HRMR Agency Reporting Survey
Section1:Introduction
Purpose:TheannualHRManagementReportmeasuresandmonitorsthestate’sworkforcemanagement practices.AkeycomponentofthisprocessistheAgencyHRManagementReportprocess.Thissurvey replacestheAgencyHRMReport(MSWordorPDFversion)usedinprioryears.
Howwillthisinformationbeused?
AgencyresponseswillbeusedbyOFMStateHumanResources,HRgovernanceandcommunitygroups, andstatewideandagencyleaderstoidentifyandanticipateHRmanagementissues,assessprogress towardkeystatewideinitiatives,enabledata-drivenHRmanagementstrategies,andimproveprocesses andrecognizeHRmanagementsuccesses.
Whoshouldcompletethesurvey?
ThissurveyshouldbecompletedbyanagencyHRmanagerordesignee.Additionalstaffmaybeincluded inpreparingresponses,andreviewwithleadershipisencouraged.Pleasesubmitonlyoneresponseper agency.
Whatinformationshouldyouconsider?WestronglyrecommendthatyouusetheStatewideHR ManagementReport(xlsformat)foryouranalysis.Otherdatasourcestoconsiderinclude,butarenot limitedto,youragency’sEmployeeEngagementSurveyresultsandExitSurveyresults.
Howlongwillittaketocompletethesurvey?
Thesurveyincludesupto72questionsandshouldtakeapproximately1-2hourstocomplete(e.g.,data entry)withadvancedpreparation.Toprepare,youwillneedtospendadditionaltimeresearchingstrategies, analyzingdata,anddraftingyourresponses.Theexactamountoftimeneededforthispreparationwillvary basedonanumberoffactors,suchasthesizeandcomplexityofyouragencyandyourfamiliaritywiththe dataandyouragency’sstrategies.Weencourageyoutobeginworkonyouragencyreportingassoonas possibletoallowsufficienttimeforresearch,analysis,drafting,andinternaldiscussions/reviews.Please submitacompleteresponseforyouragency,includingresponsestoallrequiredquestionsmarkedwithan asterisk(*).
Toprepareresponsesinadvance,werecommendusingtheeditablePDFversionofthesurveythatwas sentviaemailwiththesurveylink.Due to limitations with the SurveyMonkey tool, you will not be able to start a survey, leave it, and then re-enter to complete your response. Therefore, you should plan to submit your agency’s SurveyMonkey response in one sitting after preparing responses in advance using the PDF version.YouwillbeabletocopyandpastefromyourfinalPDFversionintothe textandcommentboxesinSurveyMonkey.
Whoshouldyoucontactwithquestionsorforassistance?
Forgeneralquestionsaboutreporting,contactMelissaWidemanat(360)407-4130or .
Forquestionsaboutthesurveyorfortechnicalassistance,contactJosephRingoldat(360)407-4144 .
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Section2:AgencyInformation
*1.Which agency is this report for?
*2.AgencycontactfortheHRManagementReport:
Name
Title/Role
EmailAddress
PhoneNumber
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Section3:WorkforceStrategies
Thissectionasksaboutthekeyworkforce-relatedstrategieswithinyouragency.Itprovidesan opportunitytosharesuccesses,anticipatedchallengesorareasofrisk,andworkforcestrategies andgoals.Tocompletethissection,itishighlyrecommendedthatyouusetheFY2016Statewide HRManagementReport(xlsformat)asatoolforanalysis.
Tip:Sinceemployeeperformancemanagement,employeeengagement/employerofchoice,modern workenvironment,affirmativeaction,veteransandpersonswithdisabilitiesstrategiesarecovered inlatersectionsofthissurvey,itisnotnecessarytohighlightthosestrategiesinthissection.
WorkforceStrategies:ReflectingonFY16
What were the key workforce strategies your agency used in FY16?
Examples:
- Problem/opportunitiesaddressed:AbilitytoattractqualifiedITworkers
- Strategiesused:CreatedapilotinternshipprogramtoincludeITinternshipstodevelopthetalentpoolandpromoteapositiveperceptionofstateemployment.
