Workforce Strategy Overview. May 4, 2017
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1 Workforce Strategy Overview May 4, 2017
2 Workforce Strategy Center of Excellence Employment Team (3) Classification and Compensation Team (3) Front Desk (1) Workforce Strategy Manager (1) 2
3 Employment Team Responsibilities Talent acquisition Pre-employment examinations and physicals Recruitment intake meetings with Hiring Managers, Directors and Appointing Authorities Veteran s preference compliance Hiring process training 3
4 Employment Team Responsibilities continued Interview planning and question development Customer service for citizen and employee applicants Interpret Personnel Rules and policy Represent Pinellas County Government s employer brand externally Career Fairs Schools Skills Development Institutions 4
5 Employment Recruitment Statistics Requisitions FY FY FY FY2017 (10/01/16 present) 269 5
6 Employment Recruitment Statistics Recruitments Total Open Promo UPS Promo Dept Promo Div FY FY FY FY2017 (10/01/16 present)
7 Employment Recruitment Statistics Applicants FY ,986 FY ,000 FY ,732 FY2017 (10/01/16 present) 10,313 7
8 Employment Statistics Veterans Preference Documents Reviewed FY FY FY FY2017 (10/01/16 present) 225 8
9 Employment Statistics Veteran s Compliance Memo Reviewed FY2014 (policy not in effect) N/A FY FY FY2017 (10/01/16 present) 150 9
10 Employment Statistics Career Fairs Attended FY FY FY FY2017 (10/01/16 present) 8 10
11 Employment Team - Current Projects Incorporating new County s Drivers License policy into recruiting practices Working with the County Attorney's Office to address the latest changes made to F.S. 295 (laws relating to Veterans) Designing a streamlined application process and career center Ban the Box changes to the employment application 11
12 Employment Team - Completed Projects Created the new Hiring Guide Step-by-step Job Requisition Process Guide Created the Pinellas County Veteran s Preference Policy 12
13 Classification and Compensation Team Functions Classification Compensation / Pay Administration Position Control 13
14 Classification and Compensation Team Responsibilities Process Position Control Requests Revise classification specifications Title changes Pay grade changes Create new classifications Position Audits Job analysis Market pricing 14
15 Classification and Compensation Team Responsibilities continued Interpret Rules Compensation Organizational design and structure 15
16 Classification and Compensation Team Responsibilities continued Analysis Hiring above minimum Relative pay within department Promotional and special merit increases Equity adjustments Pay reductions Ad-hoc reporting, data analysis, benchmarking 16
17 Classification and Compensation Team Processes and Projects Ongoing: Average 40 Position Audits per year Average 216 Position Control transactions per year Archive unencumbered classifications (80 current) Review decision packages for budget requests (55 YTD) Process requests for compensation analysis 124 in the past year 17
18 Classification and Compensation Team Processes and Projects continued As needed: Compensation Study for County Attorney recruitment Regression analysis for Clerk s Finance Division staffing level study 18
19 Classification and Compensation Team Processes and Projects continued Countywide Classification and Compensation Study Request for Proposal Scope of Work Selection Committee Contract negotiation, legal review, and execution 3,000 employees, 700 classifications Study will cover Classifications, Pay Grades, Compensation, Pay Administration Practices 19
20 Front Desk Main phone line for Human Resources Department Average 150 calls per week Walk-in customer service Applicant assistance Administrative functions 20
21 Workforce Strategy Projects Temporary Employment Services Vendor Request for Proposal revised Scope of Work Conduct needs analysis with departments that use temporary labor Develop guidelines 21
22 Workforce Strategy Projects continued Workforce Connections Program Organizes educational and skills-development opportunities in the community; cultivates a pipeline of talent Outreach: Relevant community service opportunities Short-term: Direct recruiting Long-term: Pipeline recruiting 22
23 Questions? 23
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