TALENT FOR TOMORROW

DEVELOPING A VISION • Changing demographics of Missouri’s workforce

has resulted in labor gaps

• Need to expand our workforce pool to include underrepresented populations as part of our workforce shortage solution.

• The economic disparity of persons with disabilities continue to increase

• Accessing this new population of workers makes for a better bottom line.

SUPPLY AND DEMAND

• Employment is a priority based upon the gap between the percentage of Missourians with disabilities who want to be employed in the community and those who are actually employed.

• As Missouri employers are facing a labor shortage, we are able to meet the needs of businesses and individuals.

RETURN ON INVESTMENT

• Health and Wellness

• Self-Identity and Self Esteem

• Financial Capital

NATIONAL BEST PRACTICE

• US Department of Labor’s, Office of Disability Employment Policy

• Employment First State Leadership Mentoring Program (EFSLMP)

• National Governor’s Association – Better Bottom Line Initiative

• National Council of State Legislators – State as a Model Employer

Strategic Design

National Public Policy Analysis

Missouri Public Policy Review

Talent Acquisition

Business Case

IMPLEMENTATION

Talent Culture

Capacity Connection

OUTREACH VIDEO

DATA COLLECTION, TRAINING &

RECRUITMENT

WORKFORCE SURVEY

• Establish a baseline measure

• Survey is optional and anonymous

• Survey will launch by Governors Office Oct. 1

• Opportunity to request support in emergency situations by providing contact information.

• Participation rates will be available at the department level.

• Plan to conduct survey annually in October.

HR TRAINING • Developed training to be conducted on

October 3rd during an extended HR Core meeting.

• Learning Objectives:

• designing recruitment strategies,

• revising job descriptions,

• restructuring job duties,

• interviewing best practices,

• an ADA knowledge check.

• Capstone project

Employee Disability Awareness Training

• Increase awareness on the value of a diverse workforce in state government

• Create workplaces which embrace employees with and without disabilities

• Foster greater understanding

TALENT MANAGEMENT INTEGRATION

• Division of Personnel transformation places emphasis on recruitment from a statewide perspective.

• As a talent acquisition team is established, at least one position will include duties related to hiring individuals with disabilities.

• HR leaders focus on compliance with ADA regulations.

• Other areas to build expertise include expanding the awareness of how individuals with disabilities contribute to organizational outcomes and the importance of promoting an inclusive culture.

MISSOURI AS A MODEL EMPLOYER TALENT SHOWCASE

TALENT SHOWCASE

• Job seekers have opportunity to connect with employers

• Develop solid connections and subsequentially matches for employment

TALENT SHOWCASE

• Primary audience State Department HR Professionals and Frontline Hiring Managers

• Goal 60 Job Seekers, 14 State Departments and 10+ local employers from Central Missouri

• Potential for model scalability in other communities via local chambers of commerce and workforce development centers

EMPLOYERS

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