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Workforce Planning Study

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. Who We Are & What We Do. We compile, analyze and disseminate Wyoming employment and wage data

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Workforce Planning Study

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  1. Workforce Planning Study Doug LeonardSenior EconomistWyoming Department of EmploymentResearch & Planning PO Box 2760Casper, WY 82602 (307) 473-3811 dleona1@state.wy.us

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

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

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

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

  6. Labor flows:Workers <55 years old

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

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

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

  10. What we found… • 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) • 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

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

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

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

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

  15. Coming up next…

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