- Successes/whatworked:Asaresultofthepilot,ouragencywasabletofill5of23vacantITpositionswithpeoplewhohadsuccessfullycompletedtheinternshipprogram.
- Challenges/lessonslearned:WhiletheinternshipprogramhashelpedwiththerecruitmentofITS2sandITS3s,itremainsachallengetofindqualifiedtalentforseniorlevel/expertpositions.
*3.Problems/opportunitiesaddressed:
*4.Strategiesused:
Results:
*5.Successes/whatworked:
*6.Challenges/lessonslearned:
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WorkforceStrategies:PlanningforFY17
*7.Whatarethekeyworkforcechallengesand/orareasofriskforyouragencyinFY17?
Examples:
- Abilitytoattractandretaincriticaltalentinauditorpositions.
- Identificationanddevelopmentofpotentialfutureleaders.
*8.Whatstrategiesdoyouintendtousetoaddressthesechallengesand/orrisksinFY17?
Example:
- Developandimplementleadershipsuccessionprogram.
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Section4:EmployeePerformanceManagement
Thissectionmeasuresthelevelofcommitmenteachagencyandtheenterprisehasinbuildinga culturethatlinksindividualperformancetoorganizationgoalsandperformancemeasures.
EmployeePerformanceManagement:CompletionNumbers
Totalnumberofemployeesmeasuredshouldincludeemployeesthatarerequiredtohavecurrent position/competencydescriptions,performanceexpectationsandperformanceevaluations,including permanentWMSandWGSemployees.
*9.Employeeswithcurrentposition/competencydescriptions:
Numbercompleted:
Totalemployees measured:
*10.Employeeswithcurrentperformanceexpectations/individualdevelopmentplans:
Numbercompleted:
Totalemployees measured:
*11.Employeeswithcurrentperformanceevaluations:
Numbercompleted:
Totalemployees measure:
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EmployeePerformanceManagement-Forms
Thispageasksabouttheformsandsystemsyouragencyusestosetperformanceexpectationsand evaluateperformance.Thestandardstatewideforms,pre-approvedalternates,andinformationaboutthe alternativePDPapprovalprocessareavailable here.
*12.Whichformsdoesyouragencyuseforemployeeperformanceexpectationsandevaluations?
☐StandardapprovedstatewidePDPforms
☐StandardapprovedstatewidealternatePDPforms
☐AnOFM-approvedalternatePDPform(electronicsystemorpaper)
☐Other(pleasedescribe):
13.WhatformatdoyouuseforyourapprovedalternatePDPform?
☐Paperforms
☐Electronicsystem
☐Other(pleasedescribe):
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EmployeePerformanceManagement:Strategies
Thispageasksaboutstrategiesformanagingemployeeperformance,includinguseofinterimreviews.
*14.Doesyouragencyrequiretheuseofinterimreviews?
☐Yes
☐No
☐Other(pleasedescribe):
15.Whatistherecommendedfrequencyofyouragency’sinterimreviews?
☐Once a year (in addition to annual review)
☐Quarterly
☐Monthly
☐Once every two weeks
☐Other (please describe):
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16.Ifyouragencyhasanysuccessfulemployeeperformance managementstrategiestoshare, pleasedescribethembelow:(Optional)
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Section5:EmployeeEngagementSurvey/EmployerofChoice
Thissectionmeasuresthelevelofagencycommitmenttoimprovingemployeeengagementandas anemployerofchoice
EmployeeEngagementSurvey/EmployerofChoice:ReflectingonLastYear’sSurvey(Fall2015)
ReflectonanimprovementstrategyyouragencytriedinresponsetotheFall2015surveyandsharethe results.
TellusaboutoneimprovementstrategyyouragencytriedinresponsetotheFall2015survey,what happened,andwhatyoulearned.
Example:
- Problem/opportunity addressed: Our agency focused on improving the percent of positive responses to the question 'I receive clear information about changes being made within the agency.'
