Georgia state government...workforce report, 2014

Georgia State Government FY2014 Workforce Report
July 1, 2013 June 30, 2014
Department of Administrative Services Human Resources Administration Division 200 Piedmont Avenue, West Tower Suite 500
T: 1-877-318-2722 or 404-656-2705 hra@doas.ga.gov

Executive Summary

State of Georgia FY14 Workforce Report

Information in this report provides a snapshot of the State's Workforce for Fiscal Year 2014. The first section containing Tables 1 through 4 provides a basic overview of all state entities. The remainder of the report focuses on Executive Branch entities. Only entities utilizing the State's enterprise HRIS were examined. The following Executive Summary highlights the main takeaways and recommended talent management initiatives.
Top 4 Takeaways
1. Workforce. The State's benefit-eligible workforce continues to shrink, although at a slower rate year-over-year of 1%. This headcount was supplemented by contingent employees of various categories at a year-over-year increase from roughly 11% to 13%. In the aggregate, agencies relied on roughly an additional 900 individuals from staffing agencies to fulfill their missions. These numbers do not reflect hired independent contractors.

2. Demographics. Workforce age and tenure is slowly declining as Generation Y employees, soon to be joined by the post-Millenial generation, replace Baby Boomers and Generation X employees at a rate of about 2% per year.

3. Turnover. The general turnover rate continues to climb, with voluntary turnover remaining the primary driver and accounting for 60% of all separations. Nearly 50% of resignations occur within two years of hire, roughly half of which are tendered by the Generation Y group. These employees were typically hired into core state functions of law enforcement, healthcare, and social services. Table 23 demonstrates the turnover "churn" by job family. Hiring activity increased by 10% to keep pace with turnover. While certain IT, HR, Financial, and healthcare jobs experienced significant gaps between hires and separations, the single job with the highest turnover rate remained Correctional Officers. Significantly, fifteen employers are experiencing turnover at a rate that exceeds the State's general turnover.

4. Retirements. The number of retirements this year returned to a normal level. However, within 5 years the number of employees eligible for retirement will increase from 10% to 25%, with roughly 1/3 occurring among management ranks. This prediction is conservative as it is based on service retirement data, and does not account for an earlier retirement age for certain law enforcement positions, forfeited leave balances applied toward creditable time, or state employment preceding a break in service.

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State of Georgia FY14 Workforce Report
Recommended Actions & Aligned Initiatives
1) External forces such as increased jobs, a growing population that exceeds the national growth rate, and recovering economy present deep talent management challenges for the State. Specific strategies described below roll up to a general strategy to focus on making better selections and keeping high-performing talent.
2) Agencies will be specifically challenged with increased Personal Services costs this year due to the Affordable Health Care Act. Contingent employees that were previously not eligible for benefits will now be eligible for state-subsidized healthcare if they meet the new federal threshold for full-time employment. The state has elected to utilize a standardized lookback measurement period to control or defer these costs until eligibility is confirmed. Costs associated with hires from staffing agencies remains under review. Agencies have been equipped to closely monitor and control working hours in a planned manner.
3) Based on the level of hiring activity, attracting talent in general is not the state's primary challenge. With certain job-specific exceptions, applicant response to job postings remains robust, and the number of new hires as a percentage of the workforce is significant. The turnover rate and how soon employees leave after hire suggests instead that there are opportunities for better fit selections, a different approach to job training, and other opportunities.
Enterprise-level initiatives underway and designed to assist agencies with the above challenges:
Data sharing to promote awareness, provide benchmarks, and focus talent management efforts
Implementation of an applicant tracking system to automate routine hiring activities and free up time to focus on more strategic selection and retention efforts; provide insight into talent sources; and quantify talent quality at hire
In-depth study of the two jobs with the highest turnover in the state. Recruitment and retention strategies were shared with the impacted agencies for consideration. One agency will consider piloting a program designed to assist with better selection decisions
Business case for implementing a learning management system to increase training reach and accommodate various learning styles without increasing headcount or travel costs
4) The State will continue to be challenged in keeping high-performing employees due to increased employment options and changing workforce characteristics and attitudes. Heavy focus should remain on strategic retention efforts.
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State of Georgia FY14 Workforce Report Enterprise-level focus this year designed to assist agencies with the above challenges: Learning what benefits the changing workforce wants. A statewide employee survey was launched with open enrollment this year. Learning why employees are resigning by seeking exit interview data from agencies already collecting it, and standardizing an exit interview process Standardizing the employee experience through implementation of an applicant tracking system with embedded enterprise and agency branding; development of an onboarding program; updating board rules, issuing policy advisories, and launching a statewide HR audit to promote clear workplace expectations and higher employee engagement. Standardizing job classification and pay administration actions, and building a foundation to make career paths visible to employees (Job Classification & Career Path Project) Building a common manager training curriculum and building leadership competencies into the State's performance management program and system to promote individual development and training plans 5) Certain agencies are additionally vulnerable to double digit attrition due to retirement over the next two years. These agencies should immediately identify impacted jobs most critical to their strategic plans, determine if there is potential internal talent, and create individual develop plans to train and transfer knowledge to such talent within the given timeframe. Where internal talent is not available or ready, the timing and budget planning for recruiting and hiring replacements should be a priority to secure business continuity.
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State of Georgia FY14 Workforce Report
Table of Contents
ENTERPRISE - ALL BRANCHES WORKFORCE PROFILE Table 1: FY2013/FY2014 Workforce Comparison ........................................................................................ 7 Table 2: Workforce Breakdown By Branch of Government......................................................................... 8 Table 3: Headcount By Fiscal Year ............................................................................................................... 8 Table 4: Turnover Trend By Fiscal Year ........................................................................................................ 9 EXECUTIVE BRANCH WORKFORCE Table 5: Employment Category.................................................................................................................. 11 Table 6: Executive Branch FY14 Workforce Profile.................................................................................... 12 Table 7: Ethnic Group Distribution............................................................................................................. 13 Table 8: Workforce Breakdown By Job Family........................................................................................... 14 Table 9: Workforce By Most Populous Jobs............................................................................................... 15 Table 10: Age & Tenure By Classification................................................................................................... 16 Table 11: Retirement Eligibility .................................................................................................................. 17 Table 12: Workforce By Generations ......................................................................................................... 18 Table 13: Tenure Distribution .................................................................................................................... 19 TALENT ACQUISITION Table 14: Hiring Activity By Category.......................................................................................................... 20 Table 15: Hires By Generation .................................................................................................................... 20 Table 16: Hires By Gender & Ethnic Group Distribution............................................................................. 21 Table 17: Top 10 Job Classifications Hired.................................................................................................. 22 Table 18: Hires By Job Family...................................................................................................................... 23 SEPARATIONS Table 19: Separations By Major Category................................................................................................... 24 Table 20: Voluntary Separations By Tenure ............................................................................................... 25 Table 21: Voluntary Separations By Generations ....................................................................................... 25 Table 22: Top Separations By Job w/Hires Comparison ............................................................................. 26 Table 23: Job Family Separations/Hires Comparison ................................................................................. 27
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EXHIBITS

