State of Washington

[Enter Agency Name]

Plan & Align
Workforce

Human Resource Hire Deploy Reinforce

Management Report
Workforce Workforce Performance

Develop
Workforce

[Note: This is the standard format provided by DOP as

October 2009 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]

Managers Logic Model for Workforce Management

Outputs Initial Outcomes Intermediate Outcomes
Articulation of managers Managers understand Foundation is in place
HRM accountabilities. HR HRM accountabilities.
Plan & Align policies. Workforce Jobs, staffing levels, &
to build and sustain a
Workforce planning. Job classes & competencies aligned productive, high
salaries assigned. with agency priorities. performing workforce.

Qualified candidate pools, Best candidate hired & The right people are in Ultimate Outcomes
interviews & reference reviewed during
Hire checks. Job offers. Appts appointment period.
the right job at the right
Employees are
Workforce & per- Successful performers
time. committed to the work
they do & the goals of
formance monitoring. retained.
the organization
Productive, successful
Work assignments& Workplace is safe, gives Time & talent is used employees are retained
requirements defined. capacity to perform, &
Deploy Positive workplace fosters productive effectively. Employees State has workforce
Workforce environment created.
Coaching, feedback,
relations. Staff know job
rqmts, how theyre doing,
are motivated & depth & breadth needed
productive. for present and future
corrections. & are supported. success

Individual development Learning environment Employees have

plans. Time/ resources created. Employees are
Develop for training. Continuous engaged in develop-
competencies for Agencies are better
Workforce learning environment ment opportunities & seek
present job & career enabled to successfully
carry out their mission.
created. to learn. advancement
The citizens receive
efficient government
services.
Clear performance Employees know how Successful perf is
expectations linked to performance contributes differentiated &
Reinforce orgnal goals & measures. to success of orgn. strengthened.
Performance Regular performance
appraisals. Recognition.
Strong performance
rewarded; poor
Employees are held
Discipline. performance eliminated accountable.

2
Executive Summary [Enter Agency Name]

Performance Measure Status Action Comments

e
Priority
PLAN & ALIGN WORKFORCE
a [X.X%] = Managers; [X.X%] = WMS only WMS control point = [X.X%]
Management profile
b [X.X%]
% employees with current position/competency descriptions
HIRE WORKFORCE
c [X.X] avg days to hire (of [XX] vacancies filled)
Average Time to Hire Funded Vacancies
c [X.X%] cand. interviewed had competencies needed
Candidate quality ratings
[X.X%] mgrs said they were able to hire best candidate

Hiring balance (% types of appointments) c [XX%] promo; [XX%] new hires; [XX%] transfers;
Number of separations during post-hire review period c [XX%]
[XX] exempts; [XX%] other
DEPLOY WORKFORCE
b [X.X%]
Percent employees with current performance expectations
c [X.X] hours (per capita); [X.X%] of EEs receiving OT
Overtime usage: (monthly average)
c [X.X] hours (per capita)
Sick leave usage: (monthly average)
c [XX] grievances
# of non-disciplinary grievances
c [XX] appeals, [XX] Directors Reviews
# of non-disciplinary appeals & Dirs Reviews filed
DEVELOP WORKFORCE
b [X.X%]
Percent employees with current individual training plans
REINFORCE PERFORMANCE
b [X.X%]
Percent employees with current performance evaluations
c [XX]
Number of formal disciplinary actions taken
c [XX] grievances; [XX] appeals
Number of disciplinary grievances and appeals filed
ULTIMATE OUTCOMES
c [X.X%]
Turnover percentages (leaving state service)
a [XX%] female; [XX%] people of color; [XX%] 40+;
Diversity Profile
[XX%] with disabilities
d [X.X], [XX] survey responses
Employee survey overall average rating
a) Data as of 6/30/09
b) Data as of 6/30/09 or agency may use more current date (if so, please note in the Comments section)
c) Data from 7/1/08 through 6/30/09
d) Data as of November 2007 State Employee Survey
e) Action Priority: H=High, M=Medium, L=Low For those measures that have Action Steps

3
 [Enter Agency Name]
Management Profile
Plan & Align
Agency Priority: [High/Medium/Low]
WMS Employees Headcount = [xxx] Analysis:
Workforce Percent of agency workforce that is WMS = [xx]% WMS Control Point: [XXX]
All Managers* Headcount = [xxx] [XXX]
Outcomes: Percent of agency workforce that is Managers* = [xx]% [XXX]

