State of Arizona workforce report

              State of Arizona
Janet Napolitano
Governor of Arizona
Betsey Bayless
Director, Department of Administration
Arizona Department of Administration
HUMAN RESOURCES SYSTEM
2003
ANNUAL REPORT
BETSEY BAYLESS
DIRECTOR
ARIZONA DEPARTMENT OF ADMINISTRATION
100 NORTH FIFTEENTH AVENUE, SUITE 401 PHOENIX, ARIZONA 85007 PHONE (602) 542-1500 FAX (602) 542-2199
September, 2003
The Honorable Janet Napolitano
Governor, State of Arizona
The Honorable Ken Bennett
President, Arizona State Senate
The Honorable Franklin “Jake” Flake
Speaker, Arizona House of Representatives
1700 West Washington
Phoenix, Arizona 85007
Dear Governor Napolitano, President Bennett and Speaker Flake:
It is my pleasure to share with you the 2003 Annual Report on the Arizona State Service Human
Resources System.
The format of this year’s report is very similar to that produced last year, providing you with
meaningful data regarding the status of the State’s workforce and the operation of the State
Human Resources System. We remain restricted in our ability to thoroughly analyze data of the
workforce due to the inherent limitations of our current payroll/personnel system. However, we
are anxiously looking forward to the new Human Resources Information Solution scheduled to
be unveiled in January, 2004. We expect this new system will facilitate the collection and
analysis of accurate and timely data for future reports and will assist us to be even more
effective and efficient in managing our human resources.
This report was prepared in the midst of a sluggish economic situation and severe financial
constraints upon agency budgets, and an uncertainty as to when, and to what extent, the
economy will recover. The State of Arizona is facing a serious challenge with less money
available but a higher demand for state services. The state workforce is shrinking, state salaries
continue to be significantly below the market, and 43% of the workforce has four years or less of
experience. This is just a glimpse of the information that indicates the difficulty we are facing in
attracting and retaining employees.
We are hopeful that the information in this report will assist you when making your decisions
regarding Arizona State government and its employees.
Very truly yours,
Betsey Bayless
Director
i
Table of Contents
Section and Title Page Number
Table of Contents i
Overview ii
SECTION ONE – OVERVIEW OF HUMAN RESOURCE OPERATIONS 1
State Human Resources Operations Profile 2
SECTION TWO – GENERAL EMPLOYMENT TRENDS 6
Table 1 Filled Salaried and Wage Positions 1997 – 2003 7
Table 2 Filled Salaried and Wage Positions by Agency 2001, 2002, and 2003 8
Table 3 Covered/Uncovered Filled Positions by Agency 2003 9
Table 4 Rank Order of All States by Ratio of State Employment to State Population 2000 10
Table 5 Ratio of All State Employment to State Population 2000 11
Table 6 Rank Order of All States by Ratio of Total State Payroll to State Population 2000 12
Table 7 Ratio of Total State Payroll to State Population 2000 13
SECTION THREE – EQUAL EMPLOYMENT 14
Table 8 Distribution of State Government Employees by Ethnic Group 2003 15
Table 9 Distribution of State Government Employees by Occupational Group 2003 16
Table 10 Changes in Salaried Employment by Race and Gender 1997 – 2003 17
Table 11 Changes in Salaried Employment of Minorities 1997 - 2003 17
Table 12 Minority Representation by Agency – Salaried Employees 2003 18
Table 13 Gender Representation by Agency – Salaried Employees 2002 19
SECTION FOUR – EMPLOYEE MOBILITY 20
Table 14 Changes in Separations by Wage & Salaried Employees 1997 - 2003 21
Table 15 Separation Rates of Covered, Salaried Employees by Agency 1997 - 2003 22
Table 16 Separations of Covered, Salaried Employees by Type by Agency 2003 23
Table 17 Most Populous Class Titles 2003 24
Table 18 Classes With The Highest Separation Rate 2003 24
SECTION FIVE – EMPLOYMENT CHARACTERISTICS 25
Table 19 Agency Comparison of Average Wages per Employee 1997 - 2002 26
Table 20 Total Overtime Costs by Agency 2001 – 2003 27
Table 21 Distribution of Overtime Costs by Agency 2003 28
Table 22 Average Sick Leave Use and Costs Per Employee by Agency 1997 - 2002 29
Table 23 Age Distribution for All Employees 1998 - 2003 30
Table 24 Length of Service Distribution for All Employees 1998 - 2003 31
Table 25 Employee Survey 1999 - 2002 32
Table 26 State Employees by County 2003 33
ii
Overview
Arizona Revised Statutes (ARS) §41-763.01 requires
the Director of the Arizona Department of
Administration (ADOA) to provide a report to the
Governor and the Legislature on the status of the
state’s human resources and the operation of the state
human resources system. The statute requires that the
report include information on the following:
• All state employees including employees of all
executive, legislative and judicial branch agencies.
• The number of employees affected by and reasons for
turnover within state service.
• Overtime pay requirements of all state agencies.
• Other information as determined by the Director.
In Arizona State government the majority of agencies
are subject to the jurisdiction of the ADOA Human
Resources System. However, there are 23 agencies
that are not included in this System. These 23
agencies have been informally grouped into 11
separate human resources systems. Each system
develops its own employment, compensation,
attendance and leave, and employee relations policies
and procedures. Table A identifies all of the human
resources systems within Arizona State Government
and the number of employees within each of these
systems.
Agency Appropriated Full-Time
Equivalent Positions
ADOA Human Resources System 31,127.7
Governor's Office Personnel System
Governor's Office N/A
Governor's Office of Equal Opportunity 19.0
Governor's Office of Strategic Planning & Budgeting 24.0
Board of Regents & Universities Personnel System
Board of Regents 29.4
Arizona State University 6,977.5
Northern Arizona University 2,269.3
University of Arizona 6,239.1
Legislative Personnel System
Auditor General's Office 228.0
House of Representatives 231.0*
Joint Legislative Budget Committee 35.0
Legislative Council 54.0
Library & Archives 129.1
Senate 200.0*
Community College Board Personnel System 13.0
Courts Personnel System
Court of Appeals 140.5
Superior Court 199.0
Supreme Court 253.9
Department of Gaming Personnel System 75.0
Governmental Information Technology Agency Personnel System 21.0
Department of Public Safety Personnel System
Law Enforcement Merit System Council 1.0
Public Safety, Department of 1,912.8
Public Safety Personnel Retirement System N/A
Arizona Schools for the Deaf and Blind 623.4
State Compensation Fund 485.0*
Office of Tourism 28.0
Source: Joint Legislative Budget Committee – Fiscal Year 2003 Appropriations Report.
Numbers reflect FY03 appropriations. Items marked with an asterisk indicate that numbers
of employees were solicited from the respective agency.
The largest of the human resources systems within
Arizona State Government is the ADOA Human
Resources System, also known as the Arizona State
Service. The ADOA Human Resources System and
the Law Enforcement Merit System Council (the
Department of Public Safety’s personnel system)
are the State’s only merit systems established by
statute. Merit system employees may only be
separated from service for cause. Non-merit
employees of the other systems serve at the
pleasure of the appointing authorities and can be
separated without the right of appeal. They are
considered “at will” employees.
The primary focus of this report is the ADOA Human
Resources System. The report is comprised of five
sections.
Table A
iii
Section One provides an overview of the ADOA
Human Resources Operations. The responsibility of
the ADOA Human Resources Operations resides
with the ADOA, Human Resources Division located
at 100 North 15th Avenue, Phoenix, Arizona 85007.
This section describes who receives services
provided by the ADOA Human Resources Division,
the services provided, the organization of the
division, and functional highlights.
Section Two provides demographic information of
the employees within the ADOA Human Resources
System. The demographic information includes filled
salaried and wage positions, covered and uncovered
filled positions by agency, state employment in
relation to state population, and total state payroll in
relation to state population.
Section Three provides statistical information of
the employees within the ADOA Human Resources
System by race, gender and ethnic group. The
statistical information includes distribution of
employees by ethnic group compared to the Arizona
Labor Force, distribution of employees by
occupational group, trends in salaried employment by
race and gender, trends in salaried employment of
minorities, minority representation by agency of
salaried employees, and gender representation by
agency of salaried employees.
Section Four provides data on the mobility
patterns of the employees within the ADOA Human
Resources System. The data in this Section includes
the trends in the separations (turnover) by wage and
salaried employees, trends in the separations of
covered, salaried employees by agency, separations
by reason by agency, most populous classes and the
classes with the highest separation rates.
Section Five provides information on employment
characteristics. The majority of the information is
presented by agency with five years of historical data.
This section includes average covered employee
wage, total overtime costs by agency, distribution of
overtime costs by agency, average sick leave use and
costs per employee, distribution of average age of
employees, distribution of average length of service
of employees, employee satisfaction survey results,
and percentage of employees by county.
The main source of the information presented in
Sections Two through Five is the state’s Human
Resources Management System (HRMS). This is a
decentralized record-keeping and tracking database,
and the accuracy of the data in the system is
dependent upon the personnel in each of the state
agencies to enter information into the system in a
timely manner. Maintenance and reporting functions
of the system reside within the authority of ADOA.
The HRMS system captures information from
roughly 100 different agencies, boards, and
commissions that are included within the ADOA
Human Resources System. Many of these
organizations are quite small in size. For many of the
tables contained herein, organizations with less than
50 allocated positions (at the end of fiscal year 2002)
have been consolidated into one line item at the top
of the table, noted as “small agencies”. In addition,
the charts represent filled positions as of the date
referenced when the reports were generated. Tables
do not include vacant positions.
Section One
State Human Resources
Operations Profile
◄ BACK TO TABLE OF CONTENTS
2
◄ BACK TO TABLE OF CONTENTS
State Human Resources Operations Profile
The largest government human resources system in Arizona is managed by the Arizona Department of
Administration, Human Resources Division.
Established: 1968 as the Arizona Personnel Commission
Location: 100 North 15th Avenue, Phoenix, Arizona
Employees: 153.5 full-time positions
Budget for FY 2004: $14,943,600 (ProRata),
$5,362,212 (Health Insurance Trust Fund)
Mission: …provide efficient, timely customer-driven professional
human resources services…
The Division consists of six functional areas: Benefits, Classification and Compensation, Employment, Satellite
Offices/Employee Relations, Planning and Quality Assurance, and Consulting Services.
Human Resources Director - Kathy Peckardt
Benefits/Insurance - Susan Strickler, Manager
Classification/Compensation - Joanne Carew, Manager
Employment - Linda Herold, Manager
Satellite Offices/Employee Relations - Laura Krause, Manager
Planning and Quality Assurance – Greg Carmichael, Manager
Human Resources Consulting – Denny Flaherty, Marie Isaacson, Claudia Smith, Clarence Williams
Customer Base includes over 9,000 retirees and over 62,000 active employees from 100 state agencies, boards and
commissions and 3 state universities.
• Health and welfare agencies (e.g. Arizona Health Care Cost Containment System, Economic Security, Health Services)
• Protection and safety agencies (e.g. Adult and Juvenile Corrections)
• Transportation agencies (e.g. Department of Transportation)
• Inspection and regulation agencies (e.g. Board of Accountancy, Real Estate, Insurance and Medical Examiners)
• Education agencies (e.g. Department of Education, State Universities1, Arizona State Schools for the Deaf and Blind)
• Natural resource agencies (e.g. Game and Fish, State Land, State Parks)
• General government agencies (e.g. Revenue, Commerce)
• State retirees1
Summary of Services
• A benefits program is offered that includes medical, dental, vision, basic and supplemental life insurance, dependent life insurance,
flexible spending accounts, short-term and long-term disability for active, benefit-eligible employees.
• An on-site childcare center located on the capitol mall is available to state employees.
• An Employee Assistance Program is available that offers counseling services and referral services.
• Wellness Program is available that offers:
o Health Education classes tailored to each individual worksite.
o Free or low-cost screening programs.
o An inter-agency wellness resource center with books, videos and audiotapes.
o A monthly newsletter full of wellness information and a listing of upcoming events in worksites statewide.
• Human resources professionals are located on-site within the eight largest state agencies.
• A team of human resources professionals is dedicated solely to serving the 92 small and mid-sized agencies, to take advantage of
economies of scale.
• A centralized database of applicants is maintained for hiring supervisors to utilize to fill positions.
• A pool of candidates is maintained to fill the temporary staffing needs of state agencies.
• The recruitment strategy includes a variety of methods including coordinating and hosting job fairs and community events and
participating in community outreach programs.
• An up-to-date website www.hr.state.az.us is available containing information relating to job opportunities and employee benefits.
• Consulting services are offered to provide human resources expertise in such areas as employment law and Arizona State government
rules, policies and practices.
• Market surveys are conducted annually and outside salary surveys are utilized to evaluate market position of state jobs to ensure
external competitiveness.
• Jobs are analyzed and evaluated to determine appropriate salary ranges and job classifications to ensure internal equity.
1 These customers utilize the services of the Benefits Program only.
3
◄ BACK TO TABLE OF CONTENTS
An
example
of the
Arizona
Healthways
newsletter
Benefits
The Benefits section fulfills the statutory
responsibility to provide health and welfare benefits
to the State of Arizona employees, retirees, long-term
disability recipients, COBRA participants and their
eligible dependents. The “Saguaro Program”
brand was selected to identify the ADOA
benefits from other benefit programs
offered to employees and retirees
within the state of Arizona. The
Saguaro Program is comprehensive
and consists of medical, dental, vision,
basic life, supplemental life, dependent life, short-term
disability, long-term disability, and flexible
spending accounts. Although recent comparisons
have not been conducted, a 1998 study by Watson &
Wyatt indicated that the State’s employee benefits
were competitive with other large Arizona
employers. The table below provides a breakdown of
the enrollment for each of the program components
for the October 2002 through September 2003 plan
year.
Benefit Enrollment
The Benefits section also offers a Wellness Program.
The Wellness Program provides services at no or low
cost in order to improve the health and wellness of
our employees. This program is available for
employees and families who work for the State of
Arizona. Retirees of the State of Arizona (and their
spouses) are also welcome to use wellness resources.
The program includes publishing a health newsletter
Arizona Healthways, workshops/training, a library of
materials, flu shots, and mammography, osteoporosis,
and stroke risk assessment screenings. As we move
forward into the future, wellness will become a vital
function to educate and promote preventative
measures to reduce health care claims costs. Diabetes
screening, disease prevention classes, and disease
management will be necessary to incorporate into the
wellness program. The following table provides data
regarding the number of services provided for the
past three years.
Wellness Data
Another component of the Benefits section includes
the Employee Assistance Program (EAP). EAP offers
counseling services, referral services and
management/employee workshops. The types of
workshops offered include EAP Service
Introductions and Crisis Debriefing. The table below
provides information for the past two years regarding
the number and types of issues where intervention
was provided.
EAP Services
Service 2001 2002 2003
Phone Contacts 5,301 3,681 3,980
Referrals 3,690 3,183 3,412
Counseled 634 553 586
Substance Abuse 101 58 92
Psychological 74 38 40
Physical/Medial 38 27 19
Legal 49 38 24
Work Related 168 182 201
Financial 92 84 50
Marriage/Family 112 126 160
In-Service/Crisis Sessions 42 65 72
Represented Agencies 350 385 320
Plan Enrollment Percent
Basic Life 61,527 100%
Medical 52,766 85.8%
Dental 53,106 86.3%
Vision 42,408 68.9%
Short-Term Disability 25,102 40.8%
Long-Term Disability 57,220 93%
Supplemental Life 30,359 49.3%
Dependent Life 31,167 50.7%
Medical FSA* 3,840 6.2%
Dependent FSA* 719 1.2%
* Flexible Spending Accounts do not include university employees
Service 2000 2001 2002 2003
Classes/Screenings 935 1,324 1,360 1,316
Employees Attending 35,007 41,840 42,205 42,229
Flu Shots Administered 12,799 14,147 15,421 14,564
Flu Shot Worksites 229 282 306 307
WeightWatchers Sessions 111 135 137 48
Employees Attending 3,045 3,828 4,080 3,489
Pounds Lost 18,978 23,339 23,689 19,296
Mammography Screenings 370 546 631 815
Referred to doctor 28 44 59 45
Osteoporosis Screenings 630 734 666 700
Abnormal 173 194 149 122
4
Source of Resumes
5,041 4,847
11,834
4,936
4,085 3,988
3,487
15,235
11,800
9,111
5,685
3,139
0
4,000
8,000
12,000
16,000
FY 00 FY 01 FY 02 FY03
Internet
Newspapers
Mail/Other
Classification & Compensation
The Classification/Compensation section administers
job evaluations and compensation programs for the
ADOA Human Resources System while maintaining
internal and external equity. In addition, this section
conducts and/or participates in salary benefit studies,
evaluates covered and uncovered positions using the
whole job classification method, determines FLSA
designation for all positions, prepares the annual
salary recommendation, and administers and
interprets salary policy. The number of positions that
were established or reclassified declined this past
year, while the number that were abolished continued
to increase. The increasing number of abolishment of
positions is in large part the result of a “clean up” of
data necessary for the conversion to a new personnel
system, the Human Resources Information Solution
(HRIS).
Number of Classification Actions
948
1,426
868
1,771 1,751
764
964
1,713
1,986
0
500
1,000
1,500
2,000
FY 01 FY 02 FY03
Established
Reclassified
Abolished
Employment
The Employment Section maintains a centralized
applicant database, provides training and conducts
informational sessions for agency staffing
professionals, manages community outreach,
coordinates/hosts job fairs and community events,
manages turnover data and manages temporary
services.
The following graphic highlights some of the sources
of resumes. The use of the Internet as a source has
grown over the past years, while more traditional
sources such as newspapers have remained stable and
mail has significantly declined.
Satellite Offices
The Division has nine satellite offices that provide
professional human resources services to state agencies.
