CITY OF LAS VEGAS ENVIRONMENTAL DIVISION BETS BIG ON THE FLEXIBLE WORKER CONCEPT

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "CITY OF LAS VEGAS ENVIRONMENTAL DIVISION BETS BIG ON THE FLEXIBLE WORKER CONCEPT"

Transcription

1 ABSTRACT CITY OF LAS VEGAS ENVIRONMENTAL DIVISION BETS BIG ON THE FLEXIBLE WORKER CONCEPT Michael D. Johnson*, PE, Principal Consultant EMA, Tucson, AZ David L. Mendenhall, Environmental Division Manager City of Las Vegas, NV The City of Las Vegas Vegas Valley Water Pollution Control Facility (WPCF) treats up to 68 MGD, with a capacity of 91 MGD. The facility includes Headworks, Grit Removal, Primary Treatment, and Biological Nutrient Removal (BNR) on an average of 63 MGD; Disinfection, Sludge Thickening, Digesters, Centrifuge Solids Processing, and Energy Recovery. The Durango Hills Water Reclamation Facility (DHWRF) treats up to 10 MGD, and the Bonanza- Mojave WRF treats up to 1 MGD. Beyond the glitter and glamour of the tourist strip, Las Vegas is one of America s fastestgrowing communities, putting enormous pressure on public service providers to keep up. Responding to the current population served, the rapid patterns of growth taking place, and the expansion of wastewater treatment facilities to serve the community, the City of Las Vegas recognized the need to develop more highly-skilled workers on staff in order to increase worker productivity. In response to this need, the City of Las Vegas created a flexible worker position called the Environmental Systems Technician (EST) with a skill set that combines the separate functions of Operations and Maintenance and provides a pool of employees trained and certified to perform a variety of tasks. The City s goal is to have these technicians accomplish 80 percent of the utility s O&M work. The EST is a multi-skilled worker authorized to perform certain operator and mechanical maintenance functions, in addition to having basic electrical, instrumentation, and control skills. Status of the Investigation Over the course of nine months, the City and its consultant, EMA, conducted detailed work analysis designed to identify training needs based on high-value work. EMA facilitated the analytical process that defined skill blocks necessary to perform the work. The City developed a detailed model of the EST position, wrote new job descriptions with compensation grading, conducted a skill self-assessment, and created internal verification checklists to document actual performance of high-value work. What was Done, What was Found The City of Las Vegas formed a 12-person task force to define the Environmental Systems Technician position, training, and compensation programs. This task force, representing all of the stakeholders varied interests, was able to efficiently accomplish its mission. The EST training and certification program development consisted of three primary activities: 1011

2 Activity 1: Develop Framework By developing the framework, program goals were established and the methods and techniques used to conduct the program were defined. The employee task force shaped the City s vision, current situation, needs, and recommendations through a series of workshops and trial balloons. The task force then developed the Resource Loading Report and recommended the course of action for the next activity. Activity 2: Design Program Activity 2 saw the task force actually design the program. During this phase, training and certification programs were written. Job descriptions, compensation, skill self-assessments, and performance measures were also established. Activity 2 culminated with creation of the EST Development Plan. Activity 3: Pilot and Implement The programs planned in Activities 1 and 2 are ready for implementation following the conclusion of bargaining unit negotiations, and Civil Service approval of the EST job classification. The Pilot EST program is expected to begin in the first quarter of Conclusion The results of these efforts culminated in the development of a comprehensive training and certification program. The program combines the State of Nevada s Operator certification process and a national wastewater technician certification process into the City of Las Vegas EST certification. Both the City of Las Vegas Human Resources Department and the Las Vegas City Employees Association participated in the development of the program and helped set the parameters for successful implementation. The City will benefit from simplified work management that reduces waiting times for multiple skills in order to perform basic O&M work. The process also highlighted work activities that could be eliminated and identified opportunities for further improvement to reduce the frequency of medium-value activities. KEY WORDS Multi-skilled workforce, O&M, Training 1012

3 INTRODUCTION The City of Las Vegas Vegas Valley Water Pollution Control Facility (WPCF) treats up to 68 MGD, with a capacity of 91 MGD. The facility includes Headworks, Grit Removal, Primary Treatment, and Biological Nutrient Removal (BNR) on an average of 63 MGD; Disinfection, Sludge Thickening, Digesters, Centrifuge Solids Processing, and Energy Recovery. The Durango Hills Water Reclamation Facility (DHWRF) treats up to 10 MGD, and the Bonanza-Mojave WRF treats up to 1 MGD. Beyond the glitter and glamour of the tourist strip, Las Vegas is one of America s fastestgrowing communities, putting enormous pressure on public service providers to keep up. Responding to the current population served, the rapid patterns of growth taking place, and the expansion of wastewater treatment facilities to serve the community, the City of Las Vegas recognized the need to develop more highly-skilled employees in order to increase worker productivity. In response to this need, the City of Las Vegas created a flexible worker position called the Environmental Systems Technician (EST) with a skill set that combines the separate functions of Operations and Maintenance and provides a pool of employees trained and certified to perform a variety of tasks. The City s goal is to have these technicians accomplish 80 percent of the utility s O&M work. The EST is a multi-skilled worker, authorized to perform certain operator and mechanical maintenance functions. The EST also has basic electrical, instrumentation, and control skills. METHODOLODY Over the course of nine months, the City of Las Vegas and its consultant, EMA, conducted detailed work analysis that was designed to identify training needs based on high-value work. EMA facilitated the analytical process that defined skill blocks needed to do the work. The City developed a detailed model of the EST position, wrote new job descriptions with compensation grading, conducted a skills self-assessment, and created internal verification checklists to document actual performance of high-value work. A 12-person task force was formed to define the Environmental Systems Technician position, training, and compensation programs. This task force the EST Program Team represented various stakeholders, including Environmental Division trades, management, Human Resources, and the Las Vegas City Employees Association (LVCEA). The EST training and certification program development consists of three activities; Develop Framework, Design Program, and Pilot/Implementation. Activity 1: Develop Framework This activity established the program goals, as well as the methods and techniques used to conduct the program. The EST Program Team defined the City s vision, current situation, needs, and recommendations through a series of workshops and trial balloons. The team developed the Resource Loading Report and Job Task Analysis to recommend the course of action for Activity 2. The framework for developing the EST program, including training and verification, is illustrated in Figure

4 Resource Loading Job Task Analysis EST Model Job Description Self-Assess/ Validate Training Program Development Certification Perform ance Measures Training Delivery Compensation Figure 1: EST Framework The framework, resource loading, and initial job task analysis were all completed in three months, from October to December Activity 2: Design Program From January 2003 to May 2004, the EST Program Team developed the EST training and certification programs. Beginning with a model of the EST job classification, the EST program team wrote job descriptions, skill self-assessments, and verification and certification requirements. For the purpose of comparison, City of Las Vegas Human Resources personnel surveyed water and wastewater utilities for compensation levels. Then they developed appropriate pay grades for the EST job classifications in Las Vegas. Finally, the program team outlined performance metrics to measure the success of the EST program once it had been implemented. These efforts are summarized in an EST career path illustrated in Figure 2. All documents developed in this activity culminated in the EST Development Plan. During the summer and fall of 2004, the City of Las Vegas and its employees association negotiated final compensation for the EST job classification, and developed a Memorandum of Understanding (MOU). This MOU outlined other important aspects of the EST program, including pay grades, eligibility, transitional classifications, entry and exit provisions, and continued oversight and program development teams. The MOU was approved by LVCEA members at the Environmental Division by a large majority. 1014

5 Level III Operations & Mechanical Must complete EST III Verification Checklist to advance to Level III Level II Operations & Mechanical Must complete EST II Verification Checklist to advance to Level II Level I Must complete EST I Verification Checklist to advance to Level I Instrumentation Administration Industrial Waste Laboratory Safety Operations Mechanical Electrical Facilities HVAC SCADA CMMS Must complete EST Trainee Verification Checklist within 6 months Trainee Level 6 months Probationary Period for new employees, Qualifying Period for existing employees All EST Program participants start here Figure 2: City of Las Vegas EST Career Path The Civil Service Board approved the EST job classification and pay grades on March 9, 2005 establishing the following structure: EST Trainee...Grade 30 ESTI...Grade 35 EST II...Grade 42 EST III...Grade 46 STATUS & RESULTS The results of these efforts culminated in the development of a comprehensive training and certification program that combines the State of Nevada s operator certification process and a national ABC-compliant wastewater technician certification process into the City of Las Vegas EST certification. By having both the City HR department and the Las Vegas City Employees Association participate in the development of the program, the parameters were established for successful implementation. 1015

6 In conjunction with the training and certification program, this new job classification provides several key benefits to employees: The City gives employees training materials and classes to prepare for certification tests Verification of skill development is conducted on the job Completion of each level s certification and verification requirements provides automatic promotion to that level No openings have to be posted or positions vacated for an individual to advance once the employee has completed a level of training and certification. Each level in the EST program provides significantly higher compensation than equivalent levels pay in single-trade skills. For example, the increase from an EST I to an EST II is almost double the typical promotion pay increase. This was done intentionally to encourage EST program participants to strive for achieve the Level II certification. Further skill development to Level III is also rewarded. Finally, the program is voluntary and will not force any employee out of a job. NEXT STEPS & CONCLUSION Activity 3: Pilot and Implement The programs planned in Activities 1 and 2 have now moved into the implementation phase. A pilot team of no more than five EST positions will apply and test the certification and verification processes in a working environment within the Vegas Valley WPCF. Using EMA s facilitated process, the City will select pilot participants and launch the pilot, which is expected to be completed in one year. During this year, the EST Program Team will analyze support staffing needs and current support staff skills, as well as leadership needs and skills. All plans and development of staffing and leadership will be based on what is required to support an EST workforce. This includes writing new job descriptions with compensation grading, conducting skills self-assessments, and developing performance metrics of high-value work. Ongoing communication and support for the EST pilot and current workforce is considered critical to effective success of the EST Program implementation. Figure 3 illustrates a model of the Organization and Staffing Plan to be developed in support of the program. Technology Staffing: Analyze Plan Develop Leadership: Analyze Plan Develop Figure 3: Organization and Staffing Plan Model 1016

7 Technology will play a critical role in the success and effectiveness of the EST workforce, support staffing, and leadership in the Environmental Division. It will provide the tools to track EST skill development, analyze work management and plans, anticipate work load and skill requirements, and enhance decision support with timely and accurate information. It is anticipated that benefits resulting from this effort will include: Simplifying work management by reducing waiting times for multiple skills in order to perform basic O&M work Analyzing work activities for elimination, reduction in frequency, or delegation to lower level employees Implementation of the EST Program and its supporting roles prepares the City of Las Vegas for a changing workforce by providing training to replace a brain drain of experienced personnel; analyzing workforce, staffing, and leadership for skill sets, and planning for skill replacement. 1017

: BLENDED MODEL OF HUMAN RESOURCES FUNCTIONS

: BLENDED MODEL OF HUMAN RESOURCES FUNCTIONS HR SCOPE OF WORK FUNCTION TASKS HR CENTRAL FIELD HR DEPT NON-HR STAFF HR Department Conceptual Framework > Participates as a strategic business partner in achieving the County's Mission, Vision, Goals

More information

U.S. DEPARTMENT OF COMMERCE DEMONSTRATION PROJECT

U.S. DEPARTMENT OF COMMERCE DEMONSTRATION PROJECT U.S. DEPARTMENT OF COMMERCE DEMONSTRATION PROJECT EMPLOYEE GUIDE Last Updated: August 2006 Office of Human Resources Management Department of Commerce Washington DC INTRODUCTION This guide is designed

More information

Skill-Based Pay Program for Mechanics

Skill-Based Pay Program for Mechanics H Skill-Based Pay Program for Mechanics Dan Domico North Carolina Department of Transportation uman resource professionals constantly hear from management about the need for flexibility in pay systems.

