Statewide HR Leadership Forum

Friday, July 22, 2022

9 a.m. - 11 a.m.

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Welcome & Introductions

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Agenda

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• Welcome/Introductions
• Wellness Check-In
• SOC Wellness Challenge HR Leaderboard
• DHR Updates
• Marijuana Survey
• Staffing Updates
• Equity Office Update
• Labor Relations Update
• COE Update
• FAMLI Update
• Operations Update
• Consulting Services
• Compensation Update
• Benefits Update

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• AG Update
• 300 Hires in 30 Days/Statewide Referral Bonus
• Payroll Modernization
• Colorado Laws for Persons �With Disabilities
• Office Hours

Wellness Check-In

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Janeen Haller-Abernethy, CSEAP

Wellness Check-In

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• Announcement
• 988 now available for urgent mental health response�
• Pop-up clinics starting in rural areas
• Need temp space accessible to State employees from various agencies
• Northwest & Southwest regions are priority areas

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State Wellness Challenge

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Lynne Steketee

SOC Wellness Challenge Standings

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DHR Updates

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Marijuana Survey, Lynne Steketee

Staffing Updates, Lynne Steketee

EDI Focus Groups, Lynne Steketee

Labor Relations Update, Lynne Steketee

COE Update, Audrey Valdez

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FAMLI Update, Monica Cortez-Sangster

Operations Update, Audra Payne

Consulting Services, Sarah Rothberg

Total Compensation Update, Brandy Malatesta

Benefits Update, Dave Thomas

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Marijuana Survey

Gov. Polis recently signed Executive Order (EO) D 2022 034: Protecting Colorado’s Workforce and Expanding Licensing Opportunities.

In summary, the EO states: “No one who lawfully consumes, possesses, cultivates or processes marijuana pursuant to Colorado law should be subject to professional sanctions or denied a professional license in Colorado. This includes individuals who consume, possess, cultivate or process marijuana in another state in a manner that would be legal in Colorado”.

The new EO regards professional boards no longer penalizing Coloradans for marijuana use, and the Governor's Office policy to not test for marijuana as a barrier to hiring.

There are a few exceptions to this EO, where agencies may test for marijuana use, and marijuana use is restricted as part of a professional classification. An example includes: POST-certified law enforcement officers.

If this does not apply to you, skip it ! �This does not apply to impairment testing.

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Staffing Updates

• Labor relations director
• Labor relations EA
• Workforce solutions deputy
• Equity office director
• Skills-based hiring/apprenticeships (term limited)
• HR training and support (term limited)
• Total compensation

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Equity Office Roadmap

• July 2022: Contracting with Darrell Hammond, Sr. with Higher Ground Consulting to conduct (3) stakeholder focus groups (summary will be available mid-August)�
• July 2022: Draft position description for Equity Office Director (it will be SES) �
• August 2022: Post EOD position�
• August and September 2022: Schedule stakeholder feedback sessions for top three to four candidates (sessions will allow interested stakeholders to have to a chance to meet the top candidates and ask questions and provide feedback)�
• By September 2022: Hire EOD

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Labor Relations Update

• State Entity Agreement Negotiations Status
• CDHS State Entity Agreement Negotiations (paused until Aug. 5, 2022)
• DOC mediation
• Next entity TBD
• Reopen wage negotiations in September with Pay Equity Study results

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COE Update

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• Updates
• Supervisor Certificate full through the end of the year (working to schedule 2023)
• CPLR classes are being cancelled due to low enrollment
• Safety Training now open
• LinkedIn Learning now under price agreement
• Coming Soon
• HR Training including new certificate programs with �Health of HR staff
• Skills-based hiring training for HR, supervisors and managers, agency leadership
• Need CPPS data to be as accurate as possible to achieve EO metric of 25% of job postings written with skills-based template
• Team building focused on Tuckman’s model of team formation

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Family Medical Leave Insurance (FAMLI) Program

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Spring 2021 - Summer 2022

CDLE Begins to �Implement the �FAMLI Program

Fall 2022

Employers Register with the FAMLI Division

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Rulemaking for Benefits and Private Plans

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Resources Available for Employers to Prepare �for Payroll Deductions

January 1, 2023

Colorado Begins to Build the Benefit Fund Through Employer and �Employee Contributions

Contributions may be split 50/50 between employee and employer. The premiums are set to 0.9% of the employee’s wage, with �.45% paid by the employer and .45% paid �by the employee.

