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Support Services Division

This document outlines strategic options for improving recruitment and retention rates of Youth Guidance Specialists (YGS). Key proposals include increasing salaries and hiring rates, enhancing shift differentials, implementing continuous service and sign-on incentive plans, and providing tuition reimbursement. Detailed analysis of hiring rates and turnover statistics, along with financial implications, will assist in developing a comprehensive approach to address persistent vacancies and create a conducive working environment for YGS staff.

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Support Services Division

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  1. Support Services Division • Human • Resources: • Personnel Transactions • Recruitment/Retention • Compensation and Classification • Benefits • Grievances • Discipline; Pre-Termination Hearings • Payroll • Safety Officer/Risk Management • Information • Technology: • Purchase, install, integrate, maintain and protect statewide computer network • Technical support for all hardware and software • Agency-specific software design, development, implementation, training and support • Internet, Intranet and Website • Training: • Individual Development and Organizational Development needs of the agency • Needs Assessments, Training Plan, curriculum design, program assessments • Facilitate teams/work groups • Training compliance • Operate the Employee Development Center • Operations: • Policy and Procedures • HIPAA Education and Compliance • Inventory Control/ Asset Management • Fleet Management • Wireless Communications • Mail Services • Records Destruction • Surplus Property

  2. Youth Guidance Specialists (YGS)Staff Shortages/Vacancy Rates Vacancies = Recruitment + Retention • Effort • Economy • Salary/Benefits • Applicant Pool • Effort • Economy • Salary/Benefits • Job Satisfaction • Working Conditions

  3. Recruitment and Retention Options for Institutional Direct Care Staff OJA Board Retreat September 10, 2004

  4. Recruitment and Retention Options: • Increase Salaries and the Hiring Rate • Increase Shift Differential • Increase Promotional Percentages • Implement Continuous Service Incentive Plan • Implement Sign-on Incentive Plan • Provide Tuition Reimbursement

  5. Youth Guidance Specialists (YGS)Salaries/Hiring Rates $2,133.50 $2,666.92 $1,600.17 July 2006 Hiring Rate 20.4% = $1,926.23 Jan 2012 Hiring Rate 29.4% = $2,071.30 May 2007 Hiring Rate 23.3% = $1,972.67 June 2006 Hiring Rate 9.4% = $1,751.17 Avg. Hiring Rate 10% YGS Level II Pay Band F

  6. $1,825.86 $1,939.58 $2,133.50 $2,346.92 $2,424.50 $3,227.00 $2,581.58 $2,933.67 $2,666.92 $1,544.17 $1,760.17 $1,936.17 $1,600.17 Pay Band E YGS Level I 18.2% Pay Band F $2,071.30 Level II 29.4% Pay Band G $2,278.58 Level III 29.5% Pay Band H $2,506.43 Level IV 29.5%

  7. Continuous Service Incentive Plan: • A continuous service incentive plan would enable OJA to promote continuous service within the first two years of employment as a JS or PO. • The first payment may occur after the first six (6) months of service; the last payment may occur after two (2) years. • Total payment may not exceed $2500 in any 12-month period.

  8. Continuous Service Incentive Plan: Total cost during the initial two (2) year period $96K $120K $180K A B C Proposals: Incentive payment after 6 months $200 $250 $500 Incentive payment after 12 months $400 $500 $750 Incentive payment after 2 years $600$750$1000 $1200 $1500 $2250 Cost to the Agency during the first year (approx. 80 JS’s hired per FY) $48K $60K $100K Assuming all 80 JS’s hired the first year remain employed two (2) full years Cost to the Agency during the second year $48K $60K $80K

  9. Sign-On Incentive Plan: A sign-on pay incentive would enable OJA to recruit individuals by offering one lump-sum payment or two equal payments during the first six (6) months of employment. The incentive may not exceed $5,000. Proposals: Incentive payment up-front $ 250 $500 Incentive payment after 6 months $ 250$500 $ 500 $1,000 Cost to the Agency during the first Year (approx. 80 JS’s hired per FY) $40K $80K Catch: Each individual must sign an agreement to repay the entire incentive if he/she leaves OJA within one year after receiving the pay incentive.

  10. Recruitment and Retention Options: • Increase Salaries and the Hiring Rate • Increase Shift Differential • Increase Promotional Percentages • Implement Continuous Service Incentive Plan • Implement Sign-on Incentive Plan • Provide Tuition Reimbursement

  11. Youth Guidance Specialists (YGS)Employee Retention/Turnover Rates 21.5% 13%

  12. Youth Guidance Specialists (YGS)Staff Shortages/Vacancy Rates Vacancies = Recruitment + Retention • Effort • Economy • Salary/Benefits • Applicant Pool • Effort • Economy • Salary/Benefits • Job Satisfaction • Working Conditions

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