Bill Text: HI SCR55 | 2013 | Regular Session | Introduced

Hawaii Senate Concurrent Resolution 55 (Prior Session Legislation)

Introduced

Bill Title: State Employees; Ten-Year Attrition and Development Plan

Spectrum: Partisan Bill (Democrat 7-0)

Status: (Introduced - Dead) 2013-03-12 - Referred to JDL, WAM. [SCR55 Detail]

Download: Hawaii-2013-SCR55-Introduced.html

THE SENATE	S.C.R. NO.	55
TWENTY-SEVENTH LEGISLATURE, 2013
STATE OF HAWAII

SENATE CONCURRENT

RESOLUTION

REQUESTING THE DEPARTMENT OF LABOR AND INDUSTRIAL RELATIONS AND THE DEPARTMENT OF HUMAN RESOURCES DEVELOPMENT TO DEVELOP A TEN-YEAR ATTRITION AND DEVELOPMENT PLAN FOR state EMPLOYEES.

WHEREAS, the Department of Labor and Industrial Relations has attempted to remain relevant and responsive to Hawaii's labor needs by periodically determining "shortage categories" in key industries; and

WHEREAS, the Department of Labor and Industrial Relations endeavors to develop timely and informed resources by creating mechanisms, such as skill panels, to discuss and identify skills lacking in the current workforce; and

WHEREAS, the Legislature and Governor's Administration are currently attempting to shift the economic makeup of the State to increase solvency and resistance to economic crisis; and

WHEREAS, the role of government in this initiative will likely shift in response to the needs of the private sector and Hawaii's citizens; and

WHEREAS, to execute new policy and direction, state employees will require new skill sets, a thorough understanding of new regulatory paradigms, experience, and responsiveness to industry and public needs; and

WHEREAS, the mission of the Department of Human Resources Development is to "provide timely and responsive leadership, resources, and services to fully support the State in the recruitment, management, and retention of a high-performing workforce"; and

WHEREAS, the Department of Human Resources Development maintains strict minimum requirements to ensure a quality state workforce; and

WHEREAS, these minimum qualifications act, in some ways, as a deterrent to the recruitment of young professionals by setting experience requirements achievable only by employees who have been in the workforce for an extended period of time; and

WHEREAS, an entire generation known as the "baby boomers" are approaching retirement age and possess a wealth of institutional knowledge; and

WHEREAS, the development of a young professional core will bridge the gap between workforce generations and ensure the retention and perpetuation of institutional knowledge; and

WHEREAS, current continuity of operations planning focuses heavily on maintaining state operations during natural disasters and does not effectively focus on long-term staff attrition; and

WHEREAS, the Legislature, Governor's Administration, and the citizens of the State are all striving to create a skilled, efficient, and open government; and

WHEREAS, a highly trained state workforce will promote public trust by developing individuals who can be responsive to business and the public alike, as well as establish peace of mind in our citizen base with the knowledge that their government employees are highly trained and qualified; and

WHEREAS, a government of the people should be staffed and maintained by employees representative of the diversity of its citizens; now, therefore,

BE IT RESOLVED by the Senate of the Twenty-seventh Legislature of the State of Hawaii, Regular Session of 2013, the House of Representatives concurring, that the Director of Labor and Industrial Relations and the Director of Human Resources Development are requested to submit a ten-year attrition and development plan for state employees to the Legislature to provide for the continued operation of government for the ten-year period beginning 2015 and ending 2025; and

BE IT FURTHER RESOLVED that the development of this ten-year attrition and development plan for state employees is requested to include:

(1) State employee feedback;

(2) Identification of key shortage positions;

(3) Attrition plans for positions whose services may become automated;

(4) Development of basic curricula for new state employees;

(5) Partnership and feedback from agencies and entities that may be affected, including but not limited to the Department of Budget and Finance, University of Hawaii, and the Hawaii Government Employees Association;

(6) Review of union consultation and negotiation procedures;

(7) Analysis of succession planning for management positions, including an analysis of how succession planning can be incorporated in performance evaluations;

(8) Identification of current key competencies by position and evaluation of the relevance of the skill moving forward;

(9) Identification, by position, of key competencies currently lacking and necessary for future implementation of government;

(10) Identification of the demographics of the current state workforce and potential demographic changes between 2015 and 2025;

(11) Analysis of the projected retirement of the current state workforce;

(12) Recruitment efforts to assure a diverse state workforce;

(13) Analysis of training and professional development opportunities to encourage retention;

(14) Analysis of current state employee compensation by categories and a comparison with the private sector and other states, including an analysis of the differences in cost-of-living between Hawaii and other states;

(15) Review of alternate compensation methods, including but not limited to long-term and graduated benefit increases; and

(16) Recommendations to keep state employee salary and benefits competitive with the private sector and other states; and

BE IT FURTHER RESOLVED that a report on the progress of the ten-year attrition and development plan for state employees be submitted to the Legislature no later than thirty days prior to the convening of the Regular Session of 2014, and a final report containing the plan be submitted to the Legislature no later than twenty days prior to the convening of the Regular Session of 2015; and

BE IT FURTHER RESOLVED that certified copies of this Concurrent Resolution be transmitted to the Governor, Director of Labor and Industrial Relations, and Director of Human Resources Development.