recruitment, retention, & the road ahead: a discussion of

Recruitment, Retention, & the Road Ahead: A Discussion of

Talent StrategiesSEATA 2018

What’s the Issue?

O Heavy baby boomer population, with high

percentage of retirement eligibility

O Prepare for turnover of key positions

O Leadership development

Tennessee- Retirement Eligibility

32%29%

46%42%

0%5%

10%15%20%25%30%35%40%45%50%

DOR- Today Statewide DOR- 5 yrs Statewide 5yrs

Tennessee Department of Revenue-Age Distribution

15%

18%

21%

46%

Age DistributionAge DistributionAge DistributionAge Distribution

<30

30- 39

40- 49

50 +

46% of 46% of 46% of 46% of

Revenue Revenue Revenue Revenue

Employees are Employees are Employees are Employees are

age 50+age 50+age 50+age 50+

Tennessee Department of Revenue-Employee Tenure

38%

12%23%

16%

11%

< 5 Years

6- 10 Years

11- 20 Years

21- 30 Years

30+ Years27% of 27% of 27% of 27% of

Revenue Revenue Revenue Revenue

Employees Employees Employees Employees

Have 20+ Have 20+ Have 20+ Have 20+

Years of Years of Years of Years of

TenureTenureTenureTenure

Tennessee’s current efforts-Succession Planning

O Identification of key positions

O Performance Management

O 9 Box & Talent Review implementation

Panel Discussion # 1

What is your organization’s approach

to succession planning?

Panel Discussion # 2

How do you define or determine what

positions will be included in the

succession planning?

Tennessee’s current efforts-Succession Planning

O Leadership development

O Revenue Leadership Academy

O Statewide Leadership development programs

O Supervisor Essentials training

O Technical vs. Leadership track (Audit

division)

Panel Discussion # 3

How does your organization create a

culture of leadership development

and succession planning?

Panel Discussion # 4

How do you ensure that succession

planning is included at all levels of

the organization, not just the top

level?

Tennessee’s current efforts-Recruiting

O Audit Internship Program

O Recruiters

O Social media

O Job Fairs

Panel Discussion # 5

What recruiting strategies do you

use, especially for difficult to fill

positions?

Panel Discussion # 6

Do you use an internship program?

What percentage of interns become

full time employees?

Tennessee’s efforts- Retention

O Pay for Performance

O Engagement survey

O Employee engagement committee

O Alternative Workspace Solutions

O 2-year “flex” positions

Panel Discussion # 7

What retention tools are you using

and what impacts have you seen?