More information

ARTICLE 8 DEVELOPMENT AND TRAINING

ARTICLE 8 DEVELOPMENT AND TRAINING A. GENERAL CONDITIONS ARTICLE 8 DEVELOPMENT AND TRAINING 1. Employees may participate in career-related or position-related development programs, subject to approval by the University. Unless the University

More information

ORANGE COUNTY SANITATION DISTRICT Memorandum

ORANGE COUNTY SANITATION DISTRICT Memorandum ORANGE COUNTY SANITATION DISTRICT Memorandum January 28, 2015 TO: FROM: SUBJECT: Chairman and Members of the Board of Directors James D. Herberg, General Manager Fiscal Year 2014-2015 General Manager s

More information

REE Position Management and Workforce/Succession Planning Checklist

REE Position Management and Workforce/Succession Planning Checklist Appendix A REE Position Management and Workforce/Succession Planning Checklist Agency: Division /Office: Position Number: Date: Supervisor: Vacancy Announcement (if Recruit): Position Title/Series/Grade:

More information

A new era for HR. Trinity College Dublin Human Resources Strategy 2014 to 2019

A new era for HR. Trinity College Dublin Human Resources Strategy 2014 to 2019 A new era for HR Trinity College Dublin Human Resources Strategy 2014 to 2019 Introduction This revised HR strategy is a response from the HR function in College to the new College Strategy 2014-2019,

More information

DIRECTIVE TRANSMITTAL

DIRECTIVE TRANSMITTAL U.S. NUCLEAR REGULATORY COMMISSION DIRECTIVE TRANSMITTAL TN: DT-04-10 To: Subject: NRC Management Directives Custodians Transmittal of Management Directive 9.25, Organization and Functions, Purpose: Directive

More information

STATEMENT OF WORK FOR SUPPORT SERVICES FOR THE OFFICE OF HUMAN CAPITAL MANAGEMENT AT THE GODDARD SPACE FLIGHT CENTER DECEMBER 2012

STATEMENT OF WORK FOR SUPPORT SERVICES FOR THE OFFICE OF HUMAN CAPITAL MANAGEMENT AT THE GODDARD SPACE FLIGHT CENTER DECEMBER 2012 Contract # NNG13VB30B Attachment #1: Office of Human Capital Management Statement of Work for Support 1 STATEMENT OF WORK FOR SUPPORT SERVICES FOR THE OFFICE OF HUMAN CAPITAL MANAGEMENT AT THE GODDARD

More information

HR Capacity Check. Overview of the Capacity Assessment Tool

HR Capacity Check. Overview of the Capacity Assessment Tool HR Capacity Check Overview of the Capacity Assessment Tool Objectives The e-government of the Human Capacity Resources Check Capacity Check A diagnostic tool to assess the current and future (desired)

More information

HUMAN RESOURCES DEPARTMENT B U D G E T R E S T R U C T U R I N G M E E T I N G 2 0 1 6

HUMAN RESOURCES DEPARTMENT B U D G E T R E S T R U C T U R I N G M E E T I N G 2 0 1 6 HUMAN RESOURCES DEPARTMENT B U D G E T R E S T R U C T U R I N G M E E T I N G 2 0 1 6 HUMAN RESOURCES DEPARTMENT AGENDA Staffing Responsibilities Budget Expenses Future Needs (Direction) HUMAN RESOURCES

More information

Utility Management Overview. Water & Wastewater Utility Operation and Management for Tribes

Utility Management Overview. Water & Wastewater Utility Operation and Management for Tribes Utility Management Overview Water & Wastewater Utility Operation and Management for Tribes Utility Management Overview What is the role of utility management? Importance of having a certified operator

More information

MAKING TRANSITION AND CHANGE EASIER THROUGH INTERIM CONTRACT MANAGEMENT

MAKING TRANSITION AND CHANGE EASIER THROUGH INTERIM CONTRACT MANAGEMENT MAKING TRANSITION AND CHANGE EASIER THROUGH INTERIM CONTRACT MANAGEMENT G.A. Grissop,* S.R. Kellogg, J.L. Taylor CDM One Cambridge Place 50 Hampshire Street Cambridge, MA 02139 KEYWORDS Brain drain, competitive

More information

STRATEGIC PLAN FISCAL YEARS ENDING JUNE 30, 2016 - JUNE 30, 2021

STRATEGIC PLAN FISCAL YEARS ENDING JUNE 30, 2016 - JUNE 30, 2021 Governor C. L. Butch Otter David Fulkerson, Interim Administrator STRATEGIC PLAN FISCAL YEARS ENDING JUNE 30, 2016 - JUNE 30, 2021 Mission: To provide information and analysis to the Governor s office,

More information

U.S. Department of Energy Office of Inspector General Office of Audits and Inspections AUDIT REPORT. Security at the Nevada National Security Site

U.S. Department of Energy Office of Inspector General Office of Audits and Inspections AUDIT REPORT. Security at the Nevada National Security Site U.S. Department of Energy Office of Inspector General Office of Audits and Inspections AUDIT REPORT Security at the Nevada National Security Site OAS-L-15-06 May 2015 . Department of Energy Washington,

More information

Strategic human resource management toolkit

Strategic human resource management toolkit 19 205 Strategic human resource management toolkit The purpose of the toolkit is to provide the basis for conducting a strategic review of human resource management practices in order to develop and implement

More information

The University of North Carolina at Chapel Hill Career Banding Compensation Administration Plan