- Strategy used: We started weekly director's messages and quarterly employee forums to relay important information to employees that were also broadcast to field staff.
- How you measured success: We measured success based on follow up surveys to forumparticipants. We also measured success by looking at the change in the percent positive score to this question from the prior year's results.
- Successes/what worked: These surveys indicated that employees felt informed about agency changes. In addition, we improved our percent positive score to this question by 3% from 2014 to2015.
- Challenges/lessons learned: Some remote staff reported technical difficulties receiving the broadcasts.
- Other information/comments (optional): None
*17.Problem/opportunityaddressed:
*18.Strategyused:
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*19.Howyoumeasuredsuccess:
*20.Successes/whatworked:
*21.Challenges/lessonslearned:
22.Otherinformation/comments:(optional)
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EmployeeEngagementSurvey/EmployerofChoice:PlanningfortheNextSurvey(Fall2016)
Thenextsetofquestionsasksaboutthefocusareasandimprovementstrategiescurrentlyunderwayin youragencyinadvanceoftheFall2016survey.
*23.Whichsurveyquestionscore(s)isyouragencyfocusedonimprovingleadinguptotheFall2016 survey?(Checkallthatapply)
☐I have the opportunity to give input on decisions affecting my work.
☐I receive the information I need to do my job effectively.
☐I know how my work contributes to the goals of my agency.
☐I know what is expected of me at work.
☐I have opportunities at work to learn and grow.
☐I have the tools and resources I need to do my job effectively.
☐My supervisor treats me with dignity and respect.
☐My supervisor gives me ongoing feedback that helps me improve my performance.
☐I receive recognition for a job well done.
☐We are making improvements to make things better for our customers.
☐A spirit of cooperation and teamwork exists in my workgroup.
☐I know how my agency measures its success.
☐My agency consistently demonstrates support for a diverse workforce.
☐I receive clear information about changes being made within the agency.
☐I am encouraged to come up with better ways of doing things.
☐We use customer feedback to improve our work processes.
☐In general, I'm satisfied with my job.
☐N/A – We are not focusing on improving survey scores.
☐Other (such as agency-added questions). Please describe below:
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*24.Whichofthefollowingstrategiesisyouragencyparticipatingintoimproveemployeeengagement leadinguptotheFall2016survey?Thesestrategiesmaybenewtoyouragency,oracontinuation/adjustmentofpriorstrategies.
☐Implementingstatewideleadershipcompetencieswithinyouragency
☐Participatingindevelopmentofredesignedsupervisor101training(“LeadingOthers”)
☐EncouraginguseoftheHREmployeeEngagementToolkitbyHRpractitioners
☐Improvingsurveyoutreach/responseratesforOctober2016survey
☐SendingemployeestoLeanproblem-solvingtraining
☐SendingleaderstoLeanleadercoachingtraining
☐Participatinginthedevelopmentofastatewideemployeevalueproposition
☐ParticipatingasamemberoftheEmployerofChoiceCommittee(anHRgovernancegroup)
☐UsingLeanprinciplesandtoolstoimproveemployeeengagement(examples:A3thinking,rootcauseanalysis,PDCAcycles, mini-experiments,etc.)
☐N/A–Wearenotparticipatinginanyofthesestrategies
WhatotherstrategiesisyouragencyusingtoimproveemployeeengagementleadinguptotheFall2016 survey?Provideoneexamplethatcoverstheareaslistedbelow.
*25.Problem/opportunitybeingaddressed:
*26.Strategiesused:
*27.Howyouwillmeasuresuccess:
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*28.Anticipatedresults:(whatimprovementdoyouexpecttosee,bywhen,etc.)
