OSP “All Hands” Meeting. Agenda Welcome Announcements 2012 OSP “Top Ten” Initiatives OSP Operational “To Do” List Q&A

OSP

“All Hands”

Meeting

Agenda

• Welcome

• Announcements

• 2012 OSP “Top Ten” Initiatives

• OSP Operational “To Do” List

• Q&A

2012

OSP

“Top Ten”

Strategic Initiatives

2012 OSP Strategic Initiatives

Goal 1: Attract achievement-oriented people to employment opportunities in state government.

• Recruitment Website

• NC PAY

Recruitment Website

Improve the State’s recruitment website to more effectively attract qualified job candidates by capitalizing on e-recruit capabilities and incorporating marketing elements of NC Brand and information about Total Rewards.

Champion: Dusty Wall

Strategy Team Members: Team Lead – Lynn Floyd; Amy Perry; Chris Clemmons; Kassia Elliott; Vivian Jackson

Target Completion Date: September 30, 2012

Recruitment Website

Deliverables:

• Conception of website “look and feel”• Draft of identified key pages and topics• Draft of content of pages• Final mock up• Live production website

Recruitment Website

Action Plan/Milestones: • Brainstorming for website “look and feel” and team input on

content – 5/25• Assignments to team members for crafting pages – 6/1• Develop pages (content) – 6/22• Approval from Champion and Deputy Director - 7/13• Mock-up of pages - 9/1• Approval from Champion and Deputy Director– 9/14/12• Implementation – 9/30/12• Maintenance – care and feeding, ongoing

Recruitment Website

Dependencies:

• E-Recruit Go-Live for DPS, General Assembly, DPI • E-Recruit “care and feeding”• Potential level of involvement of salary administration staff on

NCPAY• 50% of professional RSSA Division staff engaged in this specific

initiative• Potential RIF activity in spring/summer

NC PAY

Pilot the NC PAY classification structure in one state agency to determine its effectiveness and suitability for statewide system use.

Champion: Pam Bowling

Strategy Team Members: Chris Clemmons and Laura Sheely, Leads; staff of Classification/Compensation Division.

Target Completion Date: January 1, 2013

NC PAY

Deliverables:

• Testing of new NC Pay structure • Development of new classifications associated with structure

Implementation of new structure/classifications in Beacon

• Identification of pay mechanisms and policy changes

• Report of findings and issues

NC PAY Action Plan/Milestones:

• Internal and external communication completed; conclude modeling structure transition – June 2012

• Classification and pay issues addressed; structure transition complete in BEACON - October 2012

• Analysis of pilot and recommendations completed - January 2013

Dependencies:• Structure implementation in Beacon with Release 2 in

October, 2012


Goal 2:Develop the employee and managerial knowledge and skills needed for current and future state government effectiveness.

• Learning Management System

• On-boarding Program– Employee Training

• New Manager/Supervisor Training

Learning Management System (LMS)

Identify and implement a comprehensive enterprise-wide learning content management system.

Champions: Paula Kukulinski and John Correllus

Strategy Team Members: Functioning as the Core Project Team are Dimple Katira (ITS), Mike Cline, Jane Bozarth, Tony Oakley, Don Childrey(OSC), John Correllus and Paula Kukulinski.

Formal sub-committees - Program Design and Development, Citizen Training, Work Flow/Processes, Naming Conventions, etc.will be established with both OSP and agency representation.


Target Completion Date: December 31, 2012 (Phase I)

Deliverable:• Implement an enterprise LMS

Action Plan/Milestones:• Conduct state-wide needs assessment meetings – Complete• Issue RFP – Complete• Selection of Vendor – In Process• Implementation Activities• Phase One ”Go Live”• Phase One Closeout


Dependencies:

• Continued funding source after initial license period

On-boarding Program

Establish a statewide on-boarding program to facilitate new employee adjustment to organization and to enhance engagement and retention.

Champions: Nellie Riley and Paula Kukulinski

Strategy Team Members: Anthony Jones, Lead; Linda Jefferson, Sondra Wilson; Vivian Jackson

Target Completion Date: December 1. 2012

On-boarding Program

Deliverables: • On-boarding process, policy and guide/toolkit• Integration of on-boarding process into LMS• Best practices identified• Process posted on website

Action Plan/Milestones: • To be determined by re-chartered team by May 30, 3012

Dependencies:• To be determined

On-boarding: Employee Training

Establish a training program for all employees on the responsibilities of being a public employee and on “How to be Successful in State Government”; link to on-boarding and LMS initiatives.

Champion: Nellie Riley

Strategy Team Members: Windy Willis, a member of the Young Employees’ Initiative, one seasoned employee and one HR Director

Target Completion Date: December 1, 2012


Deliverables:

• Completed training course

• Integration into On Boarding Program

• Integration into LMS


Action Plan/Milestones: (dates to be determined)

• Training course developed –

• Training course piloted –

• Training course piloted with On Boarding Program

• LMS integration completed –

Dependencies: • To be determined

New Manager/Supervisor Training

Create a standard and consistent learning program for new managers and supervisors to prepare them to manage the human capital they are accountable for and enhance productive and respectful relationships.

Champion: Paula Kukulinski

Strategy Team Members: Annis Barbee (DHHS), Jim Gray (AOC), Kent McLamb (State Auditor), Gwen Norville (Public Safety), Kathi Parker (OSP, Team Leader), Steve Sheppard (NCDOT), Linda Smith (DOR)

Target Completion Date: 6/30/13

New Manager/Supervisor Training

Deliverables:

• Validated competencies for NC state government leaders at four different levels.

