From Adam.Reinemann at cs.ny.gov Mon Nov 2 07:19:21 2020 From: Adam.Reinemann at cs.ny.gov (Reinemann, Adam J (CS)) Date: Mon, 2 Nov 2020 14:19:21 +0000 Subject: [NCASG] Missouri Survey- Clinical Social Work Job Series In-Reply-To: <4e5703d16f06413da919ea985134871e@oa.mo.gov> References: <4e5703d16f06413da919ea985134871e@oa.mo.gov> Message-ID: Hi Rong, Please see the attached response from New York. Below are links to applicable classification standards. For the Social Work Assistant 3 title, no classification standard exists, so I linked to the latest examination announcement to give you a sense of minimum qualifications and function. Social Work Assistant 3 Exam Announcement: https://www.cs.ny.gov/announarchive/announcements/26-225.cfm Licensed Master Social Worker Classification Standard: https://www.cs.ny.gov/tsplan/tsp_display2.cfm?speccode=8156100F Social Work Supervisor Classification Standard: https://www.cs.ny.gov/tsplan/tsp_display2.cfm?speccode=8159510F Thanks, Adam Adam Reinemann Human Resources Specialist 2 (Classification & Compensation) Department of Civil Service Empire State Plaza, Agency Building 1, Albany, NY 12239 (518) 474-0789 l Adam.Reinemann at cs.ny.gov www.cs.ny.gov From: He, Rong Sent: Friday, October 30, 2020 4:31 PM To: 'dhr_ncasg_survey_list at admws.idaho.gov' Cc: Evers, Jennifer ; Baskette, Sandra ; Moyers, Rebecca ; Reynolds, Kim ; Buschjost, Marian Subject: [NCASG] Missouri Survey- Clinical Social Work Job Series Importance: High ATTENTION: This email came from an external source. Do not open attachments or click on links from unknown senders or unexpected emails. Dear NCASG partners, Missouri is conducting a salary survey on our Clinical Social Worker Job series. We are interested in determining if your State has comparable data match the job descriptions I am sending you. We are only interested in Senior Clinical Caseworker, Licensed Clinical Social Worker, and Clinical Social Work Supervisor/Specialist job classes. I am attaching the job Spec for them and highlighted the titles we are interested. Attached, please find the Excel datasheet to complete and return to me at your earliest convenience. If you have any matches, please attach or link to your job descriptions as well. We would appreciate your information by Monday, November 9. Rong He Research Analyst IV OA/Division of Personnel Truman Building, Room 430 Jefferson City, MO 65102 Phone: (573)751-1648 Rong.He at oa.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Missouri Licensed Clinical Social Work Job Series.xlsx Type: application/vnd.openxmlformats-officedocument.spreadsheetml.sheet Size: 11742 bytes Desc: Missouri Licensed Clinical Social Work Job Series.xlsx URL: From Janelle.Haynsworth at LA.GOV Mon Nov 2 07:47:52 2020 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Mon, 2 Nov 2020 14:47:52 +0000 Subject: [NCASG] Missouri Survey- Clinical Social Work Job Series In-Reply-To: <4e5703d16f06413da919ea985134871e@oa.mo.gov> References: <4e5703d16f06413da919ea985134871e@oa.mo.gov> Message-ID: <7ca5adf840cd4745889ca597654b6585@LA.GOV> Hi Rong, Please find attached the response from Louisiana. We have two separate job series: Social Service Counselors that require a bachelor's degree at the lower levels and the Social Workers that require a master's and licensure as a LCSW. I have included links to the job series on the additional worksheets for your review. Please let me know if I may be of additional assistance. Thank you, Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D3C5B9.95C56680] [cid:image002.png at 01D3C5B9.95C56680] [cid:image003.png at 01D3C5B9.95C56680] [cid:image004.png at 01D3C5B9.95C56680] [cid:image005.png at 01D3C5B9.95C56680] [cid:image006.png at 01D3C5B9.95C56680] From: He, Rong Sent: Friday, October 30, 2020 3:31 PM To: 'dhr_ncasg_survey_list at admws.idaho.gov' Cc: Evers, Jennifer ; Baskette, Sandra ; Moyers, Rebecca ; Reynolds, Kim ; Buschjost, Marian Subject: [NCASG] Missouri Survey- Clinical Social Work Job Series Importance: High EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Dear NCASG partners, Missouri is conducting a salary survey on our Clinical Social Worker Job series. We are interested in determining if your State has comparable data match the job descriptions I am sending you. We are only interested in Senior Clinical Caseworker, Licensed Clinical Social Worker, and Clinical Social Work Supervisor/Specialist job classes. I am attaching the job Spec for them and highlighted the titles we are interested. Attached, please find the Excel datasheet to complete and return to me at your earliest convenience. If you have any matches, please attach or link to your job descriptions as well. We would appreciate your information by Monday, November 9. Rong He Research Analyst IV OA/Division of Personnel Truman Building, Room 430 Jefferson City, MO 65102 Phone: (573)751-1648 Rong.He at oa.mo.gov ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 2745 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 1947 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 2129 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 1897 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 2037 bytes Desc: image005.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 2076 bytes Desc: image006.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Missouri Licensed Clinical Social Work Job Series.xlsx Type: application/vnd.openxmlformats-officedocument.spreadsheetml.sheet Size: 18362 bytes Desc: Missouri Licensed Clinical Social Work Job Series.xlsx URL: From terri.parker at ofm.wa.gov Mon Nov 2 15:32:25 2020 From: terri.parker at ofm.wa.gov (Parker, Terri (OFM)) Date: Mon, 2 Nov 2020 22:32:25 +0000 Subject: [NCASG] IT Salary Data: Some Very Quick Questions for NCASG Members In-Reply-To: References: Message-ID: <6aa161be91cd4aefa589d4b4706b5b7f@ofm.wa.gov> Hi Pat, see below for WA?s responses. ? Terri Parker (she/her/hers) 360-515-6299 terri.parker at ofm.wa.gov From: Morrissey, Patrick T (DOA) Sent: Friday, October 30, 2020 2:15 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] IT Salary Data: Some Very Quick Questions for NCASG Members This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. Good Afternoon Everyone. The State of Alaska is conducting a major review and update of its IT job classes and is exploring various resources and tools to use in assessing the pay grades of these classes. I was hoping to reach out to all of you (or someone you believe would be a more appropriate resource) with a few very quick questions: 1. Does your state primarily use market data, internal alignment, or other methods to determine appropriate pay grades for its IT job classes? Changes to the IT professional structure can be made only when one or more of the criteria are listed in RCW 41.06.152 have been met. A market survey is conducted every two years using published survey data. The results are used to inform decision-making when comp structure changes are needed. 1. Over the past 5 years or so, has your state used any of the following in determining pay grades for IT job classes (and, please let us know how valuable you found it as a resource): * Annual Mercer/Gartner Information Technology Survey? Yes, good resource * ERI Salary Assessor? Yes, good resource * Any of the annual Milliman surveys? Milliman NW Technology Survey, good resource * Any other surveys and/or compensation software (e.g., Culpepper, Salary.com, PayScale)? For the 2020 market study, our survey vendor provided data from PayFactors and Salary.com CompAnalyst. Both were good resources. 1. Based on your experiences over the past 5 years or so, are there any other compensation resources you would like to recommend? N/A I appreciate this is a tight turnaround but, if at all possible, please ask your respondents to reply back to me no later than Wednesday, November 4, 2020. Thank you. I appreciate your time and consideration of these questions and look forward to hearing from you soon. Have a great weekend! Sincerely, Pat Morrissey Class Studies Analyst Department of Administration, Division of Personnel & Labor Relations, Phone: 907-465-4427 http://doa.alaska.gov/dop/classification/ Confidentiality Notice: This e-mail message, including any attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. Any unauthorized review, use, disclosure, or distribution is prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: From meghan.connor2 at wyo.gov Tue Nov 3 08:00:35 2020 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Tue, 3 Nov 2020 08:00:35 -0700 Subject: [NCASG] IT Salary Data: Some Very Quick Questions for NCASG Members In-Reply-To: References: Message-ID: Pat, Please see Wyoming's response below: 1. Does your state primarily use market data, internal alignment, or other methods to determine appropriate pay grades for its IT job classes? Both, we use market data to assess our pay grades and internal alignment via Hay to make sure they are in the correct grades. 2. Over the past 5 years or so, has your state used any of the following in determining pay grades for IT job classes (and, please let us know how valuable you found it as a resource): a. Annual Mercer/Gartner Information Technology Survey? No. b. ERI Salary Assessor? Yes, it is incredibly helpful in narrowing down comparison states and markets while accounting for budget or years of experience. My only complaint would be how vague the job descriptions are, usually 2-3 bullet points. c. Any of the annual Milliman surveys? No. d. Any other surveys and/or compensation software (e.g., Culpepper, Salary.com, PayScale)? We just got PayScale and are in the process of getting it up and running. So far I have been impressed with the ease of reporting and visualizations. I am happy to share more as we learn more. 3. Based on your experiences over the past 5 years or so, are there any other compensation resources you would like to recommend? I am only in my first year in this position, and actually came from HR at our state IT department. I think PayScale is going to be great for simplifying presentations to our Legislators, assessing some equity issues, and modeling our salary structure. Please let me know if you have any questions. Meghan On Fri, Oct 30, 2020 at 3:17 PM Morrissey, Patrick T (DOA) < patrick.morrissey at alaska.gov> wrote: > Good Afternoon Everyone. > > > > The State of Alaska is conducting a major review and update of its IT job > classes and is exploring various resources and tools to use in assessing > the pay grades of these classes. I was hoping to reach out to all of you > (or someone you believe would be a more appropriate resource) with a few > very quick questions: > > 1. Does your state primarily use market data, internal alignment, > or other methods to determine appropriate pay grades for its IT job > classes? > > > > 2. Over the past 5 years or so, has your state used any of the > following in determining pay grades for IT job classes (and, please let us > know how valuable you found it as a resource): > > a. Annual Mercer/Gartner Information Technology Survey? > > b. ERI Salary Assessor? > > c. Any of the annual Milliman surveys? > > d. Any other surveys and/or compensation software (e.g., Culpepper, > Salary.com, PayScale)? > > > > 3. Based on your experiences over the past 5 years or so, are there > any other compensation resources you would like to recommend? > > > > I appreciate this is a tight turnaround but, if at all possible, please > ask your respondents to reply back to me no later than Wednesday, November > 4, 2020. > > > > Thank you. I appreciate your time and consideration of these questions and > look forward to hearing from you soon. Have a great weekend! > > > > Sincerely, > > > > *Pat Morrissey* > > Class Studies Analyst > > Department of Administration, > > Division of Personnel & Labor Relations, > > Phone: 907-465-4427 > > http://doa.alaska.gov/dop/classification/ > > > > *Confidentiality Notice: This e-mail message, including any attachments, > is for the sole use of the intended recipient(s) and may contain > confidential and privileged information. Any unauthorized review, use, > disclosure, or distribution is prohibited. If you are not the intended > recipient, please contact the sender by reply e-mail and destroy all copies > of the original message.