Jan 13, 2016
Support Services Division
HumanHumanResources:Resources:
Personnel Transactions
Recruitment/Retention
Compensation and Classification
Benefits Grievances Discipline; Pre-
Termination Hearings
Payroll Safety Officer/Risk
Management
InformationInformationTechnology:Technology:
Purchase, install, integrate, maintain and protect statewide computer network
Technical support for all hardware and software
Agency-specific software design, development, implementation, training and support
Internet, Intranet and Website
Training:Training:
Individual Development and Organizational Development needs of the agency
Needs Assessments, Training Plan, curriculum design, program assessments
Facilitate teams/work groups
Training compliance Operate the
Employee Development Center
Operations:Operations:
Policy and Procedures
HIPAA Education and Compliance
Inventory Control/ Asset Management
Fleet Management Wireless
Communications Mail Services Records Destruction Surplus Property
Youth Guidance Specialists (YGS)Staff Shortages/Vacancy Rates
Vacancies = Recruitment + Retention-Effort-Economy-Salary/Benefits-Applicant Pool
-Effort-Economy-Salary/Benefits-Job Satisfaction-Working Conditions
Recruitment and Retention Options:Recruitment and Retention Options:
• Increase Salaries and the Hiring Rate• Increase Shift Differential• Increase Promotional Percentages• Implement Continuous Service Incentive
Plan• Implement Sign-on Incentive Plan• Provide Tuition Reimbursement
• Increase Salaries and the Hiring Rate• Increase Shift Differential• Increase Promotional Percentages• Implement Continuous Service Incentive
Plan• Implement Sign-on Incentive Plan• Provide Tuition Reimbursement
Youth Guidance Specialists (YGS)Salaries/Hiring Rates
YGS Level II
Pay Band
F
$1,6
00.1
7$1
,600
.17
$2,
133.
50$
2,13
3.50
$2,
666.
92$
2,66
6.92
Jun
e 20
06 H
irin
g R
ate
9.4
% =
$1,
751.
17Ju
ne
2006
Hir
ing
Rat
e
9
.4%
= $
1,75
1.17
Av
g. H
irin
g R
ate
10%
July
200
6 H
irin
g R
ate
20.
4% =
$1,
926.
23Ju
ly 2
006
Hir
ing
Rat
e
2
0.4%
= $
1,92
6.23
Jan
201
2 H
irin
g R
ate
29
.4%
= $
2,07
1.30
Jan
201
2 H
irin
g R
ate
29
.4%
= $
2,07
1.30
May
200
7 H
irin
g R
ate
23.
3% =
$1,
972.
67M
ay 2
007
Hir
ing
Rat
e
2
3.3%
= $
1,97
2.67
Level II
Pay Band
F$1,6
00.1
7$1
,600
.17
$2,
133.
50$
2,13
3.50
$2,
666.
92$
2,66
6.92
$2,
071.
30 $
2,07
1.30
YG
S L
evel I
$1,5
44.1
7$1
,544
.17
$1,
939.
58$
1,93
9.58
$2,
424.
50$
2,42
4.50
$1,8
25.8
6$1
,825
.86
18.2%
29.4%
Pay Band
E
Level II
I
Pay Band
G$1,7
60.1
7$1
,760
.17
$2,
346.
92$
2,34
6.92
$2,
933.
67$
2,93
3.67
$2,
278.
58 $
2,27
8.58
29.5%
Level IV
Pay Band
H$1,9
36.1
7$1
,936
.17
$2,
581.
58$
2,58
1.58
$3,
227.
00$
3,22
7.00
$2,
506.
43 $
2,50
6.43
29.5%
• A continuous service incentive plan would enable
OJA to promote continuous service within the first
two years of employment as a JS or PO.
• The first payment may occur after the first six (6)
months of service; the last payment may occur after
two (2) years.
• Total payment may not exceed $2500 in any 12-
month period.
• A continuous service incentive plan would enable
OJA to promote continuous service within the first
two years of employment as a JS or PO.
• The first payment may occur after the first six (6)
months of service; the last payment may occur after
two (2) years.
• Total payment may not exceed $2500 in any 12-
month period.
Continuous Service Incentive Plan:Continuous Service Incentive Plan:
Continuous Service Incentive Plan:Continuous Service Incentive Plan:
Proposals: Incentive payment after 6 months $200 $250 $500 Incentive payment after 12 months $400 $500 $750 Incentive payment after 2 years $600 $750 $1000 $1200 $1500 $2250
Cost to the Agency during the first year (approx. 80 JS’s hired per FY) $48K $60K $100K
Assuming all 80 JS’s hired the first year remain employed two (2) full yearsAssuming all 80 JS’s hired the first year remain employed two (2) full years
Cost to the Agency during the second year $48K $60K $80K
Total cost during the initial two (2) year period $96K $120K $180K
A B C
A sign-on pay incentive would enable OJA to recruit individuals by offering one lump-sum payment or two equal payments during the first six (6) months of employment. The incentive may not exceed $5,000.
A sign-on pay incentive would enable OJA to recruit individuals by offering one lump-sum payment or two equal payments during the first six (6) months of employment. The incentive may not exceed $5,000.
Sign-On Incentive Plan:Sign-On Incentive Plan:
Proposals:
Incentive payment up-front $ 250 $500
Incentive payment after 6 months $ 250 $500
$ 500 $1,000
Proposals:
Incentive payment up-front $ 250 $500
Incentive payment after 6 months $ 250 $500
$ 500 $1,000
Catch: Each individual must sign an agreement to repay the entire incentive if he/she leaves OJA within one year after receiving the pay incentive.
Cost to the Agency during the first
Year (approx. 80 JS’s hired per FY) $40K $80K
Cost to the Agency during the first
Year (approx. 80 JS’s hired per FY) $40K $80K
Recruitment and Retention Options:Recruitment and Retention Options:
• Increase Salaries and the Hiring Rate• Increase Shift Differential• Increase Promotional Percentages• Implement Continuous Service Incentive
Plan• Implement Sign-on Incentive Plan• Provide Tuition Reimbursement
• Increase Salaries and the Hiring Rate• Increase Shift Differential• Increase Promotional Percentages• Implement Continuous Service Incentive
Plan• Implement Sign-on Incentive Plan• Provide Tuition Reimbursement
Youth Guidance Specialists (YGS)Employee Retention/Turnover Rates
0%
10%
20%
30%
40%
50%
60%
70%
FY2008
FY2009
FY2010
FY2011
COJCSWOJC
13%
21.5%
Youth Guidance Specialists (YGS)Staff Shortages/Vacancy Rates
Vacancies = Recruitment + Retention-Effort-Economy-Salary/Benefits-Applicant Pool
-Effort-Economy-Salary/Benefits-Job Satisfaction-Working Conditions