State personnel news: a news quarterly for and about Georgia state employees [Vol. 21, no. 1 (Feb. 1997)]

VOLUME 21, No. 1

February 1997

Ebersole To Head State Merit System

Gov. Zell Miller has appointed longtime aide Dan Ebersole as the new Commissioner of the State Merit System.
"In a variety of assignments over the years, Dan Ebersole has done an outstanding job for me and the people of Georgia," Gov. Miller said. "His administrative and leadership skills will both benefit and enhance the State Merit System."
Ebersole will begin his new duties in April after the 1997 legislative session. Strategic Development Director Dana Russell was appointed interim commissioner.
Ebersole, 44, has worked with the Governor for more than 18 years. He is currently Senior Executive Assistant to the Governor, having a hand in the development of programs affecting education, economic development, law enforcement, health care and the environment. He is a member of the board of the Georgia Center for

Dan Ebersole
Advanced Telecommunications Technology.
Gov. Miller named Ebersole as Deputy Director of the Office of Planning and Budget in 1990, and

he served in that capacity for the first two years of the Miller Administration, working with the Governor to set budget priorities and policies. He was director of the Georgia Senate Research Office from 1980 until becoming deputy director of OPB. In addition to managing a staff of research analysts, he served as the Senate's in-house budget expert.
He completed a B.A. degree in political science at Temple University and an M.S. at Georgia State University. He and his wife, Sarah, have two children.
Gov. Miller also appointed three new members to the State Personnel Board: Robert Wagner, an Atlanta certified public accountant, Claybon Edwards, a funeral director with Edwards Funeral Home in Fort Valley, and Anne Kaiser of Atlanta, Southeast Director of Marketing and Sales for KPMG Peat Marwick LLP.

Five State Agencies
Plan Shift To New
Discipline System
A new approach to employee discipline designed to maximize employees' sense of responsibility and commitment to the organization will be implemented in at least five state agencies this spring and summer.
The State Merit System, the Office of the Secretary of State and the State Board of Pardons and Paroles already have begun the implementation process for the Discipline Without Punishment system developed by management consultant Dick Grote. The Department of Administrative Services and the Georgia Forestry Commission will begin their implementation process after the legislative session ends.
A human resources and performance management systems specialist, Grote developed his Discipline Without Punishment approach while employed at Frito-Lay. He formed Dallas-based Grote Consulting in 1977 to promote the concept, which has been implemented in both public and private sector businesses. Grote also is an adjunct professor of management at the University of Dallas Graduate School of Management.
"With the new environment in government, agencies are searching for ways to enhance the performance management practices they have in place. They want a single employee discipline system that addresses both classified and unclassified employees," said Diane Schlachter, Ed.D., director of the State Merit System's Train-
(See Discipline, page 2.)

AmeriCare Sets April Launch For Child Development Center

All systems are go to launch the and installing furniture and

new Capitol Hill Child Development equipment," said GBA Assistant

Center in early to mid-April. Lo- Director for Planning R. Bruce

cated in the Pete

MacGregor.

Hackney Parking

Parents are invited

"Given the antici-

Facility, the center to tour the Capitol Hill Child pated excellence

will have space for Development Center during of the provider,

Chattahoochee Tech Wins National Automotive Award--Chattahoochee Technical Institute's 144 children.

an open house scheduled we anticipate a

Automotive Technology Department in Marietta has been named the 1996 first place winner by the American Vocational Association (AVA)/American Automobile Manufacturers Association Industry Planning Council for excellence in automotive service programs. It was the first time a Georgia school has won the award. The school

As anticipated,

Tuesday, March 18,

very minimal role

the Georgia Build-

from 9 a.m.-2 p.m.

for GBA beyond

ing Authority

maintaining the

(GBA) has signed a contract with building. They've got an energetic

received a $10,000 cash award to be used for scholarships in the Automotive Technology Department, as well as AmeriCare Early Learning Centers and well-qualified director, and we

new vehicles to be donated by major automobile manufacturers to be used for study. AVA Executive Director to manage the center.

believe the center is going to be a

Brett Lovejoy commended the Chattahoochee staff "for having achieved such high standards of program quality." "They are in the process of mak- success."

Shown (L-R) are Mark Jones, instructor; John Mack, General Motors and Industry Co-Chair; Dr. Harlon Crimm, ing some modifications to the Director Katherine Garrison has

President, Chattahoochee Tech; Ervin Lott, Automotive Department Chair; and Mike Pounders, instructor.

building, setting up the playground, (See April Launch, page 4)

Page 2

Discipline Without Punishment (from Page 1)

Quality Service Georgia

ing and Organization Development Division, who serves as project coordinator for Discipline Without Punishment implementation.
"We know we want to move the workforce to commitment, and Grote's focus is on commitment, not compliance. The Georgia Performance Management Process (PMP) and Discipline Without Punishment both have as part of their philosophical underpinning a desire for responsible action on the part of the manager and on the part of the employee. The goal for both is to foster commitment to the organization," Schlachter said.
"That was the appeal for agencies, that they see it as an extension of PMP. What PMP didn't address in detail is dealing with the chronic poor performer. It focused on an overall approach. Discipline Without Punishment focuses on what you do when the day-to-day PMP doesn't work. We have to integrate this special discipline system with our current pay-for-performance management system. We will learn through the implementation teams and through the agencies' trainers how we need to link them up.
"For example, the Georgia PMP talks about coaching as part of the PMP cycle. In Discipline Without Punishment, coaching also has a special role. What are the similarities and differences in these kinds of coaching? Both are part of a continuum to build superior performance."
The supervisor first follows spe-

cific steps to determine if training or job reengineering is needed to eliminate lapses in performance. If a problem continues, the supervisor uses an intensive coaching process to close the gap between actual and desired performance. The supervisor moves into formal disciplinary action only if there is no positive change in the employee.
The disciplinary phase is built on three levels: an oral reminder, a written reminder, and decision-making leave, a one-day disciplinary suspension with pay. On that day, the employee must decide to solve the immediate problem and also commit to fully acceptable performance in every area of the job--or quit. Once he makes this commitment, any employee who fails to keep his commitment is terminated.
Among Grote's reasons for paying the employee for the one-day disciplinary suspension are that it changes the supervisor's role from adversary to coach, eliminates money as an issue, and reduces anger and hostility.
Each participating agency has set up its own implementation team headed by a project coordinator. These teams will meet with Grote on a regular basis as they adapt the system to meet their agency's needs--each agency customizes policies and procedures within the basic framework to fit its culture.
"It's a consensus-driven approach," Schlachter said. "Consensus-building starts with the implementation team. Organizations selected people for the teams with at least one goal in mind,

