Social Services should update its existing workforce and succession plan by December 2015 to ensure that the department is adequately prepared for the retirement of a significant number of its highly experienced employees. The plan should include current best practices that meet its organizational needs.
The plan has been completed to ensure that the Department is adequately prepared for the retirement of a significant number of our highly experienced employees. The plan includes current best practices that meet our organizational needs.
CDSS has reviewed the completed succession plan from CPS HR Consulting, as stated in the response to Recommendation 11. Due to multiple internal changes, the plan will be revised to reflect current data and shifting needs. CDSS anticipates that this process will require until June 2016 to complete all updates and release a new, revised plan. Improved tracking, training and implementation practices will be created in tandem with plan revisions, resulting in a superior product, more efficient monitoring and targeted staff development.
Although the department is revising its succession plan, the department's response does not identify the status of its effort to update its workforce plan.
CDSS continues development of a workforce and succession plan and has updated the estimated completion date to December 2015.
CDSS continues development of a workforce and succession plan, and has updated the estimated completion date to December 2015.
†Response Type refers to the interval in which the auditee is providing the State Auditor with their status in implementing recommendations made in an audit report. Auditees must submit a response regarding their progress in implementing recommendations from our reports at three intervals from the release of the report: 60 days, six months, and one year or subsequent to one year.
*Agency responses received after June 2013 are posted verbatim.