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. Page 2 of 44 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. Page 3 of 44 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. Page 4 of 44 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 Page 5 of 44 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 Page 6 of 44 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 Page 7 of 44 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) Page 8 of 44 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%). Page 9 of 44 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. Page 11 of 44 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 Page 12 of 44 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 Page 13 of 44 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) Page 14 of 44 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 Page 15 of 44 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. Page 16 of 44 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 Page 17 of 44 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 Page 18 of 44 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. Page 19 of 44 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 Page 21 of 44 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 Page 22 of 44 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% Page 23 of 44 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) Page 24 of 44 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. Page 27 of 44 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