OSP Standards and Accountabilty Cassandra Atkinson

OSP Standards and Accountabilty Cassandra Atkinson 1

Accountability Forum:

Changing HR Strategies to Build a Competent, Productive, and Inspired Workforce

Cassandra AtkinsonNC Office of State Personnel Presenter


AGENDA Strategic Goals/Mission

Emerging Trends Shift Happens Video

Key Principles of Strategic Human Resource Management

Building a Competitive and Productive Workforce

Sample Benchmarked HR Metrics


Governor’s Initiatives State Performance Management and Accountability

High Expectations

Hands on Leadership

Early Disclosure

Accountability to the Public


OSP Mission and VisionMission Compliant-- State Personnel Act and Administrative Rules Accountable to Governor and State Personnel Commission Provide high quality human resources services

Vision

North Carolina state government is a model employer.

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Enable state A/U’s to attract, motivate, develop and retain a competent, diverse workforce to meet their business objectives


Shift Happens…..

Emerging Trends

http://www.youtube.com/watch?v=ljbI-363A2Q


Jobs that will exist in 2020 and beyond that do not exist today—Participant Responses


Predictions or Expectations for 2049

The work force of the near future will be skilled and semi-skilled workers, especially in computers, health care, science and technology.

Lots of openings because the baby boomers will have retired.

Anyone who is not fluent in a second language will be at a huge disadvantage even “if they never leave this country.”


Other Jobs of the Future

Space tour guide Molecular engineer Synthetic biologists

are learning to create organisms to perform specific tasks

Systems engineers will fabricate new materials with ideal characteristics at the molecular level


New Technologies

Examples NanoTechnology

Wind Energy Production


HR Being Strategic—Participant Comments

When will HR be prepared to

Identify the KSA’s and competencies?

Write the position descriptions?

Retain motivate an international workforce?

For New Jobs/Technologies


Participant Comments

New Jobs/Technologies

Set compensation and benefits appropriately?

Recruit for the positions in these job classes?

Manage a workforce on a different planet?


Other Preview Question

What was the primary point of the video?

A. That we need more world population control and planning

B. That the knowledge and skills required of our workforce is changing exponentially each year


Strategic Human Resource Management

Definition Implementation of human resources activities, policies and practices and needed changes to support or improve the agency’s operational and strategic goals and objectives.


Strategic Planning

A disciplined effort to produce fundamental decisions and actions that shape what an organization is, what it does, and why it does it (Olsen and Eadie, 1982)

First step towards results/outcome-based management


Strategic Planning Basics

A. Where You Are

C. How to Get There

B. Where you Want to Be

Strategic PlanIT and HR PlansCommunicationBudget Allocations

Mission and Mandates

Structure and Systems

Programs and Services

Mission and MandatesStructure and SystemsPrograms and Services

Strategy

Formulation

Stra

tegy

Impl

emen

tation

Vision, Mission and Goals



How many organizations have a strategic plan?

Mission Statement?

Vision Statement?

# with strategic plans, mission statement, and vision statement



How many HR Offices have a strategic plan?

Yes No



Is it posted on your website and available to the public?

Yes No


Business Need for Accountability

Proving the Value of human Resources

Return on Investment

Communication


Human Capital Plan Defined

A human capital plan is an organization’s plan for employing, deploying, developing and evaluating the workforce that will best achieve the strategic goals of that organization (Pew Center on the States, 2009)


Human Capital Plan

How many HR Offices have a human capital plan?


Logic Model for Accountability in Human Resource Management

To be a competitive or a model employer, agency and university managers must engage in practices that build and reinforce a competent, productive and inspired workforce.


Workforce Management Accountability

Five primary areas of workforce management accountability

Workforce Planning and Alignment Hire Workforce Employment Training and Development Reinforce Development


Accountability for Human Resource Management

Workforce Planning and Alignment

Employment

Training and

Development

Hire WorkforceReinforce

Performance

Public Value Added


Public Value Added or Results

State government workforce has the depth and breadth needed for present and future success. Employees are committed to the work they do and the goals of the organization. Productive, successful employees are retained.Agencies are better enabled to successfully carry out their mission. The citizens receive efficient government services.