The University of North Carolina at Chapel Hill Career Banding Compensation Administration Plan The University of North Carolina at Chapel Hill Career Banding Compensation Administration Plan What is Career Banding?...2 Overview of the Career Banding Framework...2 Career Banding Pay Philosophy...3

More information

HUMAN RESOURCES DEPARTMENT

HUMAN RESOURCES DEPARTMENT 29/1 Annual Budget MISSION STATEMENT The Mission of the Human Resources Department is to provide highly progressive personnel services as a business partner with City Departments and to offer the highest

More information

Blueprints 3. Adapted From Step 6 of Workitect s Building Competency Models and HR Applications workshop

Blueprints 3. Adapted From Step 6 of Workitect s Building Competency Models and HR Applications workshop 3 Competency-Based Performance Mangement Adapted From Step 6 of Workitect s Building Competency Models and HR Applications workshop 1 CONCEPTUALIZING THE PROJECT 2 PROJECT PLANNING 3 DATA COLLECTION 4

More information

Leadership and Service for a Quality Workforce

Leadership and Service for a Quality Workforce Office of Management and Budget Human Resource Management Strategic Plan, Fiscal Years 2008-2010 Leadership and Service for a Quality Workforce Human Resource Management Performance Goals 1. Enhance HRM

More information

Course Description (Master of Human Resource Management) MHRM

Course Description (Master of Human Resource Management) MHRM Course Description (Master of Human Resource Management) MHRM Programme Compulsory Courses: BA 601 - Scientific Research and Statistical Analysis Business research is crucial in building graduate capabilities

More information

MCCA Minimum Salary Guideline Scale Five For

MCCA Minimum Salary Guideline Scale Five For Manitoba Child Care Association MCCA Minimum Salary Guideline Scale Five For Group Child Care Centres Phase In 2005-2007 2nd Flr. 2350 McPhillips Street Winnipeg, Manitoba R2V 4J6 PH: 1-204-586-8587 Toll

More information

HR Strategy Survey Instrument for Key Leaders

HR Strategy Survey Instrument for Key Leaders HR Strategy Survey Instrument for Key Leaders INTRODUCTION Human Resources as Strategic Partner is one of the critical success factors in the Strategic Alignment system. This critical success factor is

More information

Human Resources and Talent Development Plan

Human Resources and Talent Development Plan THE UNIVERSITY OF TOLEDO Human Resources and Talent Development Plan MEDICAL CENTER FY2016 Human Resources and Talent Development Processes Planning Each service of the hospital takes responsibility for

More information

Role and Skill Descriptions. For An ITIL Implementation Project

Role and Skill Descriptions. For An ITIL Implementation Project Role and Skill Descriptions For An ITIL Implementation Project The following skill traits were identified as fairly typical of those needed to execute many of the key activities identified: Customer Relationship

More information

Oregon Healthcare Workforce Partnerships Project Chemeketa Community College

Oregon Healthcare Workforce Partnerships Project Chemeketa Community College Moving Forward: Case Studies Oregon Healthcare Workforce Partnerships Project Chemeketa Community College The Oregon Healthcare Workforce Partnerships (OHWP) Project was created as a collaboration of interlinked,

More information

FY CENTRAL HUMAN RESOURCES STRATEGIC PLAN PROGRESS REPORT

FY CENTRAL HUMAN RESOURCES STRATEGIC PLAN PROGRESS REPORT FY 14-15 CENTRAL HUMAN RESOURCES STRATEGIC PLAN PROGRESS REPORT multco.us/thisworkmatters CENTRAL HR MISSION, VISION AND VALUES OUR MISSION Through leadership and collaborative partnerships, we foster

More information

A New Model for development: USAId MANAgeMeNt & process reform JUNe 2014

A New Model for development: USAId MANAgeMeNt & process reform JUNe 2014 A New Model for Development: USAID Management & Process Reform June 2014 Four years ago, President Obama elevated development alongside diplomacy and defense as a core pillar of America s national security

More information

Director. Employee/Employer Relations Workers Compensation Recruitment Classifications & Compensation Youth Job Training

Director. Employee/Employer Relations Workers Compensation Recruitment Classifications & Compensation Youth Job Training Director Benefits Safety Administrative Program Training/Development Employee/Employer Relations Workers Compensation Recruitment Classifications & Compensation Youth Job Training Description of the Service

More information

Stanislaus County Supervisor Training Academy Training Catalog 2016

Stanislaus County Supervisor Training Academy Training Catalog 2016 Stanislaus County Supervisor Training Academy Training Catalog 2016 Training Courses Budgeting/Financial Overview Compliance/Payroll Regulations Conducting a Recruitment Disability Management Employee

More information

Memorandums of Understanding (MOUs) Regarding the Teacher Bargaining Unit Between Hillsborough County Public Schools (HCPS) and the

Memorandums of Understanding (MOUs) Regarding the Teacher Bargaining Unit Between Hillsborough County Public Schools (HCPS) and the 2014-15 Memorandums of Understanding (MOUs) Regarding the Teacher Bargaining Unit Between Hillsborough County Public Schools (HCPS) and the (HCTA) *Complete Document for Ratification* MEMORANDUM of UNDERSTANDING

More information

Work Toward Your Bachelor s Degree

Work Toward Your Bachelor s Degree By completing a series of Walden s Professional Development courses, you can earn credits toward a number of bachelor s programs at Walden University. To receive credit, you will need to complete all of

More information

Succession Planning Process

Succession Planning Process Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their

More information

TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES. SECTION: Human Resources Number: AREA: Compensation

TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES. SECTION: Human Resources Number: AREA: Compensation TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES SECTION: Human Resources Number: 02.02.02 AREA: Compensation SUBJECT: Classification of Staff Jobs I. PURPOSE AND SCOPE This document

More information

Waste Water Treatment Process

Waste Water Treatment Process Waste Water Treatment Process INCLINED SCREW PUMPS The raw influent flows into a wet well where it is carried up nearly thirty feet by one of two inclined screw pumps. The 78-inch diameter screw pumps

