1. Deloitte Consulting LLP Commonwealth of Massachusetts Statewide Strategic IT Consolidation (ITC) Initiative June 15, 2009 DRAFT – FOR DISCUSSION PURPOSES ONLY Organizational Development Plan Update

2. - 1 - Background/Overview Organizational Development Action Plan Career Development HR Administration Next Steps Agenda

3. - 2 - Background/Overview Organizational Development ActivitiesOwnerDue DateStatus Review organizational development leading practices to develop initial career development components Deloitte / Ellen Wright March 30, 2009 Completed Validate career development components and revise based on current Secretariat programs and resources Org Dev Sub- Committee April 15, 2009 Completed Develop IT Organizational Development Blueprint plan Org Dev Sub- Committee April 30, 2009 Completed Identify HR administrative planning needs for FY10 (i.e. staff seniority designations, reporting relationships, org charts) Admin Sub- Committee May 15, 2009 Completed Review issues raised at IT consolidation working sessions and staff town meetings to revise organizational development plan and approach Deloitte May 15, 2009 Completed Work with OER to validate and approve current career path model and job families to be used as a guide for career path program Paul Dietl / Mark D’Angelo July 15, 2009 In-progress Develop tactical IT Organizational Development Action Plan, focusing on career development and HR administration Deloitte June 26, 2009 In-progress Identify Organizational Development Sponsor to drive programAnne Margulies July 1, 2009 Proposed Establish IT Labor & Management CommitteePaul Dietl July 1, 2009 Proposed Establish IT Talent Management CommitteePaul Dietl Sept. 30, 2009 Proposed Identify Training Coordinator to refine UMass program and offer it beginning in the fall of 2009 Anne Margulies July 1, 2009 Proposed Proposed due dates

4. - 3 - Organizational Development Action Plan – Career Development Career Paths Training Mentoring Establish career paths, using existing materials and analysis Standardize roles across Secretariats Create job families Build on successes at UMass (Java, management, & ROI) Utilize existing resources (e.g. training credits) Implement innovative training models (e.g. train-the-trainer) Incorporate staff preferences and needs into new offerings Identify staffing and training needs and target those areas where contract resources are dominant Build on previous surveys to develop mentoring program Facilitate knowledge sharing through apprenticeships Strengthen educational partnerships to build a Commonwealth- wide internship program

5. - 4 - IT Talent Management Committee (Proposed) Body: IT Talent Management Committee Charter: To leverage existing resources and leading practices to develop and standardize programs for IT services staff in: Career paths Training Mentoring Chair:Paul Dietl, HRD (Proposed) Members:SCIOs (or their representatives), HR Directors, Union leadership Agenda:Meet bi-weekly to develop programs and monitor progress (Proposed) Reports to:CIO Cabinet, Secretariat IT Steering Committee

6. - 5 - Organizational Development – Career Development Roadmap UNDER DEVELOPMENT

7. - 6 - Career Development – Critical Next Steps Career Paths Training Mentoring OER/NAGE approval for existing career path approach OER/NAGE approval for implementing job families Work with Secretariat HR directors to implement career path approach Validate common training needs Identify training coordinator to develop Commonwealth-wide training Determine how to use current resources (e.g. training credits, Microsoft certificates) Identify funding source or funding model to cover training costs Work with UMass to refine and renew pilot training program Work with senior staff to develop a “train-the –trainer” model Develop vision and goals for mentoring program Identify target knowledge sharing areas (i.e. areas currently dominated by contractors and/or senior staff) Develop mentor training materials

8. - 7 - Organizational Development Action Plan – HR Administration HR Administration ActivityOwnerDue DateStatus Generate Seniority Lists HR Directors May 29, 2009Completed Complete high-level 7/1 Organization Chart, and evaluate employee impacts (i.e. reporting relationships, work locations, job changes, etc) SCIOs / HR Directors May 29, 2009Completed Send information packet comprised of completed tool, seniority list, and org chart to Steve Perry (OER) SCIOsJune 1, 2009Completed Create single information packet containing Org Chart, Seniority List, Impact Analysis, and send to NAGE union Steve PerryJune,1, 2009Completed Review and clarify information packet contents as needed NAGE, Steve Perry June 5, 2009Completed Communicate overall impacts and changes to Secretariat IT Steering Committee SCIOsJune 18, 2009In-progress Communicate key changes to individual employee (in tandem with meetings held 11am – 2pm); by email at 9am on Thursday SCIOsJune 18, 2009In-progress Complete target state 12/31/09 Organization Chart, and evaluate employee impacts (i.e. reporting relationships, work locations, job changes, etc) SCIOs /. HR Directors September 30, 2009 Proposed Communicate target state impacts and changes to Secretariat IT Steering Committee SCIOs September 30, 2009 Proposed Communicate key target state changes to individual employee (in tandem with daily meetings held 11am – 2pm) SCIOsOctober 15, 2009Proposed Proposed due dates

9. - 8 - Organizational Development – HR Administration Roadmap HR Administration Critical Next Steps: Complete FY10 Day 1 planning and preparation Develop “target state” organizational chart (versus July 1, 2009 organizational chart) Determine HR implications of Secretariat consolidation implementation and detailed planning for Commonwealth infrastructure consolidation UNDER DEVELOPMENT

10. - 9 - Next Steps Validate organizational development (career development and HR administration) program and implementation plan Identify sponsor to drive organizational development program Establish IT Talent Management Committee