HR Modernization Baseline Survey

We polled departments to see what innovative HR practices they're already using that we should consider applying statewide.

For instance, many departments have developed their own exams using online tools, or have partnered with other departments to administer exams. Some personnel offices use particular technologies for training, completing employee performance, and supporting other HR functions.

We plan to use data from this survey to set a baseline for measuring our progress in modernizing the State's HR system.

Contents

HR Modernization Baseline Survey

• Executive Summary
  • Significant Findings
  • Opportunities
  • Conclusion
• Report
  • Survey Results
  • Hardest to Recruit
  • Time to Hire
  • Selection Instruments
  • Why Departments Don't Use LEQ/TEQ
  • Examinations Per Year
  • Objective of Job Analyses
  • Status of Plans and Programs
  • Innovative Approaches
  • Strategic Plan
  • Automated Solutions
  • Customer Service
  • Objective of Classification Studies
  • Objective of Compensation Studies
  • Improvements in Processing Time Due to PML 2007-026
  • Documented Core Competencies
  • Career Ladders
  • Training Program Alignment
  • Annual Training Budget
  • In-House Training
  • Automated Training
  • Knowledge Transfer Tools
  • Supervisor/Manager Training
  • Partner with Other Departments to Offer Training
  • Probationary Reports Completed
  • Probationary Reports Completed On-Time
  • Probationary Employees Rejected
  • IDP/PAS Completed Each Year
  • How is IDP/PAS Information Used
  • Adverse Action
  • Employee Exit Survey
  • Annual Turnover Rate
  • Factors Contributing to Turnover
  • Organization at Risk
  • Actions Due to Changes in Workforce or Vacancy Rates
  • Mentor for Every New Employee
  • Anything to Share
  • How Many Vacant Positions
• Conclusion

Attachments

• Attachment A - Survey Questions
  • Departmental Information
  • Recruitment and Selection
  • Planning and HR Related Efforts
  • Classification and Compensation
  • Training
  • Performance Management
  • Workforce and Employee Retention
  • Comments
• Attachment B - Hard to Recruit Classifications by Occupational Group
  • Agricultural and Conservation
  • Office and Allied Services
  • Custodian and Domestic Services
  • Education
  • Engineering and Allied Services
  • Financial Services
  • Planning Services
  • Administrative Services and Office Management
  • Property Appraisal and Acquisition
  • Personnel Related Services
  • Budget Analysis
  • Electronic Information Processing
  • Actuarial Research and Statistics
  • Public Relations Information and Publications
  • Legal
  • Mechanical and Construction Trades
  • Medicine and Medical Subsidiaries
  • Nursing and Therapeutic Services
  • State Emergency Disaster Program
  • Protective Services and Public Safety
  • Social Security and Rehab Services
  • CEAs

Other Formats

• Get the survey as a ready-to-print PDF file

Updated April 20, 2009 at 10:27 AM.