State of Washington

[Enter Agency Name]

Plan & Align
Workforce

Human Resource
Hire Deploy Reinforce
Workforce Workforce Performance

Management Report Develop

Workforce

[Note: This is the standard format provided by DOP as

October 2009 of 7/23/09. Agencies may customize or supplement this
format to meet unique needs, as long as the minimum
information shown in this format is included.]
 [Enter Agency Name]

Managers Logic Model for Workforce Management

Outputs Initial Outcomes Intermediate Outcomes
Articulation of managers Managers understand Foundation is in place
HRM accountabilities. HR HRM accountabilities. to build and sustain a
Plan & Align policies. Workforce Jobs, staffing levels, &
Workforce planning. Job classes & competencies aligned
productive, high
salaries assigned. with agency priorities. performing workforce.

Qualified candidate pools, Best candidate hired & The right people are in Ultimate Outcomes
interviews & reference reviewed during the right job at the right
Hire checks. Job offers. Appts appointment period. time.
Employees are
Workforce & per- Successful performers committed to the work
formance monitoring. retained. they do & the goals of
the organization

Productive, successful
Work assignments& Workplace is safe, gives Time & talent is used employees are retained
requirements defined. capacity to perform, & effectively. Employees
Deploy Positive workplace
environment created.
fosters productive
relations. Staff know job are motivated &
State has workforce
Workforce Coaching, feedback, rqmts, how theyre doing,
depth & breadth needed
for present and future
productive.
corrections. & are supported. success

Individual development Learning environment Employees have

plans. Time/ resources created. Employees are competencies for Agencies are better
Develop for training. Continuous engaged in develop- present job & career enabled to successfully
Workforce learning environment ment opportunities & carry out their mission.
advancement
created. seek to learn. The citizens receive
efficient government
services.
Clear performance Employees know how Successful perf is
expectations linked to performance contributes differentiated &
Reinforce orgnal goals &
measures. Regular
to success of orgn.
Strong performance
strengthened.
Performance performance appraisals. rewarded; poor
Employees are held
accountable.
Recognition. Discipline. performance eliminated
2
Executive Summary [Enter Agency Name]

3
 [Enter Agency Name]
Agency Priority: [High/Medium/Low] Management Profile
Plan & Align WMS Employees Headcount = [xxx] Analysis:
Workforce Percent of agency workforce that is WMS = [xx]% WMS Control Point: [XXX]
All Managers* Headcount = [xxx] [XXX]

Outcomes: Percent of agency workforce that is Managers* = [xx]% [XXX]

* In positions coded as Manager (includes EMS, WMS, and GS) [XXX]
Managers understand
[XXX]
workforce management
accountabilities. Jobs and [XXX]

competencies are defined Data Time Period: [mm/yy] through [mm/yy] [XXX]

and aligned with business

priorities. Overall [DOUBLE CLICK CHART TO Action Steps: (What, by whom, by when)
foundation is in place to ENTER AGENCY DATA]
[XXX]
build & sustain a high [USE OF THIS CHART IS
[XXX]
OPTIONAL]
performing workforce. [XXX]

Performance
Measures:
Management profile WMS Management Type

Workforce Planning
measure (TBD)
Percent employees with
current position/ Management [xxx]
competency descriptions Consultant [xxx]
Policy [xxx] [SAMPLE DATA ONLY. DOUBLE
CLICK CHART TO ENTER
Not Assigned [xxx] AGENCY DATA]

Data as of [mm/yy] 4
Source: [Enter Data Source]
 [Enter Agency Name]

Plan & Align Current Position/Competency Descriptions

Workforce
Agency Priority: [High/Medium/Low] Analysis:

Percent employees with current [XXX]

Outcomes:
position/competency descriptions = [XX]%* [XXX]
Managers understand
[XXX]
workforce management *Based on [XXX] of [XXX] reported employee count
Applies to employees in permanent positions, both WMS & GS [XXX]
accountabilities. Jobs and
[XXX]
competencies are defined
[XXX]
and aligned with business
priorities. Overall [XXX]

foundation is in place to
build & sustain a high Action Steps: (What, by whom, by when)
performing workforce. [XXX]
[XXX]
[XXX]
Performance
Measures:
Management profile
Workforce Planning
measure (TBD)
Percent employees with
current position/
competency descriptions

