To be a competitive employer, it is vital that state managers engage in management practices that build and reinforce a competent, productive, and inspired workforce.

 

The HR Management Performance and Accountability system measures and monitors the state's workforce management practices toward achieving this ultimate outcome.

 

It supports the Governor's Management Framework and GMAP by emphasizing the use of data and factual information to:

• Identify and anticipate HRM issues impacting delivery of state services;
• Enable data-driven HRM strategies and solutions; and 
• Improve processes and recognize HRM successes.

Logic Model and Measuring Performance            
Managers have five primary areas of workforce management accountability, as shown in the graphic to the right. 

 

A statewide logic model has been created that outlines the desired initial, intermediate and ultimate outcomes associated with these five primary responsibilities.

 

Standard performance measures have been derived from the logic model to monitor managers' progress toward achieving these outcomes.

Human Resource Management Report
Using the HR Management Report, agencies monitor workforce management performance.  Reports are submitted semi-annually to the Department of Personnel and, as assigned, to the Governor's GMAP Office.  DOP prepares a statewide roll-up that is presented to the Governor, Cabinet, and at GMAP forums.