*29.WhoisyouragencypartneringwithtomakeimprovementsleadinguptotheFall2016survey?(Check allthatapply)
☐Agency executives
☐Agency managers and supervisors
☐Agency employees
☐Agency Lean advisor and/or practitioners
☐Agency Human Resources managers and staff
☐Union representatives
☐Employer of Choice Committee
☐OFM State HR Results WA
☐Department of Enterprise Services
☐External consultants/vendors
☐N/A – We are not partnering with others on this work
☐Other (please describe)
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Section6:ModernWorkEnvironment
Executive Order 16-07. Building a Modern Work EnvironmentwasissuedbyGov.lnsleeonJune3,2016.Itsupersededtheprior ExecutiveOrder14-02,ExpandingTelework andFlexibleWorkHoursPrograms.
ModernWorkEnvironment:AgencyContacts
*30.AgencycontactimplementingthisExecutiveOrder:
Name
Title/Role
EmailAddress
PhoneNumber
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ModernWorkEnvironment:ReflectingonFY16
*31.PleasedescribeanystrategiesyouragencyworkedoninFY16toimproveteleworkandflexiblework participation,enablemobilework,and/orimprovework-spaceutilization.Includesuccessesandlessons learned,ifapplicable.
Example:
Ouragencyhasallowedemployees,asappropriate,toworkflextimeschedulesandmanywork compressedschedules.Theseoptionsaremorelimitedwithincustomerfacingpositionslikesales,
humanresources,andcustomerserviceoffers.
*32.Whatarethetopbarrierstoachievingthegoalsofthisexecutiveorder?Pleasedescribe.
Example:
Ouragencydoesnothavefullytrainedbackupsforallpositions,andoneoftheagency'scriteriafor allowingforateleworkorflexscheduleistheavailabilityofsuchabackup.
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ModernWorkEnvironment:PlanningforFY17
33.PleasedescribeanystrategiesyouragencyintendstoworkoninFY17toimplementthisexecutive order,ifknownatthistime.
Example:
In2017,ouragencywillexpandtechnicalsupportfortheirtelecommutingemployees.
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Section7:AffirmativeActionEmploymentPlan
ThissectionassessescompliancewiththerequirementsofExecutive Order 12-02, WorkforceDiversity and Inclusion.
AffirmativeActionEmploymentPlan:AgencyContactsandPolicies
*34.AgencycontactforAffirmativeActionEmploymentPlan:
Name
Title/Role
EmailAddress
PhoneNumber
*35.HasyouragencysubmittedacopyofitsAffirmativeActionpolicytoOFMStateHR?Policiesshouldbe senttobyOctober12,2016.
☐Yes
☐No
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AffirmativeActionEmploymentPlan:ReflectingonFY16
*36.OnwhichjobgroupsdidyouragencyfocusitsrecruitmentandretentioneffortsinFY16?
JobgroupsareusedforAffirmativeActionreportingaswellastheWorkforceGapsDashboards.Toseea cross-walkofthejobclassesbyjobgroup,clickhere.(Checkallthatapply)
☐Office and Clerical
☐Officials and Administrators
☐Paraprofessionals
☐Professional - Administrative
☐Professional – Auditor
☐Professional - Budget and Accounting
☐Professional - Claims Adjudicator
☐Professional - Communications and Marketing
☐Professional - Engineering
☐Professional - Human Resources
☐Professional - Insurance Business Services
☐Professional – Investigator
☐Professional - IT Professional
☐Professional - Legal
☐Professional - Licensing and Regulation
☐Professional - Medical
☐Professional - Natural Resources
☐Professional - Public Health
☐Professional – Safety
☐Professional - Science
☐Professional - Social Services
☐Professional - Tax
☐Professional Protective Service Workers
☐Service-Maintenance
☐Skilled Craft Workers
☐Technicians
☐N/A – We did not focus on recruitment or retention of employees in specific job groups
☐Other (please describe)
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*37.Onwhichprotectedcategoriesofemployeesdidyouragencyfocusitsrecruitmentandretentionefforts inFY16?(Checkuptothreechoices.)
☐Women
☐AmericanIndianorAlaskanNative
☐Asian/Pacific Islander
☐Black or African American
☐Hispanic or Latino
☐N/A–Wedidnotfocusonrecruitmentorretentionofemployeesinprotectedcategories
☐Other(pleasedescribe)
*38.WhichofthefollowingstrategiesdidyouragencyparticipateinduringFY16?
