1. State of Washington [Enter Agency Name Here] Human Resource Management Report Develop Workforce Reinforce Performance Deploy Workforce Plan & Align Workforce Hire Workforce [Note: This is the standard format provided by OSHRD/OFM as of June 2012. Agencies may customize or supplement this format to meet unique needs, as long as the minimum information shown in this format is included.]

2. [Enter Agency Name] 2 Plan & Align Workforce Deploy Workforce Develop Workforce Hire Workforce Reinforce Performance Managers Human Resource Management accountabilities are articulated. Workforce planning is administered. Human Resource policies are in place. Job classes and salaries are assigned. Qualified candidate pools. On- boarding activities are in place. Interviews & reference checks are conducted. Perf monitoring procedures are in place. Job offers & appointments are made. Work assignments and requirements are defined. Coaching and feedback is provided. A positive workplace environment is created Individual development plans are current. Time/resources are designated for training. Individual skill assessments are done. A continuous learning environment is created. Clear performance expectations are linked to goals & measures. Regular performance appraisals are conducted. Recognition is given. Discipline is administered. Managers Human Resource Management (HRM) accountabilities are understood. Staffing levels and competencies are aligned with agency priorities. Best candidates are hired and reviewed during the appointment period. Employees are oriented to their job. Successful performers are retained. Workplace is safe, fosters productive relations and encourages perf. Employees know job requirements and how they are performing. Employees are supported. Employees have access to formal and informal learning opportunities. Employees are engaged in developmental opportunities and seek to learn. Employees know how their performance contributes to the success of organization. Strong performance is rewarded; poor performance is addressed. A strong foundation is in place to build and sustain a productive, high performing workforce. The right people are in the right job at the right time. Time and talent is used effectively. Employees are motivated, engaged and productive. Employees have competencies for present job and career advancement. Successful perf is differentiated & strengthened. Employees are held accountable. Employees are committed to the work they do & the goals of the organization. Productive, successful employees are retained. State government has workforce depth & breadth needed for present and future success. Agencies are better enabled to successfully carry out their mission and citizens receive efficient government services. OutputsInitial OutcomesIntermediate Outcomes Ultimate Outcomes Logic Model: Managers Accountability for Workforce Management

3. 3 Executive Summary [Enter Agency Name]

4. 4 Plan & Align Workforce Outcomes: Managers Human Resource Management (HRM) accountabilities are understood. Staffing levels and competencies are aligned with agency priorities. A strong foundation is in place to build & sustain a productive, high performing workforce. Performance Measures: Management profile Percent employees with current position/ competency descriptions Analysis: WMS Control Point: [XXX] [XXX] Action Steps: (What, by whom, by when) [XXX] # of WMS Employees: [xx] % of agency workforce that is WMS: [x.x ]% # of Managers*: [xx] % of agency workforce that is Managers*: [x.x]% * Management Type coded as Manager (includes EMS, WMS and WGS) Management Profile Data as of [mm/yy] Source: [Enter Data Source] Data Time Period: 7/2011 through 6/2012 Agency Priority: [High/Medium/Low] [DOUBLE CLICK CHARTS TO ENTER AGENCY DATA] Management[xxx] Consultant [xxx] Policy [xxx] Not Assigned [xxx] WMS Management Type

5. [Enter Agency Name] 5 Analysis: [XXX] Action Steps: (What, by whom, by when) [XXX] Plan & Align Workforce Outcomes: Managers Human Resource Management (HRM) accountabilities are understood. Staffing levels and competencies are aligned with agency priorities. A strong foundation is in place to build & sustain a productive, high performing workforce. Performance Measures: Management profile Percent employees with current position/ competency descriptions % Employees with current position/competency descriptions = [XX]%* Current Position/Competency Descriptions *Based on [XXX] of [XXX] reported employee count Applies to employees in permanent positions, both WMS & WGS Data as of [mm/yy] Source: [Enter Data Source] Agency Priority: [High/Medium/Low]

