Automatic Data Processing, Inc. · NASDAQ:ADP
Automatic Data Processing — Innovations in the Public Workforce, a GOVERNING Editorial Online Forum 2012
38 slides from Automatic Data Processing's conference presentation, Aug 16, 2012
Slide 1: Innovations in the Public Workforce
INNOVATIONS IN THE PUBLIC WORKFORCE A GOVERNING Editorial Online Forum Thursday, August 16th, 2012 Sponsored by:
Slide 2: Tod Newcombe
Tod Newcombe Editor GOVERNING
Slide 3: During Our Time Together
During Our Time Together Tod Newcombe Editor (moderator) GOVERNING Heather Kerrigan Correspondent GOVERNING Ryan Evans Finance Manager, Office of the Governor Budget & Program Planning, State of Montana Jana Petersen Director of Administrative Services Boulder County, Colorado Mike Smith Director, P
Slide 4: Jon Bernstein
Jon Bernstein Director, Vertical Marketing ADP
Slide 5: Heather Kerrigan
Heather Kerrigan Correspondent GOVERNING
Slide 6: Mike Smith
Mike Smith Director, Public Service University City of Albuquerque, New Mexico
Slide 7: We are One City, One Team
“We are One City, One Team, whose decisions and actions result in enriched services inspiring public confidence.” Prepared by Michael R. Smith MAOM Director, Public Service University COA 08062012
Slide 8: The Backstory
The Backstory 2004-2007 2007 2002 -2003 Concept Prototype Budget Cuts Concept Development Testing Centralized Training Closed December 2010 New Administration Mayor Richard J. Berry Culture Club 2008 -2009 Jan –July 2010 Opened our doors What happened Underground January 2011! to centralized Movemen
Slide 9: City of Albuquerque Public Service University
City of Albuquerque Public Service University A Corporate University “Promoting Excellence in Public Service through Life Long Learning”
Slide 10: Our Vision, Our Mission
OUR PROMISE TO THE COMMUNITY We are One City, One Team, whose decisions and actions result in enriched services inspiring public confidence. OUR VISION Public Service is viewed as a positive career choice in the eyes of the public and employees. Learning strategies are a key performance indicator in
Slide 11: HR Learning Council Blended Learning System Schema
HR • CABQ Business Entity • ABQ Citizens • External Workforce • Partners • Community Mayor/CAO Subject Matter Expert Committees Learning Council Internal/External Partnerships Workforce Research & Development Management Employee- Career Development Development Institute of Skills Based Hiring Instit
Slide 12: Blended Learning System Schema
Blended Learning System Schema Learning Content Management System (Camtasia , Articulate, Adobe E-Learning Suite ) Learning Management System (Globalclassroom.us) ERP Talent PeopleSoft Management HR E-File System
Slide 13: Blended Learning System Development Schema
Blended Learning System Development Schema Identify Learning Determine Identify Establish Learning Needs Learning Parallel Learning System System Issue Analysis Needs Processes Requirements Delivery Methodology •Outcomes •Classroom Alternative •KSA’s Learning •On-Line •Resources Action Issue? • CBT
Slide 14: Pre-Management Development Program
Blended Learning System Development Schema Supervisor Position Vacancy Rates & Competencies Identify Learning Determine Identify Establish Learning Needs Learning Parallel Learning System System Issue Analysis Needs Processes Requirements Delivery Methodology •Outcomes •Classroom Alternative •KSA’s
Slide 15: Pre Management Development Program
Pre Management Development Program 12 months Input Transformation/ Shaping OUTCOME • 40 hours a month live classroom • No prior Supervisory /mentoring (Socratic Method) experience • 40 hour a month web based • Graduates receive • No management degrees learning • Passing Accu-placer Scores 2 years se
Slide 16: Our Major External Partners
OUR MAJOR EXTERNAL PARTNERS New Mexico AW Department of WORK an @ GlobalClassroom CNM> sine Your saures, educate innovate WORKKEYS JOB SKILLS ASSESSMENT SYSTEM x / TOASTMASTERS a Y
Slide 17: Better applicant screening for high turnover positions
Better applicant screening for high turnover Blended Learning System Development Schema positions Identify Learning Determine Identify Establish Learning Needs Learning Parallel Learning System System Issue Analysis Needs Processes Requirements Delivery Methodology •Outcomes •Classroom Alternative •
Slide 18: Collective Impact for the City's Future
COLLECTIVE IMPACT FOR THE CITY’S FUTURE
Slide 19: City / New Options Partnership
City / New Options Partnership Albuquerque: first large municipality in the country to integrate skills-based hiring using
Slide 20: Partnership Strategies 2011-2012
PARTNERSHIP STRATEGIES 2011-2012 In February 2011, Innovate+Educate signed an MOU with the City of Albuquerque to create a partnership under the New Options Project, funded by the W. K. Kellogg Foundation. The agreement included $125,000 in in-kind services for the City to deploy a skills-based hiri
Slide 21: 2011-2012 Strategies
2011-2012 STRATEGIES • Integration of summer jobs into the New Options database • Continued training with City of Albuquerque • Continued profiling services for positions in City • Working with CNM to develop management training program • Continuing to keep intern on staff • Creating a 3 day a week
Slide 22: What is the New Options Project?
