HR newslink

              Class and Comp goes
on the road
Capturing Arizona’s wildlife employee
population
Brian Crawford manages a 5,000- acre wildlife area just
outside Springerville, Arizona. He does everything from
farming, filling reservoirs and maintaining heavy equipment,
to managing the area’s visitor center and ranch. Crawford’s
current job title is Construction Crew Leader. If all goes
well, it will be changed to Wildlife Area Manager— a much
more accurate description of what he does.
“ I like the variety in my job— it’s never the same daily
routine,” Crawford says. “ There’s always something
different and I love being outdoors.”
Crawford’s job was just one of hundreds of positions that
were recently reviewed during a massive project that the
Department of Administration’s Classification and
Compensation team undertook with the Department of Game
and Fish.
Lining up with the rest of the wildlife world
“ I enjoy helping these people,” says Evelyn Flores, a senior
analyst with the Class and Comp team. “ I help management
realize what they have sitting in front of them— the jobs
their employees actually do. It’s very satisfying.”
“ I think the Class and Comp team
did a great job capturing what our
employees do out in the field.”
Flores was part of a team of six Class and Comp analysts
who teamed up for the project. After several months and
hundreds of miles, the team is finally home and is proud to
say that the Wildlife Classification Series will soon be more
in line with the rest of the wildlife world.
“ It’s important that we understand enough about what these
people are doing so that we can fit them into their area, their
agency, and the State’s overall plan,” explains Class and
Comp Manager Joanne Carew.
Planes, trains, and automobiles
Before stepping foot outside the city, analysts like Flores did
extensive research, looking into similar job classifications
with the federal government, other states, and neighboring
counties. They did internet searches, made phone calls,
looked at salaries and job duties, and spent a lot of time on
the Game and Fish website.
Several road trips included visits to Kingman, Lake Havasu,
Parker, Quartzsite, Yuma, Tucson, and Pinetop. The last leg
of the trip alone was 800 miles. Transportation included
renting a State jeep and flying in a single- engine airplane
with no parachute.
“ I’ve seen more of Arizona in the past few months than I
have in my entire life,” says Flores, who grew up in Parker.
According to Diana Shaffer, the Game and Fish contact for
this project, the analysts interviewed 50 percent of wildlife
employees ( that translates to nearly 200 people). Some of
those may have been phone interviews, but the Class and
Comp team visited six regional areas, including fish
hatcheries and wildlife areas.
“ I think the Class and Comp team did a great job capturing
what our employees do out in the field,” Shaffer said. “ And
we appreciate the fact that they asked for our input. They’ve
kept us involved all along.”
Issue # 1 • July/ August • 2005
Class and Comp
analyst, Evelyn
Flores, finds her
job “ very
satisfying,”
especially when
she gets to meet
employees out in
the field.
Satellite Spotlight Page 3
Benefits Bulletin Page 4
State Employee Snapshot Page 5
AZStateJobs Contact List Page 6
Welcome to the debut issue of HR Newslink, a newsletter to
connect all State of Arizona Human Resources personnel.
The purpose of this newsletter is to educate and inform you
about upcoming events and current issues facing HR. Every
issue will have a main feature article on the cover that will
showcase the success or progress of one area of HR. When
designing this newsletter, the idea was for each section to
have its own look— almost like “ mini newsletters” inside the
larger one, so that you will know where to find what you want.
To explain a few of the sections; the Satellite Spotlight will
shine on a different satellite office every issue; HRIS: News
You Can Use will help you work better, faster, and smarter
with HRIS; Legislative Q& A will take one bill that affects
HR employees and dig a little deeper into it; and the State
Employee Snapshot will be just that— a ‘ snapshot’ or
interesting fact about the State’s workforce. I hope you will
read this new publication and share your feedback with us
so that we can use this resource to best serve you.
- Kathy Peckardt
4 5 6 7
WEDNESDAY
8
11 12 13 14 15
18 19 20 21 22
25 26 27 28 29
Morning Training Session
AD Employee Recognition
FRIDAY
Holiday
Leadership Book Club
MONDAY TUESDAY THURSDAY
1 2 3 4 5
8 9 10 11 12
15 16 17 18 19
22 23 24 25 26
Aug 29: Open Enrollment Morning Training Session
Leadership Speaker Series Legislation Effective
Leadership Book Club
Newslink 2 July/ Aug 05
Jennifer Selby’s
smile is the first
thing customers
see when they
walk in the
ADOT Human
Resources
Office.
Satellite Spotlight: ADOT Human
Resources Office in Phoenix
Manager: Bryce Boldt
Number of employees: 23
As you step into the main lobby of the ADOT HR satellite
office in Phoenix, you might hear Stacy Lopez’s infectious
laugh. Or you might catch manager Bryce Boldt on one of
his daily rounds walking about the office greeting
employees. That’s the kind of place it is— a place where
you can be yourself and feel at ease.