STATE PERSONNEL NEWS
Volume 21, Number 1
State Personnel Board
Geri P. Thomas, Chair M. David Alalof, Vice Chair Claybon Edwards, Member
Anne Kaiser, Member Robert Wagner, Member
State Merit System
Dana Russell, Interim Commissioner
Martha E. Evans, Editor
The State Personnel News is published quarterly for state employees by the Commissioner's Office of the State Merit System. If you have comments or questions, wish to submit material for publication, or need to correct a distribution problem/address, contact Martha Evans, Editor, State Personnel News, 200 Piedmont Avenue, SE, Suite 504 West Tower, Atlanta, GA 30334, or call 404/ 656-2723. If you have a disability and need this material in an alternative format, notify the Editor at the above listed address, or for TDD Relay Service only: 1-800-255-0056 (text telephone) or 1-800-255-0135 (voice).
The State Merit System is an Equal Opportunity Employer.

to have a good representation of the organization as a whole."
Grote also requires participating agencies to train managers and supervisors on the management skills and approaches needed, as well as their agency's unique policies and procedures.
Any issues that come up in training will be addressed by the implementation team prior to executive review and adoption of formal policies and procedures. Formal employee communication sessions then will be held to introduce the new discipline system.
Grote's system has been designed to streamline the discipline process by training managers to use their agency's policies and procedures matrix as a guidebook for handling situations as they arise.
"They understand the agency's overall policies and procedures, they understand their responsibilities--working within a welldefined framework lets them maximize the effectiveness of the time they spend on discipline issues," Schlachter explained.
The Merit System serves as the link between the agency project coordinators and Grote as agencies go through the process of building their unique framework, Schlachter explained.
"Part of our role is in orchestrating the resolution of any issues that come up for the implementation teams, whether it's to get a response from the Attorney General's Office, or provide tools and information for the teams," she said.
"We coordinate all the logistics for the team meetings with Grote and will coordinate training for those agencies which have contracted with us."
She noted that the Attorney General's Office has "responded very favorably" to the new discipline system. The Merit System also will work with the State Personnel Board to approve a rule modification to authorize decisionmaking leave.
Executive briefings were held last summer for Grote to introduce the Discipline Without Punishment model, and another round of showcase sessions may be held this summer, Schlachter said.
"A number of agencies are looking at when, as opposed to if, they will implement and we anticipate offering a Phase III in late summer or early fall," she said. For information, contact Schlachter at the State Merit System Training and Organization Development Division, 404/371-7371.

Training Program Available

The Quality Service Georgia The courses include:

Training Program now offers a se- Introduction to Quality: This

ries of courses designed to provide four-hour course provides an un-

a foundation for an agency imple- derstanding of principles of qual-

menting a quality initiative.

ity and the implications for Geor-

With guidance from State Qual- gia state government. Participants

ity Coordinator Barbara Jones, the gain insights about how their orga-

QSG Curriculum Advisory Group nization is approaching and carry-

and the State Merit System Train- ing out a quality initiative. The

ing and Organization Development course is targeted to all employees.

Division collaborated on the course Effective Team Leadership: This

design. Members of the advisory three-day course is essential for

group included Paula McIntosh and team leaders of process improve-

Sharon Dougherty, Department of ment teams or those providing lead-

Human Resources, Dave Otto, De- ership to process teams. Quality

partment of Corrections, Frank advisors also benefit. Participants

Heiney, Public Safety Department, learn what makes a team, under-

and George Smith and Jean Specht, stand the group process, and

Department of Defense.

develop group facilitation skills.

Course development was They also learn how to lead

outsourced to two Atlanta-area the team through the start-up

training groups which specialize in processes. The first course (or

training programs on quality, Qual- equivalent training/experience) is a

ity Team Associates and Executive prerequisite.

Counselors.

Government Process Improve-

"Three courses have been devel- ment Simulation: Participants learn

oped for the state and are licensed the value of process management

to us for use in state government. and gain experience using the

A fourth course, Consulting Skills QUALITY Process Improvement

for the Quality Leader, is now be- Model. Quality advisors, team

ing developed," said Diane leaders and members of process

Schlachter, Ed.D., Training Divi- improvement teams are ideal par-

sion Director. "The purpose of the ticipants for the three-day course.

training is to help an agency imple- The first two courses are prerequi-

ment a plan of action, to use its sites, but equivalent training or ex-

training as an organizational devel- perience is an acceptable substitute.

opment strategy."

Consulting Skills for the Quality

From Barbara Jones' perspective Leader: This two-day course will

as State Quality Coordinator, "It is explore the leadership role of the

critical that government agencies Quality Advisor in areas such as

learn to operate in a very different helping the team leader start a new

way than they did in the past. We team, implementing change

must use a new operating method- and serving as a consultant.

ology, often called strategic man- The first three courses (or equiva-

agement, in leading agencies of the lent training/experience) will be

future. In addition to strategic plan- prerequisites.

ning, this methodology must in- Several delivery options are

clude a systems view, customer fo- available and organizations may

cus, process management, and em- use one or a combination of these

ployee involvement. Quality Ser- alternatives:

vice Georgia is pleased to have --An agency or department may

partnered with the Merit System's use internal staff to deliver the

T & OD Division to develop a train- training. Each course in the

ing series that teaches how to lead program has a companion Train-

in this new way."

the-Trainer Course to prepare

Many agencies collaborated agency personnel to deliver the

closely during the past year to de- training.

sign the content and delivery meth- --The State Merit System Train-

odology so it would be tailored to ing Division can deliver the train-

government, she noted. "In other ing for employees.

words, this series was designed by --The course developer can de-

you, the agencies, for you, the agen- liver the training for employees.

cies," she said. "Don't miss an op- For information about the QSG

portunity to take advantage of these Training Program, contact the SMS

top-notch courses."

Training Division at 404/371-7371.

Call Editor Martha Evans (404/656-2723) for information on how to submit articles or photos for publication in The State Personnel News.

Recruitment & Selection, Conflict Resolution Top List For 1997 Spring Personnel Conference

Recruitment & Selection and Conflict Resolution are the two primary topics for the Council for State Personnel Administration Spring Conference scheduled April 22-24 in Columbus.
The conference is sponsored by the Council for State Personnel Administration, the Georgia Certified Public Manager Program of the State Merit System, and the University of Georgia.
The Recruitment & Selection session, to be held Tuesday, April 22, is one of the nine core courses of the Comprehensive Human Resource Program (CHRP), which was designed to address information and education in the major functional areas of personnel administration. The session leaders, all experts in recruitment and selection with the State Merit System, will provide an overview of professional recruitment and selec-

tion principles and the systems cur- agement approaches are working,

rently used in state government, in- as well as to identify what addi-

cluding contemporary issues, chal- tional resources are needed. A caf-

lenges, and applied practices. Spe- eteria plan of conflict management

cific topics include: Recruitment methods will be presented to assist

Sources, Options & Procedures (in- in designing a customized conflict

cluding the Internet); Minimum management system that meets the

Qualifications, Preferred Qualifica- organization's unique needs. Par-

tions, Application Review and ticipants will also study implemen-

Qualification Interpretation; and tation models.