* > > > -- Meghan Connor Compensation Coordinator Department of Administration and Information 2001 Capitol Ave. Rm 124 Cheyenne, WY 82002 -- E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: From Darby.Forrester at personnel.alabama.gov Tue Nov 3 09:06:16 2020 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Tue, 3 Nov 2020 16:06:16 +0000 Subject: [NCASG] IT Salary Data: Some Very Quick Questions for NCASG Members In-Reply-To: References: Message-ID: Alabama developed a new IT structure 2 years ago. We hired Kenning Consulting and they did the salary survey for the recommended pay grades and we used those recommendations along with internal alignment to set the ranges. We haven't implemented it yet - cross between money and agency directors that were not in favor of their IT Manager making more than their program managers. We are trying to resurrect it starting next year. We use internal alignment, NCASG data, salary.com, pay scale for most of our salary surveys Darby From: Morrissey, Patrick T (DOA) Sent: Friday, October 30, 2020 4:15 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] IT Salary Data: Some Very Quick Questions for NCASG Members Good Afternoon Everyone. The State of Alaska is conducting a major review and update of its IT job classes and is exploring various resources and tools to use in assessing the pay grades of these classes. I was hoping to reach out to all of you (or someone you believe would be a more appropriate resource) with a few very quick questions: 1. Does your state primarily use market data, internal alignment, or other methods to determine appropriate pay grades for its IT job classes? 1. Over the past 5 years or so, has your state used any of the following in determining pay grades for IT job classes (and, please let us know how valuable you found it as a resource): * Annual Mercer/Gartner Information Technology Survey? * ERI Salary Assessor? * Any of the annual Milliman surveys? * Any other surveys and/or compensation software (e.g., Culpepper, Salary.com, PayScale)? 1. Based on your experiences over the past 5 years or so, are there any other compensation resources you would like to recommend? I appreciate this is a tight turnaround but, if at all possible, please ask your respondents to reply back to me no later than Wednesday, November 4, 2020. Thank you. I appreciate your time and consideration of these questions and look forward to hearing from you soon. Have a great weekend! Sincerely, Pat Morrissey Class Studies Analyst Department of Administration, Division of Personnel & Labor Relations, Phone: 907-465-4427 http://doa.alaska.gov/dop/classification/ Confidentiality Notice: This e-mail message, including any attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. Any unauthorized review, use, disclosure, or distribution is prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: From Wendy.A.Mays at wv.gov Tue Nov 17 08:52:55 2020 From: Wendy.A.Mays at wv.gov (Mays, Wendy A) Date: Tue, 17 Nov 2020 15:52:55 +0000 Subject: [NCASG] Process questions Message-ID: Good morning from WV! Hope you guys are staying safe. We have been modifying our procedures since the pandemic. To the point where we are now operating paperless. So, I was looking for some information from you guys. 1. Do you guys operate paperless for classification determinations? (We require a position description form and a writeup.) 2. How do you manage the flow of documents? 3. Do you use a specialized computer system that helps keep you organized? 4. Any other thoughts/suggestions on going paperless? Thank you so much in advance! Wendy Mays (former Elswick ? I got married during the pandemic ?) Assistant Director, Classification and Compensation WV Division of Personnel -------------- next part -------------- An HTML attachment was scrubbed... URL: From joe.marro at nc.gov Tue Nov 17 11:02:04 2020 From: joe.marro at nc.gov (Marro, Joe) Date: Tue, 17 Nov 2020 18:02:04 +0000 Subject: [NCASG] [External] Process questions In-Reply-To: References: Message-ID: Good afternoon, Wendy. We use Smartsheet for the classification process. Agencies click on a link to the submission template we created on our web page or through our Total Rewards SharePoint site. They can enter information in designated fields there, and upload required PDFs too. The PDFs that are uploaded by the agencies include required, consistent documentation: * Agency HR Director Approval Form (Word template), * Current and proposed position descriptions (exported from PeopleAdmin), * Org charts (exported from SAP), and * Their agency class/comp analyst notes (standard format used across the state) The system is fully customizable and alerts us when something new comes into the queue. It gets routed to our analysts based on job family assignment. We set it up so we can track and report on all sorts of information from status of the reviews to metrics on just about everything related to the positions, job evaluation decision-making activities, turnaround times, etc.. We have an ?internal notes? field that we can all see in OSHR but is not accessible by the agencies. It can be set up so that they can receive reports/track our progress on their requests. We also have separate smartsheets set up for other processes (e.g., salary administration requests). Last year, Smartsheet removed the free functionality that also allowed us to communicate classification decisions to agencies directly from within the application; now we have to communicate those by email. Other than that, the tool works well for us in managing the workflow and documentation without paper. We archive each fiscal year?s activity for future online reference. I should mention that in early 2020, we gave agencies classification flexibility (delegation of authority) for about 95% of our job classifications. Our state is also in the late stages of an in-depth technology review of all HR systems so platforms may change for us in the next year or two. -Joe From: Mays, Wendy A Sent: Tuesday, November 17, 2020 10:53 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] Process questions CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Good morning from WV! Hope you guys are staying safe. We have been modifying our procedures since the pandemic. To the point where we are now operating paperless. So, I was looking for some information from you guys. 1. Do you guys operate paperless for classification determinations? (We require a position description form and a writeup.) 2. How do you manage the flow of documents? 3. Do you use a specialized computer system that helps keep you organized? 4. Any other thoughts/suggestions on going paperless? Thank you so much in advance! Wendy Mays (former Elswick ? I got married during the pandemic ?) Assistant Director, Classification and Compensation WV Division of Personnel ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: From MaxI.Cordova at state.nm.us Tue Nov 17 11:07:18 2020 From: MaxI.Cordova at state.nm.us (Cordova, Max I, SPO) Date: Tue, 17 Nov 2020 18:07:18 +0000 Subject: [NCASG] Recall: [EXT] Re: [External] Process questions Message-ID: Cordova, Max I, SPO would like to recall the message, "[EXT] Re: [NCASG] [External] Process questions". From MaxI.Cordova at state.nm.us Tue Nov 17 11:07:18 2020 From: MaxI.Cordova at state.nm.us (Cordova, Max I, SPO) Date: Tue, 17 Nov 2020 18:07:18 +0000 Subject: [NCASG] [EXT] Re: [External] Process questions In-Reply-To: References: Message-ID: Go ahead and format those columns as ?Short Date? [cid:image001.jpg at 01D6BCD1.C4B129E0] From: Marro, Joe > Sent: Tuesday, November 17, 2020 11:02 AM To: Mays, Wendy A Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: [EXT] Re: [NCASG] [External] Process questions Good afternoon, Wendy. We use Smartsheet for the classification process. Agencies click on a link to the submission template we created on our web page or through our Total Rewards SharePoint site. They can enter information in designated fields there, and upload required PDFs too. The PDFs that are uploaded by the agencies include required, consistent documentation: * Agency HR Director Approval Form (Word template), * Current and proposed position descriptions (exported from PeopleAdmin), * Org charts (exported from SAP), and * Their agency class/comp analyst notes (standard format used across the state) The system is fully customizable and alerts us when something new comes into the queue. It gets routed to our analysts based on job family assignment. We set it up so we can track and report on all sorts of information from status of the reviews to metrics on just about everything related to the positions, job evaluation decision-making activities, turnaround times, etc.. We have an ?internal notes? field that we can all see in OSHR but is not accessible by the agencies. It can be set up so that they can receive reports/track our progress on their requests. We also have separate smartsheets set up for other processes (e.g., salary administration requests). Last year, Smartsheet removed the free functionality that also allowed us to communicate classification decisions to agencies directly from within the application; now we have to communicate those by email. Other than that, the tool works well for us in managing the workflow and documentation without paper. We archive each fiscal year?s activity for future online reference. I should mention that in early 2020, we gave agencies classification flexibility (delegation of authority) for about 95% of our job classifications. Our state is also in the late stages of an in-depth technology review of all HR systems so platforms may change for us in the next year or two. -Joe From: Mays, Wendy A Sent: Tuesday, November 17, 2020 10:53 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] Process questions CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Good morning from WV! Hope you guys are staying safe. We have been modifying our procedures since the pandemic. To the point where we are now operating paperless. So, I was looking for some information from you guys. 1. Do you guys operate paperless for classification determinations? (We require a position description form and a writeup.) 2. How do you manage the flow of documents? 3. Do you use a specialized computer system that helps keep you organized? 4. Any other thoughts/suggestions on going paperless? Thank you so much in advance! Wendy Mays (former Elswick ? I got married during the pandemic ?) Assistant Director, Classification and Compensation WV Division of Personnel ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.jpg Type: image/jpeg Size: 26541 bytes Desc: image001.jpg URL: From CompSurveys at oa.mo.gov Tue Nov 17 11:18:49 2020 From: CompSurveys at oa.mo.gov (OA.Compensation Surveys) Date: Tue, 17 Nov 2020 18:18:49 +0000 Subject: [NCASG] [EXT] Re: [External] Process questions In-Reply-To: References: Message-ID: <476572496c244a27a99ed07775409169@oa.mo.gov> Wendy, Missouri is operating in mostly paperless process. Since we are a centralize office for classification work, our agencies submit emails to a general in-box. Consultants perform reviews and share determination through email. Similarly, the information is sent to files electronically. We use an electronic content management system to house information. Best Regards, [cid:image003.png at 01D6BCDB.CE06CC20]Rong He Research Analyst IV OA/Division of Personnel Truman Building, Room 430 Jefferson City, MO 65102 Phone: (573)751-1648 Rong.He at oa.mo.gov How did we do? https://surveys.mo.gov/oacares From: Mays, Wendy A > Sent: Tuesday, November 17, 2020 10:53 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] Process questions CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Good morning from WV! Hope you guys are staying safe. We have been modifying our procedures since the pandemic. To the point where we are now operating paperless. So, I was looking for some information from you guys. 1) Do you guys operate paperless for classification determinations? (We require a position description form and a writeup.) 2) How do you manage the flow of documents? 3) Do you use a specialized computer system that helps keep you organized? 