Texas Bond Review Board Strategic Plan: Fiscal Years 2013-2017 Page: 49
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IV. Gap Analysis
Anticipated Surplus or Shortage of Workers or Skills
An analysis of trends in the BRB's workforce indicates that turnover is the agency's primary area of
concern. As a result of attrition caused by competition from public and private sectors, the BRB is
expected to experience a turnover rate in key staff of 30-35 percent over the next four years. The
problem is exacerbated by vacancy periods that have lasted as long as five months because budget
constraints have limited the agency's ability to offer competitive salaries. To address this issue, the
BRB must develop a succession and retention plan.
V. Strategy Development
Goal Maintain current staff
Motivation Keep staff well-trained and current on data and information relevant to
Strategy their job (program, technical or administrative). A motivated staff will be
more productive and contented, leading to longer tenure.
Action Steps -Evaluate employees on at least an annual basis to give objective and fair
performance feedback.
-Let employees know that a performance evaluation is an important part
of career development and does not necessarily result in a merit increase or
a reprimand.
-Make sure all employees understand that a merit increase is not based on
good performance of prescribed job duties but is a reward for outstanding
performance.
-Make sure to apply the merit policy consistently and equitably.
Good communication between employee and management is key - be
sure the employee understands his/her assignments and boundaries.
Give employees the opportunity to discuss issues or concerns when the
need arises and address the issues/concerns in a meaningful manner.
Allow employees who are seeking new challenges to work on special
projects, cross-train or carry out developmental tasks while management
also evaluates their ability to perform their regularly assigned workload.
--Update in-house training for all issues pertinent to the agency's success.
Provide training with the state or other training entities to enable the
employee to upgrade their knowledge, sharpen skills and take advantage of
networking opportunities.
-Balance the pay scales of experienced vs. newly-hired employees who are
performing similar duties - recognize the value of agency tenure in
employees who perform in an exemplary manner and serve as trainers.
Goal Recruit a dependable and competent workforce
Action Steps -Train and teach managers how to recruit and retain quality staff.
-Make sure pay scale of positions advertised are within state parameters as
well as competitive with other public and private corporations.49
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Texas Bond Review Board. Texas Bond Review Board Strategic Plan: Fiscal Years 2013-2017, book, July 2, 2012; Austin, Texas. (https://texashistory.unt.edu/ark:/67531/metapth531984/m1/52/?q=%22%22~1&rotate=0: accessed July 16, 2024), University of North Texas Libraries, The Portal to Texas History, https://texashistory.unt.edu.; crediting UNT Libraries Government Documents Department.