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State of Washington

[Enter Agency Name Here]


Plan & Align Workforce Deploy Workforce Develop Workforce Reinforce Performance

Human Resource Management Report

Hire Workforce

Report Submitted Date: [mm/yy]

[Note: This is the standard format provided by DOP as of August 2010. Agencies may customize or supplement this format to meet unique needs, as long as the minimum information shown in this format is included.]

[Enter Agency Name]

Managers Logic Model for Workforce Management


Outputs Articulation of managers HRM accountabilities. HR policies. Workforce planning. Job classes & salaries assigned. Initial Outcomes Managers understand HRM accountabilities. Jobs, staffing levels, & competencies aligned with agency priorities. Intermediate Outcomes Foundation is in place to build and sustain a productive, high performing workforce.

Plan & Align Workforce

Hire Workforce

Qualified candidate pools, interviews & reference checks. Job offers. Appointments & performance monitoring.

Best candidate hired & reviewed during appointment period. Successful performers retained.

The right people are in the right job at the right time.

Ultimate Outcomes Employees are committed to the work they do & the goals of the organization Productive, successful employees are retained State has workforce depth & breadth needed for present and future success

Deploy Workforce

Work assignments & requirements defined. Positive workplace environment created. Coaching, feedback, corrections.

Workplace is safe, gives capacity to perform, & fosters productive relations. Staff know job rqmts, how theyre doing, & are supported.

Time & talent is used effectively. Employees are motivated & productive.

Develop Workforce

Individual development plans. Time/ resources for training. Continuous learning environment created.

Learning environment created. Employees are engaged in development opportunities & seek to learn.

Employees have competencies for present job & career advancement Agencies are better enabled to successfully carry out their mission. The citizens receive efficient government services.

Reinforce Performance

Clear performance expectations linked to original goals & measures. Regular performance appraisals. Recognition. Discipline.

Employees know how performance contributes to success of orgn. Strong performance rewarded; poor performance eliminated

Successful perf is differentiated & strengthened. Employees are held accountable. 2

Executive Summary
Performance Measure PLAN & ALIGN WORKFORCE Status Action Priority
a b
e

[Enter Agency Name]


Comments

Management profile
HIRE WORKFORCE

[X.X%] = Managers; [X.X%] = WMS only [X.X%] [X.X] avg days to hire (of [XX] vacancies filled) [X.X%] cand. interviewed had competencies needed [X.X%] mgrs said they were able to hire best candidate

WMS control point = [X.X%]

% employees with current position/competency descriptions Average Time to Hire Funded Vacancies Candidate quality ratings
c c

Hiring balance (% types of appointments)

[XX%] promo; [XX%] new hires; [XX%] transfers; [XX%]


c

# of separations during post-hire review period


DEPLOY WORKFORCE

from layoff list; [XX%] other [XX]


b c

% Employees with current performance expectations Sick leave usage: (monthly average) c # of non-disciplinary grievances
DEVELOP WORKFORCE
c c

[X.X%] [X.X] hours (per capita) [XX] grievances [XX] appeals, [XX] Directors Reviews [X.X%] [X.X%] [XX] [XX] grievances; [XX] appeals [X.X%] [XX%] female; [XX%] persons of color; [XX%] 40+; [XX%] persons with disabilities

Overtime usage: (monthly average for those eligible for OT) [X.X] hours (per capita); [X.X%] of EEs receiving OT

# of non-disciplinary appeals & Dirs Reviews filed % Employees with current individual training plans
REINFORCE PERFORMANCE

% Employees with current performance evaluations # of formal disciplinary actions taken


ULTIMATE OUTCOMES
c c

# of disciplinary grievances and appeals filed

Turnover percentages (leaving state service) c Diversity Profile


a

Employee survey overall average rating


a) Data as of 6/30/10

[X.X] overall average, [XX] survey responses

b) Data as of 6/30/10 or agency may use more current date (if so, please note in the Comments section) c) Data from 7/1/09 through 6/30/10 d) Data as of November 2009 State Employee Survey e) Action Priority: H=High, M=Medium, L=Low For those measures that have Action Steps.

