Professional Development
Sustainable Workforce Strategies
Brenna Neuharth
Workforce Planning Manager, CalSTRS
Objectives
In this session, you will learn about:
• Competency-based Alignment
– Core + Classification Family Competencies
• Putting it all together
– Duty Statements, recruitment bulletins, interview questions
– Performance Management, probationary and annual reviews
– Training and Development, targeted IDP’s and career plans
• Professional Development
– The holistic approach to employee development and sustainable
workforce strategies
Competency Development at CalSTRS
2007 – 2009 Identified Competencies
• Organization wide effort
• Focus Groups
• Subject Matter Experts (SME) at all levels
• Validated by leadership
The Results:
• CalSTRS Competencies Established/Library Created
• Classification/Job Families Established
• CalSTRS Core Competencies
• Classification Family Competencies
Competency Bridging
2012 Identified Executive Key Drivers
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One-on-one Executive interviews
Compiled answers, reviewed and prioritized drivers
Mapped to CalSTRS Competency Library
Identified Leadership Competencies by level
Competency Bridging, Cont’d.
The Results:
• Leadership Pipeline Model
• Exec (C-level) to Leader 1 (Frontline Manager/Supervisors)
• All new performance management documents (FY12-13)
• Executive Development Program
• First cohort selected and moving through program (FY13-14)
• Cohort continues and finishes rotational assignments (FY14-15)
• Identified gaps in and expanded leadership development
• Emerging Leaders series (FY14-15)
• Masters Series (FY14-15)
Foundations of Sustainable Workforce Strategies
CalSTRS Mission, Vision and Core Values
Strategic Workforce &
Planning Succession
Planning
Competencies
Recruitment
& Selection
Training &
Development
Performance
Management
Onboarding, Engagement & Recognition
Ongoing
Performance
Culture
Putting it all together
Ongoing collaboration
– Workforce Planning
• Research, development, mapping, workforce gap analysis, succession
planning strategies, performance management and improvement
– Classification and Selection
• Quality assurance, classification changes, additions to class families,
recruitment and selection and performance management and coaching
– Training Services
• Employee development, course alignment, targeted development/career
plans, leadership development and performance improvement
Professional Development Program (FY14-15)
• A holistic approach to sustainable employee:
– Recruitment
– Development
– Engagement
– Performance
– Retention
– Succession
• Pre-hire-to-Retire:
– All functions of Human Resources included
– Supports employees throughout their entire lifecycle
– Reinforced through all aspects of organizational culture