State of Georgia FY14 Workforce Report

Exhibit A: Workforce Breakdown By Agency .............................................................................................. 29 Exhibit B: Workforce Breakdown By Job Family ......................................................................................... 31 Exhibit C: Workforce Breakdown By Most Populous Jobs .......................................................................... 32 Exhibit D: Retiree Eligibility By Agency ....................................................................................................... 33 Exhibit E: Top 20 Job Classifications Hired.................................................................................................. 35 Exhibit F: Hiring Activity By Job Family ....................................................................................................... 36 Exhibit G: Agency Turnover Breakdown ..................................................................................................... 37 Exhibit H: Trends in Hiring........................................................................................................................... 39 Exhibit I: Trends in Separation .................................................................................................................... 40 Exhibit J: Separations Major Category Descriptions ................................................................................... 42 Exhibit K: State of Georgia Salary Plans ..................................................................................................... 43

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Table 1: FY2013/FY2014 Workforce Comparison

FY2013

Total Benefit Eligible

68,696

State of Georgia FY14 Workforce Report
FY2014 68,0121

Employees By Classification Classified
Unclassified
Compensation By Pay Plan2: Statewide Salary Plan (SWD) Average Salary

5,977 (8.70%) 62,719 (91.30%)
58,363 $35,593.38

4,864 (7.15%) 63,148 (92.85%)
57,439 $36,249.50

Statewide Executive Plan (SRE) Average Salary

709 $107,492.20

677 108,363.47

Average Salary on all other plans Average Salary
Gender Composition of Workforce: Males
Females

9,624 $54,112.42
25,598 (37.26%) 42,979 (62.56%)

9,896 $54,536.40
25,268 (37.16%) 42,679 (62.76%)

Ethnic Composition of Workforce: American Indian Asian Black Hispanic Multi-Race Pacific Islander White

121 (0.18%) 784 (1.14%) 32,748 (47.28%) 1,097 (1.60%) 660 (0.96%) 162 (0.24%) 33,394 (48.61%)

122 (0.18%) 780 (1.15%) 32,632 (47.98%) 1,097 (1.61%) 667 (0.98%) 164 (0.24%) 32,550 (47.86%)

Average Age

44.3

44.2

Average Tenure

9.5

9.4

Retiree Eligible

~

11.65%

Overall Turnover Rate

17.88%

18.04%

The states' workforce continues to decrease, however at a slower pace than prior years

Average salaries for both the Statewide (SWD) Salary Plan and Statewide Executive Plan

experienced marginal increases

The racial and gender make-up of the workforce remains largely unchanged from FY13

1 Georgia state government workforce consists of full time and part time (non-temporary) benefit eligible employees as well as a number of temporary, non-benefit eligible employees such as time limited, temporary, casual or seasonal. A small portion of these temporary employees receive benefits. Effective FY13, total employees include any benefit eligible position. Headcount total are all benefit eligible employee totals as of 7/1/14 from the state of Georgia PeopleSoft HCM system and excludes Board of Regents. 2 The state of Georgia has a total of 36 Pay Plans. See Appendix K for a complete listing of salary plans by group
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Table 2: Workforce Breakdown By Branch of Government

Branch Executive Authorities, Boards & Commissions County Public Health Technical College System Judicial Branch Legislative Branch Community Service Boards3 Grand Total

Count 49775
1169 4032 5651 1440 729 5216 68012

% Chg -1.52%
4.28% -5.49% 0.93% 0.49% 0.14% 4.15% -1.00%

% of Total 73.19%
1.72% 5.93% 8.31% 2.12% 1.07% 7.67% 100.00%

State of Georgia FY14 Workforce Report

Avg Salary $38,323.62
$50,290.13 $37,385.56 $47,592.15 $71,315.16 $46,280.76 $33,114.88 $39,628.14

% Chg. 1.85%
1.62% 2.85% 0.91% 2.44% 3.38% 0.13% 1.79%

Table 3: Headcount By Fiscal Year

Public Health Districts and Executive Branch departments experienced the greatest percentage decline in their workforce
Most of the entities of government experienced a slight increase in salaries on average The state's overall headcount saw a decline of approximately 1% during FY14
3 Effective FY13, Executive Branch totals exclude Community Service Boards (CSB), which total over 5,000 employees. Note: CSB headcount total may be inaccurate as some of these entities may not be updating the state's HRIS TeamWorks (PeopleSoft HCM)
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Table 4: Turnover Trend By Fiscal Year

State of Georgia FY14 Workforce Report

As the average headcount declined, the turnover rate for the state increased each year of the last five fiscal cycles. Turnover for FY13 was additionally driven by an increase in Employees' Retirement System retirements due to the change in tax offset provisions for benefits.
FY14 saw a return to more normal separations for retirements; however the turnover rate increased slightly due to increases in both involuntary separations (15.88%) and voluntary separations (7.65%).
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Georgia State Government
EXECUTIVE BRANCH