Data as of [mm/yy]
Source: [Enter Data Source] 5

Hire
Workforce
Outcomes:
Best candidates are hired
and reviewed during
appointment period. The
right people are in the right
job at the right time.
Agency Priority: [High/Medium/Low]
Performance
Measures
Time-to-hire vacancies
Candidate quality
Hiring Balance (proportion
of appointment types)
Separation during review
period
Data Time Period: [mm/yy] through [mm/yy]
[Enter Agency Name]
Time-to-Hire / Candidate Quality
Agency Priority: [High/Medium/Low]
Time-to-Hire Funded Vacancies Analysis:
[XXX]
Average number of days to hire*: [XXX]
[XXX]
Number of vacancies filled: [XXX]
[XXX]
*Equals # of days from the date the hiring supervisor informs the agency HR
Office to start the process to fill the position, to the date the job offer is [XXX]
accepted.
[XXX]
[XXX]
[XXX]
Candidate Quality
Of the candidates interviewed for vacancies, how many had the
Action Steps: (What, by whom, by when)
competencies (knowledge, skills & abilities) needed to perform
the job? [XXX]
[XXX]
Number = [XXX] Percentage = [XXX]%
[XXX]
Of the candidates interviewed, were hiring managers able to
hire the best candidate for the job?
Hiring managers indicating yes:
Number = [XXX] Percentage = [XXX]%
Hiring managers indicating no:
Number = [XXX] Percentage = [XXX]%
6
 [Enter Agency Name]

Hiring Balance / Separations During Review Period

Hire
Workforce
Agency Priority: [High/Medium/Low] Analysis:
[XXX]
[XXX]
Outcomes:
[XXX]
Best candidates are hired [XXX]
and reviewed during [XXX]
appointment period. The [XXX]
[SAMPLE DATA ONLY. DOUBLE
right people are in the right CLICK CHART TO ENTER AGENCY [XXX]
job at the right time. DATA]

Action Steps: (What, by whom, by when)

[XXX]
Performance
Measures [XXX]
[XXX]
Time-to-hire vacancies
Candidate quality
Hiring Balance Total number of appointments = [XXX]*
Includes appointments to permanent vacant positions only; excludes reassignments
(proportion of Other = Demotions, re-employment, reversion & RIF appointments
appointment types)
Separation during review Agency Priority: [High/Medium/Low]
period
Separation During Review Period
Probationary separations - Voluntary [xxx]
Probationary separations - Involuntary [xxx]
Total Probationary Separations [xxx]

Trial Service separations - Voluntary [xxx]

Trial Service separations - Involuntary [xxx]
Total Trial Service Separations [xxx]

Total Separations During Review Period [xxx]

Data Time Period: [mm/yy] through [mm/yy] 7

Source: [Enter Data Source]
 [Enter Agency Name]

Deploy Current Performance Expectations

Workforce Agency Priority: [High/Medium/Low]
Analysis:
Percent employees with current performance
[XXX]
Outcomes: expectations = [XXX]%*
[XXX]
Staff know job *Based on [XXX] of [XXX] reported employee count [XXX]
expectations, how theyre Applies to employees in permanent positions, both WMS & GS
[XXX]
doing, & are supported.
[XXX]
Workplace is safe, gives
[XXX]
capacity to perform, &
fosters productive [XXX]

relations. Employee time

and talent is used Action Steps: (What, by whom, by when)
effectively. Employees are [XXX]
motivated. [XXX]
[XXX]
Performance
Measures
Percent employees with
current performance
expectations
Overtime usage
Sick leave usage
Non-disciplinary
grievances/appeals filed
and disposition (outcomes)

Data as of [mm/yy]
Source: [Enter Data Source] 8
 [Enter Agency Name]
Overtime Usage
Deploy Agency Priority: [High/Medium/Low]

Workforce

Outcomes:

Staff know job [DOUBLE CLICK CHARTS TO ENTER

expectations, how theyre AGENCY DATA]

doing, & are supported.