Managers understand * In positions coded as Manager (includes EMS, WMS, and GS) [XXX]

workforce management [XXX]

Washington Management Service
accountabilities. Jobs and Headcount Trend [XXX]
competencies are defined Data Time Period: [mm/yy] through [mm/yy] [XXX]
1
and aligned with business
# WMS Employees (Headcount)

1
priorities. Overall 1
[DOUBLE CLICK CHART TO Action Steps: (What, by whom, by when)
1
foundation is in place to ENTER AGENCY DATA] [XXX]
1
build & sustain a high 1 [USE OF THIS CHART IS [XXX]
performing workforce.
0 OPTIONAL]
0 [XXX]
0
0
0
Nov-08
Jul-08

Jun-09
May-09
Aug-08

Jan-09
Oct-08

Dec-08

Mar-09

Apr-09
Sep-08

Feb-09
Performance
Measures:
Management profile WMS Management Type
Workforce Planning Managemen
t Policy
measure (TBD) 25% 25%
Percent employees with
current position/ Management [xxx]
competency descriptions Consultant [xxx]
Policy [xxx] [SAMPLE DATA ONLY.
DOUBLE CLICK CHART TO
Not Assigned [xxx] ENTER AGENCY DATA]

Consultant Not
25% assigned
Data as of [mm/yy] 25%
4
Source: [Enter Data Source]
 [Enter Agency Name]

Plan & Align Current Position/Competency Descriptions

Workforce
Agency Priority: [High/Medium/Low] Analysis:

Outcomes: Percent employees with current [XXX]

position/competency descriptions = [XX]%* [XXX]
Managers understand
[XXX]
workforce management *Based on [XXX] of [XXX] reported employee count
Applies to employees in permanent positions, both WMS & GS [XXX]
accountabilities. Jobs and
competencies are defined [XXX]

and aligned with business [XXX]

priorities. Overall [XXX]

foundation is in place to
build & sustain a high Action Steps: (What, by whom, by when)
performing workforce. [XXX]
[XXX]
[XXX]
Performance
Measures:
Management profile
Workforce Planning
measure (TBD)
Percent employees with
current position/
competency descriptions

Data as of [mm/yy]
Source: [Enter Data Source] 5
 [Enter Agency Name]

Hire Time-to-Hire / Candidate Quality

Workforce Agency Priority: [High/Medium/Low]

Time-to-Hire Funded Vacancies Analysis:

Outcomes: [XXX]
Average number of days to hire*: [XXX]
Best candidates are hired [XXX]
Number of vacancies filled: [XXX]
and reviewed during [XXX]
*Equals # of days from the date the hiring supervisor informs the agency HR
appointment period. The Office to start the process to fill the position, to the date the job offer is [XXX]
right people are in the right accepted.
[XXX]
job at the right time.
[XXX]
Agency Priority: [High/Medium/Low]
[XXX]
Candidate Quality
Performance Of the candidates interviewed for vacancies, how many had the Action Steps: (What, by whom, by when)
Measures competencies (knowledge, skills & abilities) needed to perform
the job? [XXX]
Time-to-hire vacancies
[XXX]
Candidate quality Number = [XXX] Percentage = [XXX]%
[XXX]
Hiring Balance (proportion
of appointment types) Of the candidates interviewed, were hiring managers able to
hire the best candidate for the job?
Separation during review
period Hiring managers indicating yes:
Number = [XXX] Percentage = [XXX]%
Hiring managers indicating no:
Number = [XXX] Percentage = [XXX]%

Data Time Period: [mm/yy] through [mm/yy] 6

Source: [Enter Data Source]
 [Enter Agency Name]

Hire Hiring Balance / Separations During Review Period

Workforce
Agency Priority: [High/Medium/Low] Analysis:
Types of Appointments [XXX]
Transfers
[XXX]
20%
Outcomes:
Promotions [XXX]
Best candidates are hired 20% [XXX]
and reviewed during
[XXX]
appointment period. The
[XXX]
right people are in the right [SAMPLE DATA ONLY. DOUBLE
CLICK CHART TO ENTER AGENCY Exempt [XXX]
job at the right time. DATA] 20%

