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

Professional DevelopmentSustainable 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

StrategicPlanning

CompetenciesWorkforce & Succession

Planning

Recruitment& Selection

Training & Development

Performance Management

Ongoing Performance

Culture

Onboarding, Engagement & Recognition

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