Workplace is safe, gives
capacity to perform, &
fosters productive
relations. Employee time
Overall agency avg overtime usage per capita, per month: [XXX]**
and talent is used
effectively. Employees are **Overall agency avg overtime usage per capita, per month = sum of monthly OT
averages / # months
motivated.
Analysis:
[XXX]
Performance [XXX]
Measures
[XXX]
Percent employees with
current performance [XXX]
expectations
[XXX]
Overtime usage
Sick leave usage
Action Steps: (What, by whom, by when)
Non-disciplinary
[XXX]
grievances/appeals filed
and disposition (outcomes) [XXX]
Overall agency avg employees receiving overtime per month: [XXX]%** [XXX]
**Overall agency avg employees receiving overtime per month = sum of monthly OT
percentages / # months

*Statewide overtime values do not include DNR

Data Time Period: [mm/yy] through [mm/yy] 9

 [Enter Agency Name]

Sick Leave Usage

Deploy Agency Priority: [High/Medium/Low]

Workforce Analysis:
[XXX]

Outcomes: [XXX]
[XXX]
Staff know job
[XXX]
expectations, how theyre
[XXX]
doing, & are supported.
[DOUBLE CLICK CHART TO [XXX]
Workplace is safe, gives ENTER AGENCY DATA]
capacity to perform, & [XXX]
fosters productive
relations. Employee time Action Steps: (What, by whom, by when)
and talent is used [XXX]
effectively. Employees are [XXX]
motivated. [XXX]

Performance
Measures
Percent employees with
current performance
expectations
Overtime usage
Sick Leave Hrs Used / Sick Leave Balance (per capita)
Sick leave usage Avg Hrs SL Used (per Avg SL Balance (per capita) Avg Hrs SL Used (per Avg SL Balance (per
capita) - Agency - Agency capita) Statewide* capita) Statewide*
Non-disciplinary
grievances/appeals filed
and disposition (outcomes) [XX] Hrs [XX] Hrs 6.4 Hrs 240.2 Hrs

* Statewide data does not include DOL, DOR, L&I, and LCB

Data Time Period: [mm/yy] through [mm/yy] 10

Source: [Enter Data Source]
 [Enter Agency Name]
Non-Disciplinary Grievances (represented employees)
Deploy
Workforce
Agency Priority: [High/Medium/Low]
Top 5 Non-Disciplinary Grievance Types
(i.e., Compensation, Overtime, Leave, etc)
Outcomes:
#
Staff know job Grievance Type Grievances
[DOUBLE CLICK CHART TO
expectations, how theyre ENTER AGENCY DATA] 1. [XX] [XX]
doing, & are supported.
2. [XX] [XX]
Workplace is safe, gives
3. [XX] [XX]
capacity to perform, &
4. [XX] [XX]
fosters productive
relations. Employee time 5. [XX] [XX]

and talent is used

effectively. Employees are Total Non-Disciplinary Grievances = [XX]
Analysis:
motivated.
* There may not be a one-to-one correlation between the number of grievances filed [XXX]
(shown top of page) and the outcomes determined during this time period. The time
[XXX]
lag between filing date and when a decision is rendered can cross the time periods
Performance
indicated. [XXX]
Measures
[XXX]
Percent employees with Non-Disciplinary Grievance Disposition*
current performance (Outcomes determined during time period listed below) Action Steps: (What, by whom, by when)
expectations
[XXX]
Overtime usage [XXX]
[XXX]
Sick leave usage [XXX]
[XXX]
Non-disciplinary [XXX]
grievances/appeals filed [XXX]
and disposition
(outcomes) [XXX]
[XXX]

Data Time Period: [mm/yy] through [mm/yy]

Source: [Enter Data Source] 11
 Non-Disciplinary Appeals (mostly non-represented employees)
Deploy Agency Priority: [High/Medium/Low]
Workforce Filings for DOP Directors Review Filings with Personnel Resources Board

Outcomes: [XX] Job classification [XX] Job classification

Staff know job [XX] Rule violation [XX] Other exceptions to Director Review

expectations, how theyre [XX] Name removal from Layoff List [XX] Layoff
doing, & are supported. [XX] Exam results or name removal from [XX] Disability separation
applicant/candidate pool, if DOP did assessment [XX] Non-disciplinary separation
Workplace is safe, gives
capacity to perform, & [XX] Remedial action

fosters productive [XX] Total filings

relations. Employee time
and talent is used
effectively. Employees are
motivated.
[XX] Total filings
Non-Disciplinary appeals only are shown above.
There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The
time lag between filing date and when a decision is rendered can cross the time periods indicated.