4) Any other thoughts/suggestions on going paperless? Thank you so much in advance! Wendy Mays (former Elswick ? I got married during the pandemic ?) Assistant Director, Classification and Compensation WV Division of Personnel ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 7978 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 11801 bytes Desc: image003.png URL: From Adam.Reinemann at cs.ny.gov Tue Nov 17 11:57:03 2020 From: Adam.Reinemann at cs.ny.gov (Reinemann, Adam J (CS)) Date: Tue, 17 Nov 2020 18:57:03 +0000 Subject: [NCASG] Process questions In-Reply-To: References: Message-ID: Hi Wendy, Please see New York?s responses below. Thanks, Adam Adam Reinemann Human Resources Specialist 2 (Classification & Compensation) Department of Civil Service Empire State Plaza, Agency Building 1, Albany, NY 12239 (518) 474-0789 l Adam.Reinemann at cs.ny.gov www.cs.ny.gov From: Mays, Wendy A Sent: Tuesday, November 17, 2020 10:53 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Process questions ATTENTION: This email came from an external source. Do not open attachments or click on links from unknown senders or unexpected emails. Good morning from WV! Hope you guys are staying safe. We have been modifying our procedures since the pandemic. To the point where we are now operating paperless. So, I was looking for some information from you guys. 1. Do you guys operate paperless for classification determinations? (We require a position description form and a writeup.) We essentially have three types of transactions that require some form of paperless documentation. Non-decentralized transactions (ones that come to us for review, typically problematic job classes) require a justification letter, duties description, and organization chart. For requests that are decentralized to agencies, we require either the above documents and an attestation, or a duties description with attestation if the title is coded as ?duties only? in our system. Duties only titles are coded as such if we determine that the criteria for classifying is well understood by agencies with minimal issues, and/or if reviewing would not be worth staff resources (lower-level clerical jobs). Agencies upload these documents to a system (see below). Classification & Compensation conducts audits on a sampling of decentralized transactions each month. The attestation is one sentence and requires that agencies attest to the fact that the requested position compares favorably to the classification criteria and the duties of other properly classified positions in the State service. We have a training program where we certify agency HR generalists to review and submit decentralized transactions on behalf of their employing agencies. Agencies usually submit documents in Word or PDF to the system noted below. The system can accept multiple document types. 1. How do you manage the flow of documents? For the majority of our business processes, we use an electronic system (see below). We also maintain Excel tracking logs for tasks not tracked in the system. 1. Do you use a specialized computer system that helps keep you organized? New York uses a heavily modified PeopleSoft system for the majority of its classification transactions (New York State Electronic Personnel System (NYSTEP)). This system primarily handles appointment and classification transactions. An agency submits classification transactions via the system with the required documentation, and the assigned classification analyst for the agency automatically receives the transaction to review. We issue a determination through the system, and email the agency HR contact the determination as well. If the request requires Division of the Budget (DOB) approval, the request is automatically routed to DOB after approval in the system by the classification analyst. 1. Any other thoughts/suggestions on going paperless? Thank you so much in advance! Wendy Mays (former Elswick ? I got married during the pandemic ?) Assistant Director, Classification and Compensation WV Division of Personnel -------------- next part -------------- An HTML attachment was scrubbed... URL: From Janelle.Haynsworth at LA.GOV Tue Nov 17 12:00:45 2020 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Tue, 17 Nov 2020 19:00:45 +0000 Subject: [NCASG] Process questions In-Reply-To: References: Message-ID: Hi Wendy, Please see the answers for Louisiana, below. Let me know if I can be of any further assistance? 1) Do you guys operate paperless for classification determinations? (We require a position description form and a writeup.) Yes, we developed and implemented an electronic position description system (PDS) in 2015 to receive position description forms from agencies. I will provide a simple overview of our process: ? Agencies complete the Position Description form and submit it as a pdf file through a secure portal. ? The files come through the portal to a specific file location on our network. ? Those files are logged into the PDS by SCS staff and assigned to a consultant. Once logged in, it shows up on the dashboards for the agency as well as for the consultant. ? The consultant provides an analysis and maintains notes in the system justifying the decision. o If the consultant cannot make a decision due to questions for the agency, the file can be put in suspense. The consultant can put the questions/notes in the system for the agency to see. ? Once the consultant makes the decision, it moves to the supervisor?s dashboard for review/approval. (Senior consultants can skip this step.) ? Once the decision is completed, an approval sheet is auto-generated by the system and applied to the pdf. ? The file moves to the ?completed? dashboards for us and the agency. 2) How do you manage the flow of documents? With the dashboards. Reports can also be ran from the system as needed. 3) Do you use a specialized computer system that helps keep you organized? Described above. The system has features that allow us to attach a classification audit report, maintain internal notes that are not viewable by the agency, and indicate special characteristics that may necessitate a review date be established. 4) Any other thoughts/suggestions on going paperless? The PDS system does not replace the agency?s internal process of completing the form and obtaining the necessary signatures. Some agencies may still use paper for this and scan it to us as a pdf. Some agencies use DocuSign or their own internal electronic system. Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D3C5B9.95C56680] [cid:image002.png at 01D3C5B9.95C56680] [cid:image003.png at 01D3C5B9.95C56680] [cid:image004.png at 01D3C5B9.95C56680] [cid:image005.png at 01D3C5B9.95C56680] [cid:image006.png at 01D3C5B9.95C56680] From: Mays, Wendy A Sent: Tuesday, November 17, 2020 9:53 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Process questions EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Good morning from WV! Hope you guys are staying safe. We have been modifying our procedures since the pandemic. To the point where we are now operating paperless. So, I was looking for some information from you guys. 1) Do you guys operate paperless for classification determinations? (We require a position description form and a writeup.) 2) How do you manage the flow of documents? 3) Do you use a specialized computer system that helps keep you organized? 4) Any other thoughts/suggestions on going paperless? Thank you so much in advance! Wendy Mays (former Elswick ? I got married during the pandemic ?) Assistant Director, Classification and Compensation WV Division of Personnel ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... 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Name: image006.png Type: image/png Size: 2076 bytes Desc: image006.png URL: From terri.parker at ofm.wa.gov Tue Nov 17 18:19:00 2020 From: terri.parker at ofm.wa.gov (Parker, Terri (OFM)) Date: Wed, 18 Nov 2020 01:19:00 +0000 Subject: [NCASG] Process questions In-Reply-To: References: Message-ID: <4b777dd82e5145b1b96c42a738c423b5@ofm.wa.gov> Hi Wendy, WA has centralized classification specifications and employers have delegated authority for classification allocation. Each employer determines how position description forms will be processed and maintained. The civil service rules (non-represented positions) and collective bargaining agreements (represented positions) require each employer to maintain a current position description for each classified position. The civil service rules don?t state that the position description must be a paper copy. However, State HR?s standard forms include a signature block for the appointing authority, supervisor and employee. There may be additional requirements in the CBAs. WAC 357-13 Classification rules: https://apps.leg.wa.gov/WAC/default.aspx?cite=357-13 Collective Bargaining Agreements: https://ofm.wa.gov/state-human-resources/labor-relations/collective-bargaining-agreements/2019-21-collective-bargaining-agreements Employers and employees are only required to provide a copy of the position description to State HR under specific circumstances. In all cases, electronic copies may be submitted. Here are the circumstances I?m aware of. There may be additional requirements in the CBAs. Overtime eligibility designation changes: http://apps.leg.wa.gov/WAC/default.aspx?cite=357-28-245 Director?s Review of an allocation: https://ofm.wa.gov/state-human-resources/reviews-appeals/directors-reviews/process-directors-review-allocation Allocation appeals: https://prb.wa.gov/forms/ Let me know if you have questions. ? Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov From: Mays, Wendy A > Sent: Tuesday, November 17, 2020 9:53 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Process questions EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Good morning from WV! Hope you guys are staying safe. We have been modifying our procedures since the pandemic. To the point where we are now operating paperless. So, I was looking for some information from you guys. 1. Do you guys operate paperless for classification determinations? (We require a position description form and a writeup.) 2. ow do you manage the flow of documents? 3. Do you use a specialized computer system that helps keep you organized? 4. Any other thoughts/suggestions on going paperless? Thank you so much in advance! Wendy Mays (former Elswick ? I got married during the pandemic ?) Assistant Director, Classification and Compensation WV Division of Personnel ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: From Christian.Temes at tn.gov Wed Nov 18 09:13:42 2020 From: Christian.Temes at tn.gov (Christian Temes) Date: Wed, 18 Nov 2020 16:13:42 +0000 Subject: [NCASG] Correctional Officers Message-ID: Good Morning Everyone, Tennessee's DOHR is preparing to sit down with our Dept of Correction to discuss ideas for addressing the turnover issues with our Correctional Officers and Prob/Parole Officers. I was hoping that I could get turnover numbers for the main working level for both of these series from other states to compare against. Just a percentage and maybe a quick note on how your state calculates that turnover (only certain separations, avg headcounts, etc) would be great. I'd like just the most recent year that you have completed data for, however that works out for you. Thank you for your help, hope you are all well, [cid:image001.png at 01D6BD8C.FCC57B40] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7380 bytes Desc: image001.png URL: From joe.marro at nc.gov Wed Nov 18 09:29:39 2020 From: joe.marro at nc.gov (Marro, Joe) Date: Wed, 18 Nov 2020 16:29:39 +0000 Subject: [NCASG] [External] Correctional Officers In-Reply-To: References: Message-ID: Good morning, Christian. For North Carolina, we exclude transfers, retirements and involuntary separations in our reporting as noted below. -Joe Data reported below is for the period from November 2018 through October 2019: [cid:image002.png at 01D6BD9D.7CE64830] Statewide turnover is: [cid:image003.png at 01D6BD9D.7CE64830] Data reported below is for the period from November 2019 through October 2020 : [cid:image005.png at 01D6BD9E.18F8F6A0] Statewide turnover is: [cid:image001.png at 01D6BD9D.B9C997C0] From: Christian Temes Sent: Wednesday, November 18, 2020 11:14 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] Correctional Officers CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Good Morning Everyone, Tennessee's DOHR is preparing to sit down with our Dept of Correction to discuss ideas for addressing the turnover issues with our Correctional Officers and Prob/Parole Officers. I was hoping that I could get turnover numbers for the main working level for both of these series from other states to compare against. Just a percentage and maybe a quick note on how your state calculates that turnover (only certain separations, avg headcounts, etc) would be great. I'd like just the most recent year that you have completed data for, however that works out for you. Thank you for your help, hope you are all well, [cid:image004.png at 01D6BD9D.7CE64830] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... 