1. Commonwealth of Massachusetts Statewide Strategic IT Consolidation (ITC) Initiative Talent Management, HR and Labor Administration Sub-committee Update August 17, 2009 - v9 - UPDATED DURING AND AFTER 8/17 4PM WORKING GROUP MEETING DRAFT – FOR DISCUSSION PURPOSES ONLY Deloitte Consulting LLP

2. - 1 - DRAFT FOR DISCUSSION PURPOSES ONLY Agenda Guiding Principles of Talent, HR, and Labor Sub-committee High Level Process for Staff Transition Inventory of IT Professionals Other Actions

3. - 2 - DRAFT FOR DISCUSSION PURPOSES ONLY Guiding Principles for Talent, HR, and Labor Sub-committee Immediate focus of this Sub-committee for the next two months will be on the staff transition process Inventory of IT professionals will be collected A repeatable process will be developed that will provide a structured approach to the staff transition process. The staff transition process implementation resulting from collaboration with union leadership. Training needs will be identified in order to adequately plan for the transition Getting the right people with the right skills into the right positions is a major driving goal Development and implementation of the ongoing Training, Mentoring and Career Path Programs associated with the entire IT population of the Commonwealth is a broader goal

4. - 3 - DRAFT FOR DISCUSSION PURPOSES ONLY Repeatable Process for Transitioning IT Professionals Transfers Reallocation of Resources Selection Training Options Determination of Selection Process (Union / Bargaining) Gather inventory of IT professionals with Change Impact Assessment Tool Assessment of Available Talent Against IT Needs for Infrastructure and Secretariat Infrastructure and Secretariat IT Staffing Needs for Consolidation Transition Plan / Transition Wave The repeatable process will include key inputs from other Sub-committees and where necessary include approval from NAGE on the process (depicted by ) Each box, or subprocess, will be reviewed by a working group of the Sub-committee to ensure either the standing/current process will suffice or the process needs to be detailed out due to the unique nature of this program WORKING DRAFT Will be determined with NAGE prior to transitions Assessment of Positions Against Available Talent

5. - 4 - DRAFT FOR DISCUSSION PURPOSES ONLY Inventory of IT Professionals Change Impact Assessment Tool was developed during Phase I to capture details on 7/1 staff transitions and has been revised and enhanced to capture additional data for Phase II Focus for Phase II is an inventory of all IT professionals to determine the type of work they perform (e.g. infrastructure work, Secretariat IT service work, etc.) Revised tool will be pre-populated with staff data that was collected during Phase I Secretariats (SCIOs with assistance from agency designees) will populate additional data columns for each IT professional Meetings will be scheduled with each Secretariat to ensure accurate data collection

6. - 5 - DRAFT FOR DISCUSSION PURPOSES ONLY Other Actions No.Key ChallengesOwner 1Career path framework adoption is pending OER/NAGE negotiationsSteve Perry, OER 2Need to identify misclassified staff Ellen Wright / IT Finance Sub- committee / ODG / HRD 3Develop broader training and mentoring program for the CommonwealthMarcie Desmond No.Action ItemsOwnerDue Date 1Distribute Change Impact Assessment Tool to SecretariatsEllen Wright8/24 Monday 2Complete inventory of IT professionals using Change Impact Assessment ToolSCIOs Tentatively targeting 8/8; will validate by 8/21 3Determination of selection process with NAGESteve PerryTBD