Aldebol asks how DCAS does long-term workforce planning
Aldebol asks how far out DCAS and agency heads anticipate supervisory vacancies; Porter describes the exam-based, data-driven annual workforce planning process with questionnaires to agencies and targeted hiring events for high-attrition titles.
I'm going to pause.
Oh, they left.
Never mind.
Can you describe how DCAS undertakes long-term workforce planning for agencies?
How far out do you and agency heads anticipate vacancies in a supervisory position?
Are there calculations that you make to try to ensure that as far as is practicable, institutional knowledge can be passed on to successors before an employee departs?
Okay, so the foundation of the workforce continues to be through examinations.
And so we partner with agencies at the beginning of each year and ahead of the incoming fiscal year to understand their immediate and future hiring needs to ensure that we're offering examinations to support their hiring.
So it starts out with a data-driven approach.
We look at active exams and other workforce data to determine a tentative list of titles that we plan to offer examinations for.
And then we provide that information to city agencies in addition to what we call a workforce planning questionnaire for them to communicate any changes or additions that should be added to the schedule.
And it's an iterative process.
It goes on for almost five months.
And then we work with them to finalize the annual schedule.
In addition to that, if they have like immediate hiring needs or if they see that they have titles where they may see high attrition and they need to hire up, then we take a more targeted approach through, you know, specialized hiring events.
Or amplifying their immediate hiring needs through our Office of Citywide Recruitment.