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Name: image005.png Type: image/png Size: 15065 bytes Desc: image005.png URL: From terri.parker at ofm.wa.gov Wed Nov 18 11:14:08 2020 From: terri.parker at ofm.wa.gov (Parker, Terri (OFM)) Date: Wed, 18 Nov 2020 18:14:08 +0000 Subject: [NCASG] Correctional Officers In-Reply-To: References: Message-ID: <1c1cff27f5e5464fb2bf715bf0ee7026@ofm.wa.gov> Hi Kodi, here is WA?s data. Let me know if you need anything else. ? WA Classification NCASG Benchmark Match FY2020 Turnover % Corrections & Custody Officer 2 8040 7% Community Corrections Specialist 2 8180 6% Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov From: Christian Temes Sent: Wednesday, November 18, 2020 8:14 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Correctional Officers This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. Good Morning Everyone, Tennessee?s DOHR is preparing to sit down with our Dept of Correction to discuss ideas for addressing the turnover issues with our Correctional Officers and Prob/Parole Officers. I was hoping that I could get turnover numbers for the main working level for both of these series from other states to compare against. Just a percentage and maybe a quick note on how your state calculates that turnover (only certain separations, avg headcounts, etc) would be great. I?d like just the most recent year that you have completed data for, however that works out for you. Thank you for your help, hope you are all well, [cid:image001.png at 01D6BD91.040F2FA0] Kodi Temes ? HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7380 bytes Desc: image001.png URL: From terri.parker at ofm.wa.gov Wed Nov 18 11:49:58 2020 From: terri.parker at ofm.wa.gov (Parker, Terri (OFM)) Date: Wed, 18 Nov 2020 18:49:58 +0000 Subject: [NCASG] Correctional Officers In-Reply-To: <1c1cff27f5e5464fb2bf715bf0ee7026@ofm.wa.gov> References: <1c1cff27f5e5464fb2bf715bf0ee7026@ofm.wa.gov> Message-ID: <83fb07b58b1d48ba9746a6ca7a65d22c@ofm.wa.gov> Kirby, WA?s turnover calculation = average # of EEs / total turnover actions. Turnover actions include: * Resignation * Dismissal * Other: abandonment of position, working conditions not met, end of, reversion Terri Parker (she/her/hers) 360-515-6299 terri.parker at ofm.wa.gov From: Parker, Terri (OFM) Sent: Wednesday, November 18, 2020 10:14 AM To: 'Christian Temes' ; dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: Correctional Officers Hi Kodi, here is WA?s data. Let me know if you need anything else. ? WA Classification NCASG Benchmark Match FY2020 Turnover % Corrections & Custody Officer 2 8040 7% Community Corrections Specialist 2 8180 6% Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov From: Christian Temes > Sent: Wednesday, November 18, 2020 8:14 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Correctional Officers This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. Good Morning Everyone, Tennessee?s DOHR is preparing to sit down with our Dept of Correction to discuss ideas for addressing the turnover issues with our Correctional Officers and Prob/Parole Officers. I was hoping that I could get turnover numbers for the main working level for both of these series from other states to compare against. Just a percentage and maybe a quick note on how your state calculates that turnover (only certain separations, avg headcounts, etc) would be great. I?d like just the most recent year that you have completed data for, however that works out for you. Thank you for your help, hope you are all well, [cid:image001.png at 01D6BD97.28F11D50] Kodi Temes ? HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7380 bytes Desc: image001.png URL: From meghan.connor2 at wyo.gov Wed Nov 18 12:24:42 2020 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Wed, 18 Nov 2020 12:24:42 -0700 Subject: [NCASG] Correctional Officers In-Reply-To: References: Message-ID: Good afternoon, Wyoming's turnover for correctional officers and probation/parole officers for July 1, 2019 to June 30, 2020 is: [image: image.png] This is all turnover including retirements, dismissals, and general separations. An in depth description for each job title can be found: https://www.governmentjobs.com/careers/wyoming/classspecs?keywords=COPR Please let me know if you have any questions. Meghan On Wed, Nov 18, 2020 at 9:13 AM Christian Temes wrote: > Good Morning Everyone, > > > > Tennessee?s DOHR is preparing to sit down with our Dept of Correction to > discuss ideas for addressing the turnover issues with our Correctional > Officers and Prob/Parole Officers. I was hoping that I could get turnover > numbers for the main working level for both of these series from other > states to compare against. Just a percentage and maybe a quick note on how > your state calculates that turnover (only certain separations, avg > headcounts, etc) would be great. I?d like just the most recent year that > you have completed data for, however that works out for you. > > > > Thank you for your help, hope you are all well, > > > > Kodi Temes ? *HR Program Manager* > > *Organizational Performance and Data Management * > > Tennessee Tower, 16th Floor > > 312 Rosa L Parks Ave., Nashville, TN 37243 > > (615) 532-5023 > > christian.temes at tn.gov > > tn.gov/hr > > > -- Meghan Connor Compensation Coordinator Department of Administration and Information 2001 Capitol Ave. Rm 124 Cheyenne, WY 82002 -- E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7380 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image.png Type: image/png Size: 20885 bytes Desc: not available URL: From john.wiesman at wisconsin.gov Wed Nov 18 12:51:26 2020 From: john.wiesman at wisconsin.gov (Wiesman, John M - DOA) Date: Wed, 18 Nov 2020 19:51:26 +0000 Subject: [NCASG] Correctional Officers In-Reply-To: References: Message-ID: Copying to the full list as I expect this is a shared pain point across states. Turnover includes only employees that leave state service, not employees that transfer, promote, etc. The number of separations is divided by the average headcount of employees. Wisconsin for Fiscal Year 2020 ending June 30, 2020 Classification Average Count Annualized Turnover Rate Non-Retirement Turnover Rate Correctional Officer 2,668 19.9% 17.4% Correctional Sergeant (non-supervisory) 1,455 8.9% 5.0% Probation & Parole Agent (entry level) 364 16.5% 16.5% Probation & Parole Agent-Senior 810 7.0% 3.3% [cid:image002.png at 01D6BDB1.C284C330] JOHN WIESMAN | Compensation Specialist Department of Administration Division of Personnel Management john.wiesman at wisconsin.gov Main DPM: (608) 266-9820 | Direct: (608) 266-1418 Mobile: (608) 381-1180 As I'm typically working from home, please use the Mobile phone number, or Skype, Teams, or email. From: Christian Temes Sent: Wednesday, November 18, 2020 10:14 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Correctional Officers Good Morning Everyone, Tennessee's DOHR is preparing to sit down with our Dept of Correction to discuss ideas for addressing the turnover issues with our Correctional Officers and Prob/Parole Officers. I was hoping that I could get turnover numbers for the main working level for both of these series from other states to compare against. Just a percentage and maybe a quick note on how your state calculates that turnover (only certain separations, avg headcounts, etc) would be great. I'd like just the most recent year that you have completed data for, however that works out for you. Thank you for your help, hope you are all well, [cid:image001.png at 01D6BDAF.7261B220] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7380 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 11995 bytes Desc: image002.png URL: From terri.parker at ofm.wa.gov Wed Nov 18 13:44:55 2020 From: terri.parker at ofm.wa.gov (Parker, Terri (OFM)) Date: Wed, 18 Nov 2020 20:44:55 +0000 Subject: [NCASG] Correctional Officers In-Reply-To: <83fb07b58b1d48ba9746a6ca7a65d22c@ofm.wa.gov> References: <1c1cff27f5e5464fb2bf715bf0ee7026@ofm.wa.gov> <83fb07b58b1d48ba9746a6ca7a65d22c@ofm.wa.gov> Message-ID: <8eff8d17351e44a2bd3d88ef4188dc6c@ofm.wa.gov> Hey Kirby, please see the corrected turnover formula below. I had the numerator and denominators reversed. My apologies for so many emails. ? Terri Parker (she/her/hers) 360-515-6299 terri.parker at ofm.wa.gov From: Parker, Terri (OFM) Sent: Wednesday, November 18, 2020 10:50 AM To: 'Christian Temes' ; 'dhr_ncasg_survey_list at admws.idaho.gov' Subject: RE: Correctional Officers Kirby, WA?s turnover calculation = total turnover actions / average # of EEs. Turnover actions include: * Resignation * Dismissal * Other: abandonment of position, working conditions not met, end of, reversion Terri Parker (she/her/hers) 360-515-6299 terri.parker at ofm.wa.gov From: Parker, Terri (OFM) Sent: Wednesday, November 18, 2020 10:14 AM To: 'Christian Temes' >; dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: Correctional Officers Hi Kodi, here is WA?s data. Let me know if you need anything else. ? WA Classification NCASG Benchmark Match FY2020 Turnover % Corrections & Custody Officer 2 8040 7% Community Corrections Specialist 2 8180 6% Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov From: Christian Temes > Sent: Wednesday, November 18, 2020 8:14 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Correctional Officers This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. Good Morning Everyone, Tennessee?s DOHR is preparing to sit down with our Dept of Correction to discuss ideas for addressing the turnover issues with our Correctional Officers and Prob/Parole Officers. I was hoping that I could get turnover numbers for the main working level for both of these series from other states to compare against. Just a percentage and maybe a quick note on how your state calculates that turnover (only certain separations, avg headcounts, etc) would be great. I?d like just the most recent year that you have completed data for, however that works out for you. Thank you for your help, hope you are all well, [cid:image001.png at 01D6BDA8.9AECE4A0] Kodi Temes ? HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7380 bytes Desc: image001.png URL: From nysomce at gmail.com Fri Nov 20 09:10:27 2020 From: nysomce at gmail.com (NYSOMCE) Date: Fri, 20 Nov 2020 11:10:27 -0500 Subject: [NCASG] Salary policy query Message-ID: Dear NCASG members: The Organization of New York State Management Confidential Employees (OMCE) is a voluntary membership association of State employees who are unable to join a union due to the designation of their positions as managerial or confidential in nature. Our members, NYS employees, are in a broad variety of policy-making management roles or in administrative positions that provide support to collective bargaining and human resources functions. Our members are treated differently than union-represented employees as they are prohibited by law from collective bargaining. Compensation and benefits therefore frequently lag those obtained by others in union-represented positions (including those employees in identical titles). To remedy this, we are considering drafting legislation that links the compensation increases of managerial and confidential employees to the compensation increases of union-represented employees. While we are not seeking EQUAL salaries, but we are seeking EQUAL increases in base salaries. Please share with us any law, regulation, policy or memorandum in your state that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Thank you very much for your assistance. I benefited greatly from your assistance when I served in New York State?s Department of Civil Service just a few short years ago. Best regards, George Velesko