Eight large agencies, Department of Administration,
Department of Corrections, Department of Economic
Security, Department of Health Services, Department of
Juvenile Corrections, Department of Revenue,
Department of Transportation and AHCCCS have an on-site
human resources office dedicated to the agency. The
remaining 92 agencies are provided dedicated human
resources services through the Capitol Mall Personnel
Office. State agencies with branches in Tucson, also
have a dedicated human resources office providing
services to all state agencies.
These offices provide a myriad of services including:
rule interpretation, consistency in human resources
practices, compliance with laws, rules, policies and
procedures, recruitment/staffing, employee relations,
operations, classification/organization consultation and
consultation regarding human resources-related issues.
◄ BACK TO TABLE OF CONTENTS
5
4th Level Grievances
48
33
47
36
51
0
20
40
60
FY99 FY00 FY01 FY02 FY03
Employee Relations
This section provides rule interpretation to agency
human resources professionals, management and
employees, assistance with policy development;
guidance on employee relations issues, investigates
and prepares responses to 4th level grievances
submitted by agency employees and 3rd level
grievances submitted by ADOA employees, and
investigates and prepares recommendations in
response to requests for 2nd level classification
reviews.
The following graphic provides information on the
number of 4th level grievances processed by the
Employee Relations section for the past five years.
Planning & Quality Assurance
This section was established to assist State agencies
in reviewing their policies, practices and procedures
to ensure consistent human resources practices are
maintained throughout Arizona State Government.
The section also provides data analysis of key human
resources information and focuses on strategic
planning and best practices research which will assist
the Division in becoming proactive partners with its
customers.
Consulting Services
This area provides both in-house and external
services regarding various human resources related
issues, such as, pending and/or changes to existing
legislation, inquiries from the public, legislature and
other state agencies, design, development and
oversight of pilot programs and special projects.
◄ BACK TO TABLE OF CONTENTS
Section Two
General Employment Trend
◄ BACK TO TABLE OF CONTENTS
. . the total number of state employees dropped to 37,293 – less than were 7
employed in 1999 . . .
30,000
32,000
34,000
36,000
38,000
40,000
1997 1998 1999 2000 2001 2002 2003
Wage
Salaried
Table 1 - Filled Salaried and Wage Positions
1997 - 2003
Source: The state's Human Resources Management System. 1997 through 1999 data represents calendar year-end (Jan – Dec);
2000 through 2003 data represents fiscal year-end (July 1 – June 30). The majority of employees hired with the State of Arizona are
considered salaried employees, including covered and uncovered employees. Wage employees are those employees who are hired
on a temporary basis and earn an hourly wage. This table represents filled positions only – it does not include vacant positions.
Comments: The total number of filled positions declined for the first time in the past six years. The bulk of the
state’s workforce is composed of salaried positions, and last year those numbers decreased by 2.4%. The number of
wage positions decreased even more (15%) resulting in a total decline of the workforce of over 3%.
◄ BACK TO TABLE OF CONTENTS
. . . once again, the majority of state agencies experienced a decline in their 8
workforce . . .
◄ BACK TO TABLE OF CONTENTS
Table 2 - Filled Salaried and Wage Positions by Agency
2001, 2002, and 2003
Agency Name 2001 2002 2003
Salary Wage Salary Wage Salary Wage
Small Agencies 648 319 678 309 686 319
Administration 947 34 925 37 867 32
Agriculture 340 29 315 23 313 37
AHCCCS 1,305 9 1,379 7 1,281 1
Attorney General 711 60 721 54 594 44
Banking Department 50 1 51 1 50 0
Building & Fire Safety 70 0 66 0 52 0
Coliseum & Exposition 43 0 41 0 44 0
Commerce 134 1 104 0 89 0
Corporation Commission 275 11 275 7 288 10
Corrections 9,754 95 9,298 36 9,395 31
Economic Security 9,025 819 9,811 741 9,261 538
Education 365 20 378 11 393 12
Environmental Quality 743 48 726 24 724 10
Game & Fish 528 108 532 123 554 126
Health Services 1,728 97 1,756 92 1,797 103
Historical Society 77 14 72 14 66 10
Industrial Commission 295 5 283 8 280 9
Insurance Dept 133 3 142 1 144 1
Juvenile Corrections 1,217 21 1,076 14 1,094 11
Land Dept 180 40 187 48 167 51
Lottery Commission 110 14 105 12 108 8
Medical Examiners Board 58 21 55 20 53 22
Military Affairs 409 85 410 97 408 109
Pioneers Home 106 35 103 30 106 26
Racing 40 24 37 23 31 26
Real Estate 65 0 65 0 56 1
Registrar of Contractors 137 0 134 0 143 0
Retirement System 149 12 163 7 168 7
Revenue 1,009 14 982 16 1,034 16
State Parks 284 64 282 49 267 66
Transportation 4,581 414 4,689 311 4,478 165
Veterans Service 267 18 276 12 280 11
Water Resources 232 38 229 33 201 19
Totals 36,015 2,473 36,346 2,160 35,472 1,821
Source: The state's Human Resources Management System. All data represents fiscal year-end (July 1 – June 30). The majority of
employees hired with the State of Arizona are considered salaried employees, including covered and uncovered employees. Wage
employees are those employees who are hired on a temporary basis and earn an hourly wage. This table represents filled positions
only – it does not include vacant positions.
Comments: The majority (over 60%) of state agencies (excluding the small agencies) remained the same or
experienced a decrease in the number of filled positions. Twelve agencies experienced decreases of over 5%,
including six agencies that had double-digit reductions. Overall the state experienced a 3.15% reduction in
workforce.
. . . over 87% of employees in the ADOA Human Resources System are 9
covered by the state merit system . . .
◄ BACK TO TABLE OF CONTENTS
Table 3 – Covered/Uncovered Filled Positions by Agency
2003
Small Agencies 2.6%
Administration 2.2%
Agriculture 10.9%
AHCCCS 3.4%
Attorney General 2.0%
Banking Department 2.2%
Building & Fire Safety 0.5%
Coliseum & Exposition 7.1%
Commerce -0.1%
Corporation Commission 5.3%
Corrections 0.2%
Economic Security 0.6%
Education 0.5%
Environmental Quality 3.0%
Game & Fish 1.1%
Health Services 2.4%
Historical Society -1.3%
Industrial Commission 1.8%
Insurance Dept 4.5%
Juvenile Corrections 2.9%
Land Dept -0.7%
Lottery Commission 1.3%
Medical Examiners Board 3.6%
Military Affairs 7.7%
Pioneers Home 1.9%
Racing 7.4%
Real Estate -0.9%
Registrar of Contractors 2.7%
Retirement System 0.9%
Revenue 0.4%
State Parks -7.8%
Transportation 0.2%
Veterans Service Comm 2.4%
Water Resources 0.8%
TOTAL 0.9%
Source: The state’s Human Resources Management System. Table includes all salaried positions (full-time and part-time). The
distinction is made between “covered” employees (employees in positions covered by the ADOA personnel rules) and “uncovered”
employees (employees in positions not covered by the ADOA personnel rules).
Comments: Over 87% of the workforce in the ADOA Human Resources System is covered by the merit system.
Twenty-seven out of the thirty-three larger agencies (82%) have the majority of their employees covered by the
merit system.
Increase in % of
Uncovered from
FY 02 to FY 03
87.1%
68.7%
65.4%
89.5%
87.3%
80.0%
9.5%
84.6%
83.9%
71.0%
18.9%
79.6%
96.4%
88.9%
66.7%
92.5%
81.8%
87.5%
95.3%
75.3%
60.3%
97.1%
96.6%
57.3%
33.7%
63.6%
90.4%
88.0%
32.8%
82.0%
30.0%
64.6%
45.5%
12.9%
31.3%
34.6%
10.5%
12.7%
20.0%
90.5%
15.4%
16.1%
29.0%
81.1%
20.4%
11.1%
33.3%
7.5%
18.2%
12.5%
24.7%
39.7%
42.7%
66.3%
36.4%
9.6%
12.0%
67.2%
18.0%
70.0%
35.4%
54.5%
97.2%
100%
3.6%
4.7%
2.9%
3.4%
2.8%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Covered Uncovered
. . . Arizona ranks 43rd in the nation in the ratio of state employees to total 10
population . . .
Table 4 - Rank Order of All States by Ratio of State
Employment to State Population
2000
1...............Hawaii
2...............Alaska
3...............Delaware
4...............New Mexico
5...............North Dakota
6...............Wyoming
7...............Vermont
8...............Utah
9...............Louisiana
10.............Montana
11.............South Carolina
12.............Mississippi
13.............Connecticut
14.............Washington
15.............Iowa
16.............Oklahoma
17.............Rhode Island
18.............Kentucky
19.............Arkansas
20.............Alabama
21.............South Dakota
22.............West Virginia
23.............Idaho
24.............Nebraska
25.............Maryland
26.............Virginia
27.............Missouri
28.............Maine
29.............Kansas
30.............New Jersey
31.............Oregon
32.............North Carolina
33.............Colorado
34.............New Hampshire
35.............Massachusetts
36.............Minnesota
37.............Georgia
United States Average
38.............Michigan
39.............Tennessee
40.............Indiana
41.............New York
42.............Texas
43........ Arizona
44.............Pennsylvania
45.............Ohio
46.............Wisconsin
47.............Florida
48.............Nevada
49.............California
50.............Illinois
Source: State Employment data from U.S. Census Bureau, Governments Division. March 2000. Population data from U.S. Census
Bureau, Population Division. April 2000. Employment refers to all persons gainfully employed by and performing services for a state
government. Employees include all persons paid for personal services performed, including persons paid from Federally funded
programs, paid elected or appointed officials, persons in a paid leave status, and persons paid on a per meeting, annual,
semiannual, or quarterly basis. Unpaid officials, pensioners, persons whose work is performed on a fee basis, and contractors and
their employees are excluded from the count of employees.
