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David Gay
David Gay

State of California Workforce Planning, presented April 5, 2008 to the Association of California State Supervisors.

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ACSS Presentation April 5, 2008 HR Modernization and The New Workforce The Right People in The Right Jobs
California State Government One of the largest employers in the U.S.
The State’s Aging Workforce
Who’s eligible to leave in the next 5 years? 35% of our current workforce, or roughly 80,000 employees 49% of our managers and supervisors 75% of our top leadership
What does our current workforce look like? California State Employees by Generation 13% 55% 29% 4% Traditionalists Baby Boomers Gen X Gen Y
Generations in the Workplace Traditionalists 1900-1945, 31 million Baby Boomers 1946-1964, 77 million Generation X 1965-1980, 46 million Generation Y 1981-1999, 78 million
Our Current HR System Too many separate job classifications Limited external recruitment Application process is confusing Hiring process is too slow and too complicated Compensation program is not reflective of the labor market and too complex to administer Performance management is not tied to business needs, nor is it consistently done No statewide workforce plan to address anticipated labor shortages
HR Modernization An Automated Integrated System Fi$Cal
The Grid             12             11             10             9 ADVANCED             8             7             6             5 JOURNEY             4             3             2             1 ENTRY Continuing Education (Not Permanent) Breadth of Experience Compe- tencies e.g. expert scientist Job Related Training Certificates Licenses E&Es MQs, Class Concept, Time in Grade   F E D C B A
Competencies HR Modernization will take us from a duty-based system to a competency-based system.
When does HR Mod happen? Last fall we got the team in place. First occupational group model rollout will be in 2009. Final rollout 2014.
What are we doing before HR Mod is completely implemented? PREPARING! Workforce planning Look at work processes Redefine and restructure
Are we ready for the new generation? Are we where we need to be with: Technology They demand state of the art They can multi-task better than us, come up with solutions faster than we can Flexibility Manage the work, not the people Telework, flexible schedules Work/life balance is important to them Training and Feedback Communicate with the new generation, they expect it Train current managers in how to deal with the new generation Train the new workers so they are prepared to move up quickly
What’s the competition doing? Click on the movie below to see part of a 60 Minutes segment on Zappos.com and what they’re doing to recruit and retain Gen Y!
Questions? Thank you, Dave Gilb and Julie Lee Department of Personnel Administration YouTube Zappos.com on 60 Minutes

More Related Content

ACSS Presentation

  • 1. ACSS Presentation April 5, 2008 HR Modernization and The New Workforce The Right People in The Right Jobs
  • 2. California State Government One of the largest employers in the U.S.
  • 4. Who’s eligible to leave in the next 5 years? 35% of our current workforce, or roughly 80,000 employees 49% of our managers and supervisors 75% of our top leadership
  • 5. What does our current workforce look like? California State Employees by Generation 13% 55% 29% 4% Traditionalists Baby Boomers Gen X Gen Y
  • 6. Generations in the Workplace Traditionalists 1900-1945, 31 million Baby Boomers 1946-1964, 77 million Generation X 1965-1980, 46 million Generation Y 1981-1999, 78 million
  • 7. Our Current HR System Too many separate job classifications Limited external recruitment Application process is confusing Hiring process is too slow and too complicated Compensation program is not reflective of the labor market and too complex to administer Performance management is not tied to business needs, nor is it consistently done No statewide workforce plan to address anticipated labor shortages
  • 8. HR Modernization An Automated Integrated System Fi$Cal
  • 9. The Grid             12             11             10             9 ADVANCED             8             7             6             5 JOURNEY             4             3             2             1 ENTRY Continuing Education (Not Permanent) Breadth of Experience Compe- tencies e.g. expert scientist Job Related Training Certificates Licenses E&Es MQs, Class Concept, Time in Grade   F E D C B A
  • 10. Competencies HR Modernization will take us from a duty-based system to a competency-based system.
  • 11. When does HR Mod happen? Last fall we got the team in place. First occupational group model rollout will be in 2009. Final rollout 2014.
  • 12. What are we doing before HR Mod is completely implemented? PREPARING! Workforce planning Look at work processes Redefine and restructure
  • 13. Are we ready for the new generation? Are we where we need to be with: Technology They demand state of the art They can multi-task better than us, come up with solutions faster than we can Flexibility Manage the work, not the people Telework, flexible schedules Work/life balance is important to them Training and Feedback Communicate with the new generation, they expect it Train current managers in how to deal with the new generation Train the new workers so they are prepared to move up quickly
  • 14. What’s the competition doing? Click on the movie below to see part of a 60 Minutes segment on Zappos.com and what they’re doing to recruit and retain Gen Y!
  • 15. Questions? Thank you, Dave Gilb and Julie Lee Department of Personnel Administration YouTube Zappos.com on 60 Minutes