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The State of Personnel in the State: Updates, Hiring Process, and Vision for the Future

Presented by Teresa C. Smith, Deputy Director for the Bureau of Personnel, this presentation discusses updates on Shakman compliance, exempt positions, general hiring principles, and the current and future state of state hiring. It also covers the process for filling exempt positions, the Governor's intent to fill, certification of appointees, and changes to the exemption list. The presentation highlights the agreed principles for general hiring, the current state process mapping, and the vision for future hiring process improvements.

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The State of Personnel in the State: Updates, Hiring Process, and Vision for the Future

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Presentation Transcript

  1. The State of Personnel in the State Presented by: Teresa C. Smith Deputy Director for the Bureau of Personnel

  2. Agenda • Shakman Update • Exempt Positions • Agreed Principles for General Hiring • State Hiring: Current State/Future State • Testing the Vision

  3. Exempt List/Filling Exempt Positions • Governor’s Office Intent to Fill • Agency Personnel Officers must certify appointees meet the min quals of the position being filled – Box 19! • Sets out process for position status changes • Outlines process for adding/removing positions from Exempt List www.cms.Illinois.gov State Exempt List *Court Order Signed on January 7, 2019

  4. New Process for Filling Exempt Positions • Changes to Exemption List • New Exemptions • New Rescissions • CSC Timeline: February – June, 2019 • Transition Period • Notification to Incumbents • Agency Planning • Updating CMS 104s/System

  5. Agreed Principles for General Hiring Major Highlights: • Competitive Selection • Electronic/Online Employment Application • “Automated” Applicant Screening • CMS issuing interview pools – Broad Pools • CMS approval BEFORE hire

  6. Current State Process Mapping • What have we learned so far? • Does not include Agency Process • Hiring Cycles Range from 150 to 300+ days • Massive Amount of Process Inefficiencies • Little CMS Value Add • Resources Waste

  7. Vision for Future Process

  8. Vision for Future Process

  9. Vision for Future Process

  10. Sample Box 19 • Very Specific to the position • Separate Required versus Desired • Directly Feeds into Online Screening Questions • Tied to Interview Questions

  11. Veterans Preference **Numeric Ranking vs. Categorical Grading https://caselaw.findlaw.com/il-supreme-court/1232331.html

  12. Testing the Vision/Concepts • Mini Pilot Last Fall • Phase: March-September, 2019 • Merit Comp Positions • Surveyed APOs for Positions to test • Approximately 40 positions, 15 Agencies • Continuous Improvement • Stakeholder Engagement

  13. Closing and Questions Contact Information: Teresa C. Smith Deputy Director of Personnel Ph: 217.557.2127Teresa.c.smith@Illinois.gov

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