[Enter Agency Name]

Plan & Align Workforce


Outcomes: Managers understand workforce management accountabilities. Jobs and competencies are defined and aligned with business priorities. verall foundation is in place to build & sustain a high performing workforce.

Management Profile
Agency Priority: [High/Medium/Low]

# 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 GS)

Analysis:  WMS Control Point: [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX] Action Steps: (What, by whom, by when)  [XXX]  [XXX]  [XXX]

Washington Management Ser ice Headcount Trend


1 # WMS Employees (Headcount) 1 1 1 1 1 0 0 0 0 0 Nov-09 ul-09 Aug-09 an-10 Apr-10 May-10 ep-09 eb-10 Mar-10 Oct-09 ec-09 un-10

Data Time Period: 7/2009 through 6/2010

[DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]

Management profile Percent employees with current position/ competency descriptions

WMS Management Type Management Consultant Policy Not Assigned [xxx] [xxx] [xxx] [xxx]
Managemen t 25% Policy 25%

Consultant 25%

Data as of [mm/yy] Source: [Enter Data Source]

Performance Measures:

Not assigned 25%

[Enter Agency Name]

Plan & Align Workforce


Outcomes: Managers understand workforce management accountabilities. Jobs and competencies are defined and aligned with business priorities. verall foundation is in place to build & sustain a high performing workforce.

Current Position/Competency Descriptions


Agency Priority: [High/Medium/Low]

Analysis:  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX] Action Steps: (What, by whom, by when)  [XXX]  [XXX]  [XXX]

% Employees with current position/competency descriptions = [XX]%*


*Based on [XXX] of [XXX] reported employee count Applies to employees in permanent positions, both WMS & GS

Performance Measures: Management profile Percent employees with current position/ competency descriptions

Data as of [mm/yy] Source: [Enter Data Source]

[Enter Agency Name]

Hire Workforce
Outcomes: Best candidates are hired and reviewed during appointment period. The right people are in the right job at the right time.

Time-to-Hire / Candidate Quality


Agency Priority: [High/Medium/Low]

Time-to-Hire Funded Vacancies Average number of days to hire*: # of vacancies filled: [XXX] [XXX]

Analysis:  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX] Action Steps: (What, by whom, by when)  [XXX]  [XXX]  [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.
Agency Priority: [High/Medium/Low]

Candidate Quality
Performance Measures Time-to-hire vacancies Candidate quality Hiring Balance (proportion of appointment types) Separation during review period

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]%

Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]

[Enter Agency Name]

Hire Workforce
Outcomes: Best candidates are hired and reviewed during appointment period. The right people are in the right job at the right time.

Hiring Balance / Separations During Review Period


Agency Priority: [High/Medium/Low]

Analysis:  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]


Transfers 20%

ypes of
Promotions 20%

ppointments

[SAMPLE DATA ONLY. DOUBLE CLICK CHART TO ENTER AGENCY DATA]


New Hires 20%

Hires from Layoff List 20%

 [XXX] Action Steps: (What, by whom, by when)  [XXX]  [XXX]

Performance Measures Time-to-hire vacancies Candidate quality Hiring Balance (proportion of appointment types) Separation during review period Total number of appointments = [XXX]*
Includes permanent or intent to become permanent appointments only

Other Appts 20%

 [XXX]

Agency Priority: [High/Medium/Low]

Separation During Review Period


Probationary separations - Voluntary Probationary separations - Involuntary Total Probationary Separations Trial Service separations - Voluntary Trial Service separations - Involuntary Total Trial Service Separations Total Separations During Review Period Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] [xxx] [xxx] [xxx] [xxx] [xxx] [xxx] [xxx]

[Enter Agency Name]

Deploy Workforce
Outcomes: Staff know job expectations, how theyre doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are motivated.

Current Performance Expectations


Agency Priority: [High/Medium/Low]

Analysis:  [XXX]  [XXX]  [XXX]

% Employees with current performance expectations = [XXX]%*


*Based on [XXX] of [XXX] reported employee count Applies to employees in permanent positions, both WMS & GS

 [XXX]  [XXX]  [XXX]  [XXX] Action Steps: (What, by whom, by when)  [XXX]  [XXX]  [XXX]

Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)

Data as of [mm/yy] Source: [Enter Data Source]

[Enter Agency Name]

Deploy Workforce
Outcomes: Staff know job expectations, how theyre doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are motivated.

