Support Services Division HumanResources: Personnel Transactions Recruitment/Retention Compensation and Classification Benefits Grievances Discipline; Pre- Termination Hearings Payroll Safety Officer/Risk ManagementInformationTechnology: 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 WebsiteTraining: 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 CenterOperations: Policy and Procedures HIPAA Education and Compliance Inventory Control/ Asset Management Fleet Management Wireless Communications Mail Services Records Destruction Surplus Property

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

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 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

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

Level II Pay Band F $1, $ 2, $ 2, $2, YGS Level I $1, $ 1, $ 2, $1, % 29.4% Pay Band E Level III Pay Band G $1, $ 2, $ 2, $2, % Level IV Pay Band H $1, $ 2, $ 3, $2, %

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. 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. Continuous Service Incentive Plan:

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 Total cost during the initial two (2) year period $96K $120K $180K ABC

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. Sign-On Incentive Plan: Proposals: Incentive payment up-front $ 250 $500 Incentive payment after 6 months $ 250 $500 $ 500 $1,000 Proposals: Incentive payment up-front $ 250 $500 Incentive payment after 6 months $ 250 $500 $ 500 $1,000 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. Cost to the Agency during the first Year (approx. 80 JS’s hired per FY) $40K $80K Cost to the Agency during the first Year (approx. 80 JS’s hired per FY) $40K $80K

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 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

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

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

Approximately 40 institutional workers are currently enrolled in the program Every OJA employee that completes the institutional orientation program will receive 15 credit hours towards the 64-hour degree Courses will be delivered via telecourses, internet, and correspondence Financial aid is available through the Community College Approximately 40 institutional workers are currently enrolled in the program Every OJA employee that completes the institutional orientation program will receive 15 credit hours towards the 64-hour degree Courses will be delivered via telecourses, internet, and correspondence Financial aid is available through the Community College Tuition Reimbursement: 6 credit hours X $83/credit hour = $498/semester 12 credit hours X $83/credit hour = $996/year Annual cost if 50 JS’s participate: $49,800 Annual cost if 100 JS’s participate: $99,600