State Employment Trends & Nuts and Bolts of Retention and Onboarding

1. State Employment Trends & Nuts and Bolts of Retention and Onboarding Georgia Fiscal Management Conference October 2016 Human Resources Administration Division

2. FY2016 General Turnover

3. FY2016 Voluntary Separations by Tenure

4. Average Tenure at Separation

5. Retirement Eligibility

7. Churning Trend Hires Separations 11,073 10,770 10,823 11,129 10,890 FY16 10,212 FY15 11,022 FY14 9,813 FY13 8,975 FY12 9,034

8. Churning Trend - Financial Job Family Hires Separations FY16 283 316 FY15 286 332 FY14 211 357 Total 780 Total 1,005

10. FY2016 Employment Separations

11. Top Five Reasons for Resignations #1 The job was not as expected #2 Work/Life imbalance #3 Mismatch between job and new hire #4 Management freezes raises and promotion #5 Feeling undervalued http://www.directrecruiters.com/candidate-article/top-10-reasons-why-good-people-quit/

12. FY2016 Workforce by Years of Service

13. Elements of a Retention Strategy Hire right Onboarding Employee engagement Manager/supervisor training Career paths Compensation strategy

14. Elements of a Retention Strategy - Hire Right

15. Elements of a Retention Strategy - Hire Right Job classification Qualifications Recruiting

16. Elements of a Retention Strategy - Hire Right Screening Applicant pipeline Skills testing Interviewing/Selection

17. Are You Hiring A.C.E Candidates? HIRE RIGHT 1- year retention rate for new hires in Team Georgia Careers is 86%

18. Elements of a Retention Strategy - Onboarding Build your own – this isn’t just an HR role Socialization into the organization Ongoing training support Buddy system

19. Elements of a Retention Strategy - Onboarding “We give employees a BINGO lunch card for them to use to set up lunches with the lateral attorneys and partners during their first three months at our law firm.” — Lisa Kelly, attorney hiring & HR administrator We do a half-day orientation where each department comes and presents about their department, and why the new hires should care about what their department does, and how it affects the entire company.” — Abby Olson, MBA, PHR, SHRM­-CP, HR manager at Westfield Steel “We have a very complete Procedure Manual that is the ‘roadmap’ for the new hire, no matter their role. Clearly different elements are more of a priority depending upon responsibilities, but the new hire typically covers everything with a guide. Onboarding is a priority here!” — Nancy Ahlrichs, SPHR, SHRM-SCP, consultant, business development at FlashPoint Jessica Stephensonhttp://www.eremedia.com/ere/20-ideas-for-employee-onboarding/

20. Elements of a Retention Strategy - Onboarding “We send a welcome gift package to new employees which includes local gifts from the corporate office (items unique to the Kansas City metro area), and a handwritten welcome card signed by senior management.” — Gayla D. Guthrie, HR generalist at benefit communication insourcing “This year we hired a new training and brand manager to focus more on employee engagement, employee development, and promote our company culture.” — Roetta Coller, human resources manager at R+L Truckload Logistics and R+L Global Logistics “We make sure that new team members are tied to a person who is their ‘go-to’ resource as they start in their role. Not so much a mentor, but someone who knows the new employee’s role and does it well.” —Steve Browne, executive director of HR in the restaurant industry Jessica Stephensonhttp://www.eremedia.com/ere/20-ideas-for-employee-onboarding/

21. Elements of a Retention Strategy Employee Engagement Predictors of employee engagement levels include: Job characteristics Perceived support of agency or supervisor Rewards/Recognition Fairness/Consistency

22. Elements of a Retention Strategy Manager/supervisor training Career paths Compensation strategy

23. Takeaways Focus on retention Set a retention improvement goal Develop a Retention Strategy and measure against your goal to determine if it is effective Fully utilize Team Georgia Careers and the Performance Management program as part of your retention strategy to improve retention and hire right