Overtime Usage
Agency Priority: [High/Medium/Low]
7 Average OT Hours 6 5 4 3 2 1 Aug-09 Sep-09 Nov-09 Dec-09 Feb-10 Mar-10 Apr-10 0 Jul-09 Oct-09 Jan-10 May-10 Jun-10

Average Overtime (per capita) * of those Eligible



Avg OT Hrs - Agency Avg OT Hrs - Statewide
n

Overtime Cost
ay A r

**Overall agency avg overtime usage per capita, per month = sum of monthly OT averages / # months

Percent Employees

Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)

% Employees Receiving Overtime * of those Eligible 40%


35% 30% 25% 20% 15% 10% 5% 0% Aug-09 Jul-09

Analysis:  [XXX]  [XXX]  [XXX]

[DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]

 [XXX]  [XXX] Action Steps: (What, by whom, by when)  [XXX]  [XXX]  [XXX]

Sep-09

Oct-09

Apr-10

May-10

Mar-10

Nov-09

Dec-09

Jan-10

Pct EE's w/OT - Agency

Pct EE's w/OT - Statewide

Overall agency avg employees receiving overtime per month: [XXX]%**


**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]

Feb-10

Jun-10

Overall agency avg overtime usage per capita, per month: [XXX]**

  

A g

 

 

 

[DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]

an ec

ct

ar

 

[DOUBLE CLICK CHARTS TO ENTER AGENCY DATA]

[Enter Agency Name]

Deploy Workforce
Outcomes: Staff know job expectations, how theyre doing, & are supported.

Sick Leave Usage


Agency Priority: [High/Medium/Low]

Analysis:  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]

Average Sick Leave Used (per capita)


9 8 7 6 Avg Hours 5 4 3

Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are motivated.

[DOUBLE CLICK CHART TO ENTER AGENCY DATA]

 [XXX]  [XXX] Action Steps: (What, by whom, by when)

 [XXX]
1 May-10 Aug-09 Sep-09 Feb-10 Nov-09 0 Jul-09 Dec-09 Oct-09 Jan-10 Mar-10 Jun-10 Apr-10

 [XXX]  [XXX]

Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)

Per capita SL use - Agency

Per capita SL use - Statewide*

* Statewide data does not include DOL, DOR, L&I, and LCB

Sick Leave Hrs Used / Sick Leave Balance (per capita)


Average SL Hrs Used (per capita) - Agency [XX] Hrs Average SL Hrs Balance (per capita) - Agency [XX] Hrs Average SL Hrs Used (per capita) Statewide* 6.5 Hrs Average SL Hrs Balance (per capita) Statewide* 236 Hrs

Permanent & Non-permanent Employees Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]

[Enter Agency Name]

Deploy Workforce
Outcomes: Staff know job expectations, how theyre doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are motivated.

Non-Disciplinary Grievances (represented employees)


Agency Priority: [High/Medium/Low]

Number of Non-Disciplinary Grievances Filed


30 25 20 15 10 5 0

Top Five Non-Disciplinary Grievance Types (i.e., Compensation, Overtime, Leave, etc)

[DOUBLE CLICK CHART TO ENTER AGENCY DATA]

Grievance Type . [XX] 2. [XX] 3. [XX] 4. [XX]

Grievances [XX] [XX] [XX] [XX] [XX]

Nov-09

May-10

Aug-09

Sep-09

Oct-09

Dec-09

Feb-10

Jan-10

Jun-10

Jul-09

Total Non-Disciplinary Grievances = [XX] * 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. Non-Disciplinary Grievance Disposition* (Outcomes determined during time period listed below)  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]

Mar-10

Apr-10

5. [XX]

Analysis:  [XXX]  [XXX]  [XXX]  [XXX] Action Steps: (What, by whom, by when)  [XXX]  [XXX]  [XXX]

Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)

Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]

[Enter Agency Name]

Deploy Workforce
Outcomes: Staff know job expectations, how theyre doing, & are supported. Workplace is safe, gives capacity to perform, & fosters productive relations. Employee time and talent is used effectively. Employees are motivated.