Performance
Measures
Percent employees with
current performance [SAMPLE DATA ONLY. DOUBLE
expectations CLICK CHARTS TO ENTER AGENCY
DATA]
Overtime usage
Sick leave usage
Non-disciplinary
grievances/appeals filed
and disposition
(outcomes)

Total outcomes = [XX] Total outcomes = [XX]

Data Time Period: [mm/yy] through [mm/yy]
Source: Department of Personnel
 [Enter Agency Name]

Develop Individual Development Plans

Workforce Agency Priority: [High/Medium/Low]
Analysis:
Percent employees with current individual
Outcomes: development plans = [XX]%* [XXX]
[XXX]
A learning environment is
*Based on [XXX] of [XXX] reported employee count
created. Employees are [XXX]
Applies to employees in permanent positions, both WMS & GS
engaged in professional Action Steps: (What, by whom, by when)
development and seek to [XXX]
learn. Employees have [XXX]
competencies needed for [XXX]
present job and future
advancement.

Performance
Measures
Percent employees with
current individual
development plans
Competency gap analysis
(TBD)

Data as of [mm/yy] 13
Source: [Enter Data Source]
 [Enter Agency Name]

Reinforce Current Performance Evaluations

Performance Agency Priority: [High/Medium/Low]

Percent employees with current performance Analysis:

Outcomes: evaluations = [XX]%* [XXX]

Employees know how their [XXX]

*Based on [XXX] of [XXX] reported employee count
performance contributes to Applies to employees in permanent positions, both WMS & GS [XXX]
the goals of the [XXX]
organization. Strong [XXX]
performance is rewarded; [XXX]
poor performance is [XXX]
eliminated. Successful
performance is differentiated
Action Steps: (What, by whom, by when)
and strengthened.
[XXX]
Employees are held
[XXX]
accountable.
[XXX]

Performance Measures
Percent employees with
current performance
evaluations
Disciplinary actions and
reasons, disciplinary
grievances/appeals filed and
disposition (outcomes)
Reward and recognition
practices (TBD)

Data as of [mm/yy] 14
Source: [Enter Data Source]
 [Enter Agency Name]

Reinforce
Performance Formal Disciplinary Actions
Agency Priority: [High/Medium/Low]

Analysis:
Outcomes: Disciplinary Action Taken
[XXX]
Employees know how their
Action Type # of Actions [XXX]
performance contributes to
Dismissals [XXX] [XXX]
the goals of the
Demotions [XXX] [XXX]
organization. Strong
Suspensions [XXX] [XXX]
performance is rewarded;
poor performance is Reduction in Pay* [XXX] [XXX]

eliminated. Successful [XXX]

Total Disciplinary Actions* [XXX]
performance is differentiated
* Reduction in Pay is not currently available as an action in
and strengthened. Action Steps: (What, by whom, by when)
HRMS/BI.
Employees are held [XXX]
accountable. Issues Leading to Disciplinary Action
[XXX]

Performance Measures [XXX]

[XXX]
Percent employees with
current performance [XXX]
evaluations [XXX]
Disciplinary actions and [XXX]
reasons, disciplinary
[XXX]
grievances/appeals filed
and disposition
(outcomes)
Reward and recognition
practices (TBD)

Data Time Period: [mm/yy] through [mm/yy] 15

Source: [Enter Data Source]
 [Enter Agency Name]

Reinforce Disciplinary Grievances and Appeals

Performance Agency Priority: [High/Medium/Low]
Disciplinary Grievances Disciplinary Appeals
(Represented Employees) (Non-Represented Employees
Outcomes: filed with Personnel Resources Board)

Employees know how their

[DOUBLE CLICK CHART TO ENTER [XX] Dismissal
performance contributes to
AGENCY DATA]
[XX] Demotion
the goals of the
organization. Strong [XX] Suspension

performance is rewarded; [XX] Reduction in salary

poor performance is
eliminated. Successful
[XX] Total Disciplinary Appeals Filed with PRB
performance is differentiated Total # Disciplinary Grievances Filed: [XX]
and strengthened.
There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The
Employees are held time lag between filing date and when a decision is rendered can cross the time periods indicated.
accountable.
Disposition (Outcomes) of Disciplinary Grievances Disposition (Outcomes) of Disciplinary Appeals*

Performance Measures
[XXX]
Percent employees with
current performance [XXX]
evaluations [XXX]
[SAMPLE DATA ONLY. DOUBLE
Disciplinary actions and [XXX] CLICK CHART TO ENTER AGENCY
reasons, disciplinary DATA]
[XXX]
grievances/appeals filed
and disposition [XXX]
(outcomes) [XXX]
Reward and recognition
practices (TBD)
*Outcomes issued by Personnel Resources Board

Data Time Period: [mm/yy] through [mm/yy] 16

Source: [Enter Data Source]
 [Enter Agency Name]

ULTIMATE Turnover Rates

OUTCOMES Agency Priority: [High/Medium/Low]
Analysis:
Total % Turnover (leaving state)
[XXX]
Employees are [XXX]
committed to the work
they do and the goals [XXX]
of the organization [XXX]
[XXX]

Successful, productive [XXX]

employees are [DOUBLE CLICK CHART TO [XXX]
retained ENTER AGENCY DATA]

Action Steps: (What, by whom, by when)

The state has the
[XXX]
workforce breadth and
depth needed for [XXX]
present and future [XXX]
success

Performance Measures
Total Turnover Actions: [xx]
Turnover rate: key Total % Turnover: [xx]%
occupational categories Note: Movement to another agency is currently not available in HRMS/BI
Workforce Diversity
Profile
Employee Survey
Information
Retention measure (TBD)

Data Time Period: [mm/yy] through [mm/yy]

Source: [Enter Data Source] 17
 [Enter Agency Name]
Workforce Diversity Profile
ULTIMATE Agency Priority: [High/Medium/Low]

OUTCOMES Female
Agency
[xx]%
State
53%
Analysis:
Persons w/Disabilities [xx]% 4% [XXX]
Vietnam Era Veterans [xx]% 6%
Employees are Veterans w/Disabilities [xx]% 2%
[XXX]
committed to the work People of color [xx]% 18% [XXX]
they do and the goals Persons over 40 [xx]% 74%
of the organization [XXX]
[XXX]
[XXX]
Successful, productive
employees are [XXX]
retained [DOUBLE CLICK CHART TO ENTER
DATA]
Action Steps: (What, by whom, by when)
The state has the [XXX]
workforce breadth and
[XXX]
depth needed for
present and future [XXX]
success [XXX]
[XXX]
Performance Measures
Turnover rates and types
Turnover rate: key
occupational categories
Workforce Diversity
[DOUBLE CLICK CHART TO ENTER
Profile
AGENCY DATA]
Employee Survey
Information
Retention measure (TBD)

Data as of [mm/yy]
Source: [Enter Data Source] 18
 [Enter Agency Name]
Employee Survey Ratings
ULTIMATE
OUTCOMES
Agency Priority: [High/Medium/Low]

Avg Avg Analysis:

Question April Nov
Employees are 2006 2007 [XXX]
committed to the work [XXX]
they do and the goals 1) I have the opportunity to give input on
of the organization decisions affecting my work. [XXX]
2) I receive the information I need to do [XXX]
my job effectively.
3) I know how my work contributes to the [XXX]
Successful, productive
goals of my agency.
employees are
4) I know what is expected of me at work.
retained Action Steps: (What, by whom, by when)
5) I have opportunities at work to learn
and grow. [XXX]
The state has the 6) I have the tools and resources I need [XXX]
workforce breadth and to do my job effectively.
7) My supervisor treats me with dignity [XXX]
depth needed for
present and future and respect. [XXX]
success 8) My supervisor gives me ongoing
feedback that helps me improve my [XXX]
performance. [XXX]
Performance Measures 9) I receive recognition for a job well
done.
Turnover rates and types 10) My performance evaluation provides
me with meaningful information about
Turnover rate: key my performance.
occupational categories 11) My supervisor holds me and my co-
Workforce Diversity workers accountable for performance.
Profile 12) I know how my agency measures its
success.
Employee Survey 13) My agency consistently demonstrates
Information support for a diverse workforce.
Retention measure (TBD)
Overall average: [X.X] [X.X]
Number of survey responses: [XX] [XX]

Data as of November 2007 19

Source: Statewide Employee Survey