State of Washington

[Enter Agency Name]

Human Resource
Management Report
Develop
Workforce
Reinforce
Performance
Deploy
Workforce
Plan & Align
Workforce
Hire
Workforce
October 2009
[Note: This is the standard format provided by DOP as
of 7/23/09. Agencies may customize or supplement this
format to meet unique needs, as long as the minimum
information shown in this format is included.]
[Enter Agency Name]
2

Plan & Align
Workforce


Deploy
Workforce


Develop
Workforce


Hire
Workforce


Reinforce
Performance

Articulation of managers
HRM accountabilities. HR
policies. Workforce
planning. Job classes &
salaries assigned.
Qualified candidate pools,
interviews & reference
checks. Job offers. Appts
& per-
formance monitoring.
Work assignments&
requirements defined.
Positive workplace
environment created.
Coaching, feedback,
corrections.
Individual development
plans. Time/ resources
for training. Continuous
learning environment
created.
Clear performance
expectations linked to
orgnal goals & measures.
Regular performance
appraisals. Recognition.
Discipline.
Managers understand
HRM accountabilities.
Jobs, staffing levels, &
competencies aligned
with agency priorities.
Best candidate hired &
reviewed during
appointment period.
Successful performers
retained.
Workplace is safe, gives
capacity to perform, &
fosters productive
relations. Staff know job
rqmts, how theyre doing,
& are supported.
Learning environment
created. Employees are
engaged in develop-
ment opportunities & seek
to learn.
Employees know how
performance contributes
to success of orgn.
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 & talent is used
effectively. Employees
are motivated &
productive.
Employees have
competencies for
present job & career
advancement
Successful perf is
differentiated &
strengthened.
Employees are held
accountable.
Employees are
committed to the work
they do & the goals of
the organization
Productive, successful
employees are retained
State has workforce
depth & breadth needed
for present and future
success
Agencies are better
enabled to successfully
carry out their mission.
The citizens receive
efficient government
services.
Outputs Initial Outcomes Intermediate Outcomes
Ultimate Outcomes
Managers Logic Model for Workforce Management
3
Performance Measure Status Action
Priority
e
Comments
PLAN & ALI GN WORKFORCE
Management profile
a
[X.X%] = Managers ; [X.X%] = WMSonly WMScontrol point = [X.X%]
%employees with current position/competency descriptions
b
[X.X%]
HI RE WORKFORCE
Average Time to Hire Funded Vacancies
c
[X.X] avg days to hire (of [XX] vacancies filled)
Candidate quality ratings
c
[X.X%] cand. interviewed had competencies needed
[X.X%] mgrs said they were able to hire best candidate
Hiring balance (%types of appointments)
c
[XX%] promo; [XX%] new hires; [XX%] transfers;
[XX%] exempts; [XX%] other
Number of separations during post-hire review period
c
[XX]
DEPLOY WORKFORCE
Percent employees with current performance expectations
b
[X.X%]
Overtime usage: (monthly average)
c
[X.X] hours (per capita); [X.X%] of EEs receiving OT
Sick leave usage: (monthly average)
c
[X.X] hours (per capita)
# of non-disciplinary grievances
c
[XX] grievances
# of non-disciplinary appeals & Dirs Reviews filed
c
[XX] appeals, [XX] Directors Reviews
DEVELOP WORKFORCE
Percent employees with current individual training plans
b
[X.X%]
REI NFORCE PERFORMANCE
Percent employees with current performance evaluations
b
[X.X%]
Number of formal disciplinary actions taken
c
[XX]
Number of disciplinary grievances and appeals filed
c
[XX] grievances; [XX] appeals
ULTI MATE OUTCOMES
Turnover percentages (leaving state service)
c
[X.X%]
Diversity Profile
a
[XX%] female; [XX%] people of color; [XX%] 40+;
[XX%] with disabilities
Employee survey overall average rating
d
[X.X], [XX] survey responses
a) Dat a asof 6/30/09
b) Dat a asof 6/30/09 or agency may use more current dat e (if so, please not e in t he Comment s sect ion)
c) Dat a from 7/1/08 t hrough 6/30/09
d) Dat a asof November 2007 St at e Employee Survey
e) Act ion Priorit y: H=High, M=Medium, L=Low For t hose measurest hat have Act ion St eps
Executive Summary
[Enter Agency Name]
[Enter Agency Name]
4
Washington Management Service
Headcount Trend
0
0
0
0
0
1
1
1
1
1
1
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v
-
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8
D
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8
J
a
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F
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b
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#

