1. 1 Workforce Planning Study Doug Leonard Senior Economist Wyoming Department of Employment Research & Planning PO Box 2760 Casper, WY 82602 (307) 473-3811 dleona1@state.wy.us

2. 2 Who We Are & What We Do We compile, analyze and disseminate Wyoming employment and wage data We compile, analyze and disseminate Wyoming employment and wage data Analyze labor turnover Analyze labor turnover Produce employment & occupation forecasts Produce employment & occupation forecasts Evaluate programs and policies Evaluate programs and policies Economic impact analyses Economic impact analyses Custom surveys (e.g., community colleges, employer provided benefits) Custom surveys (e.g., community colleges, employer provided benefits) We have access to statewide (including state government) worker wage information from 1992- present We have access to statewide (including state government) worker wage information from 1992- present

3. 3 Examples of state government employee aging and turnover using wage data

4. 4 State government workforce is aging Number more than doubled in nine years

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6. 6 Labor flows: Workers 55 or older Hires: Where did they come from? Exits: Where did they go?

7. 7 Labor flows: Workers <55 years old

8. 8 Why did we do this study (why should you)? Large portion of state employee labor pool nearing retirement – DOE older than most agencies Large portion of state employee labor pool nearing retirement – DOE older than most agencies Wage data are useful but… Wage data are useful but… Can we transfer organizational knowledge? Can we transfer organizational knowledge? Why do employees leave DOE (other than retirement)? Why do employees leave DOE (other than retirement)? What are employee needs with regard to work? What are employee needs with regard to work? How do employees view the work environment? How do employees view the work environment? How likely are employees to leave? How likely are employees to leave? Administrative data + questionnaire Administrative data + questionnaire

9. 9 Data Sources DOE employee master file DOE Employee Questionnaire Statewide employer & worker wage files Workforce Planning Study Driver license file

10. 10 How we did it… Confidential control numbers Confidential control numbers Only one staff member had complete access Only one staff member had complete access Questionnaire test Questionnaire test Multiple mailings during September - October 2006 Multiple mailings during September - October 2006 Follow-up telephone calls Follow-up telephone calls Eight weeks to complete preliminary analysis – response rate 80%+ Eight weeks to complete preliminary analysis – response rate 80%+ A cautionary note on response rates… A cautionary note on response rates…

11. 11 What we found… 32 persons exit from DOE each year – 5 obtain employment in another state agency (1992Q1 – 2006Q1) 32 persons exit from DOE each year – 5 obtain employment in another state agency (1992Q1 – 2006Q1) Agency goals mesh well with individuals goals (high commitment/low role conflict) Agency goals mesh well with individuals goals (high commitment/low role conflict) One-third of workers willing to return to DOE after retirement as a contractor One-third of workers willing to return to DOE after retirement as a contractor 20% of workers willing to return after retirement in another position or agency 20% of workers willing to return after retirement in another position or agency

12. 12 What we found… Management or career advancement training most important to workers <44 years of age Management or career advancement training most important to workers <44 years of age Occupations of concern... Occupations of concern... Employees were the least satisfied with compensation Employees were the least satisfied with compensation 70% of DOE employees leaving in 12 months are female and 58.9% have comparatively low wages 70% of DOE employees leaving in 12 months are female and 58.9% have comparatively low wages

13. 13 What we found… Willingness to train other employees Willingness to train other employees More respect from management More respect from management …speak our minds without fear of reprisal. …speak our minds without fear of reprisal.

14. 14 Future Options Monitor variables over time – satisfaction is time and mood dependent Monitor variables over time – satisfaction is time and mood dependent Better detail is achieved when the data are combined across agencies Better detail is achieved when the data are combined across agencies Combine questionnaire results with administrative data Combine questionnaire results with administrative data Can focus more on controllable factors Can focus more on controllable factors

15. 15 How long does it take? 10 – 12 weeks 10 – 12 weeks Completion time dependent upon: Completion time dependent upon: Number of agencies/employees available for analysis Number of agencies/employees available for analysis Address quality Address quality Availability of standardized information and MOU from other agencies Availability of standardized information and MOU from other agencies We are only as fast as the slowest agency We are only as fast as the slowest agency

16. 16 Coming up next…

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