What is the New Options Project? Skills-based Hiring In New Mexico we are leading an effort to transform the national employment system that increases job opportunities for all citizens by shifting the hiring paradigm to include measures of ‘real world’ skills (not just traditional measures like deg
Slide 23: Skills-Based Hiring: The Ecosystem
SKILLS-BASED HIRING: THE ECOYSYSTEM 1 Job Profiles: Employers code job openings by skills required http://newoptionsnm.com https://newoptionsnm.blackboard.com 4 Skill up! Marketplace Resources of Jobs Offered by Skill Scores Powered by Monster 3 2 Education/Training: Skill Profile: Targeted to Closi
Slide 24: Profiling versus Not Profiling
Profiling versus Not Profiling Select Position Skills need estimated Not-Profiled Profile Position Skills need verified Not EEOC Compliant EEOC Compliant
Slide 25: Profiled City Position Vacancy
Profiled City Position Vacancy Profiled Advertise Select Profile Position has Vacancy as Position Position Vacancies Required Applicant applies and Applicant Does enters scores scores meet applicant /uploads WK YES profiled job scores YES have current requirements scores? transcript - NCRC NO NO Tak
Slide 26: Job Profiling a Position
Profiled City Position Vacancy Job Profiling a Position Determine Hire a ACT Licensed Select Skills Job Profiler Incumbent to Profile Size Profiler Job Analyze and Site Tour/ Schedule SME’s determine EEO Job Shadow requirements ACT Profiler Profiler Final Profile Conducts analyzes data & Report Revi
Slide 27: Work Keys System Profiled Deployments
Work Keys System Profiled Deployments Traffic Engineering Technician Helper B MCO/Sun Van Driver (Pool Position) Commercial Collection Driver Residential Collection Driver Airfield Worker Aviation Police Officer Animal Service Worker FCS Teaching Assistant Transit Security Officer City Security Offi
Slide 28: Jana Petersen
Jana Petersen Director of Administrative Services Boulder County, Colorado
Slide 29: Mission
M I We are a solutions-focused team of dedicated human resources S professionals who serve Boulder S County’s most valuable asset, our employees, by providing services to I attract, develop, motivate and retain O a diverse workforce. N
Slide 30: Programs
P Foundations in Public Service Certificate R Catch the County Culture O Catch the Bus G Institute of Public Service Leadership Academy R A M S
Slide 31: Leadership Academy
LEADERSHIP ACADEMY One year development program that offers training in Organizational Stewardship, Personal Mastery, Interpersonal Mastery, and Boulder County Business Acumen. Mentor pairing Action Team project Group trainings Living Leaders series 360o Evaluation and Coaching Total cost:
Slide 32: Goals of Leadership Academy
GOALS OF LEADERSHIP ACADEMY Assist the County with succession planning related to expected high turnover in upper and middle management roles in the coming years Proactively support the retention of employees of diverse backgrounds by giving them opportunities for professional development Fulf
Slide 33: Leadership Academy Results
L EADERSHIP A CADEMY RESULTS
Slide 34: Participant Demographics
PARTICIPANT D EMOGRAPHICS 2009-2011 Gender and Ethnicity By Department 60 10 9 50 8 7 40 6 5 30 4 3 20 2 1 10 0 0
Slide 35: Program Highlights
P ROGRAM H IGHLIGHTS From 2009-2011, 54 graduates of the program Average tenure of participants, 9.4 years 2012 class is largest class to date with 23 participants Only 4 have left the county NACO Award Winner 2010 19 graduates have been promoted or assigned higher level duties
Slide 36: Q&A with Ryan Evans and Katrina Sommer
Q&A with Ryan Evans and Katrina Sommer Ryan Evans Finance Manager Office of the Governor Budget & Program Planning State of Montana Katrina Sommer Sr. Community Development Analyst Office of Community Development St. Louis County, Missouri 36
Slide 37: Questions
GOWEFANING IN| N EeasFCQ Es RV Webs bases inet ri on acta tet moat Questions LaManeaita
Slide 38: Thank you for attending!
Thank you for attending! INNOVATIONS IN THE PUBLIC WORKFORCE A GOVERNING Editorial Online Forum Thursday, August 16th, 2012 Sponsored by: