From Janelle.Haynsworth at LA.GOV Mon Nov 1 07:48:39 2021 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Mon, 1 Nov 2021 13:48:39 +0000 Subject: [NCASG] 2021 NCASG Conference In-Reply-To: References: Message-ID: Hi, good morning! I have forwarded the invite to the individual email addresses as requested. Please let me know if there are any issues with receiving it. Thanks all, 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: Economic Research Sent: Friday, October 29, 2021 5:26 PM To: Gillis, Toni (DHR) ; dhr_ncasg_survey_list at admws.idaho.gov Cc: Walker, DiJon at CalHR ; Palavivatana, Chatiwood at CalHR ; Ryan Beard ; McFarland, Annette at CalHR Subject: Re: [NCASG] 2021 NCASG Conference EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Hi Toni, Can you send the meeting invite to us individually to our email addresses? It looks like it was sent to our Economic Research Unit email, and it disappeared on me when I tried to accept. Thanks. Tom Gjerde, SHRM-SCP Personnel Program Manager II, Economic Research Unit California Department of Human Resources (CalHR) (916) 208-5502 EconomicResearch at CalHR.ca.gov [cid:image003.png at 01D4DB3A.85A0A1B0] CalHR's Mission: To provide exceptional human resources leadership and services with integrity, respect and accountability to state departments and all current and prospective employees. From: Gillis, Toni (DHR) > Sent: Tuesday, October 19, 2021 4:12 AM To: Gjerde, Thomas at CalHR >; dhr_ncasg_survey_list at admws.idaho.gov Cc: Walker, DiJon at CalHR >; Palavivatana, Chatiwood at CalHR >; Ryan Beard >; McFarland, Annette at CalHR > Subject: Re: [NCASG] 2021 NCASG Conference Good Morning, Thomas, Last Friday I sent out an announcement that due to late submissions of salary survey data we needed to delay our 2021 NCASG Virtual Meeting to Thursday, November 4, 2021. We waited until the last-minute attempting to compile all the data in time for the initial date but by Friday last week it was evident, we could not make it happen. Please see email sent below. We are working on the invite now and intend to send the link by early next week. Thank you Toni Gillis, SPHR, SCP, HRC, MDC President-NCASG Delaware Department of Human Resources Division of Talent Management Statewide Manager of Compensation Toni.Gillis at delaware.gov Telephone: (302) 672-5171 Fax: (302) 739-7984 From: Gillis, Toni (DHR) Sent: Friday, October 15, 2021 2:26 PM To: dhr_ncasg_survey_list at admws.idaho.gov Cc: Ryan Beard Ryan.Beard at mspb.ms.gov; Sheena Buffi Sheena.Buffi at dhr.idaho.gov; Wiesman, John M - DOA john.wiesman at wisconsin.gov; Ainger, Steven steven.ainger at iowa.gov; Janelle Haynsworth Janelle.Haynsworth at LA.GOV; Hart, Lynn L. lyhart at nd.gov Subject: NEW DATE for the 2021 NCASG Virtual Meeting Importance: High Greetings NCASG Members, To provide the most comprehensive data available, our Tuesday, October 19, 2021 meeting to present the information collected for the NCASG Survey is being rescheduled. The meeting will now be held on Thursday, November 4, 2021. After receiving 60% of the survey submissions after the deadline, the Executive Board and Survey Coordinators elected to reschedule the meeting to allow additional time to compile the late submissions. This decision was made to help NCASG continue to provide thorough information that adds the most value to our membership. I'm happy to report that the Wage Survey had approximately a 70% participation rate - and, we have four returning states to the list of regular participants. Please join me in thanking our Survey Coordinators. They deserve a big pat on the back for their dedication to collecting and assembling the data. It's not an easy task, and I know we all appreciate their work. In addition to the survey presentations, at our next meeting, we will announce our President-Elect, Ryan Beard, will take office as President and Toni Gillis will step back to Past President. An invite to the virtual meeting will be sent closer to November 4th with specific times. Please hold your late morning/early afternoon open in the West and early afternoon to late afternoon in the Midwest and East. Thank you - enjoy your weekend! Toni Gillis, SPHR, SCP, HRC, MDC President-NCASG Delaware Department of Human Resources Division of Talent Management Statewide Manager of Compensation Toni.Gillis at delaware.gov Telephone: (302) 672-5171 Fax: (302) 739-7984 From: Gjerde, Thomas at CalHR > Sent: Monday, October 18, 2021 6:42 PM To: Gillis, Toni (DHR) >; dhr_ncasg_survey_list at admws.idaho.gov Cc: Ryan Beard >; Palavivatana, Chatiwood at CalHR >; McFarland, Annette at CalHR >; Walker, DiJon at CalHR > Subject: RE: 2021 NCASG Conference Hi, I was just following up. I see the conference is tomorrow. Can someone send us a link to the conference? Thanks. Tom Gjerde, SHRM-SCP Personnel Program Manager II, Economic Research Unit California Department of Human Resources (CalHR) (916) 208-5502 EconomicResearch at CalHR.ca.gov [cid:image008.png at 01D7CEFD.41BD4610] CalHR's Mission: To provide exceptional human resources