6. [Enter Agency Name] 6 Hire Workforce Outcomes: Best candidates are hired and reviewed during the appointment period. Employees are oriented to their job. Successful performers are retained. The right people are in the right job at the right time. Performance Measures Time-to-hire vacancies Candidate quality Hiring Balance (proportion of appointment types) Separations during review period Analysis: [XXX] Action Steps: (What, by whom, by when) [XXX] Time-to-Hire Funded Vacancies Average number of days to hire*: [XXX] # of vacancies filled: [XXX] *Equals # of days from the date the hiring supervisor informs the agency HR Office to start the process to fill the position, to the date the job offer is accepted. Candidate Quality Of the candidates interviewed for vacancies, how many had the competencies (knowledge, skills & abilities) needed to perform the job? Number = [XXX] Percentage = [XXX]% Of the candidates interviewed, were hiring managers able to hire the best candidate for the job? Hiring managers indicating yes: Number = [XXX] Percentage = [XXX]% Hiring managers indicating no: Number = [XXX] Percentage = [XXX]% Time-to-Hire / Candidate Quality Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] Agency Priority: [High/Medium/Low]

7. [Enter Agency Name] 7 Analysis: [XXX] Action Steps: (What, by whom, by when) [XXX] Total number of appointments = [XXX] Includes permanent or intent to become permanent appointments only Separations During Review Period Probationary separations - Voluntary[xxx] Probationary separations - Involuntary[xxx] Total Probationary Separations[xxx] Trial Service separations - Voluntary[xxx] Trial Service separations - Involuntary[xxx] Total Trial Service Separations[xxx] Total Separations During Review Period[xxx] Hire Workforce Outcomes: Best candidates are hired and reviewed during the appointment period. Employees are oriented to their job. Successful performers are retained. The right people are in the right job at the right time. Performance Measures Time-to-hire vacancies Candidate quality Hiring Balance (proportion of appointment types) Separations during review period Hiring Balance / Separations During Review Period [SAMPLE DATA ONLY. DOUBLE CLICK CHART TO ENTER AGENCY DATA] Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] Agency Priority: [High/Medium/Low]

8. [Enter Agency Name] 8 Deploy Workforce Outcomes: Workplace is safe, fosters productive relations and encourages performance. Employees know job requirements and how they are performing. Employees are supported. Time and talent is used effectively. Employees are motivated, productive and engaged. Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes) Analysis: [XXX] Action Steps: (What, by whom, by when) [XXX] % Employees with current performance expectations = [XXX]%* Current Performance Expectations *Based on [XXX] of [XXX] reported employee count Applies to employees in permanent positions, both WMS & WGS Data as of [mm/yy] Source: [Enter Data Source] Agency Priority: [High/Medium/Low]

9. [Enter Agency Name] 9 Analysis: [XXX] Action Steps: (What, by whom, by when) [XXX] Overtime Usage Deploy Workforce Outcomes: Workplace is safe, fosters productive relations and encourages performance. Employees know job requirements and how they are performing. Employees are supported. Time and talent is used effectively. Employees are motivated, productive and engaged.. Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes) Overall agency avg overtime usage – per capita, per month: [XXX]** Overall agency avg employees receiving overtime per month: [XXX]%** [DOUBLE CLICK CHARTS TO ENTER AGENCY DATA] **Overall agency avg overtime usage – per capita, per month = sum of monthly OT averages / # months **Overall agency avg employees receiving overtime per month = sum of monthly OT percentages / # months Permanent & Non-permanent Employees Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] Agency Priority: [High/Medium/Low] [DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]

10. [Enter Agency Name] 10 Analysis: [XXX] Action Steps: (What, by whom, by when) [XXX] Sick Leave Hrs Used / Sick Leave Balance (per capita) * Statewide data does not include DOL, DOR, L&I, and LCB Sick Leave Usage Deploy Workforce Outcomes: Workplace is safe, fosters productive relations and encourages performance. Employees know job requirements and how they are performing. Employees are supported. Time and talent is used effectively. Employees are motivated, productive and engaged.. Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes) Average SL Hrs Used (per capita) - Agency Average SL Hrs Balance (per capita) - Agency [XX] Hrs [DOUBLE CLICK CHART TO ENTER AGENCY DATA] Permanent & Non-permanent Employees Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] Agency Priority: [High/Medium/Low]