Comments: Arizona ranks 43rd in the nation in the ratio of state employees as compared to overall population of the
state. Of the Western States, only California and Nevada have fewer employees as compared to overall population of
the state.
◄ BACK TO TABLE OF CONTENTS
. . . of the Western states, only California and Nevada have fewer employees 11
than Arizona for the population served. . .
Table 5 - Ratio of All State Employment to State Population
2000
Employees per 10,000 Population
Source: State Employment data from U.S. Census Bureau, Governments Division. March 2000. Population data from U.S. Census
Bureau, Population Division. April 2000. Employment refers to all persons gainfully employed by and performing services for a state
government. Employees include all persons paid for personal services performed, including persons paid from Federally funded
programs, paid elected or appointed officials, persons in a paid leave status, and persons paid on a per meeting, annual,
semiannual, or quarterly basis. Unpaid officials, pensioners, persons whose work is performed on a fee basis, and contractors and
their employees are excluded from the count of employees.
Comments: Arizona ranks 43rd in the nation, and 9th out of the 11 Western states in the ratio of state employees as
compared to overall population of the state.
NV
112
UT
221
AZ
126
CA
105
CO
153
NM
263
OR
156
ID
175
WY
227
MT
199
WA
191
◄ BACK TO TABLE OF CONTENTS
. . . Arizona ranks 47th in the nation when comparing total payroll to the 12
state’s population. . .
Table 6 - Rank Order of All States by Ratio of Total State
Payroll to State Population
2000
1...............Alaska
2...............Hawaii
3...............Delaware
4...............Connecticut
5...............New Mexico
6...............Vermont
7...............Rhode Island
8...............North Dakota
9...............Iowa
10.............Washington
11.............New Jersey
12.............Utah
13.............Louisiana
14.............Wyoming
15.............Montana
16.............Colorado
17.............Maryland
18.............Massachusetts
19.............Kentucky
20.............South Carolina
21.............Minnesota
22.............Mississippi
23.............Virginia
24.............Oklahoma
25.............Arkansas
26.............Michigan
27.............New York
28.............Idaho
29.............Oregon
30.............Alabama
United States Average
31.............West Virginia
32.............Maine
33.............South Dakota
34.............Kansas
35.............North Carolina
36.............New Hampshire
37.............California
38.............Wisconsin
39.............Missouri
40.............Nebraska
41.............Georgia
42.............Pennsylvania
43.............Indiana
44.............Texas
45.............Tennessee
46.............Ohio
47........ Arizona
48.............Nevada
49.............Florida
50.............Illinois
Source: State Payroll data from U.S. Census Bureau, Governments Division. March 2000. Population data from U.S. Census
Bureau, Population Division. April 2000. Data in these files are based on information obtained in the Annual Survey of
Government Employment and Payroll. Approximately one-half of the state governments provided data from central payroll records
for all or most of their agencies/institutions. Data for agencies and institutions for the remaining state governments were obtained
by mail canvass questionnaires.
Comments: Arizona ranks 47th in the ratio of total state payroll as compared to overall population of the state. Of
the Western States, only Nevada has a lower ratio of total state payroll compared to the overall population of the
state.
◄ BACK TO TABLE OF CONTENTS
. . . of the Western states, only Nevada’s payroll is less than Arizona’s when 13
compared to the state’s population. . .
Table 7 - Ratio of Total State Payroll to State Population
2000
Dollars per Citizen
Source: State Payroll data from U.S. Census Bureau, Governments Division. March 2000. Population data from U.S. Census
Bureau, Population Division. April 2000. Data in these files are based on information obtained in the Annual Survey of Government
Employment and Payroll. Approximately one-half of the state governments provided data from central payroll records for all or most
of their agencies/institutions. Data for agencies and institutions for the remaining state governments were obtained by mail canvass
questionnaires.
Comments: Arizona ranks 47th in the ratio of total state payroll as compared to overall population of the state. Of
the Western States, only Nevada has a lower ratio of total state payroll compared to the overall population of the
state.
NV
$36.86
UT
$60.64
AZ
$36.90
CA
$44.62
CO
$56.34
NM
$72.03
OR
$48.88
ID
$49.53
WY
$57.59
MT
$56.57
WA
$63.31
◄ BACK TO TABLE OF CONTENTS
Section Three
Equal Employment
◄ BACK TO TABLE OF CONTENTS
. . . the state’s workforce is more diverse than the available labor force within 15
Arizona . . .
◄ BACK TO TABLE OF CONTENTS
White
75.6%
African American
2.6%
Hispanic
16.8%
Asian
1.5%
Native American
3.5%
White
64.2%
African American
6.9%
Hispanic
23.8%
Asian
2.1%
Native American
2.9%
Table 8 – Distribution of State Government Employees
by Ethnic Group
2003
Source: The Governor’s Office of Equal Opportunity, Arizona State Workforce Distribution Chart, June 2003.
Comments: The majority of the state’s workforce is comprised of Whites, and Hispanics. Overall, the state
government’s workforce is more diverse than the available labor force.
State Government
Employees
Arizona Labor
Force
. . . the professional occupational group accounts for the largest portion of the 16
workforce . . .
◄ BACK TO TABLE OF CONTENTS
Table 9 – Distribution of State Government Employees
by Occupational Group
2003
Source: The Governor’s Office of Equal Opportunity, Arizona State Workforce Distribution Chart, June 2003. Categories are based
upon the Equal Employment Opportunity Commission’s Occupational Categories for State and Local Government (EEO-4).
Comments: State employees categorized as professionals comprise the largest percentage (42%) of the eight
occupational groupings. Skilled craft (2%) and service workers (4%) encompass the smallest percentage.
Officials &
Administrators
6.7%
Professionals
42.4%
Technicians
5.5%
Paraprofessionals
10.5%
Service
4.1%
Skilled Craft
1.6%
Office & Clerical
8.7%
Protective
Services
20.4%
. . . the percentage of minorities has steadily increased over the years . . . 17
Table 10 - Changes in Salaried Employment
by Race and Gender
1997 - 2003
Non-Minority Minority Total
Year Male Female Male Female Male Female
Number Percent Number Percent Number Percent Number Percent Number Percent Number Percent
1997 11,801 34.9% 11,409 33.7% 4,450 13.2% 6,178 18.3% 16,251 48.0% 17,587 52.0%
1998 11,731 34.3% 11,349 33.2% 4,679 13.7% 6,454 18.9% 16,410 48.0% 17,803 52.0%
1999 11,868 34.0% 11,439 32.7% 4,885 14.0% 6,758 19.3% 16,753 47.9% 18,197 52.1%
2000 11,732 33.4% 11,447 32.6% 4,962 14.1% 6,942 19.8% 16,694 47.6% 18,389 52.4%
2001 11,732 33.4% 11,447 32.6% 4,962 14.1% 6,942 19.8% 16,694 47.6% 18,389 52.4%
2002 11,483 32.0% 11,660 32.4% 5,147 14.3% 7,645 21.3% 16,630 46.3% 19,305 53.7%
2003 11,187 31.5% 11,322 31.9% 5,447 15.4% 7,505 21.2% 16,634 46.9% 18,827 53.1%
Source: The state's Human Resources Management System. Percentages are based upon all full- and part-time salaried employees
responding – a small percentage of employees choose not to disclose their ethnicity. 1997 through 1999 data compiled in
December; 2000 through 2003 data compiled in July. Table includes both covered and uncovered employees. This table represents
filled positions only – it does not include vacant positions.
Comments: The percentage of minority male employees continued a gradual increase, while the number of minority
female employees remained the same.