Non-Disciplinary Appeals (mostly non-represented employees)


Agency Priority: [High/Medium/Low]

Filings for DO Directors e ie


[XX] Job classification [XX] Rule violation [XX] Name removal from Layoff List [XX] Exam results or name removal from applicant/candidate pool, if DOP did assessment [XX] Remedial action

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 [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.

Director's
Withdrawn 17%

e ie

O tcomes
Untimely 17%

ersonnel eso rces


Dismissed 17%

oard O tcomes

Performance Measures Percent employees with current performance expectations Overtime usage Sick leave usage Non-disciplinary grievances/appeals filed and disposition (outcomes)

Remanded 17% [SAMPLE DATA ONLY. DOUBLE CLICK CHARTS TO ENTER AGENCY DATA] Modified 17% Withdrawn 17%

Modified 17%

No jurisdiction 17%

Reversed 16%

Affirmed 16%

Reversed 16%

Affirmed 16%

Total outcomes = [XX] Data Time Period: [mm/yy] through [mm/yy] Source: Department of Personnel

Total outcomes = [XX] 2

[Enter Agency Name]

Develop Workforce
Outcomes: A learning environment is created. Employees are engaged in professional development and seek to learn. Employees have competencies needed for present job and future advancement.

Individual Development Plans


Agency Priority: [High/Medium/Low]

Analysis:

% of Employees with current individual development plans = [XX]%*


*Based on [XXX] of [XXX] reported employee count Employees in permanent positions, both WMS & GS

 [XXX]  [XXX]  [XXX] Action Steps: (What, by whom, by when)  [XXX]  [XXX]  [XXX]

Performance Measures Percent employees with current individual development plans

Data as of [mm/yy] Source: [Enter Data Source]

[Enter Agency Name]

Reinforce Performance
Outcomes: Employees know how their performance contributes to the goals of the organization. Strong performance is rewarded; poor performance is eliminated. Successful performance is differentiated and strengthened. Employees are held accountable.

Current Performance Evaluations


Agency Priority: [High/Medium/Low]

Analysis:

% of Employees with current performance evaluations = [XX]%*


*Based on [XXX] of [XXX] reported employee count Employees in permanent positions, both WMS & GS

 [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX] Action Steps: (What, by whom, by when)  [XXX]  [XXX]  [XXX]

Performance Measures Percent employees with current performance evaluations Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes)

Data as of [mm/yy] Source: [Enter Data Source]

[Enter Agency Name]

Reinforce Performance
Outcomes: Employees know how their performance contributes to the goals of the organization. Strong performance is rewarded; poor performance is eliminated. Successful performance is differentiated and strengthened. Employees are held accountable.

Disciplinary Actions Taken


Agency Priority: [High/Medium/Low]

Analysis: Disciplinary Action Type Dismissals Demotions Suspensions Reduction in Pay* Total Disciplinary Actions* * Reduction in Pay is agency tracked Action Steps: (What, by whom, by when)  [XXX] Issues Leading to Disciplinary Action  [XXX]  [XXX]  [XXX] # of Actions [XXX] [XXX] [XXX] [XXX] [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]

Performance Measures Percent employees with current performance evaluations Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes)

 [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]

Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]

[Enter Agency Name]

Reinforce Performance
Outcomes: Employees know how their performance contributes to the goals of the organization. Strong performance is rewarded; poor performance is eliminated. Successful performance is differentiated and strengthened. Employees are held accountable.

Disciplinary Grievances and Appeals


Agency Priority: [High/Medium/Low]

Disciplinary Grievances (Represented Employees)


20 18 16 14 12 10 8 6

Disciplinary Appeals (Non-Represented Employees filed with Personnel Resources Board) [XX] Dismissal [XX] Demotion [XX] Suspension [XX] Pay Reduction

[DOUBLE CLICK CHART TO ENTER AGENCY DATA]

Oct-09

May-10

Sep-09

Aug-09

Nov-09

Jul-09

Dec-09

Feb-10

Mar-10

Jan-10

Apr-10

Jun-10

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. Disposition (Outcomes) of Disciplinary Grievances Disposition (Outcomes) of Disciplinary Appeals*
Withdrawn 17%

Performance Measures Percent employees with current performance evaluations Disciplinary actions and reasons, disciplinary grievances/appeals filed and disposition (outcomes)  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]  [XXX]
#

 [XXX]

*Outcomes issued by Personnel Resources Board Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source] 6

"!