leadership and services with integrity, respect and accountability to state departments and all current and prospective employees. From: Gillis, Toni (DHR) > Sent: Tuesday, August 10, 2021 9:43 AM To: dhr_ncasg_survey_list at admws.idaho.gov Cc: Ryan Beard > Subject: [NCASG] 2021 NCASG Conference Greetings NCASG Members, I hope you are all enjoying your summer and staying healthy. Unfortunately, for the second year in a row, I'm writing to share that our annual National Compensation Association of State Governments Conference has to be cancelled due to COVID-19 concerns. This was a difficult decision, but one that the NCASG Executive Board made with the health and safety of our members in mind. As you are aware, Mississippi had planned to host our conference this year and Minnesota last year. Both states find next year challenging due to extraordinary business demands so we're are looking for a state to host the 2022 Annual NCASG Conference. Please drop us an email if your state is up to the task of hosting the 2022 NCASG conference. Although we will not be able to meet in person this year, we are planning to share the survey results in a virtual presentation on Tuesday, October 19, 2021. Following the virtual presentation we will have our business meeting to discuss any proposed changes to bylaws and other business. Additionally, it's time for us to begin soliciting nominations for the following Officer positions: President-Elect Treasurer Secretary Nominations will be accepted now through September 7, 2021. Before submitting an individual for consideration, please ask the nominee if they are willing to perform the duties of the office. We have attached the bylaws where the responsibilities of each office is outlined. Nominations should be emailed to Sheena.Buffi at dhr.idaho.gov. At the close of the nomination period, NCASG Officers will send member states a ballot with the names of nominees and a deadline for submission. Each member state will have one vote. The election results will be announced during the virtual meeting on Tuesday, October 19, 2021. On behalf of the NCASG Executive Board, I thank you for your continued support of our organization. Please stay healthy and enjoy the rest of your summer. Toni Gillis, SPHR, SCP, HRC, MDC President-NCASG Delaware Department of Human Resources Division of Personnel Management Statewide Manager of Compensation Toni.Gillis at delaware.gov Telephone: (302) 672-5171 Fax: (302) 739-7984 ________________________________ 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: image002.png Type: image/png Size: 2745 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 1947 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 2129 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 1897 bytes Desc: image005.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 2037 bytes Desc: image006.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image007.png Type: image/png Size: 2076 bytes Desc: image007.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image008.png Type: image/png Size: 7325 bytes Desc: image008.png URL: From Janelle.Haynsworth at LA.GOV Mon Nov 1 17:28:10 2021 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Mon, 1 Nov 2021 23:28:10 +0000 Subject: [NCASG] NCASG Survey Presentations and Business Meeting Message-ID: <1d5cbd007e564cedbc554d4316183086@LA.GOV> Good afternoon! NCASG invites you to attend the virtual conference scheduled on November 4, 2021. Agenda and ZOOM link follows. I hope to see you all there! If you have any questions or have any technical difficulties with the link below on the day of the conference, you may email me. Thanks everyone! Agenda: ? Welcome and Handing of the Office over to President-Elect Ryan Beard (Toni Gillis - NCASG President) ? Announcement of the 2021-2022 Executive Board (Ryan Beard) ? Announcement of the 2022 Annual NCASG Conference Location (Ryan Beard) ? Survey Presentations o Membership Survey results (Janelle Haynsworth) o Pay Practices Survey results (Janelle Haynsworth) o Benefits Survey results (Lynn Hart) o Salary Survey results (Steven Ainger) ? Call the Business Meeting to Order (Ryan Beard) ZOOM Link: Join from PC, Mac, Linux, iOS or Android: https://protect-us.mimecast.com/s/kse1Crkoq9UArknmi7h-Lq?domain=us06web.zoom.us Password: 980162 Or Telephone: Dial: USA 636 651 3141 USA 8774029753 (US Toll Free) Conference code: 574780 Find local AT&T Numbers: https://protect-us.mimecast.com/s/wC_hCv2vxZHWEYLlSXfAmB?domain=teleconference.att.com 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] ________________________________ 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: not available Type: text/calendar Size: 12238 bytes Desc: not available 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: From Toni.Gillis at delaware.gov Tue Nov 2 14:49:30 2021 From: Toni.Gillis at delaware.gov (Gillis, Toni (DHR)) Date: Tue, 2 Nov 2021 20:49:30 +0000 Subject: [NCASG] DELAWARE--Horizontal and Vertical Salary Compression and movement between union and non-union pay plans Message-ID: Good Afternoon, We are looking for information on how States are dealing with pay compression both vertically and horizontally. Delaware has it in epilogue that we will address pay compression but in doing so we are creating pay inequities. (VERTICLE) The long and short of it is Merit employees upon promotion receive a 5% increase at times that may encroach upon the salary of the supervisor and/or even bypass their salary. In these cases, we have increased the supervisor's salary to be 5% greater then their highest compensated direct report. However, this act may create horizonal compression as that supervisor may bypass other supervisors in the same class with more relevant experience and education creating horizontal compression. Does your state have a compression rule? Do supervisors have to make more than their direct reports? IF you do have experience with addressing compression how does your state handle this situation. In ~ FY 2008 Delaware made negotiated wages for organized employees legal through a coalition bargaining process. In ~ FY 2020 Delaware changed the negotiation of wages from coalition bargaining to local bargaining process. In FY 2021 Delaware delayed negotiations due to COVID unit FY 22. In FY 2022 Delaware increased the number of Salary Administration Plans (SAPs) from 30 to 69 due to the change to local bargaining. Over the past few months, we have been struggling with how employees' movement from merit SAPs to Union SAPs from one Union SAP to another Union SAP. We are wondering how other states with multiple pay plans are handling lateral transfers between pay plans, promotions, and demotions between pay plans. The SAPs vary in structure, some being step plans (longevity), some having skill levels in the same class, and some being midpoint based. Starting wages depend on what was negotiated, resulting in a variety of start rates for the same pay grade. If your state would be willing to share either legislation or rules or processes on how to manage the movement between various SAPs that may be in various different unions that would be great!.. Thanks all Toni Gillis, SPHR, SCP, HRC, MDC President-NCASG Delaware Department of Human Resources Division of Talent Management Statewide 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 meghan.connor2 at wyo.gov Tue Nov 16 08:34:12 2021 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Tue, 16 Nov 2021 08:34:12 -0700 Subject: [NCASG] State Government Performance Evaluations Message-ID: Good morning NCASG members, Wyoming is examining our performance review system and is hoping you are willing to share some information on how you conduct performance reviews. Do you have an employee performance management/appraisal program? If so: 1. On what performance areas are employees evaluated? If they are evaluated on goal completion (programmatic/developmental), core/functional competencies, proficiencies, ect. 2. What scoring mechanism do you use? Numeric scores (point scores), category scores (not meeting/meeting/exceeding) or a combination? 3. How are appraisals conducted? Paper or an appraisal software system or some other form? 4. Would you be willing to share an overview of your program ? any public infographics or instructional materials we could see to compare? Ours is pretty well documented here but as we evaluate our programs, we would like to have as much information as possible. Thank you for your help! Meghan - Wyoming -- Meghan Connor Compensation Coordinator Department of Administration and Information IDELMAN MANSION 2323 Carey Avenue 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 dori.b.sunderland at wv.gov Thu Nov 18 08:48:38 2021 From: dori.b.sunderland at wv.gov (Sunderland, Dori B) Date: Thu, 18 Nov 2021 10:48:38 -0500 Subject: [NCASG] State Government Performance Evaluations In-Reply-To: References: Message-ID: Do you have an employee performance management/appraisal program? If so: WV does have an employee performance appraisal process. We just revised it in 2021 to transition it to an online process in NEOGOV Perform which included updating the formal evaluations to reflect the needs of today's workforce. The effective date of this transition will be January 1, 2022. The new policy is here . *1. On what performance areas are employees evaluated? If they are evaluated on goal completion (programmatic/developmental), core/functional competencies, proficiencies, etc.* There are some universal competencies for both employees and managers that reflect how work should be done. These are universal competencies that get at the higher standard government employees are held to as stewards of the public trust. Managers can further explain what these competencies mean for their employees. *Universal Competencies for All Employees* Dependability Teamwork and Collaboration Customer Service Professionalism and Ethics Change Readiness and Adaptability *Universal Competencies for Managers (these are in addition to the Employee competencies)* Developing Staff and Team Managing and Moving Work Leading for Adaptability Communicating Effectively Exhibiting Persistence and Fortitude Exerting Productive Influence Ensuring Safe Workplaces *Job Specific Duties or Goals* There is also a section on the evaluation to submit job specific tasks/goals/expectations to reflect the actual job duties of a given position. *2. What scoring mechanism do you use? Numeric scores (point scores), category scores (not meeting/meeting/exceeding) or a combination?