W
M
S

E
m
p
l
o
y
e
e
s

(
H
e
a
d
c
o
u
n
t
)

Plan & Align
Workforce

Outcomes:
Managers understand
workforce management
accountabilities. Jobs and
competencies are defined
and aligned with business
priorities. Overall
foundation is in place to
build & sustain a high
performing workforce.


Performance
Measures:
Management profile
Workforce Planning
measure (TBD)
Percent employees with
current position/
competency descriptions








Managemen
t
25%
Consultant
25%
Policy
25%
Not
assigned
25%
Management [xxx]
Consultant [xxx]
Policy [xxx]
Not Assigned [xxx]
Analysis:
WMS Control Point: [XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]

Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]



[SAMPLE DATA ONLY.
DOUBLE CLICK CHART TO
ENTER AGENCY DATA]
WMS Employees Headcount = [xxx]
Percent of agency workforce that is WMS = [xx]%
All Managers* Headcount = [xxx]
Percent of agency workforce that is Managers* = [xx]%
* In positions coded as Manager (includes EMS, WMS, and GS)
Management Profile
WMS Management Type
[DOUBLE CLICK CHART TO
ENTER AGENCY DATA]
[USE OF THIS CHART IS
OPTIONAL]
Data as of [mm/yy]
Source: [Enter Data Source]
Data Time Period: [mm/yy] through [mm/yy]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
5
Analysis:
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]

Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]




Plan & Align
Workforce

Outcomes:
Managers understand
workforce management
accountabilities. Jobs and
competencies are defined
and aligned with business
priorities. Overall
foundation is in place to
build & sustain a high
performing workforce.


Performance
Measures:
Management profile
Workforce Planning
measure (TBD)
Percent employees with
current position/
competency descriptions







Percent employees with current
position/competency descriptions = [XX]%*
Current Position/Competency Descriptions
*Based on [XXX] of [XXX] reported employee count
Applies to employees in permanent positions, both WMS & GS
Data as of [mm/yy]
Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
6

Hire
Workforce

Outcomes:
Best candidates are hired
and reviewed during
appointment period. The
right people are in the right
job at the right time.


Performance
Measures
Time-to-hire vacancies
Candidate quality
Hiring Balance (proportion
of appointment types)
Separation during review
period









Analysis:
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]

Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]



Time-to-Hire Funded Vacancies
Average number of days to hire*: [XXX]
Number of vacancies filled: [XXX]
*Equals # of days from the date the hiring supervisor informs the agency HR
Office to start the process to fill the position, to the date the job offer is
accepted.
Candidate Quality
Of the candidates interviewed for vacancies, how many had the
competencies (knowledge, skills & abilities) needed to perform
the job?
Number = [XXX] Percentage = [XXX]%
Of the candidates interviewed, were hiring managers able to
hire the best candidate for the job?
Hiring managers indicating yes:
Number = [XXX] Percentage = [XXX]%
Hiring managers indicating no:
Number = [XXX] Percentage = [XXX]%

Time-to-Hire / Candidate Quality
Data Time Period: [mm/yy] through [mm/yy]
Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
7
Analysis:
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]

Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]





Total number of appointments = [XXX]*
Includes appointments to permanent vacant positions only; excludes reassignments
Other = Demotions, re-employment, reversion & RIF appointments
Separation During Review Period
Probationary separations - Voluntary [xxx]
Probationary separations - Involuntary [xxx]
Total Probationary Separations [xxx]

Trial Service separations - Voluntary [xxx]
Trial Service separations - Involuntary [xxx]
Total Trial Service Separations [xxx]

Total Separations During Review Period [xxx]

Hire
Workforce

Outcomes:
Best candidates are hired
and reviewed during
appointment period. The
right people are in the right
job at the right time.


Performance
Measures
Time-to-hire vacancies
Candidate quality
Hiring Balance
(proportion of
appointment types)
Separation during review
period











Types of Appointments
Other
20%
New Hires
20%
Promotions
20%
Transfers
20%
Exempt
20%
Hiring Balance / Separations During Review Period
[SAMPLE DATA ONLY. DOUBLE
CLICK CHART TO ENTER AGENCY
DATA]
Data Time Period: [mm/yy] through [mm/yy]
Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
8

Deploy
Workforce

Outcomes:
Staff know job
expectations, how theyre
doing, & are supported.
Workplace is safe, gives
capacity to perform, &
fosters productive
relations. Employee time
and talent is used
effectively. Employees are
motivated.

Performance
Measures
Percent employees with
current performance
expectations
Overtime usage
Sick leave usage
Non-disciplinary
grievances/appeals filed
and disposition (outcomes)






Analysis:
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]

Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]



Percent employees with current performance
expectations = [XXX]%*
Current Performance Expectations
*Based on [XXX] of [XXX] reported employee count
Applies to employees in permanent positions, both WMS & GS
Data as of [mm/yy]
Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
9
Overtime Cost - Agency
Jul-08
Aug-08
Sep-08
Oct-08
Nov-08
Dec-08
Jan-09
Feb-09
Mar-09
Apr-09
May-09
Jun-09
Analysis:
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]

Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]

Average Overtime (per capita) *
0
1
2
3
4
5
J
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8
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8
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A
v
e
r
a
g
e

O
T

H
o
u
r
s
Avg OT Hrs - Agency Avg OT Hrs - Statewide
% Employees Receiving Overtime *
0%
5%
10%
15%
20%
25%
J
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-
0
8
A
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-
0
8
S
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p
-
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O
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N
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v
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0
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D
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-
0
8
J
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-
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9
F
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-
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9
M
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-
0
9
A
p
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-
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9
M
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J
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9
P
e
r
c
e
n
t

E
m
p
l
o
y
e
e
s
Pct EE's w/OT - Agency Pct EE's w/OT - Statewide
Overtime Usage
Deploy
Workforce

Outcomes:
Staff know job
expectations, how theyre
doing, & are supported.
Workplace is safe, gives
capacity to perform, &
fosters productive
relations. Employee time
and talent is used
effectively. Employees are
motivated.

Performance
Measures
Percent employees with
current performance
expectations
Overtime usage
Sick leave usage
Non-disciplinary
grievances/appeals filed
and disposition (outcomes)






Overall agency avg overtime usage per capita, per month: [XXX]**
Overall agency avg employees receiving overtime per month: [XXX]%**
[DOUBLE CLICK CHARTS TO ENTER
AGENCY DATA]
**Overall agency avg overtime usage per capita, per month = sum of monthly OT
averages / # months
**Overall agency avg employees receiving overtime per month = sum of monthly OT
percentages / # months
Data Time Period: [mm/yy] through [mm/yy]
Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
*Statewide overtime values do not include DNR
[Enter Agency Name]
10

Analysis:
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]

Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
Average Sick Leave Use
0
1
2
3
4
5
6
7
8
9
J
u
l
-
0
8
A
u
g
-
0
8
S
e
p
-
0
8
O
c
t
-
0
8
N
o
v
-
0
8
D
e
c
-
0
8
J
a
n
-
0
9
F
e
b
-
0
9
M
a
r
-
0
9
A
p
r
-
0
9
M
a
y
-
0
9
J
u
n
-
0
9
A
v
g

H
o
u
r
s
Per capita SL use - Agency Per capita SL use - Statewide*
Sick Leave Hrs Used / Sick Leave Balance (per capita)
* Statewide data does not include DOL, DOR, L&I, and LCB
Sick Leave Usage
Deploy
Workforce

Outcomes:
Staff know job
expectations, how theyre
doing, & are supported.
Workplace is safe, gives
capacity to perform, &
fosters productive
relations. Employee time
and talent is used
effectively. Employees are
motivated.

Performance
Measures
Percent employees with
current performance
expectations
Overtime usage
Sick leave usage
Non-disciplinary
grievances/appeals filed
and disposition (outcomes)






Avg Hrs SL Used (per
capita) - Agency
Avg SL Balance (per
capita) - Agency
[XX] Hrs [XX] Hrs
Avg Hrs SL Used (per
capita) Statewide*
Avg SL Balance (per
capita) Statewide*
6.4 Hrs 240.2 Hrs
[DOUBLE CLICK CHART TO
ENTER AGENCY DATA]
Data Time Period: [mm/yy] through [mm/yy]
Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
11
Number of Non-Disciplinary Grievances Filed
0
5
10
15
20
25
30
J
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-
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8
A
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-
0
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S
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8
D
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9
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9
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9
A
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-
0
9
M
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0
9
J
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9
Non-Disciplinary Grievances (represented employees)
Analysis:
[XXX]
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]

[DOUBLE CLICK CHART TO
ENTER AGENCY DATA]
Non-Disciplinary Grievance Disposition*
(Outcomes determined during time period listed below)

[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]

* There may not be a one-to-one correlation between the number of grievances filed
(shown top of page) and the outcomes determined during this time period. The time
lag between filing date and when a decision is rendered can cross the time periods
indicated.

Deploy
Workforce

Outcomes:
Staff know job
expectations, how theyre
doing, & are supported.
Workplace is safe, gives
capacity to perform, &
fosters productive
relations. Employee time
and talent is used
effectively. Employees are
motivated.

Performance
Measures
Percent employees with
current performance
expectations
Overtime usage
Sick leave usage
Non-disciplinary
grievances/appeals filed
and disposition
(outcomes)





Top 5 Non-Disciplinary Grievance Types
(i.e., Compensation, Overtime, Leave, etc)
Data Time Period: [mm/yy] through [mm/yy]
Source: [Enter Data Source]
Total Non-Disciplinary Grievances = [XX]

Grievance Type
#
Grievances
1. [XX] [XX]
2. [XX] [XX]
3. [XX] [XX]
4. [XX] [XX]
5. [XX] [XX]
Agency Priority: [High/Medium/Low]
Non-Disciplinary Appeals (mostly non-represented employees)
Director's Review Outcomes
Affirmed
20%
Modified
20%
No
jurisdiction
20%
Reversed
20%
Withdrawn
20%
Personnel Resources Board Outcomes
Affirmed
16%
Modified
17%
Remanded
17%
Reversed
16%
Withdrawn
17%
Dismissed
17%
Filings for DOP Directors Review

[XX] Job classification
[XX] Rule violation
[XX] Name removal from Layoff List
[XX] Exam results or name removal from
applicant/candidate pool, if DOP did assessment
[XX] Remedial action

[XX] Total filings
Filings with Personnel Resources Board

[XX] Job classification
[XX] Other exceptions to Director Review
[XX] Layoff
[XX] Disability separation
[XX] Non-disciplinary separation

[XX] Total filings
Non-Disciplinary appeals only are shown above.
There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The
time lag between filing date and when a decision is rendered can cross the time periods indicated.

Deploy
Workforce

Outcomes:
Staff know job
expectations, how theyre
doing, & are supported.
Workplace is safe, gives
capacity to perform, &
fosters productive
relations. Employee time
and talent is used
effectively. Employees are
motivated.

Performance
Measures
Percent employees with
current performance
expectations
Overtime usage
Sick leave usage
Non-disciplinary
grievances/appeals filed
and disposition
(outcomes)





[SAMPLE DATA ONLY. DOUBLE
CLICK CHARTS TO ENTER AGENCY
DATA]
Data Time Period: [mm/yy] through [mm/yy]
Source: Department of Personnel
Total outcomes = [XX]
Total outcomes = [XX]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
13

Develop
Workforce

Outcomes:
A learning environment is
created. Employees are
engaged in professional
development and seek to
learn. Employees have
competencies needed for
present job and future
advancement.

Performance
Measures
Percent employees with
current individual
development plans
Competency gap analysis
(TBD)









Analysis:
[XXX]
[XXX]
[XXX]
Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
Percent employees with current individual
development plans = [XX]%*
Individual Development Plans
*Based on [XXX] of [XXX] reported employee count
Applies to employees in permanent positions, both WMS & GS
Data as of [mm/yy]
Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
14

Reinforce
Performance

Outcomes:
Employees know how their
performance contributes to
the goals of the
organization. Strong
performance is rewarded;
poor performance is
eliminated. Successful
performance is differentiated
and strengthened.
Employees are held
accountable.

Performance Measures
Percent employees with
current performance
evaluations
Disciplinary actions and
reasons, disciplinary
grievances/appeals filed and
disposition (outcomes)
Reward and recognition
practices (TBD)




Analysis:
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]

Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]



Percent employees with current performance
evaluations = [XX]%*
Current Performance Evaluations
*Based on [XXX] of [XXX] reported employee count
Applies to employees in permanent positions, both WMS & GS
Data as of [mm/yy]
Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
15
Formal Disciplinary Actions
Issues Leading to Disciplinary Action
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Analysis:
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]

Action Steps: (What, by whom, by when)
[XXX]




Disciplinary Action Taken
* Reduction in Pay is not currently available as an action in
HRMS/BI.
Action Type # of Actions
Dismissals [XXX]
Demotions [XXX]
Suspensions [XXX]
Reduction in Pay* [XXX]
Total Disciplinary Actions* [XXX]

Reinforce
Performance

Outcomes:
Employees know how their
performance contributes to
the goals of the
organization. Strong
performance is rewarded;
poor performance is
eliminated. Successful
performance is differentiated
and strengthened.
Employees are held
accountable.

Performance Measures
Percent employees with
current performance
evaluations
Disciplinary actions and
reasons, disciplinary
grievances/appeals filed
and disposition
(outcomes)
Reward and recognition
practices (TBD)



Data Time Period: [mm/yy] through [mm/yy]
Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
16
Disciplinary Grievances
(Represented Employees)
Affirmed
16%
Reversed
16%
Modified
17%
Dismissed
17%
Remanded
17%
Withdrawn
17%
0
2
4
6
8
10
12
14
16
18
20
J
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-
0
7
A
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g
-
0
7
S
e
p
-
0
7
O
c
t
-
0
7
N
o
v
-
0
7
D
e
c
-
0
7
J
a
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-
0
8
F
e
b
-
0
8
M
a
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-
0
8
A
p
r
-
0
8
M
a
y
-
0
8
J
u
n
-
0
8
Disposition (Outcomes) of Disciplinary Grievances

[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]




Total # Disciplinary Grievances Filed: [XX]
Disposition (Outcomes) of Disciplinary Appeals*
There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The
time lag between filing date and when a decision is rendered can cross the time periods indicated.
Disciplinary Grievances and Appeals
Disciplinary Appeals
(Non-Represented Employees
filed with Personnel Resources Board)

[XX] Dismissal
[XX] Demotion
[XX] Suspension
[XX] Reduction in salary


[XX] Total Disciplinary Appeals Filed with PRB


Reinforce
Performance

Outcomes:
Employees know how their
performance contributes to
the goals of the
organization. Strong
performance is rewarded;
poor performance is
eliminated. Successful
performance is differentiated
and strengthened.
Employees are held
accountable.

Performance Measures
Percent employees with
current performance
evaluations
Disciplinary actions and
reasons, disciplinary
grievances/appeals filed
and disposition
(outcomes)
Reward and recognition
practices (TBD)



*Outcomes issued by Personnel Resources Board
[DOUBLE CLICK CHART TO ENTER
AGENCY DATA]
[SAMPLE DATA ONLY. DOUBLE
CLICK CHART TO ENTER AGENCY
DATA]
Data Time Period: [mm/yy] through [mm/yy]
Source: [Enter Data Source]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
17
Analysis:
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]

Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]


Data Time Period: [mm/yy] through [mm/yy]
Source: [Enter Data Source]
Note: Movement to another agency is currently not available in HRMS/BI
Turnover Rates
Total Turnover Actions: [xx]
Total % Turnover: [xx]%

