HUMAN RESOURCES

PRIORITY OBJECTIVES & STRATEGIES

PRIORITY OBJECTIVES	TARGET 08-09	CURRENT OR 07-08	DIVISIONAL STRATEGIES	SBE GOAL
All managers within DPI identify and select employees that are a "strong fit" based on measurable job related position requirements and business needs.	85%	75%	Provide instruction in both a seminar and individual setting that covers vital employment law and requires managers to identify measurable job-related position requirements and objectives. Analyze managers' hiring decisions and give feedback relative to employee performance, i.e. section/division's progress towards goals, turnover and succession management development. Apprise Area Supts./Deputy Supt when managers demonstrate lack of understanding or casual approach to sound selection decisions.	All
All Managers are "proficient" along all standards of the Managerial Evaluation Tool.	80%	Tool being designed	Establish desired, measurable traits that all managers should exhibit in their management/leadership style. Utilize a random quarterly survey of a manager's employees for their input on the manager's effectiveness in demonstrating the seven traits of excellent management. Provide remedial guidance and coaching to managers who do not meet expectations; give candid feedback and develop an action plan to achieve proficiency developed collaboratively with an associate superintendent.	All
The average time that staff vacancies remain unfilled will be reduced.	30 Working days	40 Working days	HR will develop innovative strategies for the most critical, hard-to-recruit positions and in turn, create a talent bank of external and internal candidates. HR will identify the highly qualified and better qualified candidates for hiring officials, and will conduct reference checking on the highly qualified.	All

DIVISIONAL CORE ACTIVITIES

CORE ACTIVITIES		SBE GOAL
1	Build Agency's management infrastructure	All
2	Strengthen recruitment, talent identification, and selection capacity	All
3	Deliver other comprehensive HR services, i.e. affirmative action/EEO commitment, position classification, organization analysis, compensation analysis, employee safety, employee recognition, professional development, grievance resolution, and employee orientation	All
4	Establish formal succession planning program	All
5	Coordinate benefits education and administration	All
6	Salary administration transparency for greater management effectiveness and employee knowledge	All
7	Administer employee performance management system	All