Table 11 - Changes in Salaried Employment
of Minorities
1997 - 2003
African-American Hispanic Others
Year Male Female Male Female Male Female
Number Percent Number Percent Number Percent Number Percent Number Percent Number Percent
1997 866 2.6% 1,339 4.0% 3,020 8.9% 3,939 11.6% 564 1.7% 900 2.7%
1998 914 2.7% 1,388 4.1% 3,168 9.3% 4,139 12.1% 597 1.7% 927 2.7%
1999 935 2.7% 1,422 4.1% 3,310 9.5% 4,355 12.5% 640 1.8% 981 2.8%
2000 938 2.7% 1,441 4.1% 3,376 9.6% 4,501 12.8% 648 1.8% 1,000 2.8%
2001 938 2.7% 1,441 4.1% 3,376 9.6% 4,501 12.8% 648 1.8% 1,000 2.8%
2002 950 2.6% 1,517 4.2% 3,525 9.8% 5,036 14.0% 672 1.9% 1,092 3.0%
2003 1,279 3.6% 1,493 4.2% 3,475 9.8% 4,941 13.9% 693 2.0% 1,071 3.0%
Source: The state's Human Resources Management System. Percentages are based upon all full- and part-time salaried employees
responding – a small percentage of employees choose not to disclose their ethnicity. 1997 through 1999 data compiled in
December; 2000 through 2003 data compiled in July. Table includes both covered and uncovered employees. This table represents
filled positions only – it does not include vacant positions.
Comments: Over the past six years, the number of minority employees in all classes has increased or remained
relatively stable. This past year, the largest increase was observed in the percentage of male African-Americans.
◄ BACK TO TABLE OF CONTENTS
. . . minorities comprise over 36% of the employees in the ADOA Human 18
Resources system . . .
Table 12 – Minority Representation by Agency
Salaried Employees
2003
Small Agencies
Administration
Agriculture
AHCCCS
Attorney General
Banking Department
Building & Fire Safety
Commerce
Corporation Commission
Corrections
Economic Security
Education
Environmental Quality
Game & Fish
Health Services
Historical Society
Industrial Commission
Insurance Dept
Juvenile Corrections
Land Dept
Lottery Commission
Medical Examiners Board
Military Affairs
Pioneers Home
Racing
Real Estate
Registrar of Contractors
Retirement System
Revenue
State Parks
Transportation
Veterans Service Comm
Water Resources
TOTAL
Source: The state's Human Resources Management System. Percentages are based upon all full- and part-time salaried employees
responding – a small percentage of employees choose not to disclose their ethnicity. 2003 data compiled in July. Table includes
both covered and uncovered employees.
Comments: The table above shows the proportion of minority employees of each of the large state agencies.
◄ BACK TO TABLE OF CONTENTS
15.9%
43.9%
36.7%
15.8%
39.1%
24.6%
21.0%
19.6%
21.9%
16.0%
38.1%
10.9%
27.5%
12.2%
38.0%
19.7%
44.1%
10.6%
32.2%
9.7%
25.4%
24.5%
45.2%
34.3%
26.7%
20.5%
15.4%
13.2%
21.9%
42.1%
31.8%
34.0%
41.2%
84.1%
56.1%
63.3%
84.2%
60.9%
75.4%
79.0%
80.4%
78.1%
84.0%
61.9%
89.1%
72.5%
87.8%
62.0%
80.3%
55.9%
89.4%
67.8%
90.3%
74.6%
75.5%
54.8%
65.7%
73.3%
79.5%
84.6%
86.8%
78.1%
57.9%
68.2%
66.0%
58.8%
36.5% 63.5%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Minorities White
. . . females comprise over 53% of the workforce in the ADOA Human 19
Resources system . . .
Table 13 – Gender Representation by Agency
Salaried Employees
2003
Small Agencies
Administration
Agriculture
AHCCCS
Attorney General
Banking Department
Building & Fire Safety
Commerce
Corporation Commission
Corrections
Economic Security
Education
Environmental Quality
Game & Fish
Health Services
Historical Society
Industrial Commission
Insurance Dept
Juvenile Corrections
Land Dept
Lottery Commission
Medical Examiners Board
Military Affairs
Pioneers Home
Racing
Real Estate
Registrar of Contractors
Retirement System
Revenue
State Parks
Transportation
Veterans Service Comm
Water Resources
TOTAL
Source: The state's Human Resources Management System. Percentages are based upon all full- and part-time salaried employees
responding – a small percentage of employees choose not to disclose their ethnicity. 2003 data compiled in July. Table includes
both covered and uncovered employees.
Comments: Nineteen of the thirty-three agencies (58%) have over 50% females representing their workforce.
◄ BACK TO TABLE OF CONTENTS
50.2%
74.3%
42.2%
43.1%
61.4%
60.9%
48.3%
60.7%
34.4%
67.0%
23.2%
65.5%
52.3%
40.7%
45.6%
62.5%
65.6%
60.6%
62.8%
35.3%
48.4%
73.3%
74.9%
34.4%
52.1%
65.2%
38.5%
52.8%
65.7%
77.4%
36.7%
48.1%
48.7%
49.8%
25.7%
57.8%
56.9%
38.6%
39.1%
51.7%
39.3%
65.6%
33.0%
76.8%
34.5%
47.7%
59.3%
54.4%
37.5%
34.4%
39.4%
37.2%
64.7%
51.6%
26.7%
25.1%
65.6%
47.9%
34.8%
61.5%
47.2%
34.3%
22.6%
63.3%
51.9%
51.3%
53.4% 46.6%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Females Males
Section Four
Employee Mobility
◄ BACK TO TABLE OF CONTENTS
. . . the separation rate for covered salaried employees (15.4%) has returned to 21
historic levels . . .
Table 14 - Changes in Separations from State Service
by Wage and Salaried Employees
1997 - 2003
Retirements Resignations Terminations Other Total Turnover
Year Total
Employees Number Percent Number Percent Number Percent Number Percent Number Percent
Wage 2,360 11 0.5% 327 13.9% 58 2.5% 735 31.1% 1,131 47.9%
Covered 31,942 334 1.0% 3,301 10.3% 732 2.3% 342 1.1% 4,709 14.7%
1997
Uncovered 1,960 20 1.0% 318 16.2% 45 2.3% 59 3.0% 442 22.6%
Wage 2,248 19 0.8% 363 16.1% 54 2.4% 820 36.5% 1,256 55.9%
1998 Covered 32,261 273 0.8% 3,332 10.3% 712 2.2% 282 0.9% 4,599 14.3%
Uncovered 2,193 16 0.7% 197 9.0% 23 1.0% 44 2.0% 280 12.8%
Wage 2,344 7 0.3% 374 16.0% 66 2.8% 787 33.6% 1,234 52.6%
1999 Covered 32,306 323 1.0% 3,692 11.4% 835 2.6% 298 0.9% 5,148 15.9%
Uncovered 2,761 20 0.7% 273 9.9% 52 1.9% 86 3.1% 431 15.6%
Wage 2,308 13 0.6% 407 17.6% 81 3.5% 861 37.3% 1,362 59.0%
2000 Covered 32,072 309 1.0% 3,904 12.2% 838 2.6% 244 0.8% 5,295 16.5%
Uncovered 3,469 18 0.5% 397 11.4% 63 1.8% 72 2.1% 550 15.9%
Wage 2,473 8 0.3% 245 9.9% 57 2.3% 506 20.5% 816 33.0%
2001 Covered 31,957 267 0.8% 3,647 11.4% 717 2.2% 233 0.7% 4,864 15.2%
Uncovered 4,058 24 0.6% 434 10.7% 69 1.7% 57 1.4% 584 14.4%
Wage 2,160 7 0.3% 120 5.6% 45 2.1% 390 18.1% 562 26.0%
2002 Covered 31,986 249 0.8% 2,897 9.1% 638 2.0% 292 0.9% 4,076 12.7%
Uncovered 4,360 19 0.4% 284 6.5% 67 1.5% 63 1.4% 433 9.9%
Wage 2,055 20 0.3% 224 10.9% 72 3.5% 873 42.5% 1,189 57.9%
2003 Covered 31,828 523 1.6% 3,323 10.4% 629 2.0% 423 1.3% 4,898 15.4%
Uncovered 4,589 92 2.0% 412 9.0% 109 2.4% 142 3.1% 755 16.5%
Source: The state's Human Resources Management System. 1997 through 1999 data represents calendar year-end (Jan – Dec);
2000 through 2003 data represents fiscal year-end (July 1 – June 30). The majority of employees hired with the State of Arizona are
considered salaried employees, including covered and uncovered employees. Wage employees are those employees who are hired
on a temporary basis and earn an hourly wage. This table represents filled positions only – it does not include vacant positions. The
information reflected herein for separation rates may be different than the data reported previously based on a change in
methodology used to gather the information for this report.
Comments: In all three categories (wage, covered-salaried, and uncovered-salaried) separation rates have returned
to levels last seen in 2001. The average separation rate for all categories combined was 17.8% last year. Among
covered, salaried employees, resignations remain the leading category of separations. The relative percentage of
retirements of covered and uncovered, salaried employees has increased to the highest levels experienced in the past
seven years.
◄ BACK TO TABLE OF CONTENTS
. . . the majority of state agencies experienced an increase in separation 22
rates . . .
