Next Generation Workforce

Next Generation Workforce

Commonwealth of Kentucky … • a 10 billion $ company… • Responsible for providing • Government Services to its 3.5 Million citizens, 24X7 • 34000 employees, 10 cabinets • $350 Million + in IT spending • About 1450 IT staff

Challenges: • 2008 Retirements • Budget shortfalls • Recruitment difficult • Retention • Old processes, difficult to change • Services cannot be impacted!

Options: • Recruitment – college students, retirees • Internship programs • Leverage partners • Services cannot be impacted!

Next Generation WorkforcePresented to The Commonwealth of KentuckyDigital Government Summit James R Hall Keane, Inc. Director, Role & Career Management, North America April 22, 2008

Current Commonwealth of Kentucky Portfolio • Servicing the Commonwealth since 1998 • Keane has supported most major projects that the Commonwealth has undertaken in the last five years • Projects include: EMARS, Tax Modernization, CTS, HRIS, KEN Upgrade and Infrastructure Consolidation • Approximately 140 consultants assigned within 20 separate agencies across 11 different IT skill categories utilizing and supporting most of the core technologies the Commonwealth has deployed • Keane hires between 50 to 70 consultants per year just to support the Commonwealth’s need for short, intermediate and long-term projects • Areas of expertise include: - Systems Development Services - Microsoft Support Services - Program Management Consulting

Future Workforce Trends • Nearly 40% of U.S. workers are preparing to reduce their involvement in the workplace (Source: ERE.net) • Kentucky unemployment rates are mirroring national unemployment rates of 5.1% (Source: U.S. DOL) • Employers hired approx 17% more graduates from the class of 2007 than from the class of 2006. And even through a slow economy in 2008, there will be an additional hiring increase of 8% for this years’ class. (Source: National Association of Colleges and Employers) • The Next Generation Workforce (also known as Millennials or Gen Y) represent over 70 million people in the U.S., or roughly 20% of the population (Source: Kennedy Information Center) • Generation Y candidates are using less traditional methods to find employment

97% own a computer • 94% own a cell phone • 28% own a blog and 44% read blogs • 75% of college students have a Facebook account Characteristics of Generation Y • Also known as Echo Boomers, Millennials and Gen Why • Eager to learn and impatient to advance in their career • Civic minded, want to make a positive impact on the world around them and to continuously learn • Work to live, not live to work. Work life balance is important to them • Desire team-oriented environment with work that is challenging and interesting • Require regular feedback to know what impact they have on the job

Industry Response to Workforce Trends • Provide options regarding where the work gets done • Enable the ability to work locally, globally and virtually • Alter the way talent is recruited to align with how Gen Y lives and works • Utilize blogging, text messaging and social networking • Develop Campus Recruitment Programs • Create new career paths for employees and • Develop future leaders from within the ranks • Provide internal career mobility to continuously stimulate and energize your talent base • Rotate and promote resources from within • Provides opportunities for individuals to work within an environment enabling productivity and satisfaction

Industry Response to Workforce Trends (continued) • Organize philanthropic efforts • Serves as a way to attract and engage the next generation and • Creates an interest in technology careers • Revamp referral programs… Talent finds talent! • Employees share their success stories with others to attract top talent through Employee Referral Programs • Today, roughly 1/3 of Keane’s COK hires come via employee referral • Provide employees with flexible learning opportunities • Via high quality eLearning content and on-line books to strengthen skills specific to your company’s core set of competencies • Encourage thought leadership • Create opportunities to participate in strategic, project-based initiatives • Provide continual feedback as to the impact the employee is making on the project

Retaining the Next Gen Workforce &Increasing Government Efficiency

Important Attributes of the Next Gen Workforce to Note • Millennial’s do not remember a world without computers and mobile phones. • They want to learn all they can and be ready to move on — even to another career • They are not afraid to express strong opinions and don’t like bureaucracy • They expect multiple forms of connectivity from wherever they are both for personal and work tasks

Important Attributes of the Next Gen Workforce to Note • Tech-literate young people have interacted with technology as long as they can remember, and these tools are very intuitive for them • They expect their employers to provide up-to-date technology that allows them to be more productive • Remote access is essential since these young people want to work from any location, at any time • Instant messages, social networks, blogs, and wikis are the Millennials’ preferred work communication tools

How do you retain these workers?

How do you retain these workers? • Provide the Next Gen Workforce with technology tools that they find intuitive in their day to day use • Supply connectivity devices and remote access to agency applications which enables them to be more productive • Deliver applications that support the multi-faceted communication tools the Next Gen Workforce utilizes • Enhance social networking communications • Support anytime, anywhere communications – “MOBILITY”

How does this benefit Government entities? • Creates efficiencies within the workforce • Enables Government entities to do “More” with “Less” • Reduces cost of service delivery to constituents and internally (Gas) • Increases customer service (Public Safety) • Reduces cycle time for revenue generating activities (Permiting / Licensing / Code Enforcement)

Business Benefits IMPROVED PRODUCTIVITY • More items / day • Reduced re-work • Better vehicle / asset utilization • Downtime converted into productive time COST REDUCTION • Savings in time/expense of travel • Lower back-office support cost • Telecom cost reduction • Inventory reduction • Reduced reliance on overtime IMPROVES EFFICIENCY • Enhances inter-agency collaboration • Real-Time Decision Support • Ad Hoc Emergency Response CUSTOMER SATISFACTION • More professional image • First-time fix • Reduced cycle time INNOVATION / EXCELLENCE • Differentiation in the Government Sector • Greater employee satisfaction and retention Reaping the Benefits of Enterprise Mobility Business Processes with Highest ROI Public Safety Inspections / FFA Traffic Management Case Worker / FFA Fleet Management Collaboration and Workflow Data Capture & Remote Access

Wireless Strategy & Technology Workshop Workflow transformation starts with a facilitated session with your stakeholders and your cellular provider data solutions experts. • Your sponsorship & team’s commitment: • Pre-workshop interviews (One Hour) • Wireless Workshop (Half Day Session) • Presentation of results to team (One Hour) Preparation Workshop Analysis • Pre-workshop teleconference identifies areas of focus and potential stakeholders • Agenda Review • Wireless technology and emerging trends briefing • Review best practices and case studies from similar businesses and organizations • A Data Solution Consultant facilitated initiative discussion • Written and oral presentation of findings • Outline of a potential wireless program

QUESTIONS?

Next Generation Workforce