11. [Enter Agency Name] 11 Non-Disciplinary Grievances (represented employees) Analysis: [XXX] Action Steps: (What, by whom, by when) [XXX] [DOUBLE CLICK CHART TO ENTER AGENCY DATA] Non-Disciplinary Grievance Disposition* (Outcomes determined during time period listed below) [XXX] * There may not be a one-to-one correlation between the number of grievances filed (shown top of page) and the outcomes determined during this time period. The time lag between filing date and when a decision is rendered can cross the time periods indicated. Deploy Workforce Outcomes: Workplace is safe, fosters productive relations and encourages performance. Employees know job requirements and how they are performing. Employees are supported. Time and talent is used effectively. Employees are motivated, productive and engaged. Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes) Top Five Non-Disciplinary Grievance Types (i.e., Compensation, Overtime, Leave, etc) Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] Total Non-Disciplinary Grievances = [XX] Grievance Type # Grievances 1. [XX][XX] 2. [XX][XX] 3. [XX][XX] 4. [XX][XX] 5. [XX][XX] Agency Priority: [High/Medium/Low]

12. Non-Disciplinary Appeals (mostly non-represented employees) Filings for OSHRD Directors Review [XX] Job classification [XX] Rule violation [XX] Name removal from Layoff List [XX] Exam results or name removal from applicant/candidate pool, if OSHRD did assessment [XX] Remedial action [XX] Total filings Filings with Personnel Resources Board [XX] Job classification [XX] Other exceptions to Director Review [XX] Layoff [XX] Disability separation [XX] Non-disciplinary separation [XX] Total filings Non-Disciplinary appeals only are shown above. There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The time lag between filing date and when a decision is rendered can cross the time periods indicated. Deploy Workforce Outcomes: Workplace is safe, fosters productive relations and encourages performance. Employees know job requirements and how they are performing. Employees are supported. Time and talent is used effectively. Employees are motivated, productive and engaged. Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes) [SAMPLE DATA ONLY. DOUBLE CLICK CHARTS TO ENTER AGENCY DATA] Data Time Period: [mm/yy] through [mm/yy] Source: Department of Personnel Total outcomes = [XX] Agency Priority: [High/Medium/Low] 12 [Enter Agency Name]

13. 13 Develop Workforce Outcomes: Employees have access to formal and informal learning opportunities. Employees are engaged in developmental opportunities and seek to learn. Employees have competencies for present job and career advancement. Performance Measures Percent employees with current individual development plans Analysis: [XXX] Action Steps: (What, by whom, by when) [XXX] % of Employees with current individual development plans = [XX]%* Individual Development Plans *Based on [XXX] of [XXX] reported employee count Employees in permanent positions, both WMS & WGS Data as of [mm/yy] Source: [Enter Data Source] Agency Priority: [High/Medium/Low]

14. [Enter Agency Name] 14 Reinforce Performance Outcomes: Employees know how their performance contributes to the success of the organization. Strong performance is rewarded; poor performance is addressed. Successful performance is differentiated and strengthened. Employees are held accountable. Performance Measures Percent employees with current performance evaluations Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes) Analysis: [XXX] Action Steps: (What, by whom, by when) [XXX] % of Employees with current performance evaluations = [XX]%* Current Performance Evaluations *Based on [XXX] of [XXX] reported employee count Employees in permanent positions, both WMS & WGS Data as of [mm/yy] Source: [Enter Data Source] Agency Priority: [High/Medium/Low]

15. [Enter Agency Name] 15 Disciplinary Actions Taken Issues Leading to Disciplinary Action [XXX] Analysis: [XXX] Action Steps: (What, by whom, by when) [XXX] * Reduction in Pay is agency tracked Disciplinary Action Type# of Actions Dismissals[XXX] Demotions[XXX] Suspensions[XXX] Reduction in Pay*[XXX] Total Disciplinary Actions*[XXX] Reinforce Performance Outcomes: Employees know how their performance contributes to the success of the organization. Strong performance is rewarded; poor performance is addressed. Successful performance is differentiated and strengthened. Employees are held accountable. Performance Measures Percent employees with current performance evaluations Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes) Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] Agency Priority: [High/Medium/Low]

