHrsUsed SickLeaveBalance percapita StatewidedatadoesnotincludeDOL DOR L I andLCB SickLeaveUsage DeployWorkforceOutcomes Staffknowjobexpectations howthey redoing aresupported Workplaceissafe givescapacitytoperform fostersproductiverelations Employeetimeandtalentisusedeffectively Employeesaremotivated PerformanceMeasuresPercentemployeeswithcurrentperformanceexpectationsOvertimeusageSickleaveusageNon disciplinarygrievances appealsfiledanddisposition outcomes DOUBLECLICKCHARTTOENTERAGENCYDATA Permanent Non permanentEmployeesDataTimePeriod mm yy through mm yy Source EnterDataSource AgencyPriority High Medium Low EnterAgencyName 11 Non DisciplinaryGrievances representedemployees Analysis XXX XXX XXX XXX ActionSteps What bywhom bywhen XXX XXX XXX DOUBLECLICKCHARTTOENTERAGENCYDATA Non DisciplinaryGrievanceDisposition Outcomesdeterminedduringtimeperiodlistedbelow XXX XXX XXX XXX XXX XXX Theremaynotbeaone to onecorrelationbetweenthenumberofgrievancesfiled showntopofpage andtheoutcomesdeterminedduringthistimeperiod Thetimelagbetweenfilingdateandwhenadecisionisrenderedcancrossthetimeperiodsindicated DeployWorkforceOutcomes Staffknowjobexpectations howthey redoing aresupported Workplaceissafe givescapacitytoperform fostersproductiverelations Employeetimeandtalentisusedeffectively Employeesaremotivated PerformanceMeasuresPercentemployeeswithcurrentperformanceexpectationsOvertimeusageSickleaveusageNon disciplinarygrievances appealsfiledanddisposition outcomes TopFiveNon DisciplinaryGrievanceTypes i e Compensation Overtime Leave etc DataTimePeriod mm yy through mm yy Source EnterDataSource TotalNon DisciplinaryGrievances XX AgencyPriority High Medium Low Non DisciplinaryAppeals mostlynon representedemployees FilingsforDOPDirector sReview XX Jobclassification XX Ruleviolation XX NameremovalfromLayoffList XX Examresultsornameremovalfromapplicant candidatepool ifDOPdidassessment XX Remedialaction XX Totalfilings FilingswithPersonnelResourcesBoard XX Jobclassification XX OtherexceptionstoDirectorReview XX Layoff XX Disabilityseparation XX Non disciplinaryseparation XX TotalfilingsNon Disciplinaryappealsonlyareshownabove Thereisnoone to onecorrelationbetweenthefilingsshownaboveandtheoutcomesdisplayedinthechartsbelow Thetimelagbetweenfilingdateandwhenadecisionisrenderedcancrossthetimeperiodsindicated DeployWorkforceOutcomes Staffknowjobexpectations howthey redoing aresupported Workplaceissafe givescapacitytoperform fostersproductiverelations Employeetimeandtalentisusedeffectively Employeesaremotivated PerformanceMeasuresPercentemployeeswithcurrentperformanceexpectationsOvertimeusageSickleaveusageNon disciplinarygrievances appealsfiledanddisposition outcomes SAMPLEDATAONLY DOUBLECLICKCHARTSTOENTERAGENCYDATA DataTimePeriod mm yy through mm yy Source DepartmentofPersonnel Totaloutcomes XX Totaloutcomes XX AgencyPriority High Medium Low 12 EnterAgencyName EnterAgencyName 13 DevelopWorkforceOutcomes Alearningenvironmentiscreated Employeesareengagedinprofessionaldevelopmentandseektolearn Employeeshavecompetenciesneededforpresentjobandfutureadvancement PerformanceMeasuresPercentemployeeswithcurrentindividualdevelopmentplans Analysis XXX XXX XXX ActionSteps What bywhom bywhen XXX XXX XXX ofEmployeeswithcurrentindividualdevelopmentplans XX IndividualDevelopmentPlans Basedon XXX of XXX reportedemployeecountEmployeesinpermanentpositions bothWMS GS Dataasof mm yy Source EnterDataSource AgencyPriority