Action Steps: (What, by whom, by when)

New Hires
20% [XXX]
Performance
Measures [XXX]

Time-to-hire vacancies
Candidate quality
Hiring Balance
(proportion of
appointment types)
Separation during review
period
Other [XXX]
20%
Total number of appointments = [XXX]*
Includes appointments to permanent vacant positions only; excludes reassignments
Other = Demotions, re-employment, reversion & RIF appointments
Agency Priority: [High/Medium/Low]
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]

Data Time Period: [mm/yy] through [mm/yy]

7
Source: [Enter Data Source]
 [Enter Agency Name]

Deploy Current Performance Expectations

Workforce Agency Priority: [High/Medium/Low]
Analysis:
Percent employees with current performance
Outcomes: [XXX]
expectations = [XXX]%*
[XXX]
Staff know job
*Based on [XXX] of [XXX] reported employee count [XXX]
expectations, how theyre Applies to employees in permanent positions, both WMS & GS
[XXX]
doing, & are supported.
Workplace is safe, gives [XXX]

capacity to perform, & [XXX]

fosters productive [XXX]

relations. Employee time
and talent is used Action Steps: (What, by whom, by when)
effectively. Employees are [XXX]
motivated. [XXX]
[XXX]
Performance
Measures
Percent employees with
current performance
expectations
Overtime usage
Sick leave usage
Non-disciplinary
grievances/appeals filed
and disposition (outcomes)

Data as of [mm/yy]
Source: [Enter Data Source] 8
 [Enter Agency Name]
Overtime Usage
Deploy Agency Priority: [High/Medium/Low]

Workforce Average Overtime (per capita) *

Overtime Cost - Agency
5
Jun-09
4
Outcomes:
May-09

Average OT Hours
Apr-09
3
Staff know job [DOUBLE CLICK CHARTS TOMar-09
ENTER
expectations, how theyre 2 AGENCY DATA] Feb-09

doing, & are supported. 1 Jan-09

Workplace is safe, gives Dec-08

0
Nov-08

Aug-08

Sep-08

Apr-09
Oct-08
Jul-08

Nov-08

Dec-08

Feb-09
Jan-09

Jun-09
capacity to perform, &

Mar-09

May-09
Oct-08
fosters productive
Sep-08
relations. Employee time Avg OT Hrs - Agency Avg OT Hrs - Statewide
Aug-08
and talent is used Overall agency avg overtime usage per capita, per month: [XXX]**
Jul-08
effectively. Employees are **Overall agency avg overtime usage per capita, per month = sum of monthly OT
averages / # months
motivated.
Analysis:
% Employees Receiving Overtime *
[XXX]
Performance 25%
Measures [XXX]
20%
Percent Employees

[XXX]
Percent employees with
15%
current performance [XXX]
expectations 10%
[XXX]
Overtime usage 5%
Sick leave usage 0%
Action Steps: (What, by whom, by when)
Aug-08

Apr-09
Sep-08

Nov-08
Dec-08
Oct-08

Jan-09
Feb-09

May-09
Jun-09
Jul-08

Mar-09

Non-disciplinary
[XXX]
grievances/appeals filed
and disposition (outcomes) Pct EE's w/OT - Agency Pct EE's w/OT - Statewide [XXX]
Overall agency avg employees receiving overtime per month: [XXX]%** [XXX]
**Overall agency avg employees receiving overtime per month = sum of monthly OT
percentages / # months

*Statewide overtime values do not include DNR

Data Time Period: [mm/yy] through [mm/yy] 9
Source: [Enter Data Source]
 [Enter Agency Name]

Deploy Agency Priority: [High/Medium/Low]

Sick Leave Usage

Workforce Average Sick Leave Use Analysis:

9 [XXX]

Outcomes: 8 [XXX]
[XXX]
Staff know job 7
expectations, how theyre [XXX]
6
doing, & are supported. [XXX]
[DOUBLE CLICK CHART TO
Avg Hours
Workplace is safe, gives 5 [XXX]
ENTER AGENCY DATA]
capacity to perform, & 4 [XXX]
fosters productive
3
relations. Employee time Action Steps: (What, by whom, by when)
and talent is used 2
[XXX]
effectively. Employees are 1 [XXX]
motivated.
0 [XXX]
Oct-08