Table 5: Employment Category
Nearly 87% of the Executive Branch workforce is comprised of full time benefit eligible employees who are able to participate in the state's full benefit package.
The remaining 13%4 of the workforce are temporary workers who can take many forms, including, seasonal workers, interns and/or student workers, rehired retirees or casual on-call employees. These workers are usually paid on an hourly basis and may have periods during the fiscal year in which no hours are worked. An agency breakdown of this distribution is found in Exhibit A: Workforce Breakdown By Agency (p.29 )
The remainder of the Executive Branch section of this report is focused on the benefit eligible portion of the workforce
4 Contingent workforce numbers are comprised of employees who recorded hours worked during FY14 in state of Georgia PeopleSoft Payroll. This count does not include DFACs or PH Districts who utilize separate payroll systems.
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Table 6: Executive Branch FY14 Workforce Profile

Profile of FY2014 Georgia State Government Executive Branch5

FY13

FY14

Number:

61527

60627

Full-Time

61463

60566

Part-Time

64

61

Classified

5515

4439

Average Age

44.1

44

Average Salary

$38,622.73 $39,355.89

Average Years of Service

9.7

9.5

Percent Minorities

51.9%

52.6%

Percent Female

61.3%

61.5%

Highlights of FY14 Workforce

Employment

Number of Total Hires

8975

9813

Percent of Hires Female / Minorities

58.41%

60.20%

Percent of Hires Minorities

61.52%

62.30%

Average Age of New Hire (FT)

34

34.8

Turnover

Overall Turnover Rate

17.70%

17.72%

Total Number of Separations

11,129

10,823

Percent Voluntary Resignations

58.33%

63.63%

Percent Retirements

25.47%

17.09%

Percent Involuntary Terminations

15.26%

18.22%

Gender

Female

61.31%

61.46%

Male

38.55%

38.50%

Ethnicity

American Indian

0.18%

0.18%

Asian

1.11%

1.13%

Black

47.85%

48.55%

Hawaiian Pacific Islander

0.20%

0.20%

Hispanic

1.68%

1.70%

MultiRace

0.86%

0.89%

White

48.13%

47.36%

Retirement

Employees Retired

2834

1850

Percent of Employees Eligible to Retire6

10.70%

10.01%

% Change -1.5% -1.5% -4.7% -19.5% -0.2% 1.9% -2.1% 1.5% 0.2%
9.5% 3.1% 1.3% 2.4%
0.1% -2.7% 9.1% -32.9% 19.4%
0.24% -0.13%
0.00% 1.80% 1.46% 0.00% 1.19% 3.49% -1.60%

5 Effective FY2013, Executive Branch excludes Community Service Boards (CSB) which total over 5,000 employees. Board of Regents are also not included in Executive branch employee count 6 Retirement eligibility figures are based on tenure and age records from the states' PeopleSoft HCM system and do not reflect service credit which may have been purchased from the Employees' Retirement System
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Table 7: Ethnic Group Distribution7

Minorities represent approximately 52% of the Executive Branch workforce. Comparatively, Georgia's labor force is made up of approximately 35% minorities

Benchmark - Southeast States8 Alabama Mississippi Tennessee Florida North Carolina South Carolina

% Minorities 41.9% 52.5% 24.4% 39.4% 35.6% 36.1%

7 Georgia Labor Force Source: Annual Estimates of the Resident Population By Sex, Age, Race and Hispanic Origin for the United States: April 1, 2010 to July1, 2012 Age Source: US Census Bureau, Population Division Release Date: June 2013 8 Benchmark Southeast States Source: AL- FY13 data provided by AL State Personnel, Governmental Relations, MS FY13 Mississippi Annual Report, TN TN Dept of Human Resources, Organizational Performance Division, NC NC Office of State Human Resources, NC State Employment Government Statistics as of 7/31/14, SC SC Budget & Control Board 2013-2014 Second Quarter Statewide Workforce Planning Data
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Table 8: Workforce Breakdown By Job Family
The state's benefit eligible workforce is comprised of 17 job families with nearly 70% of the workforce concentrated in five job families including; Law Enforcement, General Support, Social Services, Healthcare & Education
Twenty-five percent of the workforce is in law enforcement positions. The state is implementing an updated job classification system in FY15 which is not anticipated
to greatly impact the percentage distribution See Exhibit B: Workforce Breakdown By Job Family (p. 31)
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Table 9: Workforce By Most Populous Jobs
The ten jobs listed above account for 30% of the state's workforce and represent the most populous jobs concentrated in the top five job families.
See Exhibit C: Workforce Breakdown By Most Populous Jobs (p. 32) for additional information
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Table 10: Age & Tenure By Classification

Status

% of Workforce

Classified

7.15%

Unclassified

92.85%

Grand Total

100.00%

Avg. Age 52.5 43.6 44.2

Avg. Tenure 23.2 8.3 9.4

The overall average age for the state's Executive Branch workforce remains at 44 years while the average tenure is now at 9.4
The number of employees in the states classified service continues to decrease, representing just over 7% of the workforce. On average, these employees have more than 23 years of service

Benchmark - Southeast States Alabama Mississippi Tennessee Florida North Carolina South Carolina

Avg. Age 45.9 43.8 47.2 44.5 46.10 46.1

Avg Tenure NA 11.6 11.9 9.8 11.2 11.2

% w/ Classified Status 92% 80.2% 87.7%
81.60%
Not available Not available

The average age of Executive Branch employees is comparable to those of other states in the southeast
Georgia's Executive Branch workforce has an average tenure that is lower than our neighbors in the southeast.

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Table 11: Retirement Eligibility9
Currently, just over 10% of the state's executive branch workforce is eligible to retire Within five years, this number increases to approximately 25% of the state's workforce The rate of retirement eligibility illustrates the need for timely succession planning and
knowledge transfer strategies for management and other key positions within state government See Exhibit D: Retiree Eligibility By Agency (p. 33)
9 Retirement eligibility figures are based on tenure and age records from the states' PeopleSoft HCM system and do not reflect service credit which may have been purchased from the Employees' Retirement System
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Table 12: Workforce By Generations10
Generation X represents the largest portion of the state's workforce. This percentage will grow as baby boomers continue to retire.
The state continues to attract Generation Y workers however, many don't stay beyond the 1 -2 year mark. See Table 21: Voluntary Separations By Generations (p. 25)
10 Generations as defined by SHRM Workplace Visions, Volume Number 4, 2007 Generational Differences: Myths & Realities
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Table 13: Tenure Distribution
45.00%

40.00% 38.26%
35.00%

30.00%

25.00% 20.00% 15.00% 10.00%

22.48%
15.25% 10.19%

5.00%

0.00% <5 Years
% of Total 38.26%

5 - 9 22.48%

10 - 14 15.25%

15 - 19 10.19%

7.31%
20 - 24 7.31%

5.26%
25 - 29 5.26%

1.12%
30 - 35 1.12%

0.14% >35 Years
0.14%

More than 35% of the state's workforce has less than five years of service. As indicated in the Separations section, many workers in entry level positions typically exit state government between 1 2 years of service.