Executive Director NYS OMCE 518-256-7731 [image: image.png] -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image.png Type: image/png Size: 14686 bytes Desc: not available URL: From joe.marro at nc.gov Fri Nov 20 10:02:51 2020 From: joe.marro at nc.gov (Marro, Joe) Date: Fri, 20 Nov 2020 17:02:51 +0000 Subject: [NCASG] [External] Salary policy query In-Reply-To: References: Message-ID: I though Adam Reinemann was the official contact for NYS. Should this individual and/or this volunteer organization have access to our mailing list? From: NYSOMCE Sent: Friday, November 20, 2020 11:10 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Dear NCASG members: The Organization of New York State Management Confidential Employees (OMCE) is a voluntary membership association of State employees who are unable to join a union due to the designation of their positions as managerial or confidential in nature. Our members, NYS employees, are in a broad variety of policy-making management roles or in administrative positions that provide support to collective bargaining and human resources functions. Our members are treated differently than union-represented employees as they are prohibited by law from collective bargaining. Compensation and benefits therefore frequently lag those obtained by others in union-represented positions (including those employees in identical titles). To remedy this, we are considering drafting legislation that links the compensation increases of managerial and confidential employees to the compensation increases of union-represented employees. While we are not seeking EQUAL salaries, but we are seeking EQUAL increases in base salaries. Please share with us any law, regulation, policy or memorandum in your state that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Thank you very much for your assistance. I benefited greatly from your assistance when I served in New York State?s Department of Civil Service just a few short years ago. Best regards, George Velesko Executive Director NYS OMCE 518-256-7731 [cid:image001.png at 01D6BF34.92259730] ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 14686 bytes Desc: image001.png URL: From Gustavo.Victoriano at ks.gov Fri Nov 20 10:07:06 2020 From: Gustavo.Victoriano at ks.gov (Victoriano, Gustavo [DAPS]) Date: Fri, 20 Nov 2020 17:07:06 +0000 Subject: [NCASG] [External] Salary policy query In-Reply-To: References: Message-ID: He?s also using GMAIL. Something doesn?t add up. Best, Gus From: Marro, Joe Sent: Friday, November 20, 2020 11:03 AM To: Sheena Buffi Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query EXTERNAL: This email originated from outside of the organization. Do not click any links or open any attachments unless you trust the sender and know the content is safe. I though Adam Reinemann was the official contact for NYS. Should this individual and/or this volunteer organization have access to our mailing list? From: NYSOMCE > Sent: Friday, November 20, 2020 11:10 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Dear NCASG members: The Organization of New York State Management Confidential Employees (OMCE) is a voluntary membership association of State employees who are unable to join a union due to the designation of their positions as managerial or confidential in nature. Our members, NYS employees, are in a broad variety of policy-making management roles or in administrative positions that provide support to collective bargaining and human resources functions. Our members are treated differently than union-represented employees as they are prohibited by law from collective bargaining. Compensation and benefits therefore frequently lag those obtained by others in union-represented positions (including those employees in identical titles). To remedy this, we are considering drafting legislation that links the compensation increases of managerial and confidential employees to the compensation increases of union-represented employees. While we are not seeking EQUAL salaries, but we are seeking EQUAL increases in base salaries. Please share with us any law, regulation, policy or memorandum in your state that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Thank you very much for your assistance. I benefited greatly from your assistance when I served in New York State?s Department of Civil Service just a few short years ago. Best regards, George Velesko Executive Director NYS OMCE 518-256-7731 [cid:image001.png at 01D6BF2D.45A67A20] ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 14686 bytes Desc: image001.png URL: From terri.parker at ofm.wa.gov Fri Nov 20 10:58:45 2020 From: terri.parker at ofm.wa.gov (Parker, Terri (OFM)) Date: Fri, 20 Nov 2020 17:58:45 +0000 Subject: [NCASG] [External] Salary policy query In-Reply-To: References: Message-ID: Hi all and happy Friday. ? The use of Gmail does not surprise me. In WA, employee organizations are not allowed to use the state email system for organized activities. Adam, are you familiar with this organization? Does NCASG have a protocol regarding requests from outside the organization? If not, we should set one. On one hand, this seems to be a straight forward request for published information. But will we establish a past practice requiring us to respond to all future inquiries including those that involve the use of our Public Disclosure Officers? If we decide to respond: WA has no law, regulation or memorandum that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov From: Victoriano, Gustavo [DAPS] Sent: Friday, November 20, 2020 9:07 AM To: Marro, Joe ; Sheena Buffi Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. He?s also using GMAIL. Something doesn?t add up. Best, Gus From: Marro, Joe > Sent: Friday, November 20, 2020 11:03 AM To: Sheena Buffi > Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query EXTERNAL: This email originated from outside of the organization. Do not click any links or open any attachments unless you trust the sender and know the content is safe. I though Adam Reinemann was the official contact for NYS. Should this individual and/or this volunteer organization have access to our mailing list? From: NYSOMCE > Sent: Friday, November 20, 2020 11:10 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Dear NCASG members: The Organization of New York State Management Confidential Employees (OMCE) is a voluntary membership association of State employees who are unable to join a union due to the designation of their positions as managerial or confidential in nature. Our members, NYS employees, are in a broad variety of policy-making management roles or in administrative positions that provide support to collective bargaining and human resources functions. Our members are treated differently than union-represented employees as they are prohibited by law from collective bargaining. Compensation and benefits therefore frequently lag those obtained by others in union-represented positions (including those employees in identical titles). To remedy this, we are considering drafting legislation that links the compensation increases of managerial and confidential employees to the compensation increases of union-represented employees. While we are not seeking EQUAL salaries, but we are seeking EQUAL increases in base salaries. Please share with us any law, regulation, policy or memorandum in your state that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Thank you very much for your assistance. I benefited greatly from your assistance when I served in New York State?s Department of Civil Service just a few short years ago. Best regards, George Velesko Executive Director NYS OMCE 518-256-7731 [cid:image001.png at 01D6BF1F.6E8D6560] ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 14686 bytes Desc: image001.png URL: From joe.marro at nc.gov Fri Nov 20 11:05:35 2020 From: joe.marro at nc.gov (Marro, Joe) Date: Fri, 20 Nov 2020 18:05:35 +0000 Subject: [NCASG] [External] Salary policy query In-Reply-To: References: Message-ID: I would be concerned about opening this door to unions, employee associations and/or any other groups that learn about this group?s email. I?m not sure we have the resources to research and respond to questions other than through official contacts on the mailing list for each member state. I?ve heard stories about a world-wide-web, or internet thing, that seems to be a good resource for questions like those asked, by George. ? From: Parker, Terri (OFM) Sent: Friday, November 20, 2020 12:59 PM To: Victoriano, Gustavo [DAPS] ; Marro, Joe ; Sheena Buffi ; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Hi all and happy Friday. ? The use of Gmail does not surprise me. In WA, employee organizations are not allowed to use the state email system for organized activities. Adam, are you familiar with this organization? Does NCASG have a protocol regarding requests from outside the organization? If not, we should set one. On one hand, this seems to be a straight forward request for published information. But will we establish a past practice requiring us to respond to all future inquiries including those that involve the use of our Public Disclosure Officers? If we decide to respond: WA has no law, regulation or memorandum that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov From: Victoriano, Gustavo [DAPS] > Sent: Friday, November 20, 2020 9:07 AM To: Marro, Joe >; Sheena Buffi > Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. He?s also using GMAIL. Something doesn?t add up. Best, Gus From: Marro, Joe > Sent: Friday, November 20, 2020 11:03 AM To: Sheena Buffi > Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query EXTERNAL: This email originated from outside of the organization. Do not click any links or open any attachments unless you trust the sender and know the content is safe. I though Adam Reinemann was the official contact for NYS. Should this individual and/or this volunteer organization have access to our mailing list? From: NYSOMCE > Sent: Friday, November 20, 2020 11:10 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Dear NCASG members: The Organization of New York State Management Confidential Employees (OMCE) is a voluntary membership association of State employees who are unable to join a union due to the designation of their positions as managerial or confidential in nature. Our members, NYS employees, are in a broad variety of policy-making management roles or in administrative positions that provide support to collective bargaining and human resources functions. Our members are treated differently than union-represented employees as they are prohibited by law from collective bargaining. Compensation and benefits therefore frequently lag those obtained by others in union-represented positions (including those employees in identical titles). To remedy this, we are considering drafting legislation that links the compensation increases of managerial and confidential employees to the compensation increases of union-represented employees. While we are not seeking EQUAL salaries, but we are seeking EQUAL increases in base salaries. Please share with us any law, regulation, policy or memorandum in your state that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Thank you very much for your assistance. I benefited greatly from your assistance when I served in New York State?s Department of Civil Service just a few short years ago. Best regards, George Velesko Executive Director NYS OMCE 518-256-7731 [cid:image001.png at 01D6BF3D.D50ABF90] ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 14686 bytes Desc: image001.png URL: From Sheena.Buffi at dhr.idaho.gov Fri Nov 20 11:21:30 2020 From: Sheena.Buffi at dhr.idaho.gov (Sheena Buffi) Date: Fri, 20 Nov 2020 18:21:30 +0000 Subject: [NCASG] [External] Salary policy query In-Reply-To: References: Message-ID: Hi Guys, George did reach out to Ryan about this request and I approved the email to be delivered when it came in this morning. So, this is my bad. I will not approve any other requests like this, especially until a protocol can be established for how to address requests from outside our organization. Sorry again and have a wonderful weekend! P.S. Be easy on me, it?s my birthday ? Sheena Buffi // Compensation Manager Idaho Division of Human Resources 304 North 8th Street P.O. Box 83720 // Boise, Idaho 