Nov-08

May-09
Mar-09
Dec-08
Jul-08

Apr-09
Aug-08

Sep-08

Jan-09

Feb-09

Jun-09
Performance
Measures
Per capita SL use - Agency Per capita SL use - Statewide*
Percent employees with
current performance
expectations
Overtime usage
Sick Leave Hrs Used / Sick Leave Balance (per capita)
Sick leave usage Avg Hrs SL Used (per Avg SL Balance (per Avg Hrs SL Used (per Avg SL Balance (per
Non-disciplinary capita) - Agency capita) - Agency capita) Statewide* capita) Statewide*
grievances/appeals filed
and disposition (outcomes) [XX] Hrs [XX] Hrs 6.4 Hrs 240.2 Hrs

* Statewide data does not include DOL, DOR, L&I, and LCB

Data Time Period: [mm/yy] through [mm/yy]

10
Source: [Enter Data Source]
 [Enter Agency Name]
Non-Disciplinary Grievances (represented employees)
Deploy
Workforce Agency Priority: [High/Medium/Low]

Number of Non-Disciplinary Grievances Filed Top 5 Non-Disciplinary Grievance Types

(i.e., Compensation, Overtime, Leave, etc)
Outcomes: 30

25 #
Staff know job Grievance Type Grievances
20 [DOUBLE CLICK CHART TO
expectations, how theyre
ENTER AGENCY DATA] 1. [XX] [XX]
doing, & are supported. 15
2. [XX] [XX]
Workplace is safe, gives 10
3. [XX] [XX]
capacity to perform, & 5
fosters productive 4. [XX] [XX]
0

Oct-08

Nov-08

May-09
Mar-09
Jul-08

Dec-08
5. [XX] [XX]

Apr-09
Aug-08

Sep-08

Jan-09

Feb-09

Jun-09
relations. Employee time
and talent is used
effectively. Employees are Total Non-Disciplinary Grievances = [XX]
Analysis:
motivated.
* There may not be a one-to-one correlation between the number of grievances filed [XXX]
(shown top of page) and the outcomes determined during this time period. The time
[XXX]
Performance lag between filing date and when a decision is rendered can cross the time periods
Measures indicated. [XXX]
[XXX]
Percent employees with Non-Disciplinary Grievance Disposition*
current performance (Outcomes determined during time period listed below) Action Steps: (What, by whom, by when)
expectations
[XXX]
Overtime usage [XXX] [XXX]
Sick leave usage [XXX] [XXX]
Non-disciplinary [XXX]
grievances/appeals filed
and disposition [XXX]
(outcomes) [XXX]
[XXX]

Data Time Period: [mm/yy] through [mm/yy]

Source: [Enter Data Source] 11
 Non-Disciplinary Appeals (mostly non-represented employees)
Deploy Agency Priority: [High/Medium/Low]
Workforce Filings for DOP Directors Review Filings with Personnel Resources Board

Outcomes: [XX] Job classification [XX] Job classification

Staff know job [XX] Rule violation [XX] Other exceptions to Director Review
expectations, how theyre [XX] Name removal from Layoff List [XX] Layoff
doing, & are supported. [XX] Exam results or name removal from [XX] Disability separation
Workplace is safe, gives applicant/candidate pool, if DOP did assessment [XX] Non-disciplinary separation
capacity to perform, & [XX] Remedial action
fosters productive [XX] Total filings
relations. Employee time [XX] Total filings
Non-Disciplinary appeals only are shown above.
and talent is used
effectively. Employees are 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.
motivated.
Director's Review Outcomes Personnel Resources Board Outcomes
Withdrawn Dismissed
Performance 20% 17%
Measures Modified Remanded
20% 17%
Percent employees with
current performance [SAMPLE DATA ONLY. DOUBLE
expectations CLICK CHARTS TO ENTER AGENCY
DATA] Modified
Overtime usage No 17%
Sick leave usage jurisdiction Withdrawn
20% 17%
Non-disciplinary
grievances/appeals filed
and disposition Reversed
(outcomes) 20%
Affirmed Affirmed
Reversed
20% 16%
16%
Total outcomes = [XX] Total outcomes = [XX]
Data Time Period: [mm/yy] through [mm/yy]
Source: Department of Personnel
 [Enter Agency Name]

Develop Individual Development Plans

Workforce Agency Priority: [High/Medium/Low]
Analysis:
Percent employees with current individual
Outcomes: development plans = [XX]%* [XXX]

A learning environment is [XXX]

*Based on [XXX] of [XXX] reported employee count
created. Employees are [XXX]
Applies to employees in permanent positions, both WMS & GS
engaged in professional Action Steps: (What, by whom, by when)
development and seek to [XXX]
learn. Employees have [XXX]
competencies needed for [XXX]
present job and future
advancement.