Legal Update, Including Impact of Presenters will include: Janet

Act 816. Breakout sessions will Rechtman, president, Rechtman

be held on developing screening Consulting, Atlanta; Raytheon

criteria, conducting behavioral in- Rawls, president, Settlement Insti-

terviews, and applying the ADA in tute, Atlanta; and Darnetta

the selection process.

Simalton, Program Manager, State

The Conflict Resolution session, Merit System.

scheduled Wednesday, April 23, The final session on Thursday,

will cover designing systems for April 24, will include FLSA/

managing conflict, recognizing that Legislative/GeorgiaGain updates

each organization has its own char- and a presentation from Doug

acter and culture. It is intended to Smart of Smart Seminars in

help agencies assess their Roswell on "Making This Your

organization's particular climate to Best Year Yet."

evaluate how current conflict man- Fees are $60 for a single day or

$115 for the full conference.

Registration deadline is April 1.

Registration forms should be

returned to State Personnel

Administration Conference, Attn.

Judy J. Wilson, Carl Vinson

Institute of Government, The

University of Georgia, Lucy Cobb

Complex, 201 N. Milledge Avenue,

Athens, GA 30602-5482.

Page 3
Conflict Resolution Begins
With Conflict Awareness
By Janet Rechtman, Rechtman Consulting Group
When you say snow, many different words might come to mind, some positive, some negative. When you say conflict, most often the words that come to mind are all negative. No wonder managers perceive conflict to be a significant problem at work.
If properly managed, conflict can actually be a significant opportunity in the work place. It can be a wake-up call that something is wrong. It can be a signpost for a new solution to an old problem. It can be an opportunity for learning and reconciliation.
Exploring the positive side of conflict begins with being aware of the different types of conflict you may encounter at work. To prepare for the Spring Personnel Conference session on Conflict Management, make March your private conflict awareness month. Between now and the conference, use this model to identify examples of different types of conflict.
Conflict Awareness Model When people have conflicts, they are generally responding with antagonistic behavior to perceived or real differences in interests. In fact, conflict management is the act of resolving differences in interests, thus removing the reason(s) for the antagonistic behavior. With this in mind, over the coming weeks, try to identify examples of the following types of conflict: Open Conflict: When people have different interests which they demonstrate with antagonistic behaviors. Latent Conflict: When people have different interests, but do not respond with antagonistic behavior. False Conflict: When people have common interests, but antagonistic behavior. No Conflict: When people have common interests and compatible behavior. Bring your examples to the workshop in Columbus, so that you can apply your organization's "culture of conflict" to the discussion.

Gov. Miller Announces Plan To Enhance

Adoption Opportunities For Foster Children

Governor Zell Miller has Currently, a foster parent is paid children adapt to everyday life once

recommended several new steps in $10.50 per day for taking care of they leave foster care ($1.5 million).

his fiscal year 1998 budget to one of the state's foster children, This program teaches foster children

improve the lives and adoption while adoptive parents are paid age 16 and above the skills they need

opportunities for Georgia's foster only $7.88 per day. This to manage on their own.

children.

recommendation would make both The Independent Living program

In addition, a new, separate Office foster care and adoption rates the will target foster children who are

of Adoptions will be created within same, thereby removing the leaving the foster care system and

the Department of Human disincentive for the foster parent entering college. While funds for

Resources. The Office of who need additional financial tuition and fees can be obtained

Adoptions will be responsible for support to adopt special needs from various sources, these sources

all state adoption policies. The children. It is estimated that this do not cover room and board.

office will focus on getting more change will increase the number of Funds are recommended to pay

children adopted faster by adoptions by at least 10 percent. room and board at an average of

streamlining the adoption process, --Using private agencies to $2,500 per student per year for 500

including privatizing adoption speed up placement of foster students and for tutoring services

services.

children in loving, permanent at $60 per week for 100 students.

Forrest Burson, director of the homes ($1.2 million). Currently, it --A new computerized tracking

Douglas County Division of takes anywhere from 18 to 25 system for children in foster care,

Family and Children Services, will months to place a child in an adoptive, and child protective

serve as director of the new office. adoptive home. Contracting with services ($2.4 million).

The $7.7 million in new budget private agencies will reduce the There are currently 16,733

initiatives includes:

caseload of state workers, allowing children in Georgia in the custody

--An increase in the adoption both parties to place more children of the Division of Family and

supplement per diem ($2.6 million in more homes faster.

Children Services (DFCS). Of

to be matched with federal funds --A new independent living these, 1,019 are available for

for a total of $3.8 million). services program to help foster adoption.

Page 4

April Launch For Child Development Center (from Page 1) Training Schedule:

10 years of childcare experience, including five years as a center di-

State Financial Management

rector. Assistant Director LaVerne R. Daniels also has 10 years of ex-

Certificate Program Courses

perience.

For registration information on any of the State

"We will have 22 total staff members, which will fulfill National Association for Education of Young Children (NAEYC) requirements

Financial Management Certificate Program courses listed below, contact Janet Andrews or Teresa English, Room 188, Georgia Center for Continuing Education,

for low teacher/child ratios, and all

The University of Georgia, Athens, GA 30602, 706/542-

will be experienced," Garrison said.

1328. (Class hours are 9:00 a.m.4:00 p.m. daily.)

"We project having at least one

degreed teacher--either a child development associate or four-year

Schedule By Location/Dates Offered

degree--in each classroom."

Applicants must pass an aptitude

Introductory Governmental Accounting Part I

test and a drug test. References

Decatur

May 6-9

are checked, and a police back-

ground check is done. Garrison and another AmeriCare center director interview the screened applicants

Introductory Governmental Accounting Part II

Atlanta

March 18-21

singly or in groups and reach con-

Augusta

April 8-11

sensus on the best candidates.

Decatur

May 27-30

AmeriCare plans to bring the staff in prior to the center opening to

Lawrenceville (Gwinnett) April 21-24

conduct mandatory classes in child abuse, disease control, CPR and

Intermediate Governmental Accounting Part I

first-aid.

Augusta

May 13-15

"Normally, a center has one year

Decatur

April 1-3

to complete training, but we want to get all training done before we open so that we will be at 100% on

Lawrenceville (Gwinnett) May 20-22

Tifton

March 11-13

CPR and first-aid," Garrison said.

