Governor Deval Patrick's Budget Recommendation - House 1 Fiscal Year 2012

Governor's Budget Recommendation FY 2012

Human Resources Modernization


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Governor Patrick    FY2012 House 1 Budget Recommendation:
    Issues in Brief

    Deval L. Patrick, Governor
    Timothy P. Murray, Lt. Governor

 

Governor’s Investment Proposal

The economic downturn and its effect on the Commonwealth’s budget continues to challenge departments and secretariats to invest resources in a way that achieves the best results for the clients and customers who receive services and for all of the residents of Massachusetts.

In January 2010, Governor Patrick issued Executive Order 517: Enhancing the Efficiency and Effectiveness of the Executive Departments – Human Resources Modernization Project (E.O. 517).  This order directs the Chief Human Resources Officer and the Executive Branch Human Resources (HR) Community to improve administrative efficiency and effectiveness by modernizing and standardizing HR business processes and by leveraging technology to reduce costs.  The initiative, MassHR, has taken great strides already, and as implementation continues, the Commonwealth’s workforce and HR community will continue to focus on long-term goals of improving the efficiency of HR transactions, providing professional development opportunities for all employees, and making Massachusetts the best public sector employer in the country.

HR Strategic Plan

Transformation became reality during fiscal year 2011, with the Governor’s Executive Order and the delivery of the Commonwealth’s first-ever HR Strategic Plan, which established a mission statement for the Commonwealth’s HR community that reads as follows:

“MassHR delivers strategic human resources programs, services, and technologies to build a talented, diverse, engaged and productive workforce in support of the businesses of the Executive Branch of the Commonwealth”. – MassHR Mission Statement

This is a picture that depicts the foundational activities of HR Modernization, including effective HR Governnance, Metrics and Accountability, and Comprehensive Change Management. The picture also depicts the four core activities, including workforce enhancement programs, professional development, effective service delivery model, and leveraging supporting technologies.

To achieve MassHR’s vision for the future, the strategic plan identifies four key initiatives:

  • Implement new strategic workforce enhancement programs
  • Provide professional development for the HR community
  • Implement a more efficient service delivery model using shared services
  • Implement supporting technologies

As with any major system transformation, MassHR’s four key initiatives will be supported by three “foundational” activities that will help engage stakeholders throughout the process, establish a comprehensive governance structure and foster a culture of accountability.

Progress to Date

One of the critical components to achieving long-term success in MassHR is to achieve early successes that make a meaningful difference in the HR Community. After finalizing the MassHR strategic plan, the initiative achieved several early milestones, including:

Professional Development

  • Launched the Commonwealth Management Certificate Program and the Supervisor Certificate Program.
  • Project Management Office established and operational.

Efficiency Service Delivery Model

  • Launched e-Learning for Mandatory Courses.
  • Launched a process to standardize HR Functional titles.
  • Established a Governance Structure for MassHR
  • Expanded the MassHR Governance model beyond the HR Community within the Executive Branch
  • HR/CMS Steering Committee includes representatives from the Courts, Treasurer’s Office, State and Community Colleges, Group Insurance, Department of Transportation, Executive office of Administration and finance.  The Steering Committee is lead by the MassHR Executive Committee (HRD, ITD, and CTR); the chairperson is the Commonwealth’s Personnel Administrator. 

Leveraging Technology

  • Completed an upgrade of the Human Resources Compensation Management System (HR/CMS), the payroll and time/attendance application for the Commonwealth.
  • Implemented a pilot for Self-Service Time and Attendance (SSTA) for Managers and Employees in both 9 – 5 and 24/7 agencies. These pilots will provide valuable insight for full-implementation of SSTA, which will generate up to $8 million in efficiency savings once fully implemented.

Next Phases

MassHR will build upon early successes and continue to implement key modules of the strategic plan. The next phase of implementation will include:

  • Expansion of SSTA to all agencies.
  • Expansion of courses to improve leadership skills and enhance professional development of staff provided by the Shared Services Training Center.
  • Establishment of additional Shared Services Centers for strategic planning, talent management and core HR functions.
  • Continuing to leverage technology to allow for a redeploy of HR employees from transactional roles to areas of direct service to internal and external customers. This will lead to cost savings and increased systems efficiency.

Prepared by Chantal Mont-Louis, Executive Office for Administration and Finance ·
www.mass.gov/budget/governor
For more information contact: contactanf@massmail.state.ma.us (617) 727-2040



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