Professional Development Sustainable Workforce Strategies

Professional Development Sustainable Workforce Strategies Brenna Neuharth Workforce Planning Manager, CalSTRS

Objectives In this session, you will learn about: Competency-based Alignment – Core Classification Family Competencies Putting it all together – Duty Statements, recruitment bulletins, interview questions – Performance Management, probationary and annual reviews – Training and Development, targeted IDP’s and career plans Professional Development – The holistic approach to employee development and sustainable workforce strategies

Competency Development at CalSTRS 2007 – 2009 Identified Competencies Organization wide effort Focus Groups Subject Matter Experts (SME) at all levels Validated by leadership The Results: CalSTRS Competencies Established/Library Created Classification/Job Families Established CalSTRS Core Competencies Classification Family Competencies

Competency Bridging 2012 Identified Executive Key Drivers One-on-one Executive interviews Compiled answers, reviewed and prioritized drivers Mapped to CalSTRS Competency Library Identified Leadership Competencies by level

Competency Bridging, Cont’d. The Results: Leadership Pipeline Model Exec (C-level) to Leader 1 (Frontline Manager/Supervisors) All new performance management documents (FY12-13) Executive Development Program First cohort selected and moving through program (FY13-14) Cohort continues and finishes rotational assignments (FY14-15) Identified gaps in and expanded leadership development Emerging Leaders series (FY14-15) Masters Series (FY14-15)

Foundations of Sustainable Workforce Strategies Strategic Workforce & Planning Succession Planning Competencies Recruitment & Selection Training & Development Performance Management Onboarding, Engagement & Recognition Ongoing Performance Culture

Putting it all together Ongoing collaboration – Workforce Planning Research, development, mapping, workforce gap analysis, succession planning strategies, performance management and improvement – Classification and Selection Quality assurance, classification changes, additions to class families, recruitment and selection and performance management and coaching – Training Services Employee development, course alignment, targeted development/career plans, leadership development and performance improvement

Professional Development Program (FY14-15) A holistic approach to sustainable employee: – Recruitment – Development – Engagement – Performance – Retention – Succession Pre-hire-to-Retire: – All functions of Human Resources included – Supports employees throughout their entire lifecycle – Reinforced through all aspects of organizational culture