WorkforcePlanning and Alignment

Hire Workforce

Employment Training and Development

Reinforce Performance

Logic Model


Workforce Planning Management Accountability

What are some of the elements for Workforce Planning and Alignment Hire Workforce Employment Training and Development Reinforce Development


Logic Model: Accountability for Human Resource Management

Workforce Planning & Alignment

Hire Workforc

e

Employment

Training and Development

Reinforce Performan

ce

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Standards and Accountability Mission

Periodic reviews and audits of human resources management programs

Provide tools to evaluate organizational compliance

Provide assurance to key stakeholders

Collaboratively establish best practices

Promote and support agency and university accountability programs


Standards and Accountability Vision

Support a model North Carolina state government human resources management system that exemplifies an accountable workforce

Respects cultural diversity

Meets the needs of agencies and universities and the citizens of North Carolina.

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Mandate for Standards and Accountability

Negotiate Decentralization Agreements

Develop Criteria and StandardsMeasure the level of Compliance Through Monitoring and Review for Compliance and Non-

Compliance

State LawsGS 126-3(b)4,8Executive OrdersFederal Laws

Compliance Reviews

MonitoringDelegated Authority


Accountability and Compliance

Regular audits or reviews of human resource management functions

Objective analysis to compare the current condition

Measure “What is” against stated criteria “what should be”.

Compliance

Is the program following the law, regulations, contracts and agreements?


Accountability and Performance

Goals Based Compare HR goals

and objectives with actual results achieved

Outcomes Based Through

benchmarking-- compare individual departmental performance with industry norms


Logic Model: Accountability for Human Resource Management

Workforce Planning & Alignment

Hire Workforce



HRM Standards of Accountability Defined. HR Policies. Workforce Planning. J ob classes & salaries assigned

Qualified candidate pools, interviews & reference checks. J ob offers. Hiring and performance monitoring

Work assignments & requirements defined. Positive workplace environment created. Coaching, feedback, corrections.

Individual development plans. Time/resources for training. Continuous learning environment

Clear performance expectations linked to organizational goals& measures. Regular performance appraisals. Recognition. Discipline

Staffing levels and competencies aligned with agency priorities. Manager’s HRM accountability standards are understood

Best candidate hired an reviewed during employment period. Successful performers retained

Workplace is safe, gives capacity to perform & fosters productive relations. Staff know job requirements, how they are doing, and are supported.

Learning environment created. Employees are engaged in development opportunities and seek to learn.

Employees know how performance contributes to success of organization. Strong performance rewarded; poor performance eliminated

Foundation is in place to build and sustain a productive high performing workforce

The right people are in the right job at the right time.

Time and talent is used effectively. Employees are motivated and productive

Employees have competencies for present job and career advancement.

Successful performance is differentiated & strengthened. Employees are held accountable.

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Performance Measures

WorkforcePlanning and Alignment

Hire Workforce



Percent of Employees with a Career Plan

New Hire Turnover Rates (voluntary and involuntary

Management’s satisfaction with the quality of new hires

Turnover among new hires—first year; three yrs

Average Hours of Training Per Employee

Percent of Employees with an Annual

Performance Appraisal

--Total Number of Development Programs

Average Days to Fill Open Positions

Average percentage difference in pay and benefits between top rate and average employees

--Average Hours of Training Per Manager

--Hours in Senior Leadership

Average Number of Applicants Per Opening

Overtime usage --Training As Percent of Total Payroll Costs

Total Number of Development Programs

Employee satisfaction and attitudesCompetency level

mastery

Percent of managers and workers who are promoted from within compared to the percent

hired from outside

Time to Productivity Ranking by employment of by managers for meeting the organization’s goals

--Training Expenditures Per Employee, Manager


Recap

Strategic Goals/Mission

Emerging Trends Shift Happens Video

Key Principles of Human Resource Accountability Management

Building a Competitive and Productive Workforce

Sample Benchmarked HR Metrics


Resources

Bryson, John M Strategic Planning for Public and Nonprofit Organizations

www.bna.org www.ipma-hr.org www.shrm.org Sullivan,John Rethinking Strategic HR

Sullivan, John, HR Metrics

PewCenterontheStates.org US Department of Labor

http://www.bls.gov/emp/ep_table_103.htmhttp://www.bls.gov/emp/ep_table_104.htm


Contact Information

Cassandra [email protected]

NC Office of State PersonnelStandards and Accountability Division

OSP Standards and Accountabilty Cassandra Atkinson

Business

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