$ % &

[XX] Other [XX] Total Disciplinary Appeals Filed with PRB

Total # Disciplinary Grievances Filed: [XX]

Affirmed 16% Remanded 17% [SAMPLE DATA ONLY. DOUBLE CLICK CHART TO ENTER AGENCY DATA] Reversed 16% ismissed 17% dified 17%

[Enter Agency Name]

ULTIMATE OUTCOMES
Employees are committed to the work they do and the goals of the organization

Turnover Rates
Agency Priority: [High/Medium/Low]

Analysis: Total % Turnover (leaving state service)


120.0%

 [XXX]  [XXX]  [XXX]

100.0%

 [XXX]  [XXX]  [XXX] [DOUBLE CLICK CHART TO ENTER AGENCY DATA]  [XXX] Action Steps: (What, by whom, by when)  [XXX]

Successful, productive employees are retained

80.0%

60.0%

The state has the workforce breadth and depth needed for present and future success

40.0%

20.0%

 [XXX]  [XXX]

0.0% Reti ement Resi nati n Dismissal

Performance Measures Turnover rates and types Turnover rate: key occupational categories (optional) Workforce Diversity Profile Employee Survey Information Total Turnover Actions: [xx] Total % Turnover: [xx]%

Includes employees in permanent or intent to become permanent appointment status only.

Data Time Period: [mm/yy] through [mm/yy] Source: [Enter Data Source]

'

ayoff

Other

[Enter Agency Name]

ULTIMATE OUTCOMES
Employees are committed to the work they do and the goals of the organization

Workforce Diversity Profile


Agency Priority: [High/Medium/Low]
June 30, 2009 Count Total Headcount Female Persons with Disabilities 5 Pct Count June 30, 2010 Pct WA State (Executive Branch)

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]  [XXX] Key Current Issues: What are the key affirmative action issues that the agency or institution intends to address moving forward?  [XXX]  [XXX] Future Strategies: What are the agencys or institutions primary strategies to address these key issues?

3 5

Disabled Veterans Persons Age 4 and older Persons of Color

Hispanic Native American Asian

5 2 6

Turnover rates and types Turnover rate: key occupational categories (optional) Workforce Diversity Profile Employee Survey Information

A Em

yee ( nc

ng

Em

yee

yee

% Em

[DOUBLE CLICK CHART TO ENTER AGENCY DATA]

%3 3

%3 3

%<

28

8 3 86 7

C TF

2 3 22 4

ECD

2 3 26 7

Q R P

7 3 72 4

7 3 76 7

Q SR P

32

GIHC G F

36

ECD

5 3 52 4

CC

Performance Measures

Percent Age Distribution


ny

The state has the workforce breadth and depth needed for present and future success

Black

V U V U V U V

5 3 56 7

Successful, productive employees are retained

Vietnam-Era Veterans

V U V V

 [XXX]  [XXX]

3 12

B A

9@

Permanent & Non-Permanent Employees Data as of [mm/yy] Source: [Enter Data Source]

[Enter Agency Name]

ULTIMATE OUTCOMES
Employees are committed to the work they do and the goals of the organization

Employee Survey Ratings


Agency Priority: [High/Medium/Low]

Question ) 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. ) I receive recognition for a job well done. ) My performance evaluation provides me with meaningful information about my performance. ) My supervisor holds me and my coworkers accountable for performance. 2) I know how my agency measures its success. 3) My agency consistently demonstrates support for a diverse workforce.

Avg 2006

Avg 2007

Avg 2009

Analysis:  [XXX]  [XXX]  [XXX]  [XXX]  [XXX] Action Steps: (What, by whom, by when)  [XXX]  [XXX]  [XXX]

Successful, productive employees are retained

The state has the workforce breadth and depth needed for present and future success

Performance Measures Turnover rates and types Turnover rate: key occupational categories Workforce Diversity Profile Employee Survey Information

Overall average: [X.X] Number of survey responses: [XX] Data as of November 2009 Source: Statewide Employee Survey

[X.X] [XX]

[X.X] [XX]