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