Table 15 – Separation Rates of Covered, Salaried Employees
by Agency
1997 – 2003
Agency 1997 1998 1999 2000 2001 2002 2003
Small Agencies 11.2% 18.5% 14.9% 15.2% 14.3% 22.4% 16.0%
Administration 13.4% 12.5% 14.7% 15.8% 17.6% 14.4% 15.2%
Agriculture 12.0% 10.3% 12.2% 18.1% 21.9% 20.2% 12.9%
AHCCCS 3.3% 9.9% 13.4% 12.2% 15.9% 11.5% 15.3%
Attorney General 15.9% 13.8% 13.5% 17.3% 20.4% 13.5% 21.1%
Banking Department 7.3% 4.7% 2.1% 6.5% 13.6% 2.2% 8.8%
Building & Fire Safety 8.7% 13.1% 13.1% 15.6% 15.4% 5.0% 21.0%
Commerce 49.5% 15.6% 19.1% 14.5% 8.6% 2.9% 3.2%
Corporation Commission 13.4% 0.0% 10.3% 14.5% 11.4% 8.7% 12.3%
Corrections 19.5% 16.4% 16.7% 20.4% 17.7% 17.2% 17.7%
Economic Security 16.2% 14.0% 16.1% 13.0% 10.7% 10.7% 13.7%
Education 0.0% 20.7% 20.0% 18.2% 14.3% 14.8% 24.1%
Environmental Quality 2.6% 8.0% 13.1% 15.5% 10.6% 8.1% 8.0%
Game & Fish 1.7% 7.9% 11.4% 9.1% 9.7% 6.4% 6.3%
Health Services 16.8% 17.2% 16.6% 18.4% 21.6% 9.1% 19.7%
Historical Society 7.6% 39.3% 12.7% 23.3% 14.3% 17.2% 17.7%
Industrial Commission 2.1% 9.0% 9.7% 14.6% 15.9% 4.1% 11.0%
Insurance Dept 5.6% 11.8% 11.1% 15.7% 12.4% 11.9% 14.3%
Juvenile Corrections 35.1% 17.3% 36.4% 29.9% 29.3% 24.0% 29.6%
Land Dept 5.1% 10.3% 11.1% 16.5% 13.5% 3.4% 14.6%
Lottery Commission 4.2% 16.9% 15.7% 9.1% 5.6% 7.1% 9.3%
Medical Examiners Board 13.3% 34.6% 46.2% 50.0% 50.0% 400% 150.0%
Military Affairs 10.2% 9.0% 14.5% 15.9% 13.7% 7.3% 14.1%
Pioneers Home 9.9% 8.0% 17.6% 25.0% 21.0% 7.8% 15.8%
Racing 0.0% 12.9% 12.1% 3.1% 9.4% 3.4% 19.2%
Real Estate 5.5% 9.6% 7.5% 25.5% 13.0% 3.7% 20.2%
Registrar of Contractors 4.0% 12.6% 8.0% 13.8% 10.7% 6.0% 2.5%
Retirement System 7.8% 15.7% 31.3% 11.1% 8.7% 58.8% 6.1%
Revenue 2.8% 12.1% 9.5% 12.6% 13.5% 4.9% 10.4%
State Parks 6.5% 9.7% 10.7% 13.9% 10.2% 4.5% 9.1%
Transportation 12.6% 11.9% 12.7% 12.9% 13.4% 10.8% 12.3%
Veterans Service 20.7% 48.4% 49.7% 56.5% 49.5% 19.8% 23.0%
Water Resources 3.7% 7.6% 7.9% 15.1% 11.9% 3.1% 14.7%
Total 14.7% 14.3% 15.9% 16.5% 15.2% 12.7% 15.4%
Source: The state's Human Resources Management System. 1997 through 1999 data represents calendar year-end (Jan – Dec);
2000 through 2003 data represents fiscal year-end (July 1 – June 30). The majority of employees hired with the State of Arizona are
considered salaried employees; this table represents filled, covered positions only – it does not include uncovered or vacant
positions. The information reflected herein for separation rates may be different than the data reported previously based on a
change in methodology used to gather the information for this report.
Comments: The rate of separations from state service appears to have returned to rates typical during the past few
years. Twenty-six of the thirty-three larger agencies (79%) experienced an increase in separation rates.
◄ BACK TO TABLE OF CONTENTS
. . . voluntary resignations were the most common reason for employees 23
leaving state service . . .
◄ BACK TO TABLE OF CONTENTS
Table 16 - Separations of Covered, Salaried Employees
by Type by Agency
2003
Agency Voluntary Involuntary Other Total
Number Percent Number Percent Number Percent Number Percent
Small Agencies 40 12.5% 4 1.3% 7 2.2% 51 16.0%
Administration 72 12.2% 15 2.5% 3 0.5% 90 15.2%
Agriculture 12 11.1% 2 1.8% 0 0.0% 14 12.9%
AHCCCS 143 12.7% 29 2.6% 1 0.1% 173 15.3%
Attorney General 33 14.2% 16 6.9% 0 0.0% 49 21.1%
Banking Department 2 4.4% 1 2.2% 1 2.2% 4 8.8%
Building & Fire Safety 9 17.1% 2 3.8% 0 0.0% 11 21.0%
Commerce 1 3.2% 0 0.0% 0 0.0% 1 3.2%
Corporation Commission 17 9.9% 3 1.8% 1 0.6% 21 12.3%
Corrections 1,442 15.9% 125 1.4% 43 0.5% 1,610 17.7%
Economic Security 1,116 11.8% 181 1.9% 0 0.0% 1,297 13.7%
Education 54 22.8% 3 1.3% 0 0.0% 57 24.1%
Environmental Quality 41 7.3% 3 0.5% 1 0.2% 45 8.0%
Game & Fish 31 6.0% 0 0.0% 2 0.4% 33 6.3%
Health Services 241 15.1% 72 4.5% 1 0.1% 314 19.7%
Historical Society 10 17.7% 0 0.0% 0 0.0% 10 17.7%
Industrial Commission 22 8.4% 7 2.7% 0 0.0% 29 11.0%
Insurance Dept 12 12.2% 2 2.0% 0 0.0% 14 14.3%
Juvenile Corrections 261 25.4% 38 3.7% 5 0.5% 304 29.6%
Land Dept 19 11.1% 6 3.5% 0 0.0% 25 14.6%
Lottery Commission 6 7.0% 2 2.3% 0 0.0% 8 9.3%
Medical Examiners Board 0 0.0% 2 150.0% 0 0.0% 2 150.0%
Military Affairs 11 12.0% 2 2.2% 0 0.0% 13 14.1%
Pioneers Home 14 13.8% 2 2.0% 0 0.0% 16 15.8%
Racing 4 15.4% 1 3.8% 0 0.0% 5 19.2%
Real Estate 8 16.1% 2 4.0% 0 0.0% 10 20.2%
Registrar of Contractors 3 2.5% 0 0.0% 0 0.0% 3 2.5%
Retirement System 1 6.1% 0 0.0% 0 0.0% 1 6.1%
Revenue 67 8.5% 14 1.8% 1 0.1% 82 10.4%
State Parks 20 8.6% 1 0.4% 0 0.0% 21 9.1%
Transportation 418 9.9% 98 2.3% 4 0.1% 520 12.3%
Veterans Service 31 16.2% 13 6.8% 0 0.0% 44 23.0%
Water Resources 12 8.4% 9 6.3% 0 0.0% 21 14.7%
Total 4,173 13.1% 655 2.1% 70 0.3% 4,898 15.4%
Source: The state's Human Resources Management System. 2003 data represents fiscal year-end (July 1 – June 30). The majority
of employees hired with the State of Arizona are considered salaried employees; this table represents filled, covered positions only
– it does not include uncovered or vacant positions. The information reflected herein for separation rates may be different than the
data reported previously based on a change in methodology used to gather the information for this report.
Comments: Voluntary separations are the most common type of separation from state service, accounting for over
85% of separations this past year.
. . . several classes have separation rates well above the average . . . 24
Table 17 – Most Populous Class Titles
2003
Class Title Number
Corrections Officer II 5,312
Program Services Evaluators (I, II, III, IV) 2,435
Motor Vehicle Division Customer Service Rep 784
Customer Service Rep 718
Child Protective Services Spec III 711
Human Services Spec II 573
Corrections Sergeant 569
Administrative Assistant II 458
Habitation Technician II 401
Secretary 327
Program & Project Spec II 360
Clerk Typist II 250
Source: The state's Human Resources Management System. 2003 data represents fiscal year-end (July 1 – June 30). The above
table includes all employees (full-time, part-time, seasonal, limited, covered, uncovered, etc)
Comments: The title of Corrections Officer II is by far the most populated class in the state, followed by Program
Services Evaluator. After those two classes, the numbers of employees in any given class rapidly decreases. The top
eight classes listed this year were also on the list of most populous classes last year.
Table 18 –Classes With The Highest Separation Rates
2003
Class Title
Separation
Rate
Special Agent 55.0%
Youth Correctional Officer I 48.7%
Residential Program Specialist I 47.1%
Habitation Technician II 42.7%
Mental Health Program Specialist II 37.9%
ASH Security Officer I 35.0%
Custodial Worker I 34.1%
Correctional Registered Nursing Supervisor I 33.3%
Correctional Registered Nurse 33.1%
Nursing Assistant 32.6%
Psychiatric Nurse II 32.4%
Youth Correctional Sergeant 32.0%
Source: The state's Human Resources Management System, Turnover Report PER201-08. 2003 data represents fiscal year-end
(July 1 – June 30). Percentage turnover is based on the number of employees leaving the class divided by the number of
employees in the class.