83720-0066 office: 208.854.3086 // email: sheena.buffi at dhr.idaho.gov [DHR] Providing quality customer service is important to us. If you have any comments or suggestions regarding the service provided to you, please contact Ashleigh Lopez, Chief Learning Officer, ashleigh.lopez at dhr.idaho.gov. From: Marro, Joe Sent: Friday, November 20, 2020 11:06 AM To: Parker, Terri (OFM) ; Victoriano, Gustavo [DAPS] ; Sheena Buffi ; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query I would be concerned about opening this door to unions, employee associations and/or any other groups that learn about this group?s email. I?m not sure we have the resources to research and respond to questions other than through official contacts on the mailing list for each member state. I?ve heard stories about a world-wide-web, or internet thing, that seems to be a good resource for questions like those asked, by George. ? From: Parker, Terri (OFM) > Sent: Friday, November 20, 2020 12:59 PM To: Victoriano, Gustavo [DAPS] >; Marro, Joe >; Sheena Buffi >; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Hi all and happy Friday. ? The use of Gmail does not surprise me. In WA, employee organizations are not allowed to use the state email system for organized activities. Adam, are you familiar with this organization? Does NCASG have a protocol regarding requests from outside the organization? If not, we should set one. On one hand, this seems to be a straight forward request for published information. But will we establish a past practice requiring us to respond to all future inquiries including those that involve the use of our Public Disclosure Officers? If we decide to respond: WA has no law, regulation or memorandum that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov From: Victoriano, Gustavo [DAPS] > Sent: Friday, November 20, 2020 9:07 AM To: Marro, Joe >; Sheena Buffi > Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. He?s also using GMAIL. Something doesn?t add up. Best, Gus From: Marro, Joe > Sent: Friday, November 20, 2020 11:03 AM To: Sheena Buffi > Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query EXTERNAL: This email originated from outside of the organization. Do not click any links or open any attachments unless you trust the sender and know the content is safe. I though Adam Reinemann was the official contact for NYS. Should this individual and/or this volunteer organization have access to our mailing list? From: NYSOMCE > Sent: Friday, November 20, 2020 11:10 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Dear NCASG members: The Organization of New York State Management Confidential Employees (OMCE) is a voluntary membership association of State employees who are unable to join a union due to the designation of their positions as managerial or confidential in nature. Our members, NYS employees, are in a broad variety of policy-making management roles or in administrative positions that provide support to collective bargaining and human resources functions. Our members are treated differently than union-represented employees as they are prohibited by law from collective bargaining. Compensation and benefits therefore frequently lag those obtained by others in union-represented positions (including those employees in identical titles). To remedy this, we are considering drafting legislation that links the compensation increases of managerial and confidential employees to the compensation increases of union-represented employees. While we are not seeking EQUAL salaries, but we are seeking EQUAL increases in base salaries. Please share with us any law, regulation, policy or memorandum in your state that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Thank you very much for your assistance. I benefited greatly from your assistance when I served in New York State?s Department of Civil Service just a few short years ago. Best regards, George Velesko Executive Director NYS OMCE 518-256-7731 [cid:image003.png at 01D6BF2D.AB3B1DA0] ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 9869 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 14686 bytes Desc: image003.png URL: From terri.parker at ofm.wa.gov Fri Nov 20 11:23:44 2020 From: terri.parker at ofm.wa.gov (Parker, Terri (OFM)) Date: Fri, 20 Nov 2020 18:23:44 +0000 Subject: [NCASG] [External] Salary policy query In-Reply-To: References: Message-ID: <93f44bf6cbe0407098079de10677376a@ofm.wa.gov> No ?bad.? This is a great discussion and we don?t know what?s coming until it gets here. Have a fabulous birthday weekend Sheena! ? Terri Parker (she/her/hers) 360-515-6299 terri.parker at ofm.wa.gov From: Sheena Buffi Sent: Friday, November 20, 2020 10:22 AM To: Marro, Joe ; Parker, Terri (OFM) ; Victoriano, Gustavo [DAPS] ; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. Hi Guys, George did reach out to Ryan about this request and I approved the email to be delivered when it came in this morning. So, this is my bad. I will not approve any other requests like this, especially until a protocol can be established for how to address requests from outside our organization. Sorry again and have a wonderful weekend! P.S. Be easy on me, it?s my birthday ? Sheena Buffi // Compensation Manager Idaho Division of Human Resources 304 North 8th Street P.O. Box 83720 // Boise, Idaho 83720-0066 office: 208.854.3086 // email: sheena.buffi at dhr.idaho.gov [DHR] Providing quality customer service is important to us. If you have any comments or suggestions regarding the service provided to you, please contact Ashleigh Lopez, Chief Learning Officer, ashleigh.lopez at dhr.idaho.gov. From: Marro, Joe > Sent: Friday, November 20, 2020 11:06 AM To: Parker, Terri (OFM) >; Victoriano, Gustavo [DAPS] >; Sheena Buffi >; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query I would be concerned about opening this door to unions, employee associations and/or any other groups that learn about this group?s email. I?m not sure we have the resources to research and respond to questions other than through official contacts on the mailing list for each member state. I?ve heard stories about a world-wide-web, or internet thing, that seems to be a good resource for questions like those asked, by George. ? From: Parker, Terri (OFM) > Sent: Friday, November 20, 2020 12:59 PM To: Victoriano, Gustavo [DAPS] >; Marro, Joe >; Sheena Buffi >; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Hi all and happy Friday. ? The use of Gmail does not surprise me. In WA, employee organizations are not allowed to use the state email system for organized activities. Adam, are you familiar with this organization? Does NCASG have a protocol regarding requests from outside the organization? If not, we should set one. On one hand, this seems to be a straight forward request for published information. But will we establish a past practice requiring us to respond to all future inquiries including those that involve the use of our Public Disclosure Officers? If we decide to respond: WA has no law, regulation or memorandum that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov From: Victoriano, Gustavo [DAPS] > Sent: Friday, November 20, 2020 9:07 AM To: Marro, Joe >; Sheena Buffi > Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. He?s also using GMAIL. Something doesn?t add up. Best, Gus From: Marro, Joe > Sent: Friday, November 20, 2020 11:03 AM To: Sheena Buffi > Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query EXTERNAL: This email originated from outside of the organization. Do not click any links or open any attachments unless you trust the sender and know the content is safe. I though Adam Reinemann was the official contact for NYS. Should this individual and/or this volunteer organization have access to our mailing list? From: NYSOMCE > Sent: Friday, November 20, 2020 11:10 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Dear NCASG members: The Organization of New York State Management Confidential Employees (OMCE) is a voluntary membership association of State employees who are unable to join a union due to the designation of their positions as managerial or confidential in nature. Our members, NYS employees, are in a broad variety of policy-making management roles or in administrative positions that provide support to collective bargaining and human resources functions. Our members are treated differently than union-represented employees as they are prohibited by law from collective bargaining. Compensation and benefits therefore frequently lag those obtained by others in union-represented positions (including those employees in identical titles). To remedy this, we are considering drafting legislation that links the compensation increases of managerial and confidential employees to the compensation increases of union-represented employees. While we are not seeking EQUAL salaries, but we are seeking EQUAL increases in base salaries. Please share with us any law, regulation, policy or memorandum in your state that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Thank you very much for your assistance. I benefited greatly from your assistance when I served in New York State?s Department of Civil Service just a few short years ago. Best regards, George Velesko Executive Director NYS OMCE 518-256-7731 [cid:image002.png at 01D6BF27.3568AAD0] ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 9869 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 14686 bytes Desc: image002.png URL: From john.wiesman at wisconsin.gov Fri Nov 20 11:27:18 2020 From: john.wiesman at wisconsin.gov (Wiesman, John M - DOA) Date: Fri, 20 Nov 2020 18:27:18 +0000 Subject: [NCASG] [External] Salary policy query In-Reply-To: References: Message-ID: Happy Birthday, Sheena! I chose to respond because Mr. Velesko has been an active survey contact in the past for NCASG (and because it was an easy question). But I understand the need for a defined protocol for use of our survey contact list. John Wiesman Wisconsin From: Sheena Buffi Sent: Friday, November 20, 2020 12:22 PM To: Marro, Joe ; Parker, Terri (OFM) ; Victoriano, Gustavo [DAPS] ; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query Hi Guys, George did reach out to Ryan about this request and I approved the email to be delivered when it came in this morning. So, this is my bad. I will not approve any other requests like this, especially until a protocol can be established for how to address requests from outside our organization. Sorry again and have a wonderful weekend! P.S. Be easy on me, it?s my birthday ? Sheena Buffi // Compensation Manager Idaho Division of Human Resources 304 North 8th Street P.O. Box 83720 // Boise, Idaho 83720-0066 office: 208.854.3086 // email: sheena.buffi at dhr.idaho.gov [DHR] Providing quality customer service is important to us. If you have any comments or suggestions regarding the service provided to you, please contact Ashleigh Lopez, Chief Learning Officer, ashleigh.lopez at dhr.idaho.gov. From: Marro, Joe > Sent: Friday, November 20, 2020 11:06 AM To: Parker, Terri (OFM) >; Victoriano, Gustavo [DAPS] >; Sheena Buffi >; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query I would be concerned about opening this door to unions, employee associations and/or any other groups that learn about this group?s email. I?m not sure we have the resources to research and respond to questions other than through official contacts on the mailing list for each member state. I?ve heard stories about a world-wide-web, or internet thing, that seems to be a good resource for questions like those asked, by George. ? From: Parker, Terri (OFM) > Sent: Friday, November 20, 2020 12:59 PM To: Victoriano, Gustavo [DAPS] >; Marro, Joe >; Sheena Buffi >; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Hi all and happy Friday. ? The use of Gmail does not surprise me. In WA, employee organizations are not allowed to use the state email system for organized activities. Adam, are you familiar with this organization? Does NCASG have a protocol regarding requests from outside the organization? If not, we should set one. On one hand, this seems to be a straight forward request for published information. But will we establish a past practice requiring us to respond to all future inquiries including those that involve the use of our Public Disclosure Officers? If we decide