☐Sent postings to targeted external professional /community organization(s)
☐Sponsored /participated in events sponsored by targeted external professional /community organization(s)
☐Sponsored internal employee resource group that assists with recruitment/retention
☐N/A – We did not participate in any Affirmative Action strategies
☐Other (please describe)
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39.PleaseprovideanyadditionaldescriptiveinformationaboutyourpaststrategiesforFY16.(Optional)
Example:
OuradditionalFY16strategywasforagencyrecruitingstafftomeetwithcurrent African-American financialprofessionalsintheagencytodiscussandidentifyrecruitingsourcesandstrategiesby January1,2016.
WhatweretheresultsofthestrategiesusedinFY16?
Example:
Successes/whatworked:Asaresultofthemeetingsbetweenrecruitersandstaff,several improvementstotherecruitingprocesswereimplemented,includingtwoadditionalprofessional associations/networks(NationalBlackMBAAssociationandtheNationalAssociationofBlack Accountants)touseasapplicantpools.Agencyrecruitingstaffdistributedallavailablefinancial professionaljobstotheseorganizations,resultingina20percentincreaseinthepercentofAfrican- Americanapplicantsanda15percentincreaseinthepercentofAfrican-Americanhiresforthese positionsfromFY15toFY16.
Challenges/lessonslearned:Duetootherworkloadpriorities,itwasdifficulttoschedulemeetingswith staff.Asaresult,ittooklongerthanexpectedtoidentifyandimplementimprovements,whichwere
completedbyMarch2016.
40.Successes/whatworked:
41.Challenges/lessonslearned:
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42.Whodidyouragencypartnerwithonthiswork?
☐Other employers (e.g., another agency with a similar workforce)
☐Other government agency (e.g., Hispanic affairs commission)
☐Other community based organizations (e.g., Black Chamber of Commerce)
☐Targeted professional organizations (e.g., Society of Women in Engineering)
☐Other organization(s)
☐N/A – We did not partner with anyone on this work
43.Pleaselistthenamesoftheorganizationswithwhichyoupartnered.
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AffirmativeActionEmploymentPlan:PlanningforFY17
*44.OnwhichjobgroupsdoesyouragencyplantofocusitsrecruitmentandretentioneffortsinFY17?
JobgroupsareusedforAffirmativeActionreportingaswellastheWorkforceGapsDashboards.Toseea cross-walkofthejobclassesbyjobgroup,clickhere.(Checkallthatapply)
☐Office and Clerical
☐Officials and Administrators
☐Paraprofessionals
☐Professional - Administrative
☐Professional – Auditor
☐Professional - Budget and Accounting
☐Professional - Claims Adjudicator
☐Professional - Communications and Marketing
☐Professional - Engineering
☐Professional - Human Resources
☐Professional - Insurance Business Services
☐Professional – Investigator
☐Professional - IT Professional
☐Professional - Legal
☐Professional - Licensing and Regulation
☐Professional - Medical
☐Professional - Natural Resources
☐Professional - Public Health
☐Professional – Safety
☐Professional - Science
☐Professional - Social Services
☐Professional - Tax
☐Professional Protective Service Workers
☐Service-Maintenance
☐Skilled Craft Workers
☐Technicians
☐N/A – We did not focus on recruitment or retention of employees in specific job groups
*45.Onwhichprotectedcategoriesofemployeesdoesyouragencyintendtofocusitsrecruitmentand retentioneffortsinFY17?
☐Women
☐American Indian or Alaskan Native
☐Asian/Pacific Islander
☐Black or African American
☐Hispanic or Latino
☐N/A – We do not plan to focus on recruitment or retention of employees in protected categories
☐Other (please desribe)
*46.WhichofthefollowingstrategiesisyouragencyparticipatinginduringFY17?
