8
TALENT MANAGEMENT CHRIS PEEK, DEPUTY COUNTY MANAGER BOARD OF COUNTY COMMISSIONERS ANNUAL RETREAT TALENT ACQUISITION, DEVELOPMENT & RETENTION 2 63

TALENT ACQUISITION, DEVELOPMENT RETENTION...TALENT ACQUISITION 3. WORK SMARTER: UTILIZE TECHNOLOGY TO STREAMLINE PROCESSES Improve the communication process with applicants Review

  • Upload
    others

  • View
    6

  • Download
    0

Embed Size (px)

Citation preview

Page 1: TALENT ACQUISITION, DEVELOPMENT RETENTION...TALENT ACQUISITION 3. WORK SMARTER: UTILIZE TECHNOLOGY TO STREAMLINE PROCESSES Improve the communication process with applicants Review

TALENT MANAGEMENTCHRIS PEEK, DEPUTY COUNTY MANAGER

BOARD OF COUNTY COMMISSIONERS ANNUAL RETREAT

TALENT ACQUISITION, DEVELOPMENT  & RETENTION

2

63

Page 2: TALENT ACQUISITION, DEVELOPMENT RETENTION...TALENT ACQUISITION 3. WORK SMARTER: UTILIZE TECHNOLOGY TO STREAMLINE PROCESSES Improve the communication process with applicants Review

EVOLVING WORKFORCE◦Over the Past 5 Years:‐ 19% Growth in Full‐Time Staff‐ Average Longevity Decreased from 15 to 9 years‐ Average Age of Employees Decreased from 48 to 44‐ Grown in Hiring of Specialized Jobs‐ Several Significant Workforce Changes

3

ORGANIZATIONAL SNAPSHOT

4

64

Page 3: TALENT ACQUISITION, DEVELOPMENT RETENTION...TALENT ACQUISITION 3. WORK SMARTER: UTILIZE TECHNOLOGY TO STREAMLINE PROCESSES Improve the communication process with applicants Review

MANAGER/SUPERVISOR SNAPSHOT

5

MANAGER/SUPERVISOR SNAPSHOT

6

65

Page 4: TALENT ACQUISITION, DEVELOPMENT RETENTION...TALENT ACQUISITION 3. WORK SMARTER: UTILIZE TECHNOLOGY TO STREAMLINE PROCESSES Improve the communication process with applicants Review

TALENT ACQUISITION1. SHIFTING FROM REACTIVE TO PROACTIVE: CREATING A

PIPELINE OF QUALIFIED APPLICANTS Expand partnerships with community organizations to provide a

pipeline for both high turnover and hard to fill positions Increase partnerships with departmental leadership and hiring

managers to identify network opportunities Expand use of Social Media to target passive candidates

7

TALENT ACQUISITION2. CASTING A WIDE NET: COMMUNITY OUTREACH Grow participation in job fairs across the community and region Engage community leaders to identify opportunities for

expanded outreach, such as festivals and other events Partner with Public Information and departmental staff to

coordinate engagement efforts Expand presence at County sponsored events

8

66

Page 5: TALENT ACQUISITION, DEVELOPMENT RETENTION...TALENT ACQUISITION 3. WORK SMARTER: UTILIZE TECHNOLOGY TO STREAMLINE PROCESSES Improve the communication process with applicants Review

TALENT ACQUISITION3. WORK SMARTER: UTILIZE TECHNOLOGY TO STREAMLINE

PROCESSES Improve the communication process with applicants Review and improve the current onboarding process Reduce dependency on paper Streamline work processes

9

DEVELOPMENT1. SUCCESSION PLANNING Continue to roll out across the organization Plan for the future to pass on institutional knowledge Ensure that work processes are properly documented

10

67

Page 6: TALENT ACQUISITION, DEVELOPMENT RETENTION...TALENT ACQUISITION 3. WORK SMARTER: UTILIZE TECHNOLOGY TO STREAMLINE PROCESSES Improve the communication process with applicants Review

DEVELOPMENT2. EMPLOYEE TRAINING OPPORTUNITIES Create a culture of customer service, team‐working and

leadership Partner with departments to ensure employees have access to

improve competencies for both soft and technical skills Continue to offer educational assistance to help fill identified

gaps in skills which benefit both the County and employees Expand methods of options of training delivery

11

DEVELOPMENT3. PERFORMANCE MANAGEMENT Implement a consistent approach across County departments Ensure every employee understands job expectations Equip managers to effectively address performance issues

12

68

Page 7: TALENT ACQUISITION, DEVELOPMENT RETENTION...TALENT ACQUISITION 3. WORK SMARTER: UTILIZE TECHNOLOGY TO STREAMLINE PROCESSES Improve the communication process with applicants Review

RETENTION1. CONTINUED COMMITMENT TO A COMPETITIVE TOTAL

COMPENSATION PACKAGE Continue to review the market rates/pay levels of jobs Introduce new options for medical insurance that provide

employees with affordable and competitive options Ensure compliance with the Affordable Care Act

13

RETENTION2. IMPROVE THE PHYSICAL & MENTAL HEALTH AND

WELLNESS OF EMPLOYEES Reach out to employees to understand their needs and identify

barriers to participation in wellness activities Partner with Park & Recreation Equip employees to make consumer driven health decisions Offer employee incentives based on best practices and employee

feedback

14

69

Page 8: TALENT ACQUISITION, DEVELOPMENT RETENTION...TALENT ACQUISITION 3. WORK SMARTER: UTILIZE TECHNOLOGY TO STREAMLINE PROCESSES Improve the communication process with applicants Review

TALENT MANAGEMENTCHRIS PEEK, DEPUTY COUNTY MANAGER

BOARD OF COUNTY COMMISSIONERS ANNUAL RETREAT

15

70