16. [Enter Agency Name] 16 Disciplinary Grievances (Represented Employees) Disposition (Outcomes) of Disciplinary Grievances [XXX] Total # Disciplinary Grievances Filed: [XX] Disposition (Outcomes) of Disciplinary Appeals* There is no one-to-one correlation between the filings shown above and the outcomes displayed in the charts below. The time lag between filing date and when a decision is rendered can cross the time periods indicated. Disciplinary Grievances and Appeals Disciplinary Appeals (Non-Represented Employees filed with Personnel Resources Board) [XX] Dismissal [XX] Demotion [XX] Suspension [XX] Pay Reduction [XX] Other [XX] Total Disciplinary Appeals Filed with PRB Reinforce Performance Outcomes: Employees know how their performance contributes to the success of the organization. Strong performance is rewarded; poor performance is addressed. Successful performance is differentiated and strengthened. Employees are held accountable. Performance Measures Percent employees with current performance evaluations Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes) *Outcomes issued by Personnel Resources Board [DOUBLE CLICK CHART TO ENTER AGENCY DATA] [SAMPLE DATA ONLY. DOUBLE CLICK CHART TO ENTER AGENCY DATA] Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] Agency Priority: [High/Medium/Low]

17. [Enter Agency Name] 17 Analysis: [XXX] Action Steps: (What, by whom, by when) [XXX] Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] Includes employees in permanent or intent to become permanent appointment status only. Turnover Rates Total Turnover Actions: [xx] Total % Turnover: [xx]% ULTIMATE OUTCOMES Employees are committed to the work they do and the goals of the organization. Productive, successful employees are retained. State government has workforce depth and breadth needed for present and future success. Performance Measures Turnover rates and types Workforce Diversity Profile Employee Survey Information Total % Turnover (leaving state service) [DOUBLE CLICK CHART TO ENTER AGENCY DATA] Agency Priority: [High/Medium/Low]

18. [Enter Agency Name] 18 Workforce Diversity Profile ULTIMATE OUTCOMES Employees are committed to the work they do and the goals of the organization Productive, successful employees are retained State government has workforce depth and breadth needed for present and future success Performance Measures Turnover rates and types Workforce Diversity Profile Employee Survey Information Permanent & Non-Permanent Employees Data as of [mm/yy] Source: [Enter Data Source] Agency Priority: [High/Medium/Low] Impact of Prior Strategies: What happened as a result of the affirmative action strategies detailed in the last approved affirmative action plan or update? [XXX] Key Current Issues: What are the key affirmative action issues that the agency or institution intends to address moving forward? [XXX] Future Strategies: What are the agencys or institutions primary strategies to address these key issues? [XXX] [DOUBLE CLICK CHART TO ENTER AGENCY DATA] June 30, 2011June 30, 2012 CountPctCountPct Total Headcount Female Persons with Disabilities Vietnam Era Veterans Disabled Veterans Persons 40 and older Persons of Color African American Hispanic/Latino American Indian/Alaskan Native Asian/Pacific Islander

19. [Enter Agency Name] 19 State Employee Survey ULTIMATE OUTCOMES Employees are committed to the work they do and the goals of the organization Productive, successful employees are retained State government has workforce depth and breadth needed for present and future success Performance Measures Turnover rates and types Workforce Diversity Profile Employee Survey Information Data as of: [xx/xx/xxxx] Source: Statewide Employee Survey Analysis: [XXX] Number of survey responses: [XX] [XX] [XX] [XX] Question Avg 2006 Avg 2007 Avg 2009 Avg 2011 1) I have the opportunity to give input on decisions affecting my work. 2) I receive the information I need to do my job effectively. 3) I know how my work contributes to the goals of my agency. 4) I know what is expected of me at work. 5) I have opportunities at work to learn and grow. 6) I have the tools and resources I need to do my job effectively. 7) My supervisor treats me with dignity and respect. 8) My supervisor gives me ongoing feedback that helps me improve my performance. 9) I receive recognition for a job well done. 10) My performance evaluation provides me with meaningful information about my performance. 11) My supervisor holds me and my co-workers accountable for performance. 12) I know how my agency measures its success. 13) My agency consistently demonstrates support for a diverse workforce. 14) I receive clear information about changes being made within the agency. 15) I am encouraged to come up with better ways of doing things. 16) In general, Im satisfied with my job.