“ Every day I try to walk around out there. Maybe
someone’s mother is sick,” says Boldt. “ I look at their
work and praise them for it, but asking, ‘ how’s your mom
doing?’ means so much more.”
As Boldt’s self- proclaimed sidekick, Lopez performs a
variety of functions each day, with most of them keeping
her away from her desk and sometimes on the floor.
“ I love my job,” Lopez comments. “ Sometimes I might
complain of crawling under a desk to do inventory, but I
totally have to be up and moving. That’s why you’ll rarely
catch me at my desk!”
On the front lines
Jennifer Selby is on the front lines as the first person
customers see when they enter the lobby. Along with
assisting walk- ins, she has her phone headset on most of
the day to field calls. Most of the calls she gets are
standard questions, but then there’s that one odd request.
“ I recently got a call from a guy whose wife was stuck at a
train stop and called him on her cell phone,” she explains.
“ He didn’t believe her, so he called me to get the train
schedule.”
Just like family
On the whole, employees in ADOT’s HR office have been
described as “ seasoned.” The average number of years their
employees have been with the State is 20, and combined they
have 350 years!
“ We have a history here,” says Staffing Analyst Margaret
Guerra. “ We know each other’s habits and we back each other
up.”
It’s hard to believe, but even with close to 4,500 total ADOT
employees, these HR veterans still describe the agency’s
atmosphere as being “ like a family.”
“ Everybody is on a first name basis here,” says Robin Smith,
HRIS/ Benefits supervisor. “ We don’t use Mr. or Mrs. And
even with our large number of employees, people know the
director!”
If you handle training for your agency and
are a STARS user with “ Level 3” access,
these tips are for YOU!
Tip # 1 – When enrolling students for a class and you
reach maximum capacity, you have the option to place
additional students on a “ waitlist”. When using the
STARS waitlist, be sure to check the roster just prior to
the event to enroll waitlisted students into any available
slots ( the system does not automatically enroll those on
the waitlist).
Tip # 2 – For security reasons, Level 3 users must call
the STARS Helpdesk at 602.771.2948 to perform a
password reset. This is useful if you ever lose your
password or feel it has been compromised.
Tip # 3 – After a class has finished, remember to
finalize the roster to indicate whether each student
completed or passed the course. Often students who have
attended a class will attempt to print completion
certificates the following day. Completing your roster
immediately following an event will ensure that students
have access to current training information.
The “ Kudos Board” is for
employee birthdays, upcoming
events, and compliments that
the HR staff has received.
Newslink 3 July/ Aug 05
Emergency Rooms
When you or a loved one is hurt, you want the best care.
Deciding where to go isn’t always easy. You may be tempted to
go to the emergency room ( ER). But, this may not be the best
choice. At the ER, true emergencies are treated first. Other
cases must wait— sometimes for hours. And, it may cost you
more.
Go to the ER for:
• Heavy bleeding
• Large open wounds
• Sudden change in vision
• Chest pain
• Sudden weakness or trouble talking
• Major burns
• Spinal injuries
• Severe head injury
• Difficulty breathing
Of course, each case is unique. If a situation seems life-threatening,
take action. Call 911 or your local emergency
number right away.
Choosing the right health care setting:
emergency room, urgent care, or clinical care?
Urgent Care
Sometimes, you may need care fast. But, a trip to the ER
may be unnecessary. You may want to try an urgent care
center. They can treat many minor ailments. Chances are,
you won’t have to wait as long as at the ER. You may pay
less, too.
An urgent care center can help with:
• Sprains
• Strains
• Minor broken bones
• Mild asthma attacks
• Minor infections
• Small cuts
• Sore throats
• Rashes
Clinical Care
If it’s not urgent, it’s usually best to go to your own
doctor’s office. Your doctor knows you and your health
history. He or she can access your medical records. And, he
or she can provide follow- up care or refer you to a
specialist if necessary.
A closer look at Senate Bill 1017: Q& A with Alan Ecker,
Legislative Liaison and ADOA Public Information Officer
Senate Bill 1017 would permit the Department of Administration to authorize payroll
deductions for critical care and long- term care insurance, and for pre- paid legal and
identity theft protection services.
Q: Why did you ask Senator Waring to sponsor this bill?
A: The bill provides additional benefits for our State employees and is a useful recruitment tool. Other governments and
private sector companies currently offer similar payroll deduction benefits, so this helps the State compete.
Q: There was already a statute listing conditions under which a state employee could authorize payroll deductions.
Why did you feel it necessary to add to this list?
A: Offering additional payroll deductions to employees is prohibited unless specifically authorized by this statute. This bill
was necessary for ADOA to have the permissive ability to offer these new payroll deductions.
Q: I noticed that " identity theft protection services" has been added to the list of potential payroll deductions.
According to the FTC, Arizona had the highest per- capita rate of identity theft- related complaints in 2003. Explain
how a deduction for identity theft protection services would help state employees to combat this problem.
