Performance Details

Department of Administration - Personnel

Mission

Provide policy, consultative guidance, and direct human resource services to State of Alaska executive branch agencies.

Core Services

  • Recruitment and re-employment.
  • Job classification.
  • Employment related human rights compliance.
  • Training and development.
  • Payroll and leave accounting.

Arrow GraphicMission Results

Core Services
A: Services provided further the mission of executive branch agencies.  Details >
A1: Recruitment and re-employment.  Details >
A2: Job classification.  Details >
  • TARGET #1: 100% of position descriptions for vacant positions are processed within 14 calendar days of receipt to ensure timely hiring.
A3: Employment related human rights compliance.  Details >
A4: Training and development.  Details >
  • TARGET #1: To ensure supervisors have the knowledge, skills and abilities to be successful and effective in directing the state workforce, 10% of supervisors and managers receive timely skill based training designed to create high performance work teams.
A5: Payroll and leave accounting.  Details >
  • TARGET #1: Contractually established deadlines for the resolution of Notices of Pay Problems are met 100% of the time.
  • TARGET #2: Cost of Penalty Pay when contractually established deadlines for Notices of Pay Problems are not met.

Performance Detail


A: Result - Services provided further the mission of executive branch agencies.

A1: Core Service - Recruitment and re-employment.

A2: Core Service - Job classification.
    
Target #1: 100% of position descriptions for vacant positions are processed within 14 calendar days of receipt to ensure timely hiring.


Percent of Position Descritptions Processed Within 14 Calendar Days
Fiscal Year % PD Processed
FY 2014
55%
FY 2013
61%

Analysis of results and challenges: For FY14, 55% of positions descriptions for vacant positions were processed within the 14 calendar day standard. Staff turnover and the resulting training period for new staff , as well as staff having to help process payroll, had an impact on the divisionís ability to meet the standard.

A3: Core Service - Employment related human rights compliance.

A4: Core Service - Training and development.
    
Target #1: To ensure supervisors have the knowledge, skills and abilities to be successful and effective in directing the state workforce, 10% of supervisors and managers receive timely skill based training designed to create high performance work teams.

Methodology: Data is provided on an annual basis.

Percent of Supervisors and Managers Who Attend the Academy for Supervisors on a Fiscal Year Basis
Fiscal Year Annual
FY 2014
7.8%
FY 2013
8.36%
FY 2012
6.44%
FY 2011
6.0%
FY 2010
6.6%
FY 2009
13.8%

Analysis of results and challenges: During FY14, 7.8% of supervisors attended either the five-day Academy for Supervisors or Team Building.

A5: Core Service - Payroll and leave accounting.
    
Target #1: Contractually established deadlines for the resolution of Notices of Pay Problems are met 100% of the time.


Percent of Notice of Pay Problems that Are Met 100% of the Time
Fiscal Year Percent Met
FY 2014
86%
FY 2013
92%

Analysis of results and challenges: Contractually established deadlines for the resolution of Notices of Pay Problems (NOPP) were met 86% of the time. The 14% for which deadlines were not met represented 70 NOPPs of which four resulted in penalty pay for a total of $1,600.00.
    
Target #2: Cost of Penalty Pay when contractually established deadlines for Notices of Pay Problems are not met.


Cost of Penalty Pay When Notice Of Pay Problems Are Not Met
Fiscal Year Cost of Pay Problems
FY 2014
1600.00
FY 2013
1200.00

Analysis of results and challenges: Contractually established deadlines for the resolution of Notices of Pay Problems (NOPP) were met 86% of the time. The 14% for which deadlines were not met represented 70 NOPPs of which four resulted in penalty pay for a total of $1,600.00.

 

Current as of August 15, 2014