Albany, NY
DESIRABLE SKILLS/EXPERIENCE:
- Experience with leading strategic or operational workforce planning activities, including workforce demand analysis, workforce supply analysis, and gap analysis.
- Ability to identify complex themes, findings, and recommendations based on quantitative and qualitative analyses.
- Experience with developing and implementing organizational-level strategies and goals using change management principles and best practices.
- Experience with structuring and conducting data gathering and analysis activities, including interviews, focus groups, and surveys.
- Experience with analyzing workforce data using software programs, including Tableau and PowerBI
- Ability to design and develop clear, concise data-driven deliverables using both Microsoft Word and PowerPoint
- Strong communication skills (verbal and written)
Scope of Work
1) Job Analysis and Documentation:
- Conduct comprehensive job analyses for all positions within NYCERS.
- Document the skills, qualifications, and requirements specific to each job, detailing both technical competencies and soft skills for current performance.
- Develop future based job needs and qualifications aligned with the job needs at the completion of the LRP.
- Align/map the skills and qualifications to NYC Civil Service Titles and levels.
2) Level-Based Proficiencies:
- Define the proficiency levels required for each job within NYCERS, differentiating between entry-level, mid-level, and senior-level positions.
- Clearly outline the progression of skills and qualifications as employees advance in their careers.
3) Skill Matrices:
- Develop skill matrices for each job, highlighting the essential skills and competencies needed at each level.
- Create clear visual representations of the skill progression within NYCERS.
4) Skills and Competencies Assessment:
- Assess the current state of skills and competencies among NYCERS employees.
- Identify strengths and weaknesses in the existing skill sets.
5) Gap Analysis:
- Perform a comprehensive gap analysis to identify disparities between the current skill sets and the defined future standards and expectations.
- Categorize the gaps based on urgency and importance.
- Provide a detailed report highlighting the findings of the gap analysis.
6) Recommendations for Closing Gaps:
- Propose a roadmap and actionable recommendations for closing the identified skill and competency gaps.
- Provide guidance on training and development programs that align with NYCERS' goals.
- Suggest key performance indicators (KPIs) to measure progress in closing the gaps.