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TALENT ACQUISITION
Table 14: Hiring Activity By Category
FY14 hires compare very similarly to FY13 with approximately 78% of all openings filled by first time hires to the state. Another 15% were filled by those returning to state government and the remaining 6.3% were filled by inter-agency transfers
Table 15: Hires By Generation
More than 50% of hires to the state were Generation Y workers (born 1981 -1995) Many of the Generation Y workers fill entry level positions in difficult to retain jobs such as
Corrections Officer, Health Aide workers, Parole Officers, and Protect & Placement Specialists Page 20 of 44

Table 16: Hires By Gender & Ethnic Group Distribution

Male 39.8%

Gender
Female 60.2%

Pacific Isl. 0.2%

Ethnic Group

Am. Indian 0.2%

Asian 1.0%

White 37.7%

Black 57.3%

Multi Race Hispanic 1.5% 2.1%

Hires to the state in FY14 remained predominately female, while more than 94% of all hires are either White or Black
With the exception of Law Enforcement positions, females outnumber male hires in all of the top job classifications hired in FY14. See Exhibit E: Top 20 Job Classifications Hired (p. 35)
Minorities continue to make-up more than 60% of all hires to the state

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Table 17: Top 10 Job Classifications Hired

Economic Support Spec (EL) Probation/ParoleOfficer(WL) Protect & Placemnt Spec(EL)
Clerk (WL) Instructor, Technical (DTAE)
Registered Nurse (WL) Protect & Placemnt Spec(WL) Economic Support Spec (WL)
Health Aide (WL)

161 174 191 206
229 229
298 310
429

Corrections Officer(WL) 0

500

1000

1500

2000

2500

2832 3000

Corrections Officers continued to account for nearly 30% of all hiring for the executive branch in FY14
See Exhibit E: Top 25 Job Classifications Hired (p.35) for additional information

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Table 18: Hires By Job Family

Real Estate 0.18%

Applied Science 0.49%

Transportation 0.63%

Engineering 0.90%

Natural Resources

1.19%

Human Resources

1.33%

Information Tech

1.45%

Unspecified

1.48%

Legal

1.70%

Financial

2.15%

Food-Farm

2.19%

Regulatory

2.24%

Facilities

4.39%

Education

7.11%

General Support

10.50%

Healthcare

12.99%

Social Services

13.11%

Law Enforcement

35.96%

0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 40.00%

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S E P A R A T I O N S
Table 19: Separations By Major Category
Voluntary separations increased to nearly 64% of all separations for the executive branch Involuntary separations also increased as reductions in staff were experienced in several
agencies including the Departments of Behavioral Health & Developmental Disabilities, Public Health, and Human Services Retirements experienced a decline from a five year high of 25% in FY13 See Exhibit G: Agency Turnover Breakdown (p. 37)
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Table 20: Voluntary Separations By Tenure
Over 45% of all voluntary separations occur between 1 2 years of service signaling an opportunity for the state to improve in areas such as job fit and employee onboarding during the recruitment and selection process
Table 21: Voluntary Separations By Generations
Generation Y workers left state government in greater numbers than any other group during FY14 Page 25 of 44

Table 22: Top Separations By Job w/Hires Comparison

Probation/ParoleOfficer (WL)

-136 174

Clerk (AL)

-140 96

Corrections Officer (SP)

-154 40

Lic Prac Nurse (WL)

-186 112

Instructor, Technical (DTAE)

-195 229

Economic Support Spec (WL)

-199

310

Registered Nurse (WL)

-230

229

Clerk (WL)

-267

206

Protect & Placemnt Spec(WL)

-284

298

Health Aide (WL)

-465

429

Corrections Officer(WL) -2535

2832

-3000 -2000 -1000 0 1000 2000 3000 4000

Hires Separations

Of the jobs which experienced the most turnover during FY14, Health Aide workers, LPNs and supervisory Corrections Officers lost more than were hired externally during the fiscal year.

Page 26 of 44

Table 23: Job Family Separations/Hires Comparison

Real Estate

-16 18

Applied Science

-61 48

Natural Resources

-91 117

Engineering

-124 88

Legal

-131 167

Transportation

-149 62

Unspecified

-158 145

Information Technology

-197 142

Regulatory

-244

220

Human Resources

-244

131

Food - Farm

-261

215

Financial

-357

211

Facilities

-552

431

Education

-685

698

General Support

-1204

1030

Social Services

-1267

1286

Healthcare

-1748

1275

Law Enforcement -3384

3529

-4000 -3000 -2000 -1000 0 1000 2000 3000 4000

Hires Separations

The Healthcare job family lost substantially more resources than were hired externally during the fiscal period. This job family includes nurses and health aid workers, typically one of the most difficult positions to fill and retain workers. Additionally, healthcare positions were impacted in reductions in force during FY14.

