[NCASG] Cloud Technology Impacts on the IT Workforce

[Hart, Lynn L.]

See responses below for North Dakota.

Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS
Compensation Manager

701.328.4739    *     lyhart at nd.gov<mailto:lyhart at nd.gov>    *     www.nd.gov/omb<http://www.nd.gov/omb>

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


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

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


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



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



3.       Is your IT workforce classified, at-will or both? Both (most regular/non-temporary employees are classified)



4.       Has your state begun moving to the cloud? If so, approximately how far along are you? 100%, 50%, etc. Yes. 30%



5.       What job classification changes have been made because of movement to the cloud? For example, revised, established or abolished IT job classes? None have been made due to movement to the cloud but we have revised working title for various positions.



6.       Have you made compensation changes for the IT workforce because of movement to the cloud? For example, new salary schedules, additional compensation for higher-level duties, recruitment and or recruitment incentives, other premium pays, other?  We have not made changes to compensation due to cloud, yet.  However it is becoming clear that market indications may require us to do so.



7.       Were there changes in the number of IT workers needed because of movement to the cloud? - No changes to employee capacity however we are very focused on hiring cloud skillsets and building cloud knowledge.

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

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



8.       Did you identify skills or knowledge gaps in the existing IT workforce because of movement to the cloud? If so, what were the gaps? The cloud required different skillsets and we have put a strong focus on growing and attracting those capabilities.



9.       Did your state need to initiate new training programs to upscale the skill sets of the IT workforce because of movement to the cloud?  If so, what trainings were provided? Yes - we are extremely focused on building cloud training and have diverted our training dollars accordingly.



10.   Do you have lessons learned from your state's move to the cloud? We have learned a great deal and continue to learn. Although not formally documented we have a great many lessons learned.

a.       What worked well?

b.       What didn't work?



11.   Do you have any guidance or other documents related to this topic that you would be willing to share? The cloud requires a distinct evolution of skillsets and it is imperative that those skillsets exist if you are going to be successful in fully leveraging cloud technologies.   Cloud technologies are most certainly the future and failing to build the requisite skillsets will create a significant deficit for those that fail to response appropriately.

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

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

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