[NCASG] Fw: [External] Cloud Technology Impacts on the IT Workforce

[McDonough, Dori B]

See the answers from West Virginia below.

Thanks,


Dori B. McDonough, M.S.

Human Resources Manager, Acting

Classification and Compensation

WV Division of Personnel


Phone: 304.414.0854
Address: WV State Capitol Complex, Building 3, Suite 500

1900 Kanawha Boulevard, East

Charleston, WV 25305

Email: dori.b.mcdonough at wv.gov<mailto:dori.b.mcdonough at wv.gov>

Website: www.personnel.wv.gov<http://www.personnel.wv.gov/ohrd>



________________________________

From: Parker, Terri (OFM) <terri.parker at ofm.wa.gov<mailto:terri.parker at ofm.wa.gov>>
Sent: Tuesday, December 22, 2020 8:11 PM
To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov<mailto:dhr_ncasg_survey_list at admws.idaho.gov>) <dhr_ncasg_survey_list at admws.idaho.gov<mailto:dhr_ncasg_survey_list at admws.idaho.gov>>
Cc: Hogenson, Angie (OFM) <Angie.Hogenson at OFM.WA.GOV<mailto:Angie.Hogenson at OFM.WA.GOV>>
Subject: [External] [NCASG] Cloud Technology Impacts on the IT Workforce



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



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



1.      Is management of your IT workforce centralized or decentralized? Decentralized as we have IT staff and management located across the state.



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



4.      Has your state begun moving to the cloud? If so, approximately how far along are you? 100%, 50%, etc. Yes, less than 1%



5.      What job classification changes have been made because of movement to the cloud? For example, revised, established or abolished IT job classes? We are attempting to hire our first cloud position now as a Programmer Analyst 3 (https://www.governmentjobs.com/careers/wv/classspecs/29485)



6.      Have you made compensation changes for the IT workforce because of movement to the cloud? For example, new salary schedules, additional compensation for higher-level duties, recruitment and or recruitment incentives, other premium pays, other? Not at this time.



7.      Were there changes in the number of IT workers needed because of movement to the cloud? At this time we’ve added 1 position but working on possible structural changes.

a.      Increases – If you hired more IT staff, what IT skill sets did you need to recruit for to fill positions? In the hiring process for a higher level programmer.

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? Yes, Cloud based services do not follow the same consumption, allocation, deployment, or management processes in place to support traditional Capital Expense On-premise infrastructure. Each of these are slightly different based on the available Cloud Provider, requiring unique skills and/or certifications based on current offerings available (Azure, AWS, Google, Private Cloud).



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? Currently, we are taking advantage of our current cloud vendor’s (Microsoft) training services (Essential Skill Initiative) for initial training.



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

a.      What worked well? Still being explored/defined.

b.      What didn’t work? Do not think the current PA 3 classification will be a sustainable long term solution, as we gain a better understanding and properly align the new roles and responsibilities supporting State cloud infrastructure and solutions.



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







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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