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Georgia State Government
EXECUTIVE BRANCH E X H I B I T S

Exhibit A: Workforce Breakdown By Agency

Co Entity 427 Department of Human Services 128 DHR - Public Health 129 DHR - BOCOP 402 Ga. Dept. of Agriculture 403 Ga. Dept. of Admin. Services 405 Department of Public Health 406 GA Dept of Banking & Finance 407 State Accounting Office 408 Office of Comm. of Insurance 409 GA State Fin. & Invest. Comm. 410 State Properties Commission 411 Ga. Dept. of Defense 414 Ga. Dept. of Education 415 Technical College System of GA 416 Ga. Employees Retirement Sys. 419 Ga.Dept of Community Health 420 Georgia Forestry Commission 422 Office of Planning and Budget 428 Ga. Dept. of Community Affairs 429 Dept of Economic Development 440 Ga. Dept. of Labor 441 Dept Behavioral Hlth& Dev Disb 442 Georgia Department of Law 461 Dept. of Juvenile Justice 462 Ga. Dept. of Natural Resources 465 State Board Pardons & Paroles 466 Ga. Dept. of Public Safety 467 Ga. Dept. of Corrections 469 Dept of Early Care & Learning 470 Ga. Public Service Commission 471 Ga. Bureau of Investigation 474 Department of Revenue 475 Ga. Dept. of Driver Services 476 Ga. Student Finance Commission 478 Secretary of State 480 GA Soil & Water Conservation 482 Ga. Teachers Retirement Sys. 484 Ga. Dept. of Transportation 488 Ga. Dept. of Veterans Service 489 Subsequent Injury Trust Fund

Classified 648 413 23 89 7 52 2
33
32 75 4 3 28 96 7 1 9 132 369
68 129 112 367 986
4 7 112 131 30 8 18
8 407
1

Unclassified 8427 3619 210 439 205 889 97 118 201 97 10 420 786 212 87 826 441 373 374 174 1268 4198 245 3565 1538 554 1431 10899 261 77 647 871 622 30 212 36 182 3717 142 19

Grand Total 9075 4032 233 528 212 941
99 118 234 97 10 452 861 216 90 854 537 380 375 183 1400 4567 245 3633 1667 666 1798 11885 265 84 759 1002 652 38 230 36 190 4124 143 19

Contingent 931 NA NA 66 9 31 4 0 8 4 1 67 83 34 3 26 111 24 13 43 110 582 10 355 570 1 55 254 9 0 7 0 228 0 37 3 0 138 3 1

Overall Total 10006 NA NA 594 221 972 103 118 242 101
11 519 944 250 93 880 648 404 388 226 1510 5149 255 3988 2237 667 1853 12139 274 84 766 1002 880 38 267 39 190 4262 146 20

Contingent Workforce %
9.30% NA NA
11.11% 4.07% 3.19% 3.88% 0.00% 3.31% 3.96% 9.09% 12.91% 8.79% 13.60% 3.23% 2.95% 17.13% 5.94% 3.35% 19.03% 7.28% 11.30% 3.92% 8.90% 25.48% 0.15% 2.97% 2.09% 3.28% 0.00% 0.91% 0.00% 25.91% 0.00% 13.86% 7.69% 0.00% 3.24% 2.05% 5.00%

Page 29 of 44

Co Entity 490 State Board of Workers' Comp 492 Ga Public Defender Standards 800 Technical Colleges 900 Georgia Building Authority 921 Ga. Correctional Industries 922 George L. Smith II - GWCCA 927 State Road & Tollway Authority 976 GA Regional Trans Authority 977 Georgia Public Broadcasting 980 Georgia Technology Authority Gra

Classified 14 14
4439

Unclassified 121 742 5651 161 174 449 52 31 111 177
56188

Grand Total 135 742 5651 161 188 449
52 31 111 177 60627

Contingent 0 33
4269 10 7 939 3 1 10 9
9104

Overall Total 135 775 9920 171 195 1388
55 32 121 186 69731

Contingent Workforce %
0.00% 4.26% 43.03% 5.85% 3.59% 67.65% 5.45% 3.13% 8.26% 4.84% 13.06%

Page 30 of 44

Exhibit B: Workforce Breakdown By Job Family

Job Family

Count

% of Total

% Chg. FY13

Real Estate

148

0.24%

5.7%

Applied Science

605

1.00%

-2.6%

Natural Resources

648

1.07%

2.9%

Food - Farm

871

1.44%

-6.4%

Engineering

1255

2.07%

-3.0%

Legal

1281

2.11%

4.3%

Unspecified

1335

2.20%

4.9%

Transportation

1360

2.24%

1.7%

Information Technology

1555

2.56%

-2.6%

Human Resources

1835

3.03%

-3.7%

Regulatory

2413

3.98%

-0.3%

Facilities

2662

4.39%

-0.3%

Financial

3083

5.09%

-3.8%

Education

5096

8.41%

2.0%

Healthcare

5409

8.92%

-9.6%

Social Services

7690

12.68%

-0.2%

General Support

8513

14.04%

-2.1%

Law Enforcement

14868 24.52%

-0.2%

Grand Total

60627 100.00%

-1.5%

Avg Salary $ 42,179.89 $ 44,252.61 $ 41,769.03 $ 23,874.48 $ 52,031.10 $ 55,946.49 $ 75,760.00 $ 29,925.87 $ 59,816.01 $ 39,209.25 $ 46,111.11 $ 31,140.78 $ 44,133.57 $ 53,601.60 $ 39,316.28 $ 33,483.45 $ 34,459.98 $ 33,259.15 $ 39,355.89

Page 31 of 44

Exhibit C: Workforce Breakdown By Most Populous Jobs

Job Title Corrections Officer(WL) Corrections Officer (SP) Clerk (WL) Instructor, Technical (DTAE) Protect & Placement Spec(WL) Probation / Parole Officer(WL) Economic Support Spec (WL) Clerk (AL) Health Aide (WL) Economic Support Spec (AL) Secretary (AL) Financial Ops Gen (AL) Beh Health/Counselor (WL) Registered Nurse (WL) Child Supt Svcs Offcr (AL) Protect & Placement Spec (SP) Registered Nurse (SP) MG1: Business Operations Lic Prac Nurse (WL)

% of Workforce
11.53% 2.79% 2.77% 2.76% 2.29% 1.99% 1.86% 1.67% 1.58% 1.30% 1.03% 0.94% 0.87% 0.82% 0.65% 0.65% 0.65% 0.64% 0.63%

Count 6989 1689 1679 1672 1386 1208 1126 1012 959 790 623 569 527 498 397 394 392 385 381

Avg Salary $27,692.86 $31,204.62 $24,012.63 $54,658.27 $33,026.99 $34,019.16 $26,531.00 $26,841.68 $20,900.10 $29,558.36 $26,963.41 $30,242.89 $34,065.52 $45,484.29 $32,741.74 $39,953.00 $55,506.62 $73,902.97 $29,033.43

