HR Modernization Baseline Survey

Report

Documented Core Competencies

Departments were asked if they had a documented set of core competencies (i.e., core competencies identified through job analysis, outside vendor, or other process). Nineteen (19) specific occupational groups were provided as possible responses, along with a response of "other" for any additional occupational groups. In addition to the information provided in the following chart, the information obtained from the "other" category shows that departments also have a documented set of core competencies specifically for supervisors and managers, law enforcement professionals, and department chaplains. Forty-one (41) departments responded to this question with the following results:

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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

Updated March 30, 2009 at 10:55 AM.