A: Identity Theft Protection services are similar to credit protection programs offered by credit card companies. Individuals
who do not carry credit cards may not have access to credit monitoring programs. Additionally, payroll deductions for these
services are attractive to employees because group rates are generally cheaper. Companies offering these services through
pa roll deduction do not have the administrative cost y s associated with collecting premiums.
Newslink 4 July/ Aug 05
How long will our
employees stay?
Over 43% of State employees have been hired
within the last four years. The average length of
service for State employees is 8.4 years, which is
below the average of other states ( 11.2 years). A
recent poll of college graduates found that nearly
50 percent are planning to stay with their first
employer less than two years!
What can you do in your role within Human
5 July/ Aug 05
Make fewer errors when
entering information into
HRIS. Here’s how:
When you receive conformation that a hire has
been made through Hiring Gateway… be sure to
verify all the information for the employee that auto- fills in
the XP52.4 HRIS form. Pay special attention to the state,
country, and zip code fields. Errors in these fields can
interfere with employees’ taxes and benefits.
When processing a hire without Hiring
Gateway… it is very important to check the ZH11 HRIS
he
vice… the
ocessing— not
e “ STATUS CHANGE” action. If the correct action is not
e
ss. In
ddition, it provides the ability to choose if the information
. The
form to determine if it is a new hire, re- hire, or transfer. T
person may already be in our system.
When an employee leaves state ser
“ SEPARATION” action must be used for pr
th
used, the employee’s file is inaccurate, leave plans are not
ended, and turnover reports do not contain true data.
Complete the ZH12 HRIS form for new hires,
re- hires, and transfers)… This form contains th
employee’s work phone and work email addre
a
is to be on the Internet, Intranet, and/ or published
XP52.1 HRIS form does not provide these options and the
email field is not long enough to enter some email
add resses.
Newslink
23.5%
14.3%
10.3%
4.8%
2.7%
0.9% 0.2% 0.0%
43.3%
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
2004
Resources to encourage retention? The following
are several specific ways to prepar
leaders…
e and retain
have fun and
?
ployer. They want to be coached and
d they want to learn. Make learning and
red
yer
Reward and recognize – All employees want to be
recognized for their contributions. Listen to them and
appreciate the different kinds of recognition that are
meaningful. Feedback is critical and sometimes a heart- felt
“ thank you” that is based on specific performance means
more than formal awards and ceremonies.
Create a fun workplace – We spend a great deal of
time at the office. Shouldn’t we be able to
still maintain a professional and productive atmosphere
Keep learning – The newest generation of employees
view professional development as a key factor in choosing
their next em
mentored an
training a priority.
Hire the best – Ensure that the best candidates are hi
in the first place. It's worth the extra time to screen the
cream of the crop. We are in the people business and our
employees represent our respective agencies.
A recent poll of college
graduates found that nearly
50 percent are planning to
stay with their first emplo
less than two years!
Who to contact: Staffing and Recruitment Team
There have been a number of personnel changes in ADOA’s Staffing and Recruitment
office in recent months. Here’s an updated contact list to post in your area:
Jackie Mass ( Manager) Staffing & Recruitment 542.4724
Emilio Velez Executive and Special Recruitments, Direct Hires 542.4757
Kimberly Adams Hiring Gateway 542.4860
Ron Loyd Mobility Assignments 542.0680
Marie Palacios Executive and Special Recruitments, Advertising 364.0413
Brenda Jones Temporary Services 542.4545
Don Bergeson Testing, Surveys and Data Analysis 542.4879
Panel Interview Approval
Irma Dominguez Hiring Gateway Candidate Lists, Job Postings 542.3487
Amanda Wright Hiring Gateway Candidate Lists 542.4781
Job Postings on azstatejobs. gov
Interagency Transfers
Wendy Walther Hires- Grade 23 and above, Lateral Transfers 542.0318
Promotion from Competitive Detail/
Underfill/ Voluntary Grade Decrease
Esther Davis Employment Verifications 542.0680
Phyllis Anderson Governor’s Grade 23 Report, Employment Verifications 542.0392
Rosa Aguilar HRIS Data Entry, Database Maintenance 542.0235
Various Recruitment Actions
Gloria Hartz Resume Questions, DD- 214 Forms 364.0301
Ruby Bilagody Job Board Web Questions, Hiring Gateway 364.2660
HR Newslink is pubished bi- monthly by:
ADOA Human Resources Division
100 N. 15th Avenue, Suite 261
Phoenix, AZ 85007
602.542.5481
Fax: 602.542.2796
Editor: Jeri Penrose, jeri. penrose@ azdoa. gov
Design: Karie Miller, karie. miller@ azdoa. gov
Website: www. hr. state. az. us
Persons with a disability may request reasonable
accomodation by contacting the Human Resources
Division. If you need this issue in an alternative format,
please call 602.542.5481.
Our Mission as State of
Arizona Human Resources
Personnel: to provide
efficient, timely, customer-driven,
professional human
resources services.
Newslink 6 July/ Aug 05