HR Modernization Baseline Survey

Report

Survey Results

The survey started by asking departments to list, in rank order (1 being the most difficult), the five hardest to recruit classifications. All 74 respondents provided input to this question; however, not all identified explicit classification data. Forty-three (58%) departments submitted general information by either indicating a classification series (e.g., IT Series), a working title, or unspecific classification level or type (e.g. programmer analyst). Thirty-one (42%) departments gave the explicit classification title for each hard to recruit classification. The classifications were categorized into occupational groups using the State of California's Schematic Arrangement of classifications as a guide. The Schematic Arrangement uses a 4-digit alpha/numeric code to cluster classifications with broad and similar characteristics into occupational groups. The hard to recruit occupational groups are presented in the order they appear in the Schematic Arrangement. A list of all classifications submitted is provided as Attachment B. The following table provides a breakdown of the total number of classifications represented in each occupational group and the Collective Bargaining Identifier (CBID) breakdown of the classifications, when available. When classification series or unspecific classifications were identified in a response, they were counted as "unidentifiable" for the purposes of this recorded finding.

Hard to Recruit Occupational Groups by Classification Level

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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 17, 2009 at 12:50 PM.