More information

Strategic Leadership and Project Portfolio Management

Strategic Leadership and Project Portfolio Management Strategic Leadership and Project Portfolio Management Rick Clare PMP, CBAP, CSM, MSPM November 11-15, 2013 634 Alpha Drive Pittsburgh, PA 15238 (888) 762-3683 Fax (412) 963-8618 Company Background Consulting

More information

SHORTAGE OF HEALTH CARE WORKERS

SHORTAGE OF HEALTH CARE WORKERS NEVADA LEGISLATIVE COUNSEL BUREAU RESEARCH BRIEF ON SHORTAGE OF HEALTH CARE WORKERS APRIL 2008 INSIDE THIS BRIEF OVERVIEW OF THE HEALTH CARE WORKFORCE SHORTAGE IN NEVADA EFFORTS TO ADDRESS THE HEALTH CARE

More information

Branch Human Resources

Branch Human Resources Branch Human Resources Introduction An organization s ability to deliver services to citizens is highly dependant on the capacity of its workforce. Changing demographics will result in increasing numbers

More information

Behaviors and Actions That Support Leadership and Team Effectiveness, by Organizational Level

Behaviors and Actions That Support Leadership and Team Effectiveness, by Organizational Level Good Practice INPO 15-012 October 2015 Behaviors and Actions That Support Leadership and Team Effectiveness, by Organizational Level Revision 0 OPEN DISTRIBUTION OPEN DISTRIBUTION: Copyright 2015 by the

More information

U.S. Department of Justice. Mission First...Linking Strategy to Success

U.S. Department of Justice. Mission First...Linking Strategy to Success U.S. Department of Justice Mission First...Linking Strategy to Success Department of Justice Human Capital Strategic Plan 2007-2012 Table of Contents Foreword.......................................................................1

More information

PROBATION AND PAROLE BUREAU STANDARD OPERATING PROCEDURES

PROBATION AND PAROLE BUREAU STANDARD OPERATING PROCEDURES PROBATION AND PAROLE BUREAU STANDARD OPERATING PROCEDURES Procedure No.: P&P 190-1 Subject: TRAINING STANDARDS, REQUIREMENTS, METHODS AND RECORDS Reference: Local #4464; DOC 1.1.1; DOC 1.4.1; DOC 1.4.1(A)

More information

THE OFFICE OF THE INTERNAL AUDITOR STATUS UPDATE MARCH 11, 2014

THE OFFICE OF THE INTERNAL AUDITOR STATUS UPDATE MARCH 11, 2014 THE OFFICE OF THE INTERNAL AUDITOR STATUS UPDATE MARCH 11, 2014 Since the last Audit Committee meeting, the OIA has focused on finalizing the execution of the 2013 Audit Plan and the development of the

More information

Guide for Technician Job Applications

Guide for Technician Job Applications Guide for Technician Job Applications The Application Process Five Critical Steps Step 1: Do your homework. The key to a strong applicant package is attention to the technician vacancy announcement. Review

More information

D.C. Department of Human Resources

D.C. Department of Human Resources (BE0) www.dchr.dc.gov Telephone: 202-442-9700 The mission of the (DCHR) is to strengthen individual and organizational performance and enable the District government to attract, develop, and retain a highly

More information

HUMAN RESOURCES DEPARTMENT

HUMAN RESOURCES DEPARTMENT HUMAN RESOURCES DEPARTMENT Administration and Support HUMAN RESOURCES DIRECTOR Human Resources - Personnel Services - Employee and Labor Relations - Risk Management - Training and Development - Equal Employment

More information

What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources

What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources The International Public Management Association for Human Resources

More information

Human Resources FY 2014-16 Performance Plan

Human Resources FY 2014-16 Performance Plan Contents I. Mission Statement... 1 II. Department Overview... 1 III. Program Description and Responsibilities... 2 Administration... 2 Organization Development and Training... 2 Staffing and Recruitment...

More information

Economic Growth and Green Energy

Economic Growth and Green Energy Economic Growth and Green Energy EGGE exists to provide proactive outreach, foster innovation and deliver resources which enable stakeholders to balance environmental stewardship, economic growth and social

More information

RE: Award of Request for Proposal PW-ES-015-072 - Engineering Services for Upgrades to the Dunnville Wastewater Treatment Plant

RE: Award of Request for Proposal PW-ES-015-072 - Engineering Services for Upgrades to the Dunnville Wastewater Treatment Plant HALDIMAND COUNTY Report PW-ES-14-2015 of the General Manager of Public Works For Consideration by RE: Award of Request for Proposal PW-ES-015-072 - Engineering Services for Upgrades to the Dunnville Wastewater

More information

HR certification: basic course

HR certification: basic course HR certification: basic course What makes the program unique: It is a modular program covering all major areas of the integrated talent It combines theoretical and practical training components Trainings

More information

POSITION DESCRIPTION and Key Performance Indicators (KPIs)

POSITION DESCRIPTION and Key Performance Indicators (KPIs) POSITION DESCRIPTION and Key Performance Indicators (KPIs) NAME: TITLE: AREA: STATUS: GRADE: Manager Head Office Permanent Full Time - 35 hours per week Social, Community, Home Care and Disability Services

More information

4 th ESTATE DIRECTOR ACQUISITION CAREER MANAGEMENT OFFICE. Rotational Assignment Program

4 th ESTATE DIRECTOR ACQUISITION CAREER MANAGEMENT OFFICE. Rotational Assignment Program 4 th ESTATE DIRECTOR ACQUISITION CAREER MANAGEMENT OFFICE Rotational Assignment Program 1 SUBJECT. Program overview of the 4 th Estate Rotational Assignment Program. REFERENCE. (a). Title 10, U.S. Code

More information

U.S. DEPARTMENT OF TRANSPORTATION

U.S. DEPARTMENT OF TRANSPORTATION U.S. DEPARTMENT OF TRANSPORTATION HISPANIC EMPLOYMENT INITIATIVES (HEIs) 5-POINT PLAN Departmental Office of Civil Rights Internal Policy, Program Development and Support Division, S-32 Washington, DC

More information

Anticipate, find, fix, track, target, engage and assess anything, anywhere, anytime

Anticipate, find, fix, track, target, engage and assess anything, anywhere, anytime 1 1 Contribution based Pay in the Air Force Research Laboratory Michelle Williams Laboratory Demonstration Project Office HQ Air Force Research Laboratory AFRL Vision Anticipate, find, fix, track, target,

More information

One HR Platform for One Government. Erma Ranieri Commissioner for Public Sector Employment 9 May 2016

One HR Platform for One Government. Erma Ranieri Commissioner for Public Sector Employment 9 May 2016 One HR Platform for One Government Erma Ranieri Commissioner for Public Sector Employment 9 May 2016 Session Overview Welcome Office for the Public Sector update One HR Platform for One Government Standardisation

More information

CERTIFIED ASSESSMENT OF HUMAN RESOURCE SYSTEMS

CERTIFIED ASSESSMENT OF HUMAN RESOURCE SYSTEMS A Report by a Panel of the NATIONAL ACADEMY OF PUBLIC ADMINISTRATION For the University of California July 2007 CERTIFIED ASSESSMENT OF HUMAN RESOURCE SYSTEMS A Pathway to Assurance Panel Frank Thompson,*

More information

Department of Human Resources

Department of Human Resources Workforce Services Workforce Policy and Planning Department Management/ Human Resource Information Systems Employee Relations Employment Compensation and Workforce Analysis Employee Benefits Organizational

More information

BUSINESS PLAN: Human Resources

BUSINESS PLAN: Human Resources BUSINESS PLAN: Human Resources How does this service contribute to the results identified in the City of London Strategic Plan? A strong economy A vibrant and diverse community A green and growing City

More information

Public Service Commission Accountability Report for the fiscal year

Public Service Commission Accountability Report for the fiscal year Public Service Commission Accountability Report for the fiscal year 2012 2013 Strategic human resource business partners and leaders, committed to client service excellence Table of Contents Accountability

More information

HUMAN RESOURCES OFFICE (CAJQ)

HUMAN RESOURCES OFFICE (CAJQ) HUMAN RESOURCES OFFICE (CAJQ) (1) Provides leadership, policy formation, oversight, guidance, service, and advisory support and assistance to the Centers for Disease Control and Prevention (CDC) and the

More information

Erica Salinas and Danielle Metzinger Statewide Workforce Planning and Recruitment

Erica Salinas and Danielle Metzinger Statewide Workforce Planning and Recruitment Mentorship: A Key to Effective Succession Planning Erica Salinas and Danielle Metzinger Statewide Workforce Planning and Recruitment Training Objectives Define mentorship and its benefits Explain how mentorship

More information

STRATEGIC PLAN 2013 2018

STRATEGIC PLAN 2013 2018 STRATEGIC PLAN 2013 2018 September 2013 STATE PERSONNEL BOARD STRATEGIC PLAN 2013-2018 HIRING (SPB, CALHR, DEPTS) RESOLUTION/ DECISIONS (SPB) DEMYSTIFY PERFORMANCE MANAGEMENT Performance, Communication,

More information

Position Number(s) Community(s) Division/Region(s) 97-9896 Yellowknife Corporate Services

Position Number(s) Community(s) Division/Region(s) 97-9896 Yellowknife Corporate Services IDENTIFICATION Department Workers Safety and Compensation Commission Position Title Employee Safety Officer Position Number(s) Community(s) Division/Region(s) 97-9896 Yellowknife Corporate Services PURPOSE

More information

William E. Dunn Water Reclamation Facility. Facility Overview & Information

William E. Dunn Water Reclamation Facility. Facility Overview & Information William E. Dunn Water Reclamation Facility Facility Overview & Information General Area Served: Plant History Facility Highlights Northern Pinellas County St. Joseph Sound to East Lake Road (E/W) Tampa

More information

Capital Improvement Program Monthly Status Report for June 2014

Capital Improvement Program Monthly Status Report for June 2014 Capital Improvement Program Monthly Status Report for June 2014 August 7, 2014 This report provides a summary of the progress and accomplishments of the Capital Improvement Program (CIP) for the San José-Santa

More information

CLASS SPECIFICATION Human Resources Site Team Manager

CLASS SPECIFICATION Human Resources Site Team Manager City of Portland Job Code: 30000524 CLASS SPECIFICATION Human Resources Site Team Manager FLSA Status: Union Representation: Exempt Nonrepresented GENERAL PURPOSE Under general direction, serves on the

More information

Symbiosis Institute of Business Management (SIBM) - Pune. Research Conference on Innovative Business Strategies. Research Paper on

Symbiosis Institute of Business Management (SIBM) - Pune. Research Conference on Innovative Business Strategies. Research Paper on Symbiosis Institute of Business Management (SIBM) - Pune Research Conference on Innovative Business Strategies Research Paper on Innovation in Human Resource Management, Policies & Practices Submitted

More information

Drinking Water and Wastewater Operator Certificate Programs

Drinking Water and Wastewater Operator Certificate Programs Drinking Water and Wastewater Operator Certificate Programs Drinking Water and Wastewater Operator employment opportunities should be excellent for qualified workers For Information or to Enroll: Washington

More information

HIRING GUIDE FOR MANAGERS OF THE STATE OF COLORADO PERSONNEL SYSTEM

HIRING GUIDE FOR MANAGERS OF THE STATE OF COLORADO PERSONNEL SYSTEM HIRING GUIDE FOR MANAGERS OF THE STATE OF COLORADO PERSONNEL SYSTEM Prepared by the Division of Human Resources in the Department of Personnel & Administration. Revised May 2006. Last reviewed November

More information

A Strategic Vision for Human Resources

A Strategic Vision for Human Resources DISCUSSION DOCUMENT A Strategic Vision for Human Resources Organizational Possibilities Fitting the Pieces Together November 7, 2007 Costa Mesa, CA Framework Systems Theory Strategic Vision for Human Resources

More information

Change our Mind(set) NOT waste resource recovery clean water recover nutrients renewable energy

Change our Mind(set) NOT waste resource recovery clean water recover nutrients renewable energy A Water and Wastewater Utility Guide to More Sustainable Energy Management Presented by Peter V. Cavagnaro, P.E., BCEE Johnson Controls, Inc. Prepared by Alicia Chakrabarti, P.E. East Bay MUD Barry Liner,

More information

THE FEDERAL INSPECTORS GENERAL A CAREER THAT MAKES A DIFFERENCE

THE FEDERAL INSPECTORS GENERAL A CAREER THAT MAKES A DIFFERENCE THE FEDERAL INSPECTORS GENERAL A CAREER THAT MAKES A DIFFERENCE Creation of the Office of Inspector General Passage of the Inspector General Act of 1978 led to the creation of what today has become a system

More information

Arizona Pharmacy Association Health-System Academy Best Practice: Mentor Connection Program

Arizona Pharmacy Association Health-System Academy Best Practice: Mentor Connection Program Affiliate Spotlight Arizona Pharmacy Association Health-System Academy Best Practice: Mentor Connection Program About Our Program Connection is powerful! Mentorship is even more powerful! In 2011, the

More information

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Human Capital Management Human Resources Department Personnel Department Levers: Differentiated Pay Career Ladders Distribution of

More information

El Paso Water Utilities 5-Year Strategic Plan 2014-15

El Paso Water Utilities 5-Year Strategic Plan 2014-15 El Paso Water Utilities 5-Year Strategic Plan 2014-15 December 2013 Mission To provide our customers a sustainable water supply and the highest quality water services at a reasonable cost with excellent

More information

Middlebury Staff Compensation Administration

Middlebury Staff Compensation Administration Middlebury Staff Compensation Administration The Staff Compensation program provides a framework for the administration of staff salaries at both the College and at the Monterey Institute of International

More information

SAN FRANCISCO HOUSING AUTHORITY Personnel Policies, Rules and Procedures

SAN FRANCISCO HOUSING AUTHORITY Personnel Policies, Rules and Procedures SAN FRANCISCO HOUSING AUTHORITY Personnel Policies, Rules and Procedures RECRUITMENT and SELECTION PURPOSE To establish a uniform policy to promote fair and consistent application of recruitment, examination

More information

VA Office of Inspector General

VA Office of Inspector General VA Office of Inspector General OFFICE OF AUDITS AND EVALUATIONS Department of Veterans Affairs Audit of Office of Information Technology s Strategic Human Capital Management October 29, 2012 11-00324-20

More information

COUNTY OF NORTHAMPTON DEPARTMENT OF HUMAN RESOURCES EASTON, PA JOB DESCRIPTION LABOR RELATIONS OFFICER

COUNTY OF NORTHAMPTON DEPARTMENT OF HUMAN RESOURCES EASTON, PA JOB DESCRIPTION LABOR RELATIONS OFFICER 1 of 6 GENERAL PURPOSE The Labor Relations Officer is responsible for overseeing a range of functions related to human resource management in a union and non-union environment, including but not limited

More information

CLASS SPECIFICATION DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS

CLASS SPECIFICATION DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS CLASS SPECIFICATION Class Code: 17225 Date Est: 10/2011 Last Rev: Last Title Chg: FLSA: Exempt DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS DEFINITION Under administrative direction, plans, directs and

More information

- 143 - Human Resources

- 143 - Human Resources Mission The mission of is to serve our community by attracting and retaining a highly qualified workforce and creating a work environment for them that supports their commitment to public service, reflects

More information

Staff Training Demands, Succession Planning and Certification

Staff Training Demands, Succession Planning and Certification Chapter 8 Staff Training Demands, Succession Planning and Certification In 2005, workers over 55 represented 16 percent of the workforce; by 2020, that will rise to almost 25 percent. Although these numbers

More information

SECTION 2 HUMAN RESOURCE STRATEGY 2.02 DEPARTMENTAL HR PLANNING GOVERNMENT DEPARTMENTS / AGENCIES

SECTION 2 HUMAN RESOURCE STRATEGY 2.02 DEPARTMENTAL HR PLANNING GOVERNMENT DEPARTMENTS / AGENCIES SECTION 2 HUMAN RESOURCE STRATEGY 2.02 DEPARTMENTAL HR PLANNING AUTHORITY: ADMINISTRATION: CIVIL SERVICE ACT PEI PUBLIC SERVICE COMMISSION GOVERNMENT DEPARTMENTS / AGENCIES 1 of 16 1. PURPOSE 1.01 The

More information

CHARLES STURT UNIVERSITY WORKFORCE PLANNING FRAMEWORK 2007 2011

CHARLES STURT UNIVERSITY WORKFORCE PLANNING FRAMEWORK 2007 2011 CHARLES STURT UNIVERSITY WORKFORCE PLANNING FRAMEWORK 2007 2011 1. DEFINITION... 1 2. CONTEXT... 1 3. STRATEGIC ALIGNMENT AND DRIVERS... 1 4. VALUES... 2 5. PRINCIPLES OF PRACTICE... 2 6. PERFORMANCE INDICATORS...

More information

RECRUITMENT PLAN 2009-2011

RECRUITMENT PLAN 2009-2011 RECRUITMENT PLAN 2009-2011 PREPARED BY: BEV AUGUSTINE, DEPUTY DIRECTOR STRATEGIC ORGANIZATION, LEADERSHIP, AND INDIVIDUAL DEVELOPMENT (SOLID) KRISTINE GRANGAARD, ANALYST SOLID TRAINING SOLUTIONS Recruitment

More information

Number RECRUITMENT AND POSTING OF VACANCIES. Revised: August 4, Supersedes Policy 4.0 Dated January 15, 2002

Number RECRUITMENT AND POSTING OF VACANCIES. Revised: August 4, Supersedes Policy 4.0 Dated January 15, 2002 Number 4.0 - RECRUITMENT AND POSTING OF VACANCIES Revised: August 4, 2008 Supersedes Policy 4.0 Dated January 15, 2002 Abolishes Policies: 4.1, 4.2, 4.5, 4.6, 4.7, 4.8, 4.9, 4.10, 4.12, 4.13 Applicable

More information

DEPT: Human Resources UNIT NO. 1140 FUND: General - 0001. Budget Summary

DEPT: Human Resources UNIT NO. 1140 FUND: General - 0001. Budget Summary Budget Summary Category 2014 Budget 2014 Actual 2015 Budget 2016 Budget 2016/2015 Variance Expenditures Personnel Costs $5,710,284 $5,581,227 $5,982,709 $6,342,873 $360,164 Operation Costs $284,245 $256,846

More information

quality staff, NIST's management, starting in the mid 1980's, worked with Congress to establish an alternative personnel management system.

quality staff, NIST's management, starting in the mid 1980's, worked with Congress to establish an alternative personnel management system. Testimony of Dr. Hratch G. Semerjian Deputy Director National Institute of Standards and Technology Technology Administration U.S. Department of Commerce Before the Subcommittee on Oversight of Government

More information

ITHACA AREA WASTEWATER TREATMENT PLANT OWNERS: CITY OF ITHACA TOWN OF ITHACA TOWN OF DRYDEN FINAL BUDGET

ITHACA AREA WASTEWATER TREATMENT PLANT OWNERS: CITY OF ITHACA TOWN OF ITHACA TOWN OF DRYDEN FINAL BUDGET ITHACA AREA WASTEWATER TREATMENT PLANT OWNERS: CITY OF ITHACA TOWN OF ITHACA TOWN OF DRYDEN 2012 FINAL BUDGET Table of Contents Joint Activity - IAWWTP: Page General Government Support J19** - Special

More information

California State University, Fresno

California State University, Fresno California State University, Fresno Human Resources Vacancy # 12717 Associate Vice President for Human Resources (Administrator IV) Overview: Under the general direction of the Vice President for Administration,

More information

Professional Development. Meetings and Conferences Online Courses Webinars Publications

Professional Development. Meetings and Conferences Online Courses Webinars Publications AACRAO The mission of the American Association of Collegiate Registrars and Admissions Officers is to serve and advance higher education by providing leadership in academic and enrollment services. Why

More information

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008 State of Washington Guide to Developing Strategic Workforce Plans Updated December 2008 Table of Contents Introduction... 3 What Is Workforce Planning?... 3 Workforce Planning Strategy Areas... 4 Strategic

More information

Town of Cary s Biosolids Management Program

Town of Cary s Biosolids Management Program Town of Cary Biosolids Management Progarm Town of Cary s Biosolids Management Program Description of WRF Biosolids Handling Systems North Cary Water Reclamation Facility (NCWRF) At NCWRF, nutrient rich

More information

Policies of the University of North Texas Health Science Center

Policies of the University of North Texas Health Science Center Policies of the University of North Texas Health Science Center 05.306 Salary Administration Chapter 05 Human Resources Policy Statement. The University of North Texas Health Science Center strives to

More information

Department of Human Resources DCHR (BE)

Department of Human Resources DCHR (BE) Department of Human Resources DCHR (BE) MISSION The mission of the DC Department of Human Resources (DCHR), formerly named DC Office of Personnel, is to provide comprehensive human resource management

More information

CARLETON UNIVERSITY POSITION DESCRIPTION. Position Title: Manager, HR Systems Position No.: 298879. Approved by:

CARLETON UNIVERSITY POSITION DESCRIPTION. Position Title: Manager, HR Systems Position No.: 298879. Approved by: CARLETON UNIVERSITY POSITION DESCRIPTION Position Title: Manager, HR Systems Position No.: 298879 Reports to: Department: Assistant Director HR, Talent Programs Human Resources Approved by: (Incumbent/Date)

More information

Aboriginal and Torres Strait Islander Career Development and Employment Strategy

Aboriginal and Torres Strait Islander Career Development and Employment Strategy Aboriginal and Torres Strait Islander Career Development and Employment Strategy September 2006 Revised November 2011 Revised June 2013 Revised June 2015 University of Southern Queensland Aboriginal and

More information

WORKFORCE AND SUCCESSION PLANNING

WORKFORCE AND SUCCESSION PLANNING 2012 WORKFORCE AND SUCCESSION PLANNING Toolkit to Identify and Address Strategic Talent Gaps Workforce Management Office NOAA 1/1/2012 Table of contents Introduction... 3 Workforce Planning... 3 Step 1:

More information

Workforce Management Office (WFMO) Functional Statements

Workforce Management Office (WFMO) Functional Statements Workforce Management Office (WFMO) Functional Statements WORKFORCE MANAGEMENT OFFICE The Workforce Management Office (WFMO) is the servicing Human Resource Organization for NOAA and is the principal contact

More information

The Federal Acquisition Certification in Contracting Program

The Federal Acquisition Certification in Contracting Program EXECUTIVE OFFICE OF THE PRESIDENT OFFICE OF MANAGEMENT AND BUDGET WASHINGTON, D.C. 20503 DEPUTY DIRECTOR FOR MANAGEMENT January 20, 2006 MEMORANDUM FOR CHIEF ACQUISITION OFFICERS SENIOR PROCUREMENT EXECUTIVES

More information