Her goal is to get a head start on the tough accreditation process required to gain NAEYC certification. A center has to be open for at least a year before it begins the accreditation process.

Center Director Katherine Garrison demonstrates the safety feature built into diaper-changing tables, a recessed area to hold infants securely.
teacher-directed and child-directed users, $55. Tuition includes one activities and the play areas will be full meal and two snacks. Break-

Intermediate Governmental Accounting Part II

Augusta

June 9-11

Exam:

June 26

Decatur

April 29-30, May 1

Exam:

May 29

"It does make for quality care be- differentiated by age with age-appro- fast costs an additional dollar.

Lawrenceville (Gwinnett) June 17-19

cause it requires one-and-a-half years of self study," Garrison said. "You have to modify classrooms, ratios, the way you do things--make

priate equipment." She emphasized that security will
be a top priority at the center. Parents will have to sign their children

A tuition discount will be allowed for parents with multiple children enrolled in the Center on a full-time basis. A 15% discount will be ap-

Tifton

Exam: Exam:

June 30 April 8-10 May 8

changes for the good of the children in and out at a security door. Cam- plied for the second (oldest) and

and the good of the parents. We will eras will monitor activity both inside additional children enrolled on a

Atlanta, Savannah Schools have parent surveys and a parent the center and on the playground. full-time basis.
advisory committee to insure com- "Every area will be fenced," Parents are welcome to visit the

Added To Statewide System munication and to provide support Garrison said. "There will be no center, which is now open Monday-

for parent/child functions."

access from the parking deck to the Friday from 7 a.m.-4 p.m., or to call

At the end of the self-study pe- playground and some existing 404/525-7878 for information and/

riod, NAEYC sends out a validator fences will be raised before or an appointment. The center is The locally governed Atlanta and nah Technical Institutes, in addition

to observe and inspect and make the we open."

located on the ground level of the Savannah Technical Institutes will to providing both schools with lot-

determination whether the center Weekly rates for the center will Pete Hackney Parking Facility at join the statewide system effective tery funds to replace obsolete

can be accredited.

be: infants, $115; toddlers, $110; 197 Decatur St. SE. (Enter at the July 1, Gov. Zell Miller has equipment.

The staff will include a full-time two-year-olds, $100; three- and driveway located at the intersection announced.

Atlanta Tech employs 177 faculty

cook, who will prepare breakfast, four-year-olds, $95; after-school of Decatur Street and Pratt Street.) Their addition brings to 32 the and staff and had a 1996 fall quar-

lunch and two nutritious snacks on

number of technical institutes man- ter enrollment of 1,485 students.

Fiscal Management Council site. "We will have family-style din-

aged by the state Department of Savannah Tech has 129 faculty and Technical and Adult Education, and staff and a 1996 fall quarter enroll-

Offers Two $500 Scholarships ing. The care givers will sit down
with the children and help them

leaves Gwinnett Technical Institute ment of 1,796. as the only public technical school "In the next century, only one in

serve themselves. This helps to

in Georgia not operated by the state. three workers will need a college

promote self-esteem and foster independence," Garrison said.
Garrison also sees the playground as an extension of the classroom.
"For example, they may go outside and paint," she said. "The fact that it's not a large play area will not affect the quality. We will have both

The Fiscal Management Council again is offering two $500 scholarship awards in 1997 for college and university students who are pursuing a course of study in a field related to governmental fiscal management, including public administration, finance, or accounting.

To be eligible to apply for a scholarship, a student must be a rising senior or a graduate student (full or part-time).
The application deadline is March 31. Application forms are available from Marilyn Harris, 770/986-1641.

Gov. Miller has recommended including $1.7 million in the 1998 fiscal state budget to fund the first year of a two-year phase-in to bring both schools under state management. The state already contributes $8.1 million and $4.7 million respectively to the Atlanta and Savan-

education," Gov. Miller said. "The backbone of our economy
will be workers trained in our technical schools to be creative, flexible, independent thinkers who can adapt to changing work environments and handle increasingly complex technologies."

Page 5
Magic Kingdom Membership Offered For State Employees

STATE EMPLOYEES CREDIT UNION
130 Memorial Drive Atlanta, Georgia 30303 For information, call: 404/656-3748 Toll Free: 1/800/659-7328
State Employees Days
Sunday, May 25, through Friday, June 13
(Saturday, May 31, and Saturday, June 7, not included)
Once again, the State Employees Credit Union has negotiated a fantastic deal for state employees at Six Flags Over Georgia. The dates: Sunday, May 25, through Friday, June 13 (except for Saturdays, May 31, and June 7). That's a choice of 18 days to use this fantastic discount. State employees and their families are all invited to participate in this tremendous benefit to state employees. Don't miss this opportunity to save money, and enjoy Six Flags early in the season. The regular admission price is $32 at the gate this year. Your price for this special event is $17. This amounts to a $15 per ticket savings (almost 50%).
Six Flags has announced the biggest concert of the year will be the inimitable Winona Judd on Friday, June 6, at 8 p.m. State employees and their guests will be able to purchase discount tickets through this program, which makes you eligible to buy the concert ticket (usually around $3 extra). That extra charge has not yet been settled, but will be announced in the April issue of The State Personnel News.
The newest roller coaster--Batman, The Ride--will open in late April or early May, so it will be up and running before and during the special State Employee Days. Batman, The Ride is a unique new concept in which the coaster is suspended from a monorail-type track. Another relatively new roller coaster, Viper is just coiled and ready to "strike twice." All the favorites will still be on hand to thrill you-- Ninja, The Looping Starship, Ragin' Rivers, Thunder River, Splashwater Falls, Free Fall, The Great-American Scream Machine, The Mind-Bender, The Dahlonega Mine Train, a local favorite, The Georgia Cyclone, and more. The Hanson Cars ride is back by popular demand. Closed to make room for The Georgia Cyclone just inside the front entrance, this ride has been moved to another location and reopened after many families missed the fun of the antique cars and self-drive track.
Tickets will be on sale beginning in April at all the State Employees Credit Union offices or you may order by mail. Mail orders should allow at least seven calendar days for processing and return mailing.
TICKET ORDER FORM State Employees Credit Union State Employees Days at Six Flags
Sunday, May 25, through Friday, June 13
(Saturdays, May 31 and June 7, not included)
Send me _____ tickets at $17 each. Total Enclosed: $_____________ Name:_________________________________SSN:____-___-____ Address:_________________________________________________ City:_________________________________ST:____ ZIP:________
Home Telephone:__________________________________________ Office Telephone:__________________________________________ Please allow at least seven calendar days for processing and mailing. Send order with check or money order and Stamped Envelope to: State Employees Credit Union, 130 Memorial Dr., SW, Atlanta, GA 30303.
404/656-3748 Toll Free: 1/800/659-7328