ULTIMATE
OUTCOMES

Employees are
committed to the work
they do and the goals
of the organization

Successful, productive
employees are
retained

The state has the
workforce breadth and
depth needed for
present and future
success

Performance Measures
Turnover rate: key
occupational categories
Workforce Diversity
Profile
Employee Survey
Information
Retention measure (TBD)





0.0%
20.0%
40.0%
60.0%
80.0%
100.0%
120.0%
Retirement Resignation Dismissal Other
Total % Turnover (leaving state)
[DOUBLE CLICK CHART TO
ENTER AGENCY DATA]
Agency Priority: [High/Medium/Low]
[Enter Agency Name]
18
Percent Age Distribution
%

<

1
5
%

1
5
-
1
9
%

2
0
-
2
4
%

2
5
-
2
9
%

3
0
-
3
4
%

3
5
-
3
9
%
4
0
-
4
4
%

4
5
-
4
9
%

5
0
-
5
4
%

5
5
-
5
9
%

6
0
-
6
4
%

6
5

+
%

E
m
p
l
o
y
e
e
s
All Employees (including WMS) WMS Employees Only
Agency State
Female [xx]% 53%
Persons w/Disabilities [xx]% 4%
Vietnam Era Veterans [xx]% 6%
Veterans w/Disabilities [xx]% 2%
People of color [xx]% 18%
Persons over 40 [xx]% 74%
Diversity Profile by Ethnicity
5% 5%
2%
7%
82%
%

B
l a
c
k

o
r
A
f
r
i c
a
n
A
m
e
r
i c
a
n
%
H
i s
p
a
n
i c
/
L
a
t
i n
o
%

A
m
e
r
i c
a
n
I
n
d
i a
n

/

A
l a
s
k
a
n
N
a
t
i v
e
%

A
s
i a
n
%

W
h
i t
e
%

E
m
p
l o
y
e
e
s
Agency Statewide
Workforce Diversity Profile
ULTIMATE
OUTCOMES

Employees are
committed to the work
they do and the goals
of the organization

Successful, productive
employees are
retained

The state has the
workforce breadth and
depth needed for
present and future
success

Performance Measures
Turnover rates and types
Turnover rate: key
occupational categories
Workforce Diversity
Profile
Employee Survey
Information
Retention measure (TBD)




Data as of [mm/yy]
Source: [Enter Data Source]
[DOUBLE CLICK CHART TO
ENTER DATA]
Agency Priority: [High/Medium/Low]
Analysis:
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]

Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]


[DOUBLE CLICK CHART TO
ENTER AGENCY DATA]
[Enter Agency Name]
19
Employee Survey Ratings
ULTIMATE
OUTCOMES

Employees are
committed to the work
they do and the goals
of the organization

Successful, productive
employees are
retained

The state has the
workforce breadth and
depth needed for
present and future
success

Performance Measures
Turnover rates and types
Turnover rate: key
occupational categories
Workforce Diversity
Profile
Employee Survey
Information
Retention measure (TBD)



Data as of November 2007
Source: Statewide Employee Survey
Agency Priority: [High/Medium/Low]
Analysis:
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]

Action Steps: (What, by whom, by when)
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
[XXX]
Question
Avg
April
2006
Avg
Nov
2007
1) I have the opportunity to give input on
decisions affecting my work.
2) I receive the information I need to do
my job effectively.
3) I know how my work contributes to the
goals of my agency.
4) I know what is expected of me at work.
5) I have opportunities at work to learn
and grow.
6) I have the tools and resources I need
to do my job effectively.
7) My supervisor treats me with dignity
and respect.
8) My supervisor gives me ongoing
feedback that helps me improve my
performance.
9) I receive recognition for a job well
done.
10) My performance evaluation provides
me with meaningful information about
my performance.
11) My supervisor holds me and my co-
workers accountable for performance.
12) I know how my agency measures its
success.
13) My agency consistently demonstrates
support for a diverse workforce.
Overall average: [X.X] [X.X]
Number of survey responses: [XX] [XX]