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

Data as of [mm/yy]
13
Source: [Enter Data Source]
 [Enter Agency Name]

Reinforce Current Performance Evaluations

Performance Agency Priority: [High/Medium/Low]

Percent employees with current performance Analysis:

Outcomes: evaluations = [XX]%* [XXX]
Employees know how their [XXX]
*Based on [XXX] of [XXX] reported employee count
performance contributes to Applies to employees in permanent positions, both WMS & GS [XXX]
the goals of the [XXX]
organization. Strong [XXX]
performance is rewarded;
[XXX]
poor performance is
[XXX]
eliminated. Successful
performance is differentiated
Action Steps: (What, by whom, by when)
and strengthened.
[XXX]
Employees are held
[XXX]
accountable.
[XXX]

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 as of [mm/yy]
14
Source: [Enter Data Source]
 [Enter Agency Name]

Reinforce
Performance Formal Disciplinary Actions
Agency Priority: [High/Medium/Low]

Analysis:
Outcomes:
Disciplinary Action Taken
[XXX]
Employees know how their
Action Type # of Actions [XXX]
performance contributes to
Dismissals [XXX] [XXX]
the goals of the
organization. Strong Demotions [XXX] [XXX]

performance is rewarded; Suspensions [XXX] [XXX]

poor performance is Reduction in Pay* [XXX] [XXX]

eliminated. Successful [XXX]
Total Disciplinary Actions* [XXX]
performance is differentiated
and strengthened. * Reduction in Pay is not currently available as an action in
Action Steps: (What, by whom, by when)
HRMS/BI.
Employees are held [XXX]
accountable. Issues Leading to Disciplinary Action
[XXX]

Performance Measures [XXX]

Percent employees with [XXX]

current performance [XXX]
evaluations
[XXX]
Disciplinary actions and
[XXX]
reasons, disciplinary
grievances/appeals filed [XXX]
and disposition
(outcomes)
Reward and recognition
practices (TBD)

Data Time Period: [mm/yy] through [mm/yy]

15
Source: [Enter Data Source]
 [Enter Agency Name]

Reinforce Disciplinary Grievances and Appeals

Performance Agency Priority: [High/Medium/Low]
Disciplinary Grievances Disciplinary Appeals
(Represented Employees) (Non-Represented Employees
Outcomes: 20 filed with Personnel Resources Board)
18
Employees know how their 16
14
performance contributes to [DOUBLE CLICK CHART TO ENTER [XX] Dismissal
12
10 AGENCY DATA] [XX] Demotion
the goals of the
8
organization. Strong 6 [XX] Suspension
4
performance is rewarded; 2
[XX] Reduction in salary
poor performance is 0

Oct-07

Nov-07

May-08
Apr-08
Mar-08
Jul-07

Aug-07

Sep-07

Dec-07

Feb-08
Jan-08

Jun-08
eliminated. Successful
[XX] Total Disciplinary Appeals Filed with PRB
performance is differentiated Total # Disciplinary Grievances Filed: [XX]
and strengthened.
Employees are held 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.
accountable.
Disposition (Outcomes) of Disciplinary Grievances Disposition (Outcomes) of Disciplinary Appeals*
Withdrawn
Performance Measures 17%
[XXX] Affirmed
Percent employees with 16%
current performance [XXX]
Remanded
evaluations [XXX] 17%
[SAMPLE DATA ONLY. DOUBLE
Disciplinary actions and [XXX] CLICK CHART TO ENTER AGENCY
reasons, disciplinary DATA]
grievances/appeals filed [XXX]
Reversed
and disposition [XXX] 16%
(outcomes) [XXX] Dismissed
17%
Reward and recognition
Modified
practices (TBD)
17%
*Outcomes issued by Personnel Resources Board

Data Time Period: [mm/yy] through [mm/yy]