The State Council for Personnel Administration is now offering free membership to Walt Disney's Magic Kingdom Club to give employees free and exclusive benefits, values and advantages not available to the general public.
Membership cards are issued to employees upon request. Membership in the club is extended to the cardholder's family (spouse, children, parents, grandparents, brothers and sisters). The person whose name appears on the membership card need not be present for a family member to use the card.
The membership application form (or the required information contained in a memorandum) must be submitted to the appropriate person listed below, along with a selfaddressed, stamped envelope ($1.01 postage on a #10 business envelope). Cards will not be issued without a SASE.
Employees of any state agency (other than DHR) who do not see their department contact listed below should send their requests to: Karen Davis-Thompson, State Merit System, 200 Piedmont Avenue, Room 504, West Tower, Atlanta, GA 30334. Contacts:
Suzanne Teal Administrative Services 200 Piedmont Avenue Suite 1504, West Tower Atlanta, GA 30334
Linda Coody Agriculture Agriculture Building Room 300 Atlanta, GA 30334
Jan O'Hara Defense P. O. Box 17965 Atlanta, GA 30316
Cynthia Moses Education (no local school systems) 205 Butler Street Suite 2052, East Tower Atlanta, GA 30334
Wanda Myers GA Student Finance Commission 2082 E. Exchange Place, #200 Tucker, GA 30084
Lisa Ogle Industry, Trade & Tourism 285 Peachtree Center Ave., #1000 Atlanta, GA 30303
Sonya Flanigan Insurance Commissioner 2 Martin Luther King, Jr. Drive Suite 916, West Tower Atlanta, GA 30334
Teresa Daniels Medical Assistance

Magic Kingdom Club Card Request Sponsored by the State Personnel Council Please include a self-addressed, stamped envelope ($1.01 postage on a #10 size business envelope) with this request to receive your club card, membership guide and price list. The membership application must contain this information:
Name ___________________________________________________
Home Address____________________________________________
City/State/ZIP____________________________________________
Department______________________________________________
Business Address_________________________________________
City/State/ZIP____________________________________________
Business Telephone________________________________________

#2 Peachtree Street 39th Floor Atlanta, GA 30303
Pat Mullinax Natural Resources 205 Butler St. Suite 1258, East Tower Atlanta, GA 30334
Toni Stewman Pardons and Paroles 2 Martin Luther King, Jr. Dr. Suite 1116, West Tower Atlanta, GA 30334
Linda Jolly Public Telecommunications 1540 Stewart Avenue, S.W. Atlanta, GA 30310
Elaine Deal Secretary of State 2 Martin Luther King, Jr. Drive Suite 820, West Tower Atlanta, GA 30334
Peggy Wages State Merit System 200 Piedmont Avenue Room 502, West Tower Atlanta, GA 30334
Linda Hulsey Technical/Adult Education 1800 Century Place Atlanta, GA 30345-4304
Human Resources Employees of the Department
of Human Resources who do not see their office listed below should send their requests to: Cathy Pye, Personnel, DHR, 47 Trinity Avenue, Room 214-H, Atlanta, GA 30334. Employees of DHR/MH/MR Hospitals should contact their personnel offices. If cards are not available, requests should be sent to the address above.
Debra Massey Bibb Co. DFCS 456 Oglethorpe Street Macon, GA 31298-1399
Virginia Ross Chatham Health Department

2011 Eisenhower Drive Savannah, GA 31416-1257
Barbara Conley DeKalb County DFCS 178 Sams Street Decatur, GA 30030-4134
Helen Bowie DHR, District 5, Unit 2 811 Hemlock Street Macon, GA 31201
Candis White Fulton Co. DFCS #2 Peachtree Street 16th Floor, Room 405 Atlanta, GA 30303
Vicki Ussery Macon/Bibb Co. Board of Health 171 Emery Highway Macon, GA 31201
Lisa Murry-Muhammed Rehabilitation Division #2 Peachtree Street, Suite 23-101 Atlanta, GA 30303
Emily Beckham Roosevelt-Warm Springs Inst. P. O. Box 1000 Warm Springs, GA 31830
Wanda Myers Albany Area CSB 1120 W. Broad Ave. P. O. Box 1988 Albany, GA 31702
Annette Hamilton Coosa Valley CSB 700 East 2nd St., Suite E Rome, GA 30161
Patricia Favors New Horizons 2100 Comer Avenue Columbus, GA 31904
Pat Willis Ogeechee Area MH/MR/SA P. O. Box 1259 Swainsboro, GA 30401
Melanie Martin South Georgia CSB PO Box 3318 Valdosta, GA 31604

Page 6
Traditional Arts Apprenticeship Program Revitalizes Georgia Traditions

Georgia traditions are being revitalized by the Traditional Arts Apprenticeship Program recently initiated by the Georgia Council for the Arts. These apprenticeships will focus on master artists whose work is rooted in folk traditions, such as old-time country swing guitar, red-clay utilitarian pottery, hand-carved walking sticks, and pieced quilts. Supported by a grant from the National Endowment for the Arts, the program brings each master artist together with a committed apprentice for intensive instruction in a traditional craft or performing art. The grant pays for master artists' teaching time, supplies, and apprentices' travel.
During the initial year of the program, GCA is funding four apprenticeships: Arthur Pete Dilbert, walking cane carver from Savannah, is working with apprentice Willis Jones, Jr. of Savannah; Clifford "Chunk" Dingler, old-time country and western swing guitarist from Newnan, is working with apprentice Jerry Moore of Newnan; Bobby Ferguson, North Georgia potter from Gillsville, is working with apprentice Patrick Shields of Danielsville; and Evelyn Poore, quilt maker from Monticello, is working with apprentice Christina Beveridge of Hillsboro.
"Apprenticeships are a time-honored system by which skills, values, and artistry are learned under the guidance of a recognized master," GCA Folklife Program Director Maggie Holtzberg said. "These apprenticeships are intended to ensure the continuity of Georgia's folklife and traditional folk arts. The fact that they provide hands-on, intensive one-on-one training means there's a much better chance to carry forward and preserve traditions."
Applications for future apprenticeships will be available in late spring. The program is structured for the master artist and the apprentice to submit a joint application. For more information, contact Holtzberg at 404/651-7934.
Arthur P. Dilbert
Arthur P. Dilbert is a walking stick carver and retired international longshoreman from the Coffee Bluff section of south Savannah whose artistry and occupation are intertwined. Born in 1928 in Pinpoint, GA, Dilbert grew up around the river culture of oyster and crab fishing and shucking common to that area. His father was a "riverman" with his own boat and homemade nets. Dilbert learned how to carve knitting needles made

Arthur P. Dilbert, photo by Susan Levitas for Georgia Folklife Program

of bamboo used in net making, a collectors. His apprentice, Willis

skill he used until factory-made Jones, Jr., born in Savannah in

nets supplanted hand-woven ones. 1953, is a woodcarver and collec-

His knitting needles were well re- tor of African-American folk art

spected among rivermen and his and memorabilia.

walking sticks became legendary with his fellow longshoremen.