Comments: Classes associated with the Correctional and Social Services industries have experienced the highest
separation rates relative to the number of employees in their respective classes. Seven of the twelve classes
identified were on last year’s list, including four of the top five.
◄ BACK TO TABLE OF CONTENTS
Section Five
Employment Characteristics
◄ BACK TO TABLE OF CONTENTS
. . . the average annual wages for covered employees increased last year . . . 26
◄ BACK TO TABLE OF CONTENTS
Table 19 – Agency Comparison of Average Wages
per Employee
1997 - 2002
Average Covered Employee Wages
Agency
1997 1998 1999 2000 2001 2002
Small Agencies $24,622 $28,865 $29,535 $31,029 $31,814 $33,913
Administration $25,001 $28,638 $28,892 $28,331 $29,617 $30,848
Agriculture $23,675 $26,522 $27,793 $27,285 $29,275 $29,626
AHCCCS $23,034 $24,812 $25,698 $26,505 $24,524 $27,600
Attorney General $24,376 $29,993 $31,580 $31,634 $34,189 $33,950
Banking Department $27,329 $30,129 $31,525 $32,907 $34,867 $37,012
Building & Fire Safety $22,816 $24,150 $25,229 $26,580 $26,837 $28,696
Coliseum & Exposition $31,057 $36,999 $34,944 $36,345 $34,089 $34,015
Commerce $29,013 $32,992 $33,162 $33,929 $36,159 $39,004
Corporation Commission $26,061 $30,268 $30,013 $32,862 $34,941 $36,665
Corrections $25,481 $26,292 $28,205 $30,128 $30,837 $30,478
Economic Security $22,819 $24,563 $26,080 $26,815 $25,507 $28,934
Education $27,587 $28,895 $30,621 $31,766 $32,898 $33,615
Environmental Quality $28,207 $31,489 $32,869 $33,466 $33,386 $34,725
Game & Fish $27,163 $30,621 $31,352 $34,586 $35,364 $35,860
Health Services $25,211 $28,326 $29,389 $29,292 $30,930 $31,677
Historical Society $20,565 $21,943 $24,501 $26,305 $25,330 $25,444
Industrial Commission $24,178 $26,776 $27,243 $27,028 $29,548 $30,967
Insurance Dept $22,287 $28,244 $29,688 $29,416 $29,500 $32,121
Juvenile Corrections $23,045 $22,860 $25,791 $27,620 $29,849 $28,705
Land Dept $28,381 $34,516 $32,937 $33,723 $34,676 $39,210
Lottery Commission $22,119 $27,252 $28,961 $30,413 $31,828 $31,788
Medical Examiners Board $20,306 $23,562 $16,057 $23,494 $22,498 $25,591
Military Affairs $24,891 $26,545 $26,893 $28,249 $29,776 $30,554
Pioneers Home $18,746 $22,215 $21,353 $21,793 $23,899 $24,202
Racing $26,424 $28,303 $31,114 $32,862 $34,669 $37,619
Real Estate $23,243 $24,903 $26,294 $26,685 $26,448 $29,276
Registrar of Contractors $23,409 $28,849 $25,856 $29,567 $31,100 $32,036
Retirement System $26,075 $28,511 $28,558 $28,598 $28,456 $28,516
Revenue $23,025 $27,176 $27,379 $26,581 $27,433 $28,719
State Parks $24,924 $26,661 $27,065 $26,263 $29,405 $32,063
Transportation $27,132 $29,387 $28,996 $28,866 $28,973 $29,971
Veterans Service Comm $13,419 $19,035 $18,219 $19,492 $22,322 $24,774
Water Resources $28,351 $33,163 $33,804 $32,986 $37,154 $39,447
Overall Average $24,613 $26,608 $27,820 $28,725 $28,791 $30,174
Source: The state's Human Resources Management System. 1997 through 2002 data compiled from actual dollars paid from
calendar year end files. Figures above include wages, dollars added to base, overtime, payments for on-call, and any payments for
leave. Figures do not include uncovered employees, employees in the “Executive” pay plan, or employees on leave without pay or
on long-term disability.
Comments: The average wages actually paid to covered state employees increased by 4.8% from last year. Much of
this increase was due to a General Salary Adjustment that occurred in April, 2002. However, five agencies actually
experienced a decrease in the average wage for their covered employees from 2001 to 2002.
. . . the total costs for overtime expenditures has decreased the last 27
two years . . .
◄ BACK TO TABLE OF CONTENTS
Table 20 – Total Overtime Costs by Agency
2001 – 2003
Agency 2001 2002 2003
Small Agencies $65,711 $72,381 $87,133
Administration $248,041 $285,718 $393,815
Agriculture $222,665 $190,945 $239,197
AHCCCS $171,390 $136,330 $59,761
Attorney General $88,037 $25,917 $29,184
Banking Department $0 $182 $0
Building & Fire Safety $0 $0 $118
Coliseum & Exposition $600,613 $506,642 $484,657
Commerce $5,002 $65 $248
Corporation Commission $209,907 $192,246 $162,306
Corrections $13,799,385 $8,491,476 $6,174,851
Economic Security $7,273,024 $6,813,169 $3,853,731
Education $188,938 $104,882 $61,857
Environmental Quality $131,522 $100,002 $67,921
Game & Fish $82,790 $76,198 $85,462
Health Services $1,468,332 $1,392,952 $1,094,577
Historical Society $5,752 $5,617 $652
Industrial Commission $0 $100 $498
Insurance Dept $17,392 $328 $2,889
Juvenile Corrections $1,081,562 $605,062 $1,226,511
Land Dept $394,830 $291,957 $297,099
Lottery Commission $15,440 $6,799 $22,844
Medical Examiners Board $4,460 $4,453 $1,614
Military Affairs $315,922 $267,302 $341,902
Pioneers Home $27,222 $31,263 $6,104
Racing $3,498 $4,634 $4,783
Real Estate $0 $90 $427
Registrar of Contractors $1,254 $2,668 $1,997
Retirement System $16,080 $65,923 $17,378
Revenue $202,288 $187,638 $159,997
State Parks $58,007 $43,635 $70,357
Transportation $6,624,480 $6,107,385 $5,123,179
Veterans Service $487,262 $260,164 $164,980
Water Resources $3,116 $0 $151
Overall Average $33,813,922 $26,274,123 $20,238,180
Source: The state's financial system (Arizona Financial Information System). Data is based on a fiscal year basis (July 1 through
June 30) after all corrections have been made at the close of the fiscal year. Expenses may be charged to prior “appropriation
years” yet in general are illustrated in the year in which the expense occurred. Data includes all funding sources. Employees who
were eligible for overtime (both FLSA-exempt and non-exempt) who actually received cash payment for overtime. Not included were
employees (both FLSA exempt and non-exempt) who received compensatory time at the appropriate rate for their additional
overtime hours worked. FLSA excluded personnel were not included in the calculations, nor were any agencies which compensated
their employees for additional hours worked with compensatory time.
Comments: Total overtime expenses last year declined by 23%, continuing the previous year’s decline of 22%.
Seventeen agencies decreased spending on overtime, while sixteen agencies (plus the combined small agencies)
increased their overtime expenditures.
. . . five agencies account for 85% of the State’s total overtime expenses. . . 28
◄ BACK TO TABLE OF CONTENTS
Table 21 – Distribution of Overtime Costs by Agency
2003
Source: The state's financial system (Arizona Financial Information System). Data is based on a fiscal year basis (July 1 through
June 30) after all corrections have been made at the close of the fiscal year. Expenses may be charged to prior “appropriation
years” yet in general are illustrated in the year in which the expense occurred. Data includes all funding sources. Employees who
were eligible for overtime (both FLSA-exempt and non-exempt) who actually received cash payment for overtime. Not included were
employees (both FLSA exempt and non-exempt) who received compensatory time at the appropriate rate for their additional
overtime hours worked. FLSA excluded personnel were not included in the calculations, nor were any agencies which compensated
their employees for additional hours worked with compensatory time.
Comments: Five agencies accounted for over 85% of the total overtime expenses last year. These same five
agencies have accounted for the majority of overtime over the last three years.