High Medium Low EnterAgencyName 14 ReinforcePerformanceOutcomes Employeesknowhowtheirperformancecontributestothegoalsoftheorganization Strongperformanceisrewarded poorperformanceiseliminated Successfulperformanceisdifferentiatedandstrengthened Employeesareheldaccountable PerformanceMeasuresPercentemployeeswithcurrentperformanceevaluationsDisciplinaryactionsandreasons disciplinarygrievances appealsfiledanddisposition outcomes Analysis XXX XXX XXX XXX XXX XXX XXX ActionSteps What bywhom bywhen XXX XXX XXX ofEmployeeswithcurrentperformanceevaluations XX CurrentPerformanceEvaluations Basedon XXX of XXX reportedemployeecountEmployeesinpermanentpositions bothWMS GS Dataasof mm yy Source EnterDataSource AgencyPriority High Medium Low EnterAgencyName 15 DisciplinaryActionsTaken IssuesLeadingtoDisciplinaryAction XXX XXX XXX XXX XXX XXX XXX Analysis XXX XXX XXX XXX XXX XXX XXX ActionSteps What bywhom bywhen XXX XXX XXX ReductioninPayisagencytracked ReinforcePerformanceOutcomes Employeesknowhowtheirperformancecontributestothegoalsoftheorganization Strongperformanceisrewarded poorperformanceiseliminated Successfulperformanceisdifferentiatedandstrengthened Employeesareheldaccountable PerformanceMeasuresPercentemployeeswithcurrentperformanceevaluationsDisciplinaryactionsandreasons disciplinarygrievances appealsfiledanddisposition outcomes DataTimePeriod mm yy through mm yy Source EnterDataSource AgencyPriority High Medium Low EnterAgencyName 16 DisciplinaryGrievances RepresentedEmployees Disposition Outcomes ofDisciplinaryGrievances XXX XXX XXX XXX XXX XXX XXX Total DisciplinaryGrievancesFiled XX Disposition Outcomes ofDisciplinaryAppeals Thereisnoone to onecorrelationbetweenthefilingsshownaboveandtheoutcomesdisplayedinthechartsbelow Thetimelagbetweenfilingdateandwhenadecisionisrenderedcancrossthetimeperiodsindicated DisciplinaryGrievancesandAppeals DisciplinaryAppeals Non RepresentedEmployeesfiledwithPersonnelResourcesBoard XX Dismissal XX Demotion XX Suspension XX PayReduction XX Other XX TotalDisciplinaryAppealsFiledwithPRB ReinforcePerformanceOutcomes Employeesknowhowtheirperformancecontributestothegoalsoftheorganization Strongperformanceisrewarded poorperformanceiseliminated Successfulperformanceisdifferentiatedandstrengthened Employeesareheldaccountable PerformanceMeasuresPercentemployeeswithcurrentperformanceevaluationsDisciplinaryactionsandreasons disciplinarygrievances appealsfiledanddisposition outcomes OutcomesissuedbyPersonnelResourcesBoard DOUBLECLICKCHARTTOENTERAGENCYDATA SAMPLEDATAONLY DOUBLECLICKCHARTTOENTERAGENCYDATA DataTimePeriod mm yy through mm yy Source EnterDataSource AgencyPriority High Medium Low EnterAgencyName 17 Analysis XXX XXX XXX XXX XXX XXX XXX ActionSteps What bywhom bywhen XXX XXX XXX DataTimePeriod mm yy through mm yy Source EnterDataSource Includesemployeesinpermanentorintenttobecomepermanentappointmentstatusonly TurnoverRates TotalTurnoverActions xx Total Turnover xx ULTIMATEOUTCOMESEmployeesarecommittedtotheworktheydoandthegoalsoftheorganizationSuccessful productiveemployeesareretainedThestatehastheworkforcebreadthanddepthneededforpresentandfuturesuccessPerformanceMeasuresTurnoverratesandtypesTurnoverrate keyoccupationalcategories optional WorkforceDiversityProfileEmployeeSurveyInformation Total Turnover leavingstateservice DOUBLECLICKCHARTTOENTERAGENCYDATA AgencyPriority High Medium Low EnterAgencyName 18 WorkforceDiversityProfile ULTIMATEOUTC