% Chg. FY13 -10.1% 58.3% -10.2% 2.1% 0.0% 2.2% -0.9% -0.7% -10.7% -30.5% -8.8% -6.7% -4.7% -10.1% -0.5% 1.8% -8.0% 10.6% -20.3%

Page 32 of 44

Exhibit D: Retiree Eligibility By Agency

Co Agency

%

% Eligible Eligible

Total Avg Avg Eligible Eligible w/in 2 w/in 2

Headcount Age Tenure Now Now Yrs

Yrs

128 DHR - Public Health

4032 45.0 10.2 474 11.8% 710 17.6%

129 DHR - BOCOP 402 Ga. Dept. of Agriculture

233

44.8 7.9

14

6.0%

25 10.7%

528

45.8 10.6

85 16.1% 110 20.8%

403 Ga. Dept. of Admin. Services

212

47.4 8.8

22 10.4% 36 17.0%

405 Department of Public Health

941

45.9 9.3

109 11.6% 159 16.9%

406 GA Dept of Banking & Finance

99

38.8 10.4

10 10.1% 19 19.2%

407 State Accounting Office

118

46.2 7.2

7

5.9%

13 11.0%

408 Office of Comm. of Insurance

234

48.7 11.8

52 22.2% 68 29.1%

409 GA State Fin. & Invest. Comm.

97

51.7 10.0

16 16.5% 26 26.8%

410 State Properties Commission

10

43.3 10.5

0

0.0%

1

10.0%

411 Ga. Dept. of Defense

452

47.6 8.2

38

8.4%

60 13.3%

414 Ga. Dept. of Education

861

48.2 7.0

80

9.3% 128 14.9%

415 Technical College System of GA

216

49.7 11.8

30 13.9% 47 21.8%

416 Ga. Employees Retirement Sys.

90

43.5 8.3

5

5.6%

9

10.0%

419 Ga.Dept of Community Health

854

46.7 9.5

103 12.1% 148 17.3%

420 Georgia Forestry Commission

537

42.1 11.0

53

9.9%

81 15.1%

422 Office of Planning and Budget

380

41.8 6.9

25

6.6%

38 10.0%

427 Department of Human Services

9075 43.4 10.0 926 10.2% 1498 16.5%

428 Ga. Dept. of Community Affairs

375

47.2 10.4

51 13.6% 70 18.7%

429 Dept of Economic Development

183

42.5 8.6

19 10.4% 28 15.3%

440 Ga. Dept. of Labor

1400 49.4 11.3 171 12.2% 324 23.1%

441 Dept Behavioral Hlth& Dev Disb

4567 44.5 7.8

398 8.7% 649 14.2%

442 Georgia Department of Law

245

44.8 9.6

31 12.7% 38 15.5%

461 Dept. of Juvenile Justice

3633 41.5 7.2

168 4.6% 312 8.6%

462 Ga. Dept. of Natural Resources

1667 45.3 12.6 237 14.2% 356 21.4%

465 State Board Pardons & Paroles

666

43.3 13.7

116 17.4% 190 28.5%

466 Ga. Dept. of Public Safety

1798 40.7 11.2 200 11.1% 306 17.0%

467 Ga. Dept. of Corrections

11885 40.4 9.0

850 7.2% 1520 12.8%

469 Dept of Early Care & Learning

265

42.6 7.6

14

5.3%

27 10.2%

470 Ga. Public Service Commission

84

50.1 12.1

19 22.6% 23 27.4%

471 Ga. Bureau of Investigation

759

40.5 10.5

74

9.7% 117 15.4%

474 Department of Revenue

1002 46.8 10.5 165 16.5% 222 22.2%

475 Ga. Dept. of Driver Services

652

43.6 8.0

57

8.7%

92 14.1%

476 Ga. Student Finance Commission

38

52.1 14.8

15 39.5% 16 42.1%

478 Secretary of State

230

45.5 7.5

27 11.7% 38 16.5%

480 GA Soil & Water Conservation

36

43.7 9.8

2

5.6%

4

11.1%

Page 33 of 44

Co Agency 482 Ga. Teachers Retirement Sys. 484 Ga. Dept. of Transportation 488 Ga. Dept. of Veterans Service 489 Subsequent Injury Trust Fund 490 State Board of Workers' Comp 492 Ga Public Defender Standards 800 Technical Colleges 900 Georgia Building Authority 921 Ga. Correctional Industries 922 George L. Smith II - GWCCA 976 GA Regional Trans Authority 977 Georgia Public Broadcasting 980 Georgia Technology Authority

%

% Eligible Eligible

Total Avg Avg Eligible Eligible w/in 2 w/in 2

Headcount Age Tenure Now Now Yrs

Yrs

190

45.6 10.7

20 10.5% 29 15.3%

4124 45.6 13.1 602 14.6% 974 23.6%

143

51.9 8.6

24 16.8% 35 24.5%

19

52.3 13.5

3

15.8%

7

36.8%

135

50.2 13.9

27 20.0% 35 25.9%

742

44.7 6.1

24

3.2% 115 15.5%

5651 47.8 8.4

576 10.2% 919 16.3%

161

48.8 10.9

33 20.5% 43 26.7%

188

49.1 12.0

32 17.0% 54 28.7%

449

42.9 7.2

34

7.6%

56 12.5%

31

42.9 6.5

1

3.2%

2

6.5%

111

45.6 8.7

15 13.5% 21 18.9%

177

49.5 10.4

17

9.6%

37 20.9%

Page 34 of 44

Exhibit E: Top 20 Job Classifications Hired

Job Code Descr Corrections Officer(WL) Health Aide (WL) Economic Support Spec (WL) Protect & Placement Spec(WL) Registered Nurse (WL) Instructor, Technical (DTAE) Clerk (WL) Protect & Placement Spec(EL) Probation/Parole Officer(WL) Economic Support Spec (EL) Food Svc Operation Wkr (SP) Lic Prac Nurse (WL) Driver Examiner (EL) Protect & Placement Spec(AL) Clerk (AL) Customer Service Spec (WL) Housekeeper (EL) Trooper Cadet (AL) Ranger (EL) Legal Officer (WL)

