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Workforce Facts

Workforce Facts . About Iowa State Government. Why This Topic is So Compelling. On July 1, 2006, the Sick Leave Insurance Program becomes effective for AFSCME and IUP and, pending enabling legislation, for non-contract employees.

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Workforce Facts

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  1. Workforce Facts About Iowa State Government

  2. Why This Topic is So Compelling • On July 1, 2006, the Sick Leave Insurance Program becomes effective for AFSCME and IUP and, pending enabling legislation, for non-contract employees. • This provision will likely encourage more retirement-eligible state employees to retire sooner. Human Resources Enterprise

  3. What does this mean for state agencies? • Potential leadership gap, loss of key staff and need to refill vacancies • Loss of institutional knowledge and critical skills • Potential loss of productivity • Need to retrain remaining staff • More pressure may be placed on current staff to get the job done Human Resources Enterprise

  4. On the other hand, these changes promise the opportunity to: • Reenergize with “new blood” • Reengineer business processes to become more efficient • Expose staff to new ideas, new technology • Align HR strategies to better match agency staffing needs Human Resources Enterprise

  5. How Should State Government Respond? Recruit Retain Develop Human Resources Enterprise

  6. How Do We Do That? Workforce Planning • Determine our needs • Analyze our workforce (Data) • Identify, select and implement most appropriate strategies (Plan) • Determine needed competencies, current capacity, identify gap • Monitor and evaluate Human Resources Enterprise

  7. What “Just the Facts 2005” and the 2005 State Employee Departure Survey Are Telling Us The workforce continues to age (From Just the Facts 2005)… • By 2011, over 26% of the current workforce will have reached retirement eligibility. • The average age of state employees has risen from 44.7 in 2000 to 46.49 in 2005. Human Resources Enterprise

  8. The Workforce Continues to Age (from Just the Facts 2005) • During the past five years, the number of employees in the 55-59 age bracket has increased by almost 26%, while the number of employees in the 25-29 age group has decreased by almost 18%. Human Resources Enterprise

  9. The Workforce Continues to Age (from Just the Facts 2005) • 59% of the general workforce and 75% of supervisors are over the age of 45. • Of the 42 agencies reported on, 34, or 80.95% had an average age of 45 or older; the average age was under 40 in only 2 agencies. • 1.7% of the state workforce is younger than 25 while 7.2% are 60 or older. Human Resources Enterprise

  10. The Workforce Continues to Age, But… The average age of new hires is going down. Human Resources Enterprise

  11. And… (from Just the Facts 2005) The average age of retirees is going down. Human Resources Enterprise

  12. Benefits (from the 2005 Departure Survey) Benefits are a major drawing point… • Over 82% respondents felt the benefits offered met their expectations. • This was the single most cited aspect of working for the State that respondents liked. Human Resources Enterprise

  13. Pay (from the 2005 Departure Survey) Pay is viewed positively… • A slight majority of the respondents felt they earned less than people working the same jobs in the private sector. • However, “Rate of Pay” was not a major reason for leaving state employment. • “Rate of Pay” was the third highest feature attracting people to state government. Human Resources Enterprise

  14. Pay (from Just the Facts 2005) • The annual base pay has increased a total of 36.6% since FY1998, an average of about 5.2% a year • The average base salary of state employees in FY2005 was $47,506 or $22.84 per hour. • Iowa ranks 3rd highest of the 25 states in 2004 Central States Salary Survey. Human Resources Enterprise

  15. Pay (from Just the Facts 2005) • Reassignment, Recruitment, Retention and Extraordinary Job Performance payments have been reduced 38.4% through all state agencies since 2000. • From FY2000 to FY2005, overtime has been reduced by 56.9% across all state agencies. Human Resources Enterprise

  16. Employee Mobility (from Just the Facts 2005) The workforce is stable… • New hire rate has dropped from 8.6% in FY1998 to 6.5% in FY2005. • Turnover rate has dropped from 7.3% in FY1998 to 5.5% in FY2005. • By comparison, Department of Labor figures for 9/03 to 8/04 show average of 20.2% turnover. 7.0% for state and local governments for same period. Human Resources Enterprise

  17. Employee Mobility (from Just the Facts 2005) Most of workforce clustered in a small group of job classes… • Almost 45% of the workforce employed in 25 job classes. • Of the 1,255 non-promotional hires in FY2005, 61.2% were in 25 job classes. • Of the 1,047 employees who left the Executive Branch in FY2005, 52.1% were in 25 job classes. Human Resources Enterprise

  18. Employee Mobility (from Just the Facts 2005) • And finally, a five-year average shows that 51% of employees who voluntarily left the Executive Branch were with the State less than 3 years. Human Resources Enterprise

  19. Top 5 Reasons for Separating from State Government (from the 2005 Departure Survey) • Working Conditions • Quality of Supervision • Career Advancement Opportunity • Organization Culture • Co-worker Relations (These have remained consistent since the survey was begun in 2001.) Human Resources Enterprise

  20. Top 5 Things Attracting Past Employees to their Current Jobs (from the 2005 Departure Survey) • Career Advancement Opportunity • Working Conditions • Rate of Pay • Organizational Culture • Opportunity for Training (This reflects the five-year average.) Human Resources Enterprise

  21. Top 5 Things Past Employees Liked Least about Employment with the State (from the 2005 Departure Survey) • Combination of Factors • Quality of Supervision • Organizational Culture • Career Advancement Opportunity • Working Conditions (Five-year average switches #3 and #4 above.) Human Resources Enterprise

  22. Communications and Performance (from the 2005 Departure Survey) • Over half the respondents said that communication was not open and informative within their work unit. • Over half said that feedback regarding performance was not timely and effective. • In FY2005, 81.19% of the state workforce received performance evaluations. Human Resources Enterprise

  23. Exit Interviews (from the 2005 Departure Survey) • In 2001, 34.4% of respondents said that the employer conducted an exit interview with them before they left. • In 2005, this number had dropped to 25.4%. Human Resources Enterprise

  24. Services Offered by DAS-HRE • Workforce and transactions data • Tools and resources • Consulting and facilitation • Training • Expertise, trend and best practice information • Strategic partnerships with other states Human Resources Enterprise

  25. Workforce Planning Workshops • Purpose: Expose participants to basic components of Workforce Planning and, using actual data, assist in using various tools and resources to develop an initial workforce plan • Will be offered free of charge • 5 three-hour sessions starting in February. Held every three weeks into May. • Class size limited Human Resources Enterprise

  26. Workforce Planning Workshops • Participants need to be familiar with and have a major impact on their agency’s staffing programs • Attendance required at all five sessions (substitutes allowed, make-up sessions may be an option) • Pre-work required • Management Liaison should contact Barb Kroon at barbara.kroon@iowa.gov or at 515-281-6388 for more information or to sign up. Human Resources Enterprise

  27. Other Workforce Planning Initiatives Underway or in the Planning Stage • Workforce Planning Guide – primary resource in the workshops • Individual agency fact sheets • Updated Workforce Planning webpage • Updated Managers/Supervisors Manual chapter • Sharing best practices Human Resources Enterprise

  28. For More Information • Check our website at www.das.hre.iowa.gov Human Resources Enterprise

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