to respond: WA has no law, regulation or memorandum that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov From: Victoriano, Gustavo [DAPS] > Sent: Friday, November 20, 2020 9:07 AM To: Marro, Joe >; Sheena Buffi > Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. He?s also using GMAIL. Something doesn?t add up. Best, Gus From: Marro, Joe > Sent: Friday, November 20, 2020 11:03 AM To: Sheena Buffi > Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query EXTERNAL: This email originated from outside of the organization. Do not click any links or open any attachments unless you trust the sender and know the content is safe. I though Adam Reinemann was the official contact for NYS. Should this individual and/or this volunteer organization have access to our mailing list? From: NYSOMCE > Sent: Friday, November 20, 2020 11:10 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Dear NCASG members: The Organization of New York State Management Confidential Employees (OMCE) is a voluntary membership association of State employees who are unable to join a union due to the designation of their positions as managerial or confidential in nature. Our members, NYS employees, are in a broad variety of policy-making management roles or in administrative positions that provide support to collective bargaining and human resources functions. Our members are treated differently than union-represented employees as they are prohibited by law from collective bargaining. Compensation and benefits therefore frequently lag those obtained by others in union-represented positions (including those employees in identical titles). To remedy this, we are considering drafting legislation that links the compensation increases of managerial and confidential employees to the compensation increases of union-represented employees. While we are not seeking EQUAL salaries, but we are seeking EQUAL increases in base salaries. Please share with us any law, regulation, policy or memorandum in your state that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Thank you very much for your assistance. I benefited greatly from your assistance when I served in New York State?s Department of Civil Service just a few short years ago. Best regards, George Velesko Executive Director NYS OMCE 518-256-7731 [cid:image002.png at 01D6BF38.7A07E5A0] ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 9869 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 14686 bytes Desc: image002.png URL: From joe.marro at nc.gov Fri Nov 20 11:40:13 2020 From: joe.marro at nc.gov (Marro, Joe) Date: Fri, 20 Nov 2020 18:40:13 +0000 Subject: [NCASG] [External] Salary policy query In-Reply-To: <93f44bf6cbe0407098079de10677376a@ofm.wa.gov> References: <93f44bf6cbe0407098079de10677376a@ofm.wa.gov> Message-ID: Agreed! And Happy Birthday, Sheena! From: Parker, Terri (OFM) Sent: Friday, November 20, 2020 1:24 PM To: Sheena Buffi ; Marro, Joe ; Victoriano, Gustavo [DAPS] ; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov No ?bad.? This is a great discussion and we don?t know what?s coming until it gets here. Have a fabulous birthday weekend Sheena! ? Terri Parker (she/her/hers) 360-515-6299 terri.parker at ofm.wa.gov From: Sheena Buffi > Sent: Friday, November 20, 2020 10:22 AM To: Marro, Joe >; Parker, Terri (OFM) >; Victoriano, Gustavo [DAPS] >; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. Hi Guys, George did reach out to Ryan about this request and I approved the email to be delivered when it came in this morning. So, this is my bad. I will not approve any other requests like this, especially until a protocol can be established for how to address requests from outside our organization. Sorry again and have a wonderful weekend! P.S. Be easy on me, it?s my birthday ? Sheena Buffi // Compensation Manager Idaho Division of Human Resources 304 North 8th Street P.O. Box 83720 // Boise, Idaho 83720-0066 office: 208.854.3086 // email: sheena.buffi at dhr.idaho.gov [DHR] Providing quality customer service is important to us. If you have any comments or suggestions regarding the service provided to you, please contact Ashleigh Lopez, Chief Learning Officer, ashleigh.lopez at dhr.idaho.gov. From: Marro, Joe > Sent: Friday, November 20, 2020 11:06 AM To: Parker, Terri (OFM) >; Victoriano, Gustavo [DAPS] >; Sheena Buffi >; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query I would be concerned about opening this door to unions, employee associations and/or any other groups that learn about this group?s email. I?m not sure we have the resources to research and respond to questions other than through official contacts on the mailing list for each member state. I?ve heard stories about a world-wide-web, or internet thing, that seems to be a good resource for questions like those asked, by George. ? From: Parker, Terri (OFM) > Sent: Friday, November 20, 2020 12:59 PM To: Victoriano, Gustavo [DAPS] >; Marro, Joe >; Sheena Buffi >; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Hi all and happy Friday. ? The use of Gmail does not surprise me. In WA, employee organizations are not allowed to use the state email system for organized activities. Adam, are you familiar with this organization? Does NCASG have a protocol regarding requests from outside the organization? If not, we should set one. On one hand, this seems to be a straight forward request for published information. But will we establish a past practice requiring us to respond to all future inquiries including those that involve the use of our Public Disclosure Officers? If we decide to respond: WA has no law, regulation or memorandum that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov From: Victoriano, Gustavo [DAPS] > Sent: Friday, November 20, 2020 9:07 AM To: Marro, Joe >; Sheena Buffi > Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. He?s also using GMAIL. Something doesn?t add up. Best, Gus From: Marro, Joe > Sent: Friday, November 20, 2020 11:03 AM To: Sheena Buffi > Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query EXTERNAL: This email originated from outside of the organization. Do not click any links or open any attachments unless you trust the sender and know the content is safe. I though Adam Reinemann was the official contact for NYS. Should this individual and/or this volunteer organization have access to our mailing list? From: NYSOMCE > Sent: Friday, November 20, 2020 11:10 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Dear NCASG members: The Organization of New York State Management Confidential Employees (OMCE) is a voluntary membership association of State employees who are unable to join a union due to the designation of their positions as managerial or confidential in nature. Our members, NYS employees, are in a broad variety of policy-making management roles or in administrative positions that provide support to collective bargaining and human resources functions. Our members are treated differently than union-represented employees as they are prohibited by law from collective bargaining. Compensation and benefits therefore frequently lag those obtained by others in union-represented positions (including those employees in identical titles). To remedy this, we are considering drafting legislation that links the compensation increases of managerial and confidential employees to the compensation increases of union-represented employees. While we are not seeking EQUAL salaries, but we are seeking EQUAL increases in base salaries. Please share with us any law, regulation, policy or memorandum in your state that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Thank you very much for your assistance. I benefited greatly from your assistance when I served in New York State?s Department of Civil Service just a few short years ago. Best regards, George Velesko Executive Director NYS OMCE 518-256-7731 [cid:image002.png at 01D6BF42.ABA9D870] ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 9869 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 14686 bytes Desc: image002.png URL: From Adam.Reinemann at cs.ny.gov Mon Nov 23 06:44:02 2020 From: Adam.Reinemann at cs.ny.gov (Reinemann, Adam J (CS)) Date: Mon, 23 Nov 2020 13:44:02 +0000 Subject: [NCASG] [External] Salary policy query In-Reply-To: References: <93f44bf6cbe0407098079de10677376a@ofm.wa.gov> Message-ID: Hi All, I know of the organization but did not provide the survey list to George. I will be checking with our director about this issue. Thanks, Adam Adam Reinemann Human Resources Specialist 2 (Classification & Compensation) Department of Civil Service Empire State Plaza, Agency Building 1, Albany, NY 12239 (518) 474-0789 l Adam.Reinemann at cs.ny.gov www.cs.ny.gov From: Marro, Joe Sent: Friday, November 20, 2020 1:40 PM To: Parker, Terri (OFM) ; Sheena Buffi ; Victoriano, Gustavo [DAPS] ; Reinemann, Adam J (CS) Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query ATTENTION: This email came from an external source. Do not open attachments or click on links from unknown senders or unexpected emails. Agreed! And Happy Birthday, Sheena! From: Parker, Terri (OFM) > Sent: Friday, November 20, 2020 1:24 PM To: Sheena Buffi >; Marro, Joe >; Victoriano, Gustavo [DAPS] >; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov No ?bad.? This is a great discussion and we don?t know what?s coming until it gets here. Have a fabulous birthday weekend Sheena! ? Terri Parker (she/her/hers) 360-515-6299 terri.parker at ofm.wa.gov From: Sheena Buffi > Sent: Friday, November 20, 2020 10:22 AM To: Marro, Joe >; Parker, Terri (OFM) >; Victoriano, Gustavo [DAPS] >; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. Hi Guys, George did reach out to Ryan about this request and I approved the email to be delivered when it came in this morning. So, this is my bad. I will not approve any other requests like this, especially until a protocol can be established for how to address requests from outside our organization. Sorry again and have a wonderful weekend! P.S. Be easy on me, it?s my birthday ? Sheena Buffi // Compensation Manager Idaho Division of Human Resources 304 North 8th Street P.O. Box 83720 // Boise, Idaho 83720-0066 office: 208.854.3086 // email: sheena.buffi at dhr.idaho.gov [DHR] Providing quality customer service is important to us. If you have any comments or suggestions regarding the service provided to you, please contact Ashleigh Lopez, Chief Learning Officer, ashleigh.lopez at dhr.idaho.gov. From: Marro, Joe > Sent: Friday, November 20, 2020 11:06 AM To: Parker, Terri (OFM) >; Victoriano, Gustavo [DAPS] >; Sheena Buffi >; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query I would be concerned about opening this door to unions, employee associations and/or any other groups that learn about this group?s email. I?m not sure we have the resources to research and respond to questions other than through official contacts on the mailing list for each member state. I?ve heard stories about a world-wide-web, or internet thing, that seems to be a good resource for questions like those asked, by George. ? From: Parker, Terri (OFM) > Sent: Friday, November 20, 2020 12:59 PM To: Victoriano, Gustavo [DAPS] >; Marro, Joe >; Sheena Buffi >; adam.reinemann at cs.ny.gov Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: [NCASG] [External] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Hi all and happy Friday. ? The use of Gmail does not surprise me. In WA, employee organizations are not allowed to use the state email system for organized activities. Adam, are you familiar with this organization? Does NCASG have a protocol regarding requests from outside the organization? If not, we should set one. On one hand, this seems to be a straight forward request for published information. But will we establish a past practice requiring us to respond to all future inquiries including those that involve the use of our Public Disclosure Officers? If we decide to respond: WA has no law, regulation or memorandum that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov From: Victoriano, Gustavo [DAPS] > Sent: Friday, November 20, 2020 9:07 AM To: Marro, Joe >; Sheena Buffi > Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. He?s also using GMAIL. Something doesn?t add up. Best, Gus From: Marro, Joe > Sent: Friday, November 20, 2020 11:03 AM To: Sheena Buffi > Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] Salary policy query EXTERNAL: This email originated from outside of the organization. Do not click any links or open any attachments unless you trust the sender and know the content is safe. I though Adam Reinemann was the official contact for NYS. Should this individual and/or this volunteer organization have access to our mailing list? From: NYSOMCE > Sent: Friday, November 20, 2020 11:10 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] Salary policy query CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Dear NCASG members: The Organization of New York State Management Confidential Employees (OMCE) is a voluntary membership association of State employees who are unable to join a union due to the designation of their positions as managerial or confidential in nature. Our members, NYS employees, are in a broad variety of policy-making management roles or in administrative positions that provide support to collective bargaining and human resources functions. Our members are treated differently than union-represented employees as they are prohibited by law from collective bargaining. Compensation and benefits therefore frequently lag those obtained by others in union-represented positions (including those employees in identical titles). To remedy this, we are considering drafting legislation that links the compensation increases of managerial and confidential employees to the compensation increases of union-represented employees. While we are not seeking EQUAL salaries, but we are seeking EQUAL increases in base salaries. Please share with us any law, regulation, policy or memorandum in your state that specifically links pay or pay increases for managerial and/or confidential employees to those of unionized (or non-unionized) rank and file employees. Thank you very much for your assistance. I benefited greatly from your assistance when I served in New York State?s Department of Civil Service just a few short years ago. Best regards, George Velesko Executive Director NYS OMCE 518-256-7731 [cid:image002.png at 01D6C174.CA1306E0] ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 9869 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 14686 bytes Desc: image002.png URL: From William.Ernst at state.sd.us Mon Nov 23 08:50:45 2020 From: William.Ernst at state.sd.us (Ernst, William) Date: Mon, 23 Nov 2020 15:50:45 +0000 Subject: [NCASG] Correctional Officers In-Reply-To: References: Message-ID: Hi Kodi, Correctional officer turnover is a constant concern here too. State executives need to realize that the occupation is a high-turnover occupation... just like retail and fast food restaurants. The sooner people realize that fact, the better the issue can be managed. Below is South Dakota FY20 turnover. FYI, we're a small state. Population of 884K and 7,200 employees under direction of the Governor. CLASS TITLE AvgEmp Resignations Terminations Retirements OtherExits Turnover Correctional Officer 365.4 79 18 4 1 27.9% Corrections Corporal 53.1 3 0 3 0 11.3% Corrections Sergeant 32.7 2 0 0 1 9.2% Corrections Lieutenant 27.2 2 0 2 0 14.7% Parole Agent 37.8 3 1 1 0 13.2% Senior Parole Agent 8.8 0 0 0 0 0.0% Parole Agent Supervisor 3.3 0 0 0 0 0.0% AvgEmp Average headcount over the year; using 24 pay periods Resignations Regular and probationary resignations, resignation in lieu of termination Terminations Regular and probationary terminations Retirements Retirements only (other retirement included in other) OtherExits Medical, disability retirement, death, layoffs, Turnover Sum of green cells divided by AvgEmp x 100% Take care! William Ernst Compensation Analyst SD Bureau of Human Resources 605-773-8079 From: Christian Temes Sent: Wednesday, November 18, 2020 10:14 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [EXT] [NCASG] Correctional Officers Good Morning Everyone, Tennessee's DOHR is preparing to sit down with our Dept of Correction to discuss ideas for addressing the turnover issues with our Correctional Officers and Prob/Parole Officers. I was hoping that I could get turnover numbers for the main working level for both of these series from other states to compare against. Just a percentage and maybe a quick note on how your state calculates that turnover (only certain separations, avg headcounts, etc) would be great. I'd like just the most recent year that you have completed data for, however that works out for you. Thank you for your help, hope you are all well, [cid:image001.png at 01D6C17B.B516D940] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7380 bytes Desc: image001.png URL: From Toni.Gillis at delaware.gov Mon Nov 23 12:34:16 2020 From: Toni.Gillis at delaware.gov (Gillis, Toni (DHR)) Date: Mon, 23 Nov 2020 19:34:16 +0000 Subject: [NCASG] Message From the Executive Board Message-ID: Good afternoon. I hope this email finds you safe and well. This year has truly been a trying one for all of us, including NCASG. We experienced the cancellation of our 2020 conference and numerous questions circulated amongst the membership surrounding policies, accommodations, and actions being taken by the states due to COVID-19. I do not believe any of us thought the interruption to normal business would have lasted as long as it has. In light of the cancellation of our annual conference and membership business meeting, the NCASG Executive Board met on Tuesday, November 17, 2020 to discuss the status of NCASG officers. All officers were in attendance for the discussion. During the meeting, a recommendation was made to allow officers to remain the status quo until the 2021 conference (in Mississippi). A motion was made to accept the recommendation that was seconded and voted on. As a result, the following 2020 officers will remain in position for 2021: Toni Gillis - President William Ernst - Past President Ryan Beard - President Elect Sheena Buffi - Secretary John Wiesman - Treasurer On behalf of all of us, we wish each of you and yours a very Happy and Healthy Thanksgiving. Toni Gillis, SPHR, SCP, HRC, MDC President-NCASG Delaware Department of Human Resources Division of Personnel Management Manager of Compensation Toni.Gillis at delaware.gov Telephone: (302) 672-5171 Fax: (302) 739-7984 -------------- next part -------------- An HTML attachment was scrubbed... URL: From terri.parker at ofm.wa.gov Mon Nov 23 13:17:37 2020 From: terri.parker at ofm.wa.gov (Parker, Terri (OFM)) Date: Mon, 23 Nov 2020 20:17:37 +0000 Subject: [NCASG] Message From the Executive Board In-Reply-To: References: Message-ID: <037e1109ba694037ac55449d986a06bc@ofm.wa.gov> Congrats and a huge thank you to our officers! I appreciate all you do for us.? Terri Parker (she/her/hers) 360-515-6299 terri.parker at ofm.wa.gov From: Gillis, Toni (DHR) Sent: Monday, November 23, 2020 11:34 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Message From the Executive Board This message has originated from an External Source. Please use caution when opening attachments, clicking links, or responding to this email. Contact your desktop support or IT security staff for assistance and to report suspicious messages. Good afternoon. I hope this email finds you safe and well. This year has truly been a trying one for all of us, including NCASG. We experienced the cancellation of our 2020 conference and numerous questions circulated amongst the membership surrounding policies, accommodations, and actions being taken by the states due to COVID-19. I do not believe any of us thought the interruption to normal business would have lasted as long as it has. In light of the cancellation of our annual conference and membership business meeting, the NCASG Executive Board met on Tuesday, November 17, 2020 to discuss the status of NCASG officers. All officers were in attendance for the discussion. During the meeting, a recommendation was made to allow officers to remain the status quo until the 2021 conference (in Mississippi). A motion was made to accept the recommendation that was seconded and voted on. As a result, the following 2020 officers will remain in position for 2021: Toni Gillis ? President William Ernst ? Past President Ryan Beard ? President Elect Sheena Buffi ? Secretary John Wiesman ? Treasurer On behalf of all of us, we wish each of you and yours a very Happy and Healthy Thanksgiving. Toni Gillis, SPHR, SCP, HRC, MDC President-NCASG Delaware Department of Human Resources Division of Personnel Management Manager of Compensation Toni.Gillis at delaware.gov Telephone: (302) 672-5171 Fax: (302) 739-7984 -------------- next part -------------- An HTML attachment was scrubbed... URL: From tina.bufford at doas.ga.gov Wed Nov 25 05:49:21 2020 From: tina.bufford at doas.ga.gov (Bufford, Tina) Date: Wed, 25 Nov 2020 12:49:21 +0000 Subject: [NCASG] Correctional Officers In-Reply-To: References: Message-ID: Good Morning, Georgia?s turnover for correctional officer series for FY2020. [cid:image001.png at 01D6C2FF.77FC70D0] Tina Bufford, PHR, GCPA Manager, Classification & Compensation Human Resources Administration Georgia Department of Administrative Services Cell: 404.844.6724 tina.bufford at doas.ga.gov Lead. Empower. Collaborate. Facebook, Twitter, or LinkedIn page! From: Meghan Connor Sent: Wednesday, November 18, 2020 2:25 PM To: Christian Temes Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] Correctional Officers CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. Good afternoon, Wyoming's turnover for correctional officers and probation/parole officers for July 1, 2019 to June 30, 2020 is: [cid:image002.png at 01D6C2FF.77FC70D0] This is all turnover including retirements, dismissals, and general separations. An in depth description for each job title can be found: https://www.governmentjobs.com/careers/wyoming/classspecs?keywords=COPR Please let me know if you have any questions. Meghan On Wed, Nov 18, 2020 at 9:13 AM Christian Temes > wrote: Good Morning Everyone, Tennessee?s DOHR is preparing to sit down with our Dept of Correction to discuss ideas for addressing the turnover issues with our Correctional Officers and Prob/Parole Officers. I was hoping that I could get turnover numbers for the main working level for both of these series from other states to compare against. Just a percentage and maybe a quick note on how your state calculates that turnover (only certain separations, avg headcounts, etc) would be great. I?d like just the most recent year that you have completed data for, however that works out for you. Thank you for your help, hope you are all well, [cid:image003.png at 01D6C2FF.77FC70D0] Kodi Temes ? HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr -- Meghan Connor Compensation Coordinator Department of Administration and Information 2001 Capitol Ave. Rm 124 Cheyenne, WY 82002 E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 16445 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 20885 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 7380 bytes Desc: image003.png URL: From Darby.Forrester at personnel.alabama.gov Wed Nov 25 09:15:56 2020 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Wed, 25 Nov 2020 16:15:56 +0000 Subject: [NCASG] Correctional Officers In-Reply-To: References: Message-ID: Hey Kodi - seems most people are giving you turnover for all the classes, I read your email to be just the working level. If you want all, let me know Correctional officer - 14% and Probation and Parole Officer is 7.9% Thanks Darby From: Christian Temes Sent: Wednesday, November 18, 2020 10:14 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Correctional Officers Good Morning Everyone, Tennessee's DOHR is preparing to sit down with our Dept of Correction to discuss ideas for addressing the turnover issues with our Correctional Officers and Prob/Parole Officers. I was hoping that I could get turnover numbers for the main working level for both of these series from other states to compare against. Just a percentage and maybe a quick note on how your state calculates that turnover (only certain separations, avg headcounts, etc) would be great. I'd like just the most recent year that you have completed data for, however that works out for you. Thank you for your help, hope you are all well, [cid:image001.png at 01D6C313.6235B450] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7380 bytes Desc: image001.png URL: