State Employment Trends Debbie Smith, Deputy Commissioner Human Resources Administration Georgia Fiscal Management Conference October 2017
FY17 Workforce Snapshot Workforce by Generation Headcount Employees (Benefits Eligible) 67,771 Headcount by Gender Males 35% Females 65% Headcount by Ethnicity Black 50% White 45% Other 5% Average Age 44 Average Tenure 8.8 FY17 Demographics (Benefits Eligible) Workforce by Tenure
Turnover Type & Voluntary Turnover by Tenure Turnover by Fiscal Year (FTE) Turnover by Type Voluntary Turnover by Tenure
Voluntary Turnover by Generation
Retirement Eligible
Workforce is Changing In the open talent economy, technology allows talent to move more freely than before – from role to role, within and outside the enterprise, and across organizational and geographic boundaries. Sources: Pew Research Center and Deloitte
Key Takeaways Recruiting is Essential Plan for Impending Retirements Recruit strong talent and harness capabilities! Plan for Impending Retirements Generational Differences Adapt! Embrace! Challenge! Develop Core Competence Talent must be aligned to agency mission Talent must be developed
How WE can partner Strength of Fiscal – Creating a company-wide budget that includes: Agency strategies Historical costs Future business plan costs Projections Strength of HR – Deep knowledge of workforce dynamics: Roles and skills needed Recruitment plan Realistic timelines to find the right talent Talent cost (new and cost to develop) Significant portion of state’s budget is personnel costs Acknowledge and plan for employment trends Embrace organizational change Partnership = right talent at right time at right cost
How HRA can help Talent Management Services Compensation and Benefits Talent Management Best Practices Workforce Planning Performance Management Solutions Technology Services Compensation and Benefits Labor Market Analysis Classification and Compensation Flexible Benefits Policy and Compliance People Risk Management Best Practices
1-877-318-2772 www.doas.ga.gov