Clifford E. "Chunk" Dingler

Over time, Dilbert mastered carv- Clifford E. "Chunk" Dingler,

ing figurines onto sticks that tell master machinist and guitar player,

stories about being a longshoreman is a living link to an era during

and his own life experiences in Sa- which itinerant factory workers

vannah. His signature carved fig- brought western swing music into

ure is the alligator, an animal he the cotton mill towns surrounding

sees as emblematic of longshore- Atlanta. Born in 1926 in Arnco,

men's work.

GA, Dingler grew up working in

These days Dilbert spends a great the mill and playing the guitar.

deal of time carving sticks, some- Coming of age during the heyday

times staying up all night to com- of "hillbilly" radio broadcasts,

plete an idea. His sticks feature Dingler started out playing the

animals, people, symbols, and north Georgia old-time fiddle mu-

shapes carved with exquisite detail. sic made popular by stars such as

He wants to teach this detail to an Gid Tanner. At age seven, he won

apprentice both because he would first place playing guitar in an ama-

like to see the work continue and, teur contest and by the time he was

in the tradition of competitive long- a young adult, he was making

shoremen, because he feels the money playing for square dances

competition will spur him on to and house parties. At the same

greater carvings. His work is be- time, western swing music, brought

ginning to gain recognition among to Arnco by Texas musicians who

rode the rails into town to work in the mill, captured the imagination of Dingler and his friends. Dingler learned to play an up-tempo improvisational style of lead guitar from these musicians, who later went on to play with the nationally popular Bob Wills and the Texas Playboys.
Dingler honed his skills as a swing guitarist at informal jam sessions, practicing the basics and then experimenting with improvisation. As an accomplished player, Dingler became known for his fluid, "notey" style. He has consistently won guitar competitions and performed at festivals throughout the state and region. On most Saturday mornings, Dingler can be found jamming with local musicians at Newnan Music, a store located in a strip mall downtown. This 1990s version of the country store or kitchen jam has extended traditional music into the modern landscape and Chunk Dingler is propelling it into the next generation. Indebted to the musicians who showed him the tricks of the trade, Dingler is committed to passing on his skills. He will work with apprentice Jerry Moore, also of Newnan, who, in Dingler's words, is "a very dedicated person in his music. In my opinion, he is the best prospect for keeping old-time music and western swing alive."
Evelyn Poore
Evelyn Poore has quilting in her blood. As a little girl in Cripple Creek, Alabama, Poore learned to piece and quilt from her mother. Though their quilts were made for warmth, using materials at hand-- batting from field cotton and scraps from feed sacks--Evelyn's mother put a lot of fancy work into her quilts. One of the things passed from mother to daughter besides traditional patterns was a penchant for being meticulous: "When Momma was teaching me, if you didn't do it right, you pulled it out. She didn't let it go just because you were learning."
Today, Poore spends many hours working in a studio built by her son. Work tables are well lit and nearby shelves hold bolts of neatly stacked cotton fabric. In 1996, Poore's dogwood quilt was one of the 400 handmade quilts donated to participating countries in the 1996 Centennial Olympic Games. The quilt was made from two-inch squares "all hand quilted in the ditch (seam), with each square representing small town squares of Georgia." Though she currently belongs to three quilt guilds, Poore can re-

member years when nobody quilted. Poore has been a dedicated teacher, actively sharing her skills with those less accomplished. Having feared quilting was going to die out, she is enthusiastic about passing on what she knows to apprentice Christina Beveridge. This information will include how to get patterns, choose fabric, do appliqu, and do piecing and make her points come out. Beveridge, a student at Jasper County High School, is already a skilled seamstress and has begun a patchwork quilt.
Bobby Ferguson
Bobby Ferguson's heritage is founded in pottery. His grandfather, Charles P. Ferguson, and his grandmother, Catherine Hewell, were both at least third-generation members of well-established pottery families in North Georgia. A fifth-generation potter, Ferguson began making pottery as a child in his father's shop in Gillisville, GA. In addition to making their own ware, the family began a trucking business, hauling pottery for neighboring pottery families including the Hewells and the Cravens. To supplement the loss of demand for traditional pieces formerly made by his father and grandfather, Ferguson chose to make white yardware (strawberry jars, planters). He now supplies gardenware and traditional wares to many wholesale and retail outlets up and down the East coast.
With the recent resurgence of interest surrounding traditional potters, Ferguson has begun making more traditional pieces again, such as urns, churns, and his famous "Rebecca" pitchers, which are turned from his own clay and glaze mixes. His grape and acorn pitchers and vases, with the gracefully twisted handles, show off Ferguson's skills as a potter. He operates a pottery shop with his wife, Mary, his nephew, Harold, and the extended family. Several family members, including his two sons, are now making pottery in the tradition of their ancestors.
Folklorist and pottery scholar John Burrison has said, "Bobby is a good potter with a solid traditional background. This apprenticeship could give Bobby the encouragement to continue actively producing pottery. Ferguson will work with apprentice Patrick Shields, who lives outside Athens. Shields was introduced to folk pottery by his mother, who taught course work in pottery and took him on frequent trips to visit North Georgia potters.

Page 7
New Approach to Workers' Compensation
Injured Employees Get Back To Work Sooner

By Michael Clark

Return-to-Work is a really simple this information, the treating phy-

A new approach to workers' process that has the added benefit sician is more likely to send the

compensation begins with two of helping agencies take control of employee back to work, perhaps

ideas that may be just the opposite their workers' compensation costs with modifications, at a much ear-

of what many people--including while respecting the value and dig- lier time. For most cases, this "work

employees and personnel adminis- nity of its employees. "We've tried as treatment" will significantly im-

trators--now think.

to create a model that's efficient for prove the recovery process.

First, it sees an injured employee everyone," says Stephens, who has Transitional Employment Team

as a valuable resource rather than over 25 years of experience in Return-to-Work depends on a

an unproductive liability. Second, workers' compensation. In putting Transitional Employment Team to

it sees work as a way to help an together the Return-to-Work Pro- decide what duties the employee

employee recover from physical gram, she and other members of the can safely perform with the guid-

injuries.