* We require three formal meetings during a performance year. The first is goal setting, the second is a mid year review, and then there is the final evaluation. The final evaluation has a numeric score. We opted to switch from a categorical scale of not meeting/meeting/exceeding to a 5 point Likert-type scale to give managers more flexibility in rating. The required mid year review to check progress is narrative though and meant to provide employee's formal feedback on progress, including areas of strength, areas of development, and overall are they meeting the expectations at mid year. *3. How are appraisals conducted? Paper or an appraisal software system or some other form?* Online in NEOGOV Perform *4. Would you be willing to share an overview of your program ? any public infographics or instructional materials we could see to compare?* I provided a link to our policy at the beginning of the survey. *Dori B. Sunderland, M.S.* Human Resources Manager 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 *Website*: https://protect-us.mimecast.com/s/fHGNCZ6nG0UM2G3AUjof9_?domain=personnel.wv.gov On Tue, Nov 16, 2021 at 10:35 AM Meghan Connor wrote: > Good morning NCASG members, > > > > Wyoming is examining our performance review system and is hoping you are > willing to share some information on how you conduct performance reviews. > > > > Do you have an employee performance management/appraisal program? If so: > > 1. On what performance areas are employees evaluated? If they are > evaluated on goal completion (programmatic/developmental), core/functional > competencies, proficiencies, ect. > > 2. What scoring mechanism do you use? Numeric scores (point scores), > category scores (not meeting/meeting/exceeding) or a combination? > > 3. How are appraisals conducted? Paper or an appraisal software > system or some other form? > > 4. Would you be willing to share an overview of your program ? any > public infographics or instructional materials we could see to compare? > > > > Ours is pretty well documented here > but > as we evaluate our programs, we would like to have as much information as > possible. Thank you for your help! > > > > Meghan - Wyoming > > -- > Meghan Connor > Compensation Coordinator > Department of Administration and Information > IDELMAN MANSION > 2323 Carey Avenue > 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 Christian.Temes at tn.gov Fri Nov 19 14:45:52 2021 From: Christian.Temes at tn.gov (Christian Temes) Date: Fri, 19 Nov 2021 21:45:52 +0000 Subject: [NCASG] TN Dept of Safety Classification Information Gathering Message-ID: Good Afternoon Everyone, I hope you are all prepared for the holiday season to take hold of us all. I have been tasked to gather turnover, ethnicity, gender and salary data for several classifications from my fellow NCASG peers. All in all, I have about 20 classifications that my director is looking for data for, but I am planning on breaking this out in to several requests so it might be a little less painful. I know some of this salary information is available via the NCASG Salary Survey, but there are some classifications that I will be requesting information for that are part of a series and the survey likely only covered one class. I have included the Job Summaries for each of the classifications we are requesting data for. If you have additional classes in a series for your state, feel free to also include those beneath the classes on the spreadsheet. If you could also make a note either in the response email or in the spreadsheet somewhere of what date range your state used for the most recent annual turnover, that would be great (for example, for TN, I would use our last fiscal year which was 7/2020-6/2021). Quick note on these classes, any asterisks that you see on the titles are used by Tennessee to identify flex classifications, double asterisk determines a double flex class. If you have any questions or concerns, please feel free to reach out to us. I would love to have the data for this first group of classifications returned by Friday, December 3rd. Thank you all for your help, hope you all have a safe and wonderful holiday next week, [cid:image001.png at 01D7DD5A.F156C630] 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 https://protect-us.mimecast.com/s/eaOzCrkoq9UAVg40c7ZNue?domain=tn.gov [cid:image002.jpg at 01D7DD5A.F156C630] -------------- 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.jpg Type: image/jpeg Size: 8275 bytes Desc: image002.jpg URL: -------------- next part -------------- A non-text attachment was scrubbed... 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