☐Sending postings to targeted external professional / community organization(s)
☐Sponsoring / participating in events sponsored by targeted external professional / community organization(s)
☐Sponsoring internal employee resource group that assists with recruitment/retention
☐N/A – We do not plan to participate in any Affirmative Action strategies
☐Other (please describe)
47.PleaseprovideanyadditionaldescriptiveinformationaboutyourplannedstrategiesforFY17.(Optional)
48.WhoisyouragencypartneringwithtocompletethisworkinFY17?
☐Other employers (e.g., another agency with a similar workforce)
☐Other government agency (e.g., Hispanic affairs commission)
☐Other community based organizations (e.g., Black Chamber of Commerce)
☐Targeted professional organizations (e.g., Society of Women in Engineering)
☐Other organization(s)
☐N/A – We do not plan to partner with anyone on this work
49.Pleaselistthenamesoftheorganizationswithwhichyouplantopartner.
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Section 8: Veterans Employment Plan
SectionDescription:ThissectionassessescompliancewiththerequirementsofExecutive Order
13-01, Veterans Transition Support.
VeteransEmploymentPlan:AgencyContacts
*50.AgencycontactforVeteransEmploymentPlan:
Name
Title/Role
EmailAddress
PhoneNumber
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VeteransEmploymentPlan:ReflectingonFY16
*51.WhichofthefollowingstrategiesdidyouragencyparticipateinduringFY16?(Checkallthatapply)
☐NorthwestEdge
☐WashingtonStateVeteransFellowshipProgram
☐StatewideVeteransEmployeeResourceGroup
☐Agency-SpecificVeteransEmployeeResourceGroup
☐WaTechITInternshipProgram
☐EmploymentSecurityJobPosting
☐CamotoCommerce
☐N/A–WedidnotparticipateinanyVeteransstrategies
☐Other(pleasedescribe)
WhatweretheresultsofthestrategiesusedinFY16?
Examples:
- Successes/whatworked:InFY16,weparticipatedintheWashingtonStateVeteransFellowshipProgram.Asaresult,wewereabletohiretwoveteransfromtheprogram.
- Challenges/lessonslearned:Wehadonefellowdropoutoftheprogramacoupleweeksinasa resultofbeingrecruitedbyanotheremployer.
52.Successes/whatworked:
53.Challenges/lessonslearned:
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54.PleaseprovideanyadditionaldescriptiveinformationaboutyourpaststrategiesforFY16.(Optional)
55.Whodidyouragencypartnerwithonthiswork?(Checkallthatapply)
☐Other employers (e.g., another agency with a similar workforce)
☐Other government agency (e.g., Employment Security Department/WorkSource)
☐Other community based organizations (e.g., Rally Point 6)
☐Targeted professional organizations (e.g., Telecommunications Industry Association – US TechVets)
☐Other organization(s)
☐N/A – We did not partner with anyone on this work
56.Pleaselistthenamesoftheorganizationswithwhichyoupartnered.
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VeteransEmploymentPlan:PlanningforFY17
*57.WhichofthefollowingstrategiesisyouragencyparticipatinginduringFY17?(Checkallthatapply)
☐NorthwestEdge
☐WashingtonStateVeteransFellowshipProgram
☐StatewideVeteransEmployeeResourceGroup
☐Agency-SpecificVeteransEmployeeResource
☐Group WaTechITInternshipProgram
☐EmploymentSecurityJobPosting
☐CamotoCommerce
☐N/A–WedonotplantoparticipateinanyVeteransstrategies
☐Other(pleasespecify)
58.PleaseprovideanyadditionaldescriptiveinformationaboutyourplannedstrategiesforFY17.(Optional)
59.WhoisyouragencypartneringwithtocompletethisworkinFY17?
☐Otheremployers(e.g.,anotheragencywithasimilarworkforce)
☐Othergovernmentagency(e.g.,EmploymentSecurityDepartment/WorkSource)
☐Othercommunitybasedorganizations(e.g.,RallyPoint6)
☐Targetedprofessionalorganizations(e.g.,Telecommunications IndustryAssociation–USTechVets)
☐Otherorganization(s)
☐N/A–Wedonotplantopartnerwithanyoneonthiswork
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60.Pleaselistthenamesoftheorganizationswithwhichyouplantopartner.
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Section9:DisabilityEmploymentPlan
ThissectionassessescompliancewiththerequirementsofExecutive Order 13-02, Improving
Employment Opportunities for People with Disabilities in State Employment.
DisabilityEmploymentPlan:AgencyContacts
61.AgencycontactforDisabilityEmploymentPlan:
Name
Title/Role
EmailAddress
PhoneNumber
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DisabilityEmploymentPlan:ReflectingonFY16
*62.WhichofthefollowingstrategiesdidyouragencyparticipateinduringFY16?(Checkallthatapply)
☐Disability Data Cleanup / Employee Resurvey
☐Supported Employment in State Government Program
☐DVR Talent Acquisition Portal
☐Employment Security Job Posting
☐Disability Equity Index (DEI) Self-Audit
☐N/A – We did not participate in any strategies for employment of persons with disabilities
☐Other (please describe)
WhatweretheresultsofthestrategiesyouragencyusedinFY16?
Examples:
- Successes/whatworked:InFY16,wefocusedonimprovingthelowapplicationrateforpersonswith disabilitiesbypostingallagencyvacanciesintheTalent AcquisitionPortal(TAP)populatedwith vocationalRehabilitationclientsofDVRandDSB.Thisprocessalsoincludedaquarterlyreviewof applicantpoolstoassesswhetherthisincreasedthepercentageofapplicantswithdisabilities,aswell asworkingwithaDVRSupportedEmploymentSpecialisttofillopenpositions.Thesechanges contributedtoa7percentincreaseinnewhireswithdisabilitiesfromFY15toFY16.
- Challenges/lessonslearned:Wecontinuetofacechallengeswithapplicantself-disclosureandsuspectthepercentofapplicantswithdisabilitiesishigherthanthepercentreported.
63.Successes/whatworked:
64.Challenges/lessonslearned:
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65.PleaseprovideanyadditionaldescriptiveinformationaboutyourpaststrategiesforFY16.(Optional)
66.Whodidyouragencypartnerwithonthiswork?(Checkallthatapply.)
☐Other employers (e.g., another agency with a similar workforce)
☐Other government agency (e.g., Employment Security Department/WorkSource)
☐Other community based organizations (e.g., Rally Point 6)
☐Targeted professional organizations (e.g., Telecommunications Industry Association – US TechVets)
☐Other organization(s)
☐N/A – We did not partner with anyone on this work
67.Pleaselistthenamesoftheorganizationswithwhichyoupartnered.
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DisabilityEmploymentPlan:PlanningforFY17
*68.WhichofthefollowingstrategiesisyouragencyparticipatinginduringFY17?(Checkallthatapply)
☐Disability Data Cleanup / Employee Resurvey
☐Supported Employment in State Government Program
☐Employment Security Job Posting
☐Disability Equity Index (DEI) Self-Audit
☐N/A – We do not plan to participate in any strategies for employing people with disabilities
☐Other (please describe)
69.PleaseprovideanyadditionaldescriptiveinformationaboutyourplannedstrategiesforFY17.(Optional)
70.WhoisyouragencypartneringwithtocompletethisworkinFY17?(Checkallthatapply)
☐Other employers (e.g., another agency with a similar workforce)
☐Other government agency (e.g., Employment Security Department/WorkSource)
☐Other community based organizations (e.g., Rally Point 6)
☐Targeted professional organizations (e.g., Telecommunications Industry Association – US TechVets)
☐Other organization(s)
☐N/A – We do not plan to partner with anyone on this work
71.Pleaselistthenamesoftheorganizationswithwhichyouplantopartner.
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Section10:HRMReportFeedback
72.Please provideanyfeedback ontheagencyreporting process forthisyear'sHRManagementReport. (Optional)
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ThankYou!
You'vereachedtheendoftheHRMRAgencyReportingSurvey.Thanksfortakingthetimetorespond!For moreinformation,seeour HRM Report site.
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