Female 1203 239 270 275 198 126 193 171 90 144 95 102 84 89 89 64 58 1 3 38

Male 1629 189
40 23 29 102 11 20 84 17 24 9 17 10 7 27 31 80 66 31

Unknown 1
2 1 2
1

Total 2832 429 310 298 229 229 206 191 174 161 119 112 101
99 96 91 89 81 69 69

Avg. Age 29.2 33.6 34.0 32.7 40.7 43.0 36.8 29.9 31.0 34.6 39.9 39.0 32.2 31.5 38.3 30.7 38.8 30.5 33.4 31.4

% of Overall Hiring 28.86% 4.37% 3.16% 3.04% 2.33% 2.33% 2.10% 1.95% 1.77% 1.64% 1.21% 1.14% 1.03% 1.01% 0.98% 0.93% 0.91% 0.83% 0.70% 0.70%

Page 35 of 44

Exhibit F: Hiring Activity By Job Family

Job Family Law Enforcement Social Services Healthcare General Support Education Facilities Regulatory Food-Farm Financial Legal Unspecified Information Tech Human Resources Natural Resources Engineering Transportation Applied Science Real Estate

Female 1491 1135 966 878 458 104 135 154 178 101 63 52 105 15 22 5 33 7

Male 2038 151 304 147 237 326
85 61 33 66 81 90 26 102 66 57 15 11

Unknown
5 5 3 1
1

Total 3529 1286 1275 1030 698 431 220 215 211 167 145 142 131 117
88 62 48 18

Avg. Age 30.2 33.8 36.6 36.8 42.0 41.6 37.5 39.0 40.4 35.9 39.8 41.3 42.6 33.1 34.8 41.8 31.9 45.0

% of Overall Hiring 35.96% 13.11% 12.99% 10.50% 7.11% 4.39% 2.24% 2.19% 2.15% 1.70% 1.48% 1.45% 1.33% 1.19% 0.90% 0.63% 0.49% 0.18%

Page 36 of 44

Exhibit G: Agency Turnover Breakdown

Entity
Ga. Dept. of Corrections Department of Human Services Dept Behavioral Hlth& Dev Disb Dept. of Juvenile Justice DHR - Public Health Technical Colleges Ga. Dept. of Transportation Ga. Dept. of Labor Ga. Dept. of Public Safety Department of Public Health Ga. Dept. of Natural Resources Department of Revenue Ga. Dept. of Education Ga. Dept. of Driver Services Ga.Dept of Community Health Office of Planning and Budget Ga. Dept. of Defense Ga Public Defender Standards George L. Smith II - GWCCA Ga. Dept. of Agriculture Georgia Forestry Commission Ga. Bureau of Investigation Ga. Dept. of Community Affairs State Board Pardons & Paroles Secretary of State Ga. Correctional Industries Dept of Early Care & Learning Georgia Building Authority Ga. Dept. of Admin. Services DHR - BOCOP Technical College System of GA Georgia Department of Law State Accounting Office Dept of Economic Development Georgia Public Broadcasting GA Dept of Banking & Finance Office of Comm. of Insurance Ga. Teachers Retirement Sys. Georgia Technology Authority GA Regional Trans Authority

Transfers Grand Turnover

Involuntary Other Retirement Voluntary Out

Total Rate

304

17

333

285

17

326

501

6

180

116

8

54

204

3

114

98

9

121

112

4

171

44

70

4

2

56

52

1

25

22

1

54

25

2

50

17

1

29

18

17

15

2

32

8

5

13

18

9

6

19

1

10

15

32

8

16

2

2

22

4

13

3

1

11

17

4

4

1

8

5

6

6

14

5

3

6

3

3

4

2

2

2

4

1

1

2

6

3

3

1

3

2

6

1

1

2

1994 940 887 720 395 443 193 115 125 71 80 56 90 97 65 64 62 62 49 30 45 37 30 31 25 25 15
6 14 19 16 11 7 14 12 14 13 6 8 8

96

2744 23.0%

231

1799 19.6%

130

1704 35.5%

57

955 26.5%

53

769 18.7%

64

735 13.1%

17

497 11.8%

18

247 16.8%

19

206 11.5%

27

176 18.6%

10

167 9.8%

12

145 13.7%

5

142 16.3%

7

139 22.0%

12

126 16.9%

24

101 23.5%

4

97

21.2%

8

85

11.6%

4

83

19.3%

5

82

15.8%

4

73

14.0%

2

65

8.8%

11

58

15.2%

9

55

8.3%

7

53

23.5%

7

45

22.8%

5

31

12.8%

4

30

18.7%

7

29

13.6%

0

28

12.5%

3

26

12.3%

9

24

9.9%

9

22

19.3%

3

21

13.5%

0

21

19.1%

1

18

19.6%

0

17

7.4%

1

15

8.0%

2

12

6.8%

1

11

34.6%

Page 37 of 44

Transfers Grand Turnover

Entity

Involuntary Other Retirement Voluntary Out

Total Rate

GA State Fin. & Invest. Comm.

4

Ga. Dept. of Veterans Service

1

State Board of Workers' Comp

3

State Road & Tollway Authority

2

Ga. Employees Retirement Sys.

1

Ga. Student Finance Commission

State Properties Commission

1

GA Soil & Water Conservation

1

Ga. Public Service Commission

Subsequent Injury Trust Fund

1

3

3

0

10

9.8%

3

5

1

10

7.1%

2

5

0

10

7.3%

1

4

1

8

15.4%

2

2

1

6

6.8%

3

2

0

5

12.6%

1

2

0

4

35.0%

2

1

0

4

11.1%

1

1

1

3

3.6%

1

0

2

10.3%

Page 38 of 44

Exhibit H: Trends in Hiring

Overall Hiring

12000 10000
8000 6000 4000 2000
0

6908 2010

8061 2011

9034 2012

8975 2013

9813 2014

FY14 FY13 FY12 FY11 FY10
0

Transfers
663 770 835
744 574 100 200 300 400 500 600 700 800 900

Avg FT Hire Salary

$33,402.14

$32,963.34

$31,679.72

$32,278.26 $30,763.73

2010

2011

2012

2013

2014

Page 39 of 44

Exhibit I: Trends in Separation

12000 10000
8000 6000 4000 2000
0

9240
FY10

Overall Separations

10060

10890

FY11

FY12

11129
FY13

10823
FY14

Separations By Category

8000 7000 6000 5000

5158

6038

6224

6492

6919

4000

3000 2000 1000
0

1998 1978
106 FY10

2220 1689

2405 2154

113 FY11

107 FY12

2834
1698 105 FY13

1850 1972
82 FY14

Voluntary Retirement Involuntary Other

Page 40 of 44

30 26.8
25
20

Average Tenure At Separation

25

24.3

23.4

22.7

15

14.9

10 7.6

5

6.5

0 FY10

14.4
6.6 5.9
FY11

13.4
6.7 4.9 FY12

11.9
5.4 4 FY13

13.1
5.5 4.1 FY14

Voluntary Retirement Involuntary Other

Page 41 of 44

Exhibit J: Separations Major Category Descriptions

Action Reason

Description

OTHER

TER

DEA

TER

KLD

Death Killed in Line of Duty

Short Desc
Death KilledDuty

Category Other Other

TER

TER

TER

TER

TER

INVOLUNTARY

TER TER

TER

TER

TER

TER

TER

ATT

Attendance

Attendance Involuntary

CON

Misconduct

Misconduct Involuntary

DIS

Dismissal

Dismissal Involuntary

DRG

Drug Testing

Drug Test Involuntary

MIS Misstatement on Application Misstatemt Involuntary

NPR No Position Return From Leave Con Leave Involuntary

RIF

Reduction in Force

RIF

Involuntary

RLS

Release

Release Involuntary

TAR

Tardiness

Tardiness Involuntary

UNS

Unsatisfactory Performance Unsat Perf Involuntary

INS

Insubordination

Insubordin Involuntary

VIO

Violation of Rules

Violation Involuntary

RETIREMENT TER RTM

Retirement

Retirement Retirement

VOLUNTARY

TER

CHI

Child/House Care

Child/Hse Voluntary

TER

EES Dissatisfied w/Fellow Employee Employees Voluntary

TER FAM

Family Reasons

Family Rsn Voluntary

TER

FOR

Forfeiture of Position

Forfeit Voluntary

TER

HEA

Health Reasons

Health Voluntary

TER

HRS

Dissatisfied with Hours

Hours

Voluntary

TER

ILL

Illness in Family

Illness Voluntary

TER

LOC

Dissatisfied with Location

Location Voluntary

TER

LVE

Failure to Return from Leave

Leave

Voluntary

TER MAR

Marriage

Marriage Voluntary

TER

PAY

Dissatisfied with Pay

Pay

Voluntary

TER

PER

Personal Reasons

Personal Voluntary

TER

PLE

Paid Leave Exhausted

Lv Exhaust Voluntary

TER

POL

Dissatisfied w/Comp. Policies Comp Polic Voluntary

TER

PRE

Presumptive Resignation

Presume Voluntary

TER PRM Dissatisfied w/Promotion Opps Promo Opps Voluntary

TER

PSE

Private Sector Employment PriSectEmp Voluntary

TER

PTD

Partial/Total Disability

Pt/Tot Dis Voluntary

TER

REF

Refused Transfer

Refus Xfer Voluntary

TER

REL

Relocation

Relocation Voluntary

TER

RES

Resignation

Resignatn Voluntary

TER

RTS

Return to School

School Voluntary

TER

SUP

Dissatisfied with Supervision Supervisn Voluntary

TER

TRA

Transportation Problems

Transportn Voluntary

TER

TYP

Dissatisfied w/Type of Work Work Type Voluntary

TER WOR Dissatisfied w/Work Conditions Work Conds Voluntary

TER MUT

Mutual Consent

Mut Consnt Voluntary

Page 42 of 44

Exhibit K: State of Georgia Salary Plans

STATE OF GEORGIA SALARY PLAN

Salary Plan Code

Description

STATEWIDE SALARY PLAN

SWD

Statewide Salary Plan

HOURLY

CHW

Casual Hourly Worker

TPW

Technical Professional Worker

SENIOR EXECUTIVE PLAN

SRE

Senior Executive Salary Plan

SPECIALIZED OCCUPATIONAL PLAN

MD1

Physicians Salary Plan

ALTERNATIVE

APO

AlternativePayOnly-NoSlryNoHrs

INDEPENDENT SALARY PLANS

404

Dept of Audits Salary Plan

442

Dept of Law Salary Plan

444

General Assembly Salary Plan

482

TRS Staff Salary Plan

922

GA World Congress Center Auth

977

GA Public Broadcasting Sal Pln

FIC

GSFIC Salary Plan

GCI

GA Correctional Industries

GTA

GA Technology Auth Sal Plan

430

Judicial Branch Salary Plan

DA1

District Attorney Salary Plan

DAI

D.A. Investigator Salary Plan

DS1

D.A. Secretaries Salary Plan

ADA

Asst District Atty Salary Plan

J01

Superior Court Judges Sal Plan

JS1

Judges Secretaries Salary Plan

LC1

Superior Ct Law Clerk Sal Plan

S00

10 Mo DOE (200 Days) Sal Plan

S10

10 Mo DOE (210 Days) Sal Plan

T00

DOE Teachers 200 Day Sal Plan

T10

DOE Teachers 210 Day Sal Plan

TEA

TCSG Teachers 12Mo Salary Plan

TEB

TCSG Teachers 11Mo Salary Plan

TEC

TCSG Teachers 10Mo Salary Plan

TED

TCSG Teachers 9Mo Salary Plan

SUP

TCSG Support Staff Salary Plan

EDS

Education Supv Sal Plan (2080)

PRN

Education Prin Sal Plan (2080)

TCH

Teachers Salary Plan (2080)

Page 43 of 44

For inquiries, contact: Department of Administrative Services Human Resources Administration Division 200 Piedmont Avenue, West Tower Suite 500
T: 1-877-318-2722 or 404-656-2705 hra@doas.ga.gov