Accomplishments that have Streamlined the Hiring Process

Reinvent the Staff Services Analyst (SSA) classification to: allow college graduates to go directly to

highest pay level; and, provide new testing on-line and available

24/7;

Accomplishments that have Streamlined the Hiring Process

Streamlined outdated requirements for hiring and retention. Examples include: additional allocation and pay processes

were delegated directly to departments; and,

allow candidates to transfer their eligibility between departmental lists to increase the candidate pool.

Accomplishments that have Streamlined the Hiring Process

An open, non-promotional Staff Services Manager I examination resulted in over 2,600 candidates and departments can now recruit outside candidates.

In the process of streamlining and updating the Information Technology classifications.

Accomplishments that have Streamlined the Hiring Process

Sponsored executive and personnel forums for HR staff, department and agency leaders to identify and prioritize “pain points” in the HR process.

Development of Environmental Scientist consortium examination in progress.

Accomplishments that have Streamlined the Hiring Process

Sponsored legislation to allow state retirees and others who have left state government to compete in Career Executive Assignment examinations.

Rule of 3 ranks eligible list pilot approved by State Personnel Board on June 10, 2008.

Accomplishments that will Contribute to a Better Civil Service System

Completed nationwide HR reform/ competency based classification best practices research.

Develop a competency based classification model for 175 distinct scientist classifications that will be consolidated into one broad classification.

Accomplishments that will Contribute to a Better Civil Service System

Co-sponsored the California State University leadership development forum, “Leadership for the Government Executive”.

Accomplishments that will Contribute to a Better Civil Service System

Offered training classes to all state departments in Workforce Planning, Strategic Planning, and Performance Measurement.

Assisted Senators Ashburn and Perata with their Workforce Planning forum held in February, 2008.

Accomplishments that will Contribute to a Better Civil Service System

Co-sponsored a Workforce Planning Conference on April 15, 2008 for Department Directors and their staff.

HR Modernization is identifying customized off the shelf low-cost solutions for HR systems automation.

Short-Term Goals – to be Accomplished in the next 6-18 Months

Reduce the number of classifications (currently 4,200) by collapsing classes.

Abolish approximately 1,000 unused classifications.

Adopt a streamlined process for hiring licensed professionals.

Short-Term Goals – to be Accomplished in the next 6-18 Months

Establish a pilot to consolidate department specific manager and supervisory classifications and examine on an open basis.

Market California as an “Employer of Choice.”

Short-Term Goals – to be Accomplished in the next 6-18 Months

Make the state’s jobs easier to understand and the application, hiring, and appointment processes simplified and accelerated.

Develop and make available a user friendly website that applicants can easily navigate through. The State’s own “Monster.com” is nearing

completion – www.jobs.ca.gov).

Short-Term Goals – to be Accomplished in the next 6-18 Months

Change the examinations for other classifications to the proven Staff Services Analyst model.

Establish training academies and certification programs for human resource professionals and managers and supervisors.

Short-Term Goals – to be Accomplished in the next 6-18 Months

Develop coordinated recruitment and outreach activities with all departments.

Partner with community and state colleges to address California government workforce needs.

Assist all departments with workforce planning efforts.

Long-Term Goals – to be Accomplished in the next 2-5 Years

Create a competency based classification system for managers and supervisors. Design and implement testing, compensation, training, and performance assessment programs based on these competencies.

Long-Term Goals – to be Accomplished in the next 2-5 Years

Create a model pay program that recognizes an individual’s job-related value and allows compensation based on these assets (e.g., higher degree, job related certifications, specified performance factors).

Long-Term Goals – to be Accomplished in the next 2-5 Years

Create broad occupational groups for classification purposes.

Automate HR systems to better: recruit, classify, track, and compensate

all state employees; and, include on-line integrated tools to assist

state managers and supervisors in recruiting and hiring, and evaluating and managing.

Long-Term Goals – to be Accomplished in the next 2-5 Years

Build a collaborative state workforce development resource that leverages the state’s higher education resources – community college, state, and UC systems.