DOAS workers' compensation ance of the physician and to adjust

"We should return employees to team conferred closely with Milt the employee's work in creative

work to get them well," says Diane Wright & Associates, a California ways. The team develops a transi-

Stephens, workers' compensation consulting firm specializing in or- tional employment plan to guide

program administrator with the ganizational design, training, and the employee gradually toward a

Department of Administrative Ser- development.

full work release as the injury heals.

vices, who is overseeing imple-

Report Injuries Quickly

Its members may include the em-

mentation of the Return-to-Work Return-to-Work stresses the im- ployee, the treating physician, a

Program. "You don't get employ- portance of reporting injuries as medical case manager, the super-

ees well and then bring them back." soon as possible after they occur. visor, and a member of the DOAS

Transitional Employment

With the current system, cumber- workers' compensation team.

The heart of Return-to-Work is some paperwork may discourage Since the membership of the tran-

"transitional employment." It supervisors from reporting injuries sitional team is flexible, other

brings together workers' compen- right after they happen. Return-to- people may be added whenever

sation and managed care in a way Work solves this problem by pro- they are needed, such as physical

which helps injured employees ac- viding supervisors with a toll-free or occupational therapists, agency

cess appropriate treatment while 800 number to use in reporting managers, safety experts, or human

continuing to make a contribution employee injuries. The employee is resource personnel. The team meets

to their team.

also given an 800 number to call on a regular basis to adjust the plan

"People think they are doing em- for a physician referral.

as the employee's recovery

ployees a favor when they send The supervisor is asked questions progresses.

them home to heal, but they're about the physical, mental, and en- A team approach to transitional

not," says Stephens. "What has vironmental demands of the employment keeps one person from

gone along with this is a failure to employee's regular job, and this feeling overwhelmed with the re-

keep track of employees--calling information is given to the treating sponsibility of helping several in-

them, letting them know they are physician before the first contact jured employees. It also means

missed and valued."

with the injured employee. With more resources are available to

speed the employee's recovery.

In those cases where the treating

The Atlanta Hawks salute

physician sends the employee home to recover, Return-to-Work ensures

Georgia's State Employees

the employee does not feel abandoned or forgotten. The fear of liti-

with two great games!
Monday, March 17, Orlando Magic

gation sometimes leads supervisors and others to limit their contact with injured workers.

Saturday, April 5, New York Knicks
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This often causes resentment on the part of employees, who feel they have made a sacrifice for their employer. Experts say it's resentment that spurs litigation, and they emphasize the importance of

ORDER NOW to allow time for tickets to be mailed. Mail your ticket order to: State Personnel Council, P.O. Box 347206, Atlanta, GA 30334. Include a self-addressed, stamped envelope for return of tickets. Make checks payable to State Personnel Council. No walk-in ticket sales. Tickets subject to availability. Games start at 7:30 p.m.
Department: ______________________________________________ Your name: _______________________________________________ Day Phone: _________________ Home Phone:_________________
Monday, March 17, Hawks vs. Orlando Magic No. of tix _________ x Price $_________ = Subtotal $_____________

ongoing communication in reducing the potential for an adversarial relationship. Maintaining Employer Contact
Good employer contact with an injured employee can make the difference between an employee's returning to work or being permanently and totally disabled, according to members of the DOAS work-

Saturday, April 5, Hawks vs. New York Knicks

ers' compensation team. It can

No. of tix _________ x Price $_________ = Subtotal $_____________ make the difference between an

Total number of tix = __________ Total price = $_______________ employee having permanent work

restrictions and an employee enjoy-

ing a full work release. Team mem- amount, $18,922,114 was paid to

bers stress the important role that injured workers for lost time and

the supervisor plays in maintaining permanent disability benefits.

regular contact with an injured Although many people think that

worker and in providing encour- workers' compensation weekly

agement and information during the benefits are substantial, the truth is

recovery process.

just the opposite. "You can't sup-

Reasonable Accommodation port a family on a workers' com-

A few employees will never fully pensation claim," Stephens warns.

recover from an injury. In these Stephens has made presentations

cases, Return-to-Work brings in about Return-to-Work at meetings

a rehabilitation specialist from and conferences throughout the state.

the medical care organization "The people who deal with workers'

(WC/MCO) to work with the Tran- compensation claims daily are

sitional Employment Team to thrilled to see a structured process to

modify the employee's job in ways reduce disability," she says.

which preserve its essential func-

Spring Rollout

tions. This process, known as rea- The workers' compensation team

sonable accommodation, looks for is ready to begin the rollout of the

ways to change a job or to redesign Return-to-Work Program, which

a work station so the employee can promises a significant savings in

continue performing the job's most workers' compensation costs while

important duties.

improving services and maintain-

Reasonable accommodation, re- ing jobs for employees. Implemen-

quired by the Americans with Dis- tation will occur in regional rollouts

abilities Act (ADA), is an integral beginning this spring. Training will

part of Return-to-Work. "Besides be conducted for medical provid-

cost savings," says Stephens, "an ers, administrators, and supervisors

additional advantage to the pro- as well as all employees. The train-

gram is that it will help insure com- ing includes an award-winning

pliance with ADA standards." video produced jointly by DOAS

Transferable Skills

and Milt Wright & Associates spe-

If reasonable accommodation cifically for Georgia.

fails to preserve the job's essential

Customer Service Teams

functions, the next step calls for At the same time the Return-to-

determining if the employee has Work Program begins, workers'

transferable skills which allow compensation adjusters will initiate

placement in another position. The a new approach toward customer

rehabilitation specialist helps make service. This approach again

this determination and assesses stresses the benefits of teamwork.

whether these transferable skills Teams of adjusters will work with

can be developed with limited train- specific state agencies, and as a re-

ing. There are cases in which em- sult, each agency will know exactly

ployees are certified as permanently which team to call for help with

disabled, but they are the exception workers' compensation claims.

after all options are exhausted. This means each team will have a

"Disability becomes a last resort thorough knowledge of their

instead of a first option," Stephens agency's experience with claims. It

says. "We react to a doctor's opin- will offer greater service continu-

ion of a physical impairment and ity to agencies and also help adjust-

create a disability. Impairment is a ers identify possible trends in em-

medical decision, and disability is ployee injuries at particular job

our human reaction to it."

sites. Employee teams at the job site

Disability Claims Increase can use this information to develop

Disability claims, which are the new safety programs or to modify

benefits paid to employees for lost existing processes.

wages, have been driving workers' Preserving Earning Potential

compensation costs in recent years. The Return-to-Work Program

These claims increased about 32 promises enormous benefits for em-

percent for both 1994 and 1995, ployees as well as state agencies. It

while the cost of medical care pro- helps preserve an injured employee's

vided to injured workers increased job and earning potential, assures im-

only about 2.5 percent. In essence, mediate access to needed medical

these statistics tell us that we have care, and constrains financial losses

been lengthening employees' peri- from workers' compensation and

ods of disability.

disability claims. "With the Return-

The cost of direct claims for FY to-Work Program, everybody wins,"

1996 totaled $42,212,933. Of this Stephens said.