16
Source: [Enter Data Source]
 [Enter Agency Name]

ULTIMATE Turnover Rates

OUTCOMES Agency Priority: [High/Medium/Low]
Analysis:
Total % Turnover (leaving state)
[XXX]
Employees are 120.0% [XXX]
committed to the work
they do and the goals [XXX]
of the organization 100.0% [XXX]
[XXX]
80.0%
Successful, productive [XXX]
employees are [XXX]
[DOUBLE CLICK CHART TO
retained 60.0%
ENTER AGENCY DATA]

Action Steps: (What, by whom, by when)

40.0%
The state has the
[XXX]
workforce breadth and
depth needed for 20.0% [XXX]
present and future [XXX]
success
0.0%
Retirement Resignation Dismissal Other
Performance Measures
Total Turnover Actions: [xx]
Turnover rate: key Total % Turnover: [xx]%
occupational categories Note: Movement to another agency is currently not available in HRMS/BI
Workforce Diversity
Profile
Employee Survey
Information
Retention measure (TBD)

Data Time Period: [mm/yy] through [mm/yy]

Source: [Enter Data Source] 17
 [Enter Agency Name]
Workforce Diversity Profile
ULTIMATE Agency Priority: [High/Medium/Low]

OUTCOMES Agency State

Analysis:
Female [xx]% 53%
Persons w/Disabilities [xx]% 4% [XXX]
Vietnam Era Veterans [xx]% 6%
Employees are [XXX]
Veterans w/Disabilities [xx]% 2%
committed to the work
People of color [xx]% 18% [XXX]
they do and the goals Persons over 40 [xx]% 74%
of the organization [XXX]
Diversity Profile by Ethnicity [XXX]
82%
[XXX]
Successful, productive
employees are [XXX]
% Employees

retained [DOUBLE CLICK CHART TO

ENTER DATA]
Action Steps: (What, by whom, by when)
The state has the [XXX]
5% 5% 7%
workforce breadth and 2%
[XXX]
depth needed for

% White
% Black or

% Asian
Hispanic/Latino

Indian / Alaskan
American
African

present and future % American [XXX]

Native
%

success [XXX]
Agency Statewide [XXX]
Performance Measures
Percent Age Distribution
Turnover rates and types All Employees (including WMS) WMS Employees Only

Turnover rate: key

occupational categories
Workforce Diversity
% Employees

Profile [DOUBLE CLICK CHART TO

ENTER AGENCY DATA]
Employee Survey
Information
Retention measure (TBD)
% 65 +
% < 15

% 15-19

% 20-24

% 25-29

% 30-34

% 35-39

%40-44

% 45-49

% 50-54

% 55-59

% 60-64

Data as of [mm/yy]
Source: [Enter Data Source] 18
 [Enter Agency Name]
Employee Survey Ratings
ULTIMATE
OUTCOMES
Agency Priority: [High/Medium/Low]

Avg Avg Analysis:

April Nov
Employees are Question [XXX]
2006 2007
committed to the work
[XXX]
they do and the goals 1) I have the opportunity to give input on
of the organization decisions affecting my work. [XXX]
2) I receive the information I need to do [XXX]
my job effectively.
Successful, productive 3) I know how my work contributes to the [XXX]
employees are goals of my agency.
retained 4) I know what is expected of me at work.
Action Steps: (What, by whom, by when)
5) I have opportunities at work to learn
[XXX]
and grow.
The state has the 6) I have the tools and resources I need [XXX]
workforce breadth and to do my job effectively.
[XXX]
depth needed for 7) My supervisor treats me with dignity
present and future and respect. [XXX]
success 8) My supervisor gives me ongoing [XXX]
feedback that helps me improve my
performance. [XXX]
Performance Measures 9) I receive recognition for a job well
done.
Turnover rates and types 10) My performance evaluation provides
Turnover rate: key me with meaningful information about
occupational categories my performance.
11) My supervisor holds me and my co-
Workforce Diversity workers accountable for performance.
Profile 12) I know how my agency measures its
success.
Employee Survey
13) My agency consistently demonstrates
Information
support for a diverse workforce.
Retention measure (TBD)
Overall average: [X.X] [X.X]
Number of survey responses: [XX] [XX]

Data as of November 2007

19
Source: Statewide Employee Survey