Corrections
30.5%
Transportation
25.3%
Juvenile
Corrections
6.1%
All Other Agencies
13.7%
Economic Security
19.0%
Health Services
5.4%
. . . the average cost for sick leave increased by 10% last year . . . 29
◄ BACK TO TABLE OF CONTENTS
Table 22 – Average Sick Leave Use And Average Costs
Per Employee by Agency
1997 – 2002
Avg Sick Leave Days Avg Sick Leave Costs
Agency
1997 1998 1999 2000 2001 2002 1997 1998 1999 2000 2001 2002
Small Agencies 5.5 5.3 5.7 5.6 5.4 5.6 $677 $715 $800 $821 $833 $908
Administration 5.6 5.8 5.8 5.8 5.7 6.0 $660 $734 $758 $792 $813 $899
Agriculture 6.5 5.7 4.8 4.8 5.2 5.2 $683 $646 $559 $569 $641 $660
AHCCCS 6.8 6.4 6.9 7.1 6.6 7.4 $729 $723 $787 $846 $820 $979
Attorney General 5.1 6.3 5.6 5.9 5.5 5.6 $829 $1,094 $1,003 $1,080 $1,072 $1,105
Banking Department 6.3 6.0 6.7 6.2 6.5 4.3 $795 $858 $980 $943 $1,043 $687
Building & Fire Safety 5.2 6.6 7.0 6.8 7.6 10.5 $554 $737 $800 $794 $924 $1,329
Coliseum & Exposition 5.0 5.1 9.2 9.9 6.6 6.6 $622 $685 $1,266 $1,420 $953 $1,020
Commerce 6.0 5.9 4.6 3.9 4.4 5.3 $873 $908 $737 $628 $757 $985
Corporation Commission 4.7 5.1 4.9 5.8 6.3 5.7 $641 $743 $751 $904 $1,070 $988
Corrections 6.3 6.0 6.0 6.5 6.9 6.7 $662 $662 $707 $787 $849 $865
Economic Security 7.0 7.1 7.6 7.5 6.7 7.6 $686 $737 $817 $831 $779 $927
Education 6.9 8.4 6.3 5.8 5.1 6.6 $869 $1,090 $851 $824 $781 $1,060
Environmental Quality 6.6 6.7 7.6 7.7 7.1 7.7 $841 $910 $1,067 $1,112 $1,069 $1,208
Game & Fish 4.3 4.2 4.5 4.4 4.1 4.1 $497 $503 $555 $615 $575 $593
Health Services 6.4 6.9 6.2 6.3 6.3 6.5 $740 $841 $817 $850 $881 $946
Historical Society 5.1 4.3 6.1 6.6 5.5 7.0 $535 $485 $694 $787 $661 $870
Industrial Commission 6.2 7.1 7.0 6.3 5.8 7.1 $663 $803 $821 $739 $730 $938
Insurance Dept 4.4 5.2 5.6 5.3 4.7 5.4 $493 $641 $730 $740 $695 $871
Juvenile Corrections 5.0 4.8 5.3 6.2 6.5 6.8 $544 $540 $623 $785 $842 $914
Land Dept 6.2 6.8 6.0 5.6 6.3 6.2 $783 $897 $802 $788 $937 $963
Lottery Commission 4.7 5.5 6.5 8.2 5.7 5.7 $602 $735 $866 $1,130 $807 $852
Medical Examiners Board 4.7 5.1 3.2 4.5 4.5 3.3 $559 $670 $449 $691 $705 $560
Military Affairs 6.3 6.3 6.4 6.1 6.1 6.6 $652 $689 $718 $726 $768 $888
Pioneers Home 6.1 7.2 6.8 6.9 6.9 7.6 $503 $636 $618 $666 $704 $796
Racing 5.0 6.5 3.4 6.6 9.6 6.9 $569 $811 $439 $853 $1,363 $1,046
Real Estate 7.3 6.2 6.4 9.3 8.4 10.8 $838 $743 $790 $1,175 $1,071 $1,409
Registrar of Contractors 5.7 6.7 6.4 6.8 6.6 6.2 $613 $807 $786 $858 $881 $855
Retirement System 5.1 5.2 5.3 5.4 4.4 4.2 $672 $744 $801 $860 $724 $762
Revenue 6.7 6.5 7.1 7.3 7.0 7.2 $710 $738 $845 $890 $890 $975
State Parks 4.8 4.4 4.9 5.6 6.3 6.3 $526 $472 $542 $622 $788 $821
Transportation 6.8 6.6 6.7 6.5 6.3 6.7 $740 $736 $757 $780 $776 $864
Veterans Service Comm 4.1 5.4 4.8 4.4 4.4 5.6 $344 $501 $484 $487 $502 $660
Water Resources 6.3 6.3 6.2 6.7 5.7 6.7 $848 $910 $924 $1,052 $975 $1,228
Overall Average 6.4 6.4 6.5 6.7 6.5 6.8 $687 $723 $767 $814 $821 $907
Source: The state's Human Resources Management System. 1997 through 2002 data compiled from actual dollars paid for sick
leave from calendar year end files. The calculation of average sick hours was determined by dividing the total dollars paid by the
average hourly rate then dividing by the number of employees. Only employees who were eligible for, earned and used sick leave
(both covered and uncovered, wage employees were excluded) were included in these calculations.
Comments: The average cost of sick leave increased by over 10% last year. Since 1997, over 94% of agencies have
experienced an increase in their average sick leave costs, averaging nearly 45% during that time period.
. . . the average age of employees is 44.1 years . . . 30
◄ BACK TO TABLE OF CONTENTS
Table 23 – Age Distribution for All Employees
1998 - 2003
Source: The state's Human Resources Management System. 2003 data represents fiscal year-end (July 1 – June 30). Numbers are
based upon all full- and part-time, covered and uncovered, salaried employees.
Comments: The above chart shows the age distribution for all salaried employees. In 2003, the average age of a
state employee was 44.1 years, and more employees were in the 45-49 and 50-54 age group than any other age
group. In 1998, 42% of the workforce was over 50, whereas in 2003 only 36% of the workforce was over 50 years
of age. In 1998 only 18% of the workforce was less than 35 years of age; however in 2003 24% was less than 35
years of age.
The Council of State Governments (October 2002) reported a national average of 44.5 years for state employees,
and 21 of the 40 other states reporting have an older workforce than Arizona.
0.1%
3.6%
8.6%
11.5%11.9%
13.8%
14.7%14.7%
12.5%
6.5%
2.0%
0%
5%
10%
15%
20%
up to
19
20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65 and
Age older
1998
2003
. . . over 65% of the state’s workforce has less than 10 years of experience. . . 31
◄ BACK TO TABLE OF CONTENTS
Table 24 – Length of Service Distribution for All Employees
1998 - 2003
Source: The state's Human Resources Management System. 2003 data represents fiscal year-end (July 1 – June 30). Numbers are
based upon all full- and part-time, covered and uncovered, salaried employees.
Comments: The above chart shows the length of service distribution for all state employees. The average length of
service for the state was 8.1 years of service. The vast majority of state employees (over 43%) have been hired
within the last 4 years, and almost 67% of employees have less than 10 years of service with the state.
By way of comparison, the Council of State Governments (October 2002) reported a national average of 11.2 years
of service for state employees, and 31 of the 37 other states reporting have more tenured employees than Arizona.
43.3%
23.4%
14.8%
10.1%
4.5%
2.7%
0.8% 0.2% 0.0%
0%
10%
20%
30%
40%
50%
4 or
less
5-9 10-14 15-19 20-24 25-29 30-34 35-39 40
yrs+
Years of State Service
1998
2003
. . . overall job satisfaction has gradually decreased over the years . . . 32
◄ BACK TO TABLE OF CONTENTS
Table 25 – Employee Survey
1999 - 2002
Agree/Strongly Agree
Statement
1999 2000 2001 2002
Overall, I am satisfied with my job. 72% 68% 68% 64%
I understand clearly what is expected of me at work. 76% 78% 78% 75%
I receive adequate feedback on my work. 59% 57% 57% 55%
I have the proper tools and equipment to do my work. 60% 58% 57% 56%
I receive recognition for my work when I deserve it. 50% 47% 47% 46%
I have the opportunity to learn and do new things in my
job.
65% 62% 62% 58%
My agency supports my participation in training
opportunities to improve my job skills.
63% 62% 59% 54%
My agency supports my participation in education and
professional development opportunities.
57% 56% 55% 48%
My agency values my ideas on work-related problems. 48% 45% 45% 43%
My agency has a good system in place for communicating
necessary information to staff.
45% 43% 44% 43%
Senior management (Assistant Director level and above)
in my agency show care and concern for employees.
43% 38% 39% 37%
Source: Governor’s Office of Excellence in Government. The statewide employee survey is typically administered in September-
October. Surveys are distributed to the agencies and should provide a representative sampling of ALL employees, including wage
and salaried; covered and uncovered. In 1999, roughly 10,000 surveys were collected, in 2002, nearly 20,000 were collected.
Comments: There has been a gradual decrease in most indicators of employee satisfaction from 1999 through 2002.
The decline is most evident in the areas of training and professional development opportunities.
. . . most of the state’s workforce resides in Maricopa County . . . 33
◄ BACK TO TABLE OF CONTENTS
Table 26 – State Employees by County
2003
Source: The state’s Human Resources Management System. Percentages indicate number of employees in the ADOA Human
Resources System agencies as of fiscal year-end 2003.
Comments: The majority of state employees reside in Maricopa county, followed by Pima and Pinal counties.
These three counties account for over 82% of all state employees.
0.9%
2.1%
2.3%
1.9%
1.3%
0.2%
2.9%
62.7%
6.1%
13.5%
1.1%
1.2%
3.1%
0.1%
0.5%
Front and Back Cover Photography by Human Resources employee Ed Miksch