[NCASG] Cloud Technology Impacts on the IT Workforce

[Mike Bonds]

Please find Arkansas' responses below.


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MICHAEL BONDS, J.D.
ASSISTANT ADMINISTRATOR

Transformation and Shared Services, Office of Personnel Management
o. 501.682.5145
mike.bonds at dfa.arkansas.gov<mailto:mike.bonds at dfa.arkansas.gov>

EPIC Service




From: Parker, Terri (OFM) <terri.parker at ofm.wa.gov>
Sent: Tuesday, December 22, 2020 7:11 PM
To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) <dhr_ncasg_survey_list at admws.idaho.gov>
Cc: Hogenson, Angie (OFM) <Angie.Hogenson at OFM.WA.GOV>
Subject: [NCASG] Cloud Technology Impacts on the IT Workforce

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________________________________
Hi all, this request is sent on behalf of Washington's HR Analytics and Initiatives Manager, Angie Hogenson. Let us know if you have questions. Thanks in advance for your time and assistance! We would appreciate your response by January 11, 2021.

Like other states, Washington has begun to move systems/applications to the cloud. We would like to know what other states have experienced as we try to gauge how movement to the new technology will impact the existing IT workforce. Please answer the following questions to the best of your ability-any information you can provide will be helpful.


1.       Is management of your IT workforce centralized or decentralized?

Decentralized

2.       Is your IT workforce represented (unionized), non-represented (non-unionized) or both?

Non-unionized

3.       Is your IT workforce classified, at-will or both?

At will

4.       Has your state begun moving to the cloud? If so, approximately how far along are you? 100%, 50%, etc.

Yes, for some systems.  HR systems, which are centralized, are migrating now.  Migration of the statewide HRIS is about 40% complete, with a completion date of the end of 2021.

5.       What job classification changes have been made because of movement to the cloud? For example, revised, established or abolished IT job classes?

None yet, although we expect to revise several titles and descriptions over the course of the next year.  Titles that still make reference to mainframe systems/processes will be revised or phased out.

6.       Have you made compensation changes for the IT workforce because of movement to the cloud? For example, new salary schedules, additional compensation for higher-level duties, recruitment and or recruitment incentives, other premium pays, other?

Not specifically related to the cloud, but the State of Arkansas established an IT pay scale in 2017.

7.       Were there changes in the number of IT workers needed because of movement to the cloud?

a.       Increases - If you hired more IT staff, what IT skill sets did you need to recruit for to fill positions?

b.       Decreases - If you needed less IT staff, was this achieved through attrition, layoffs, reduction in force, other?

Overall, our IT numbers have decreased slightly over the biennium.  We're seeing a need for different, web-based skill sets and database management more than anything.

8.       Did you identify skills or knowledge gaps in the existing IT workforce because of movement to the cloud? If so, what were the gaps?

See #7 above.

9.       Did your state need to initiate new training programs to upscale the skill sets of the IT workforce because of movement to the cloud?  If so, what trainings were provided?

None yet.

10.   Do you have lessons learned from your state's move to the cloud?

a.       What worked well?

b.       What didn't work?

We're still early in the HRIS migration, but one positive is being able to work on the system from anywhere.  One negative is that most of the services are sold was software-as-a-service (SAS), which means that there are fewer opportunities for customization.

11.   Do you have any guidance or other documents related to this topic that you would be willing to share?

No.





Angie Hogenson (she/her/hers)
HR Analytics & Initiatives Manager

Terri Parker (she/her/hers)
Compensation Policy & Planning Analyst
OFM/ State Human Resources
Cell 360-515-6299
terri.parker at ofm.wa.gov<mailto:terri.parker at ofm.wa.gov> | labor.relations at ofm.wa.gov<mailto:labor.relations at ofm.wa.gov>

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