• Multi-level, consistent, competency-based, accessible, cost-effective leadership development programs for centralized delivery and/or guided agency customization.

• Leadership development program evaluation protocols that measure impact and guide ongoing improvements.

New Manager/Supervisor TrainingDependencies:

• Identifying common/core leadership competencies across state government agencies with varied customer/stakeholder bases, business needs and organizational structures/cultures.

• Designing leadership development programs with the right

balance of core competency development and agency customization flexibility.

• Resource sharing across agencies (space, facilitators/trainers, materials, etc.) for centralized program delivery and evaluation.


Goal 3: Motivate high levels of managerial and employee performance.

• High Performance Workforce Consortium

• Uniform Mediation/Grievance Policy

• Increase Employee Engagement

High Performance Workforce Consortium

Plan and implement a set of integrated initiatives to create and maintain a high performance state government workforce through a collaboration among agencies that have a major workforce development focus (OSP, Department of Commerce, Division of Employment Security, NC Community College system, and Institute for Emerging Issues.)

Champion: Ann Cobb

Strategy Team Members: Nancy Astrike, Team Lead; Steve Scott (Wake Tech); Roger Shackelford (Commerce); Dr. Saundra Williams (Community Colleges); Anita Brown-Graham (Emerging Issues)



Deliverables: • Comprehensive set of initiatives which create and maintain a

high performance state government workforce. Action Plan/Milestones: Initiatives developed in the following areas:• High Performance Attributes• Performance Management• Customer Service


• Employee Engagement• Diversity • Compensation (complete)• Recruitment and Selection (in-process)• Classification (in-process)• Learning and Development (July, 2012)

Dependencies: • No dependencies identified

Uniform Mediation/Grievance Policy

Develop and implement a Uniform Mediation and Grievance Policy in all agencies to ensure consistency and fairness in how grievances are handled across state government and will offer a cost effective, time effective and less adversarial method of resolving grievances.

Champion: Gerry Fisher

Strategy Team Members: Sharon Howard and Ken Litowsky

Target Completion Date: October 31, 2012


Deliverables: • Completed Uniform Mediation and Grievance Policy

• Implementation recommendations to incoming administration in OSP transition report

Action Plan/Milestones: • Policy vetted by OSP legal counsel.

• Policy vetted with the HR Roundtable Policy Committee, agency/university HR directors, and OSP leadership.


Dependencies:

• Implement funding plan proposed by the Office of State Budget and Management to assess contribution from each agency to support the cost of mediation.

• Identify and obtain additional administrative support required for scheduling time-sensitive mediations, maintenance of mediator pool information and mediation data.

Increase Employee EngagementDevelop model programs and tools to increase employee engagement, commitment and productivity.

Champions: Nellie Riley and Gerry Fisher

Strategy Teams: Engagement Component: Brenda Dixon, Lead; Susan Adams, Marie Livingston

Target Completion Date- December 1, 2012

Increase Employee Engagement

Deliverables:

•Guide and toolkit for making survey results and other data actionable to drive improvement

•Update engagement section of OSP website to include “Best Practices”

Action Plan/ Milestones: To be determined by re-chartered team by 5/30/12


Exit Interview Processes Component: Sondra Chavis, Lead; Laura Sheely and Dominick D’Erasmo



Deliverables: • Guide and toolkit for making survey results and other data

actionable to drive improvement

• Guidelines and implementation recommendations on effective exit interview processes

• Updated engagement section of OSP website to reflect Best Exit Interview Practices”

Action Plan/Milestones and Dependencies: To be determined by re-chartered team by 5/30/12


Goal 4: Improve effectiveness and efficiency of OSP functioning and operations.

• OSP Internal Policy Manual and OSP Standard Operating Procedures

• OSP Workforce Plan

OSP Internal Policy Manual and SOPsUpdate and revise OSP internal policy manual to reflect current policies and practices and develop Standard Operating Procedures outlining administrative processes.

Champion: Carl Goodwin

Strategy Team Members: Brenda Dixon, Beverly Townsend, Charlene Shabazz.

Target Completion Date: June 30, 2012

Deliverables: • Updated OSP internal policy manual• New OSP standard operating procedures manual

OSP Internal Policy Manual and SOPs

Action Plan/Milestones:

• Complete first drafts of revised internal policy manual and new SOP manual - May 31

• Complete final draft of internal policy manual and new SOP manual – June 30

• Distribute to OSP staff and post on internal website – July 2

Dependencies: No dependencies identified

OSP Workforce Plan

Complete five-year workforce and management of critical knowledge plan for OSP.

Champion: Ann Cobb

Strategy Team Members: Marie Livingstone, Lynn Freeman, Charlene Shabazz, and all division directors.

Target Completion Date: Phase 1 – June 30; Phase 2 – December 1.

OSP Workforce Plan

Deliverables: • OSP workforce plan with priorities, and short and long-term

implementation plan

Action Plan/Milestones: • Complete division spreadsheets of critical knowledge areas –

5/15• Review full plan including priorities, due dates – 5/22• Complete initial plan and communicate expectations – 5/31• Finalize OSP workforce plan, phase 1 – 6/30

Dependencies: Flood, famine, earthquake

OSP Operational “To Do” List

Coming soon …

Documents

OSP “All Hands” Meeting. Agenda Welcome Announcements 2012 OSP “Top Ten” Initiatives OSP Operational “To Do” List Q&A