Professional Development Sustainable Workforce Strategies Brenna Neuharth Workforce Planning Manager, CalSTRS.

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Presentation transcript:

Professional Development Sustainable Workforce Strategies Brenna Neuharth Workforce Planning Manager, CalSTRS

Objectives In this session, you will learn about: Competency-based Alignment –Core + Classification Family Competencies Putting it all together –Duty Statements, recruitment bulletins, interview questions –Performance Management, probationary and annual reviews –Training and Development, targeted IDP’s and career plans Professional Development –The holistic approach to employee development and sustainable workforce strategies

Competency Development at CalSTRS 2007 – 2009 Identified Competencies Organization wide effort Focus Groups Subject Matter Experts (SME) at all levels Validated by leadership The Results: CalSTRS Competencies Established/Library Created Classification/Job Families Established CalSTRS Core Competencies Classification Family Competencies

Competency Bridging 2012 Identified Executive Key Drivers One-on-one Executive interviews Compiled answers, reviewed and prioritized drivers Mapped to CalSTRS Competency Library Identified Leadership Competencies by level

Competency Bridging, Cont’d. The Results: Leadership Pipeline Model Exec (C-level) to Leader 1 (Frontline Manager/Supervisors) All new performance management documents (FY12-13) Executive Development Program First cohort selected and moving through program (FY13-14) Cohort continues and finishes rotational assignments (FY14-15) Identified gaps in and expanded leadership development Emerging Leaders series (FY14-15) Masters Series (FY14-15)

Foundations of Sustainable Workforce Strategies Strategic Planning Competencies Workforce & Succession Planning Recruitment & Selection Training & Development Performance Management Ongoing Performance Culture CalSTRS Mission, Vision and Core Values Onboarding, Engagement & Recognition

Putting it all together Ongoing collaboration –Workforce Planning Research, development, mapping, workforce gap analysis, succession planning strategies, performance management and improvement –Classification and Selection Quality assurance, classification changes, additions to class families, recruitment and selection and performance management and coaching –Training Services Employee development, course alignment, targeted development/career plans, leadership development and performance improvement

Professional Development Program (FY14-15) A holistic approach to sustainable employee: –Recruitment –Development –Engagement –Performance –Retention –Succession Pre-hire-to-Retire: –All functions of Human Resources included –Supports employees throughout their entire lifecycle –Reinforced through all aspects of organizational culture