HOW TO MAKE INFORMED PUBLIC SECTOR CAREER DECISIONS

Transcription

1 HOW TO MAKE INFORMED PUBLIC SECTOR CAREER DECISIONS Office of Financial Management P R E S E N T E D B Y : S T A T E H U M A N R E S O U R C E S O C T O B E R 5,

2 INTRODUCTION Who are we? Kamaron Durocher Angie Hogenson Who are you? Why are we here? To give information and tools to help you make more informed career decisions beyond the most obvious aspects of the job so that you can steer your own success story. 2

3 OVERVIEW Most of the world s population spend 1/3 of their adult life at work. 3

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5 OVERVIEW The 2013 State of the American Workplace Gallup report shows only 30% of U.S workers enjoy their jobs. The other 70% are left hating or just being disengaged at their jobs. 5

6 A FRAMEWORK FOR MOTIVATION AT WORK: MASLOW'S HIERARCHY OF NEEDS Personal Growth Self- Actualization Work Relationships/ Environment Base Pay/ Benefits/ Work- Life Balance Achievement/ Success Esteem/Recognition and Success Belonging/Feeling Needed Safety Physiological 6

7 TOTAL REWARDS The biggest mistake people make is taking a job just for the title or money without considering the opportunity costs, benefits, organizational culture, work-life balance, or opportunities to grow. The total rewards of any job need to be considered. 7

8 TOTAL REWARDS The elements of total rewards that collectively define an organization's strategy to attract, motivate, retain and engage employees: Compensation Benefits Work-Life Performance and Recognition Development & Career Opportunities These are also the elements that employees need to consider when making career decisions. 8

9 EXERCISE Each of you have three colored stickers in your packet: Red = 1 ST PRIORITY Orange = 2 ND PRIORITY Green = 3 RD PRIORITY On the pie chart closest to you, place your stickers in the slices that represent your top three career priorities. 9

10 COMPENSATION Pay Is the salary listed base pay or total compensation? How is the pay structured? Salary Ranges Broadband What is the pay progression policy? What do the labor contracts say? What are the union dues? What is the salary growth potential? 10

11 COMPENSATION Other Compensation Is the position overtime eligible? Are there other types of pay? Bonus for attaining job related certifications / licenses, locality pay, assignment pay, shift differential, longevity? Does the organization have performance recognition pay, bonuses or incentive pay? Do they offer tuition reimbursement pay? Non-cash Awards Additional Leave Gift Cards Tickets 11

12 BENEFITS Health & Welfare How much of my health insurance costs are covered by this employer? If there a reduction in benefits if the job is less than 40 hours per week? What are the medical premiums and out of pocket cost? What is the policy on pre-existing conditions? Are your medical providers covered in the offered medical plans? How robust is the benefit? Does it include dental and vision coverage? Who in your family will/won t be covered? Spouse, kids, pets (yes pets, it s a new benefit out there for some employers!) 12

13 BENEFITS Leave What is the paid time off benefit and usage policy? Vacation Leave Sick Leave Educational Military Personal Day Other? What is the leave accrual rate (how much do you actually get)? How many paid holiday s do you get? Retirement How much does the employer contribute? How much are you required to contribute? How soon are you vested? Consider how much time you have till retirement if there is a long vesting requirement for payoff. What additional retirement savings options are offered? 13

14 FRINGE BENEFITS What unique perks are offered? Student loan deferral/forgiveness Company Car Discounts gym, software, wireless plans Subsidized parking Subsidized cell phones 14

15 WORK/LIFE BALANCE Flexibility Limitations on use of leave time? Telecommute options Mobile equipment Alternate work sites Job sharing Part time Compressed work schedule 4/10 s, 9/80 s, Self managed workday or scheduled breaks & lunches 15

16 WORK/LIFE BALANCE Work Environment What is the anticipated stress level? Fast moving? Demanding customers? High political visibility? Impact of decision making What is on the line? Life or death or quality of routine assignments? Change in type of work learning curve difficulty? Will you need to spend additional time commuting? Highly physical job or sedentary office environment? Is it a safe environment for taking risk? 16

17 WORK/LIFE BALANCE Boundaries Putting a line in the sand What are your values in work/life balance? Have the conversation! 17

18 PERFORMANCE & RECOGNITION Service awards Longevity awards Peer recognition programs Organization wide recognition programs Exceeding performance awards Employee of the month/year awards 18

19 DEVELOPMENT & CAREER OPPORTUNITIES Still trying to figure out what you want to be when you grow up? OR You know exactly where you want to be and have a plan! In order to find your way or achieve your set goals you will need to continue to learn and grow your skills, and be willing to take detours along the way. 19

20 DEVELOPMENT & CAREER OPPORTUNTIES How much flexibility will you have to grow and change? Will you have to leave your employer to make a change? Is there flexibility to change your job throughout your career without losing your seniority, vacation accruals, etc.? Are there developmental job assignment opportunities? Does advancement require additional education? What advancements are available to you? Does that advancement require a degree? Does my employer offer tuition assistance or education leave? What about a certification? Will my employer pay for training to maintain my certification / license? 20

21 EXERCISE Each of you have three colored stickers in your packet: Blue = 1 ST PRIORITY Yellow = 2 ND PRIORITY Salmon = 3 RD PRIORITY On the pie chart closest to you, place your stickers in the slices that represent your top three career priorities. 21

22 IN SUMMARY Make the decision knowing how the job total rewards align with your needs! 22

23 FINAL THOUGHTS Why would an employer want you to think about all this? Employee turnover is expense! Disengaged / unhappy employee with unrealistic expectations affect productivity, work quality and work environment. Engaged and satisfied employee s are the best recruitment tool and marketing a business can have. Why should a potential or current employee do all this work? Again, you will spend approximately 53% of your waking hours working and the quality of work life you experience should, and can, be managed by you! Short term considerations may result in immediate pay-offs, but are there long term adverse consequences to your personal and career goals? 23

24 QUESTIONS Follow up questions? Send to: 24

25 RESOURCES 7 Tips for Setting Boundaries at Work: 7-tips-for-setting-boundaries-at-work/ Washington State Human Resource Website hr.wa.gov Washington State Careers Website Careers.wa.gov Follow up questions? Send to: classandcomp@ofm.wa.gov 25