Page 8
Walk-In Testing Speeds Up Job Process For Agencies, Applicants

You don't need an appointment

to take a test for certain high-vol-

ume jobs in the Department of

Family and Children Services

(DFCS), the Department of Correc-

tions, the State Board of Pardons

and Paroles or the Department of

Children and Youth Services.

In a move designed to cut down

on the time it takes to give state

agencies a roster of potential job

candidates, the State Merit System

(SMS) now offers regularly sched-

uled walk-in testing for these jobs

and makes test scores available to

the hiring agency generally within

two working days.

The testing process for both

DFCS and criminal justice has been

designed so that the job applicant

takes a single test, but can request

that it be scored for each of the in-

Asst. Div. Director Doris Maye

dividual jobs covered by the test.

(Questions are weighted differently

that, as part of the interview, they

for each job or may have a differ-

ask applicants to give an example

ent minimum passing score.)

Consultant Laurie Stroupe (left photo) answers a question from a walk-in testing applicant; of a time when they helped a team

DFCS Walk-In Test Schedule (right photo) Kourtney Suttles, who works at Metro State Prison, takes advantage of walk-in testing option. to stay on track or to get back on

DFCS jobs covered by walk-in

track to achieve its goal. This ques-

testing include: Employability Ser- been developed specifically for process for applicants as well,"

Case Studies For Test

tion gives applicants a chance to

vices Case Manager, Family Inde- walk-in candidates that does not Doris Maye, Assistant Director of The criminal justice test was de- demonstrate that they actually have

pendence Case Manager and DFCS require a prior job history--the hir- the Applicant Services Division, veloped by an SMS team headed leadership competencies."

Services Generalist (former Senior ing agency has the option to request said. "The response has been tre- by Stroupe under the direction of

Banding

Caseworker jobs), and Child Sup- that information directly from the mendous--we've tested over 700 Section Manager Richard Gonter. Another project now in the works

port Enforcement Agent. Tests are applicant. Applicants should bring walk-ins for the DFCS jobs since Stroupe and team members Max is to develop a banding approach

given in Atlanta (Floyd Building a current photo identification card we started this process last Octo- Wainer, Charles Brooks and Mike to evaluate applications for Social

West Tower, Room 404) on the first and also may bring appropriate ber, and over 300 for the criminal Moye created the profiles for the Services Case Manager.

and third Tuesday (excluding state documentation for Veteran's Pref- justice series since we started that hypothetical case studies used in "A problem with the traditional

holidays) at 8:30 a.m. and 11 a.m. erence points.

test at the end of January."

the test.

training and experience evaluation

Criminal Justice Test Schedule For updated walk-in testing "Other jobs will be considered for "This is an integrated test-- methods was that the individual

The criminal justice test is given information, as well as other job addition to the walk-in testing pro- there's no math section or reading points awarded for specific train-

the first and third Thursday (ex- information, call the Applicant gram over the next several months," section, for example, but the appli- ing or experience would make

cluding state holidays) in Atlanta Services Information Line at Maye said. In addition, the Merit cant is presented with two differ- sense, but when they were added

(Floyd Building West Tower, 404/656-2724 (Option 1, 8). Ex- System will work in partnership ent case files. The applicant needs up, the scores didn't always satisfy

Room 404) at 8:30 a.m. and 1:00 panded job announcements also are with DFCS to offer walk-in testing to read and understand the overall the needs of agencies, especially for

p.m. Candidates can test for Pro- posted for agencies and available on a statewide basis.

files and then answer specific ques- this entry level job," Stroupe ex-

bation Officer I & II (one job), Pa- to applicants on the SMS web page DFCS: A Video-Based Test tions. The test is a close fit to ac- plained. "Banding is more of an

role Officer, and Juvenile Proba- at http:/www.state.ga.us/SMS/.

The DFCS test was developed by tual jobs--it requires reading, end-product process, where appli-

tion/Parole Specialist II (formerly "Walk-in testing is one way we an outside vendor and validated by thinking, problem-solving and cants are placed in broad bands--

Court Service Worker).

can help agencies identify quali- the Merit System for use in Geor- time-management competencies," very highly qualified, highly quali-

Simplified Application Form fied candidates as quickly as pos- gia. Over 400 current employees Stroupe explained.

fied, qualified. Based on agency

A simplified application form has sible, and it streamlines the testing actually took the video-based test, As with the video test, the crimi- feedback, we believe this approach

and panels of supervisors weighted nal justice test was validated by will create a product that is more

each item on the test.

having over 500 current employees useful to agencies."

Important Telephone Numbers: SMS Applicant Services Division

"We've been using video tests for take the test and provide feedback. Customer Service Is Thread years," SMS consultant Laurie The Applicant Services Division Customer service is the common Stroupe said. "The video shows a also is expanding its traditional role thread that links these various

vignette, pauses, and shows four to include a broader range of assess- projects.

Applicant Info Line: 404/656-2724

possible responses. It is a multiple ment services. "Testing is really "The Applicant Services Divi-

Application Evaluation: Kristy Nix, 404/656-2720

choice test of realistic, on-the-job just the first step in the selection sion now offers a much more cus-

situations. While no specific prior process," Maye said.

tomized approach to customer ser-

Rating Guides & Minimum Qualifications: Cyril Brown, 404/656-5820

experience is required, the test iden- Competency-Based Interview vice," Maye said. "Whether it's to tifies applicants who have skills "For example, there's no way for develop an agency-specific test, important to top performance." a multiple-choice test to measure a coordinate a special recruitment

Recruitment: Doug Cogburn, 404/656-2725

Applicants must be on time be- competency such as leadership. So project--or just to field a quick cause the video format makes it im- we will be working with state of- phone call asking us to give prior-

Veterans Preference Points: Angeleta Spears, 404/656-2728

possible to seat late arrivals. "We fices such as DFCS to develop com- ity attention to a critical vacancy-- highly recommend that people petency-based interview models we're here to help," Maye said. coming to take a test use MARTA that give them a tool to measure a Agencies with questions can con-

Written Exams: Richard Gonter, 404/656-5820

since parking around the Capitol is broader range of competencies. tact Maye, Stroupe, or Gonter at in short supply," Stroupe advised. "In this case, we might suggest 404/656-5820.