Workforce and Succession Plan Commission Presentation May 2010
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1 Workforce and Succession Plan Commission Presentation May
2 Workforce/Succession Planning Model Phase 4 Review & Modify as Needed Begin or Review Planning Process Analyze Current Situation Phase 1 Evaluate Results Strategic Direction Business Plan Assess Future Needs Phase 3 Implement Action Plans Develop Action Plans Determine Gap Phase 2 1
3 Workforce Planning Model Lottery Plan Phases: Phase 1: Review and Analyze Situation - Initiate Immediate Recruitment & Retention Strategies Phase 2: Conduct Gap Analysis Phase 3: Develop and Implement Action Plans Phase 4: Evaluate and Modify Plans 2
4 Workforce and Succession Plan Charter Utilizes Project Management Principles & Methodologies (EPMO) Workforce Plan: Measurements include identification of competencies and analysis of skill gaps and attrition rates Training Plan: Measurements include pre/post tests and session evaluations 3
5 Successful Recruitment and Retention Strategy Accomplishments Annual Health & Safety Fair Annual Recognition Ceremony New Employee Orientation Program Needs Assessment Surveys Exam and Resource Planning Meetings Individual Development Plan Analysis Supervisor and Manager Survey 4
6 Succession Planning Leadership Academy 6 Session Certificate Program Mandatory for all Supervisors and Managers 3 Sessions Completed: Supervisor s Role in New Employee Orientation» Reviewed On-boarding Procedures Performance Appraisal Summary & Individual Development Plan Process» Prepared Supervisors to Perform Annual Reviews Effective Communication Skills 5
7 Workforce Development Employee Programs: Employee Programs: Your Winning Ticket - Lunch w/ Linh»Career Development Guide»Career Counseling Effective Communication Skills Making The Lottery A Winning Workplace!»Preventing Harassment and EEO Issues 6
8 Initial Gap Analysis Identified two critical areas needing immediate action: Leadership Sales & Marketing Division 7
9 80% 70% 60% 50% 40% 30% 20% 10% 0% Lottery Age Profiles (% Age 50+ by Division) 71% 68% 52% 49% 47% 38% 37% 25% 17% 8 Finance SLED Operations ITSD Executive HR Corp. Comm. Sales/ Marketing Managers/Supervisors
10 Lottery Age Profiles Division (Data as of 05/07/2010) Total Filled Positions Number of Employees Age 50+ Percent of Employees Age 50+ TOTAL LOTTERY % Sales & Marketing % Finance % SLED % Operations % ITSD % Executive % Human Resources % Corporate Communications % All Managers & Supervisors % 9
11 What s s Next Phase 2 and 3 Action Plans: Continue Development of Leadership Competency Model Identify Core Competencies for ALL Employees Initial Emphasis on Sales & Marketing Conduct Gap Analysis for Other Critical Areas 10
12 What s s Next Phase 2 and 3 Action Plans: Enhance Training Plan / Develop Budget Analysis of Individual Development Plans Address Identified Skill Gaps Securing Internal & External Training Programs Create Training Resource and Information Network (TRAIN) Database Tracks Employee Training History 11
13 Future Goals Organizational Development Review and Revise Class Specifications Update Duty Statements Develop and Utilize Internet Exams Lottery Specific Service-wide 12
14 Future Recruitment & Retention Strategies Attend Career Fairs / Focused Recruitment Develop Recruitment Brochure Work with RENEW on Employee Survey Develop Career Ladders Establish Mentor Programs Conduct Exit Interviews Initiate Knowledge Transfer Strategies 13
15 Future Events at Headquarters Improve Your Odds: Play It Safe Health & Safety Fair May 25 th Leadership Academy, Session 4: Progressive Supervision May 26 th Health Benefits Seminar Summer th Anniversary Recognition Ceremony October
16 Future Events at District Offices Summer 2010: Health & Safety Inspections Health Benefits Seminar Mini Health & Safety Fairs Making the Lottery a Winning Workplace! Preventing Harassment & EEO Issues 15
17 Questions? Thank you for your time today 16
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