Key Initiatives Update
Earlier this month we let you know that starting with this edition of the Board Bulletin, Board members will receive updates on the key initiatives contained in the Board's FY208-2010 Strategic Business Plan. We also will provide updates during Board workshops and the upcoming Board planning conference in October.
This week, the key initiative update pertains to Employee Resource Management, one of the program categories within the Board's Effective & Efficient Government Focus Area. This key initiative calls for "developing a workforce planning model to assess current and future job needs, and link these with recruitment and development strategies to fill these needs." As part of implementing this key initiative, the County's
Human Resources Department
staff has developed a workforce model using best HR practices. This model is focused on having the right people, in the right jobs at the right time.
One of the key issues affecting workforce planning is the increasing numbers of employees eligible for retirement, particularly in leadership positions. Another issue is the amount of changes and new trends in service demands that influence the need for additional or new knowledge, skills and abilities of workers. Such changes include the ability to develop, deploy and use new technology to serve a growing customer base that expects employees and services to be technologically savvy.
Given the potential size and scope of workforce and workplace data needed to conduct meaningful ongoing workforce planning, staff is benchmarking with public and private employers to determine lessons learned in workforce planning.
One of the strategies emerging from this research is the potential value of automation in collecting, storing and using workforce data to enhance recruiting, promotions, job assignments and other workforce management decisions. As a result, HR staff is planning to issue a Request for Information (RFI) to assess the availability and cost of software that could provide a comprehensive approach to succession planning, job forecasting, and other workforce planning activities. This information will be used to identify the most appropriate approach for workforce planning, and the likely timetable for completing this initiative.
HR Director Selection Process
Interviews for the Human Resources Director position will be conducted on Monday and Tuesday, September 24 and 25. Following an extensive national search, three men and two women with diverse backgrounds were selected as final candidates for interviews. We anticipate making an offer within two weeks following the interviews, and hope to have the new HR Director on board by the end of October.