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GLOSSARY
- Work Force Planning:
- A systematic process for identifying the human
resources required to meet organizational goals and developing strategies
to meet those requirements. It defines the activities necessary to have
"the right people with the right skills in the right place at the
right time.
- Succession Planning:
- A process designed to ensure the continued effective
performance of an organization by making provision for the development
and replacement of key people over time. Succession planning is generally
considered to be a strategy of work force planning.
OTHER TERMS
- Competency:
- A characteristic of an employee that contributes to successful
job performance and the achievement of organizational results.
These include knowledge, skills, and abilities plus other characteristics
such as values, motivation, initiative, and self-control.. Competencies
may be defined organizationally or on an individual basis.
- Organizational competencies:
- Identifying competencies on an organizational basis provides
a means for pinpointing the most critical competencies for organizational
success. These are an organization's core competencies.
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- Competency Model:
- A competency model is a set of competencies for a specific
occupation, title series or level in the organization that,
if possessed by incumbents, is likely to produce desired results.
The model is often developed by studying what top performers
do in the defined job context. This may be gathered in a variety
of ways, including employee questionnaires, focus groups, and
interviews with managers and employees.
- FTE:
- Full-time equivalent. Personnel fill targets are often expressed
this way. The FTE may be fewer than the number of actual people
because of part-time employees, e.g., two half-time employees
equals one FTE.
- Function:
- A major responsibility of a program or agency with particular
outputs and outcomes for internal or external customers. Examples
include computer application systems development, contract management,
customer problem resolution, and auditing.
- Gap Analysis:
- The process of comparing information from the supply analysis
and the demand analysis to identify the differences, or "gaps."
Gap analysis identifies situations in which the number of personnel
or competencies in the current work force will not meet future
needs, as well as situations in which current work force personnel
or competencies exceed the needs of the future. Gap analysis
also applies to the comparison of employee competencies with
a competency model for a target occupation, level or title series.
- Individual Development Plan:
- A document which includes an assessment of an employee's current
skills, and an outline of the way in which the employee will
develop the knowledge, skills, and abilities needed to meet
changing organizational needs and environmental demands and/or
prepare to achieve future career goals.
- Knowledge, Skills, and Abilities (KSAs):
- The knowledge, skills, and abilities required to perform a
job. Knowledge is an understanding of facts or principles relating
to a particular subject area; skill is the application of knowledge
resulting from a development of basic abilities through formal
training and practical experience; ability is capacity in a
general area that may be utilized to develop detailed, specific
skills.
- Organizational Intervention Strategies:
- Steps an organization may take to ensure appropriate staff
are properly deployed to achieve program objectives and move
the organization in the desired direction. Examples include
staff redeployment, reorganization, or organizational restructuring.
- Other Characteristics:
- An attribute of a person that may have an effect on job performance
such as attention to detail, timeliness, personal organization,
breadth of perspective, etc. These attributes are also called
"personal characteristics."
- Position:
- A budgeted line item assigned duties and responsibilities
that can be performed by one person.
- Section 212:
- A section of the NYS Retirement and Social Security Law that
establishes the maximum a retiree can earn without diminution
of retirement allowance.
- Section 211:
- A section of the NYS Retirement and Social Security Law that
provides for a retiree to earn more than the maximum under Section
212 when it is not practicable to fill the position with a qualified
non-retiree and it is in the State's interest to do so. Requires
Civil Service Commission approval.
- Skill Set:
- A group of skills, knowledge, and abilities that, taken together,
is necessary for the proficient performance of a particular
function.
- Strategic Plan:
- A document that sets organizational direction and measurable
program objectives. These goals and objectives not only provide
the basis for determining necessary financial resources, but
also provide the basis for work force needs.
- Title:
- The designation used to identify a grouping of positions which
are considered sufficiently similar as to be interchangeable,
and for which a common selection process is appropriate.
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