2023

CDLE Continues Implementation and Preparation to Pay Benefits

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Public Education Campaign for Healthcare Providers

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Education and Resources Available for Employers

January 1, 2024

Colorado Workers can Apply for Benefits as Needed to Care for Themselves and Their Families

When employees need leave for a qualified reason, they will inform their employer and apply to CDLE for benefits payments. �CDLE will pay the employee directly.

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Colorado voters approved Proposition 118 in November of 2020, paving the way for a state-run Paid Family and Medical Leave Insurance (FAMLI) program. The Colorado Department of Labor & Employment (CDLE) is responsible for administering the program. The FAMLI program will ensure all Colorado workers have access to up to 12 weeks of paid leave (37% and 90% of normal weekly wages capped at $1,100 per week) in order to take care of themselves or their family during life circumstances that pull them away from their jobs — like growing their family or taking care of a loved one with a serious health condition.

Key roles are hired, funding is established, �a technology solution is built, training for staff, rulemaking, regional town halls and �community education begins.

FAMLI - State Implementation January 1, 2023

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Implementation of the FAMLI program for the State, as an employer, requires coordination and collaboration between State benefits, leave, central payroll, risk management, and DPA budget. The timeline below provides the progress and deliverables necessary by the end of September to implement the FAMLI premium deductions in January 2023.

Operations Update

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• Rulemaking
• New Personnel and Fiscal Rules published (effective July 1, 2022)
• Occupational Privilege Tax
• Reminder to make sure employee’s physical work addresses are �updated in CPPS by Nov. 18, 2022
• No “flag” will be put into CPPS this fiscal year due to other �priority projects
• DHR Distribution Lists
• Email sent out, please update lists by Aug. 1, 2022

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Consulting Services Update

Request from Governor’s Office:

Include salary ranges on job posts you draft for social media channels, �especially LinkedIn.

When LinkedIn pulls information from the State of Colorado Careers website to create a job post, sometimes the salary information is missing.

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Total Compensation Update

• Annual Compensation Meet and Confer
• Roughly 75 attendees�
• Pay Equity Update
• Final contract signatures this week
• Have uploaded data files
• Discussion surrounding survey to better capture gender, race �and ethnicity data �
• Tuition Reimbursement Universal Policy Update

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Benefits Update

Transitioning in the Workplace Webinar�

• Open to all supervisors, human resources professionals, and �benefits administrators
• Date/Time: Aug. 15, 2022 (11 a.m. - 12:30 p.m.)
• Please share the invitation with supervisors

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Join Dr. Renee McLaughlin, Cigna’s National Medical Director, Value-Based Relationships, to learn how you can support State of Colorado employees seeking to transition in the workplace.

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American Sign Language (ASL) interpretation will be provided.�Register for the webinar today!

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AG Update

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Lauren Peach

AG Update

• Appointing authority trainings�
• Labor update

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Notice to Employer of Injury Poster

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Julie Mileham, State Office of Risk Management

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CorVel

6455 S Yosemite St. Ste 700

Greenwood Village, CO 80111

720.250.0700�

and/or�

Agency work comp contact information

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**This is a partial picture of the poster**

Notice to Employer of Injury Poster

• HB22-1112 adjusted the content for the mandatory Notice to Employer �of Injury poster
• It is extremely important that these posters (English and Spanish) are hung at ALL work sites by August 10, 2022
• If agencies are unable to meet that deadline, please email all employees this information
• Please also provide the information to all remote employees and on any internal websites where employees gather information
• THIS IS REQUIRED and can lead to a penalty situation
• Ordering information was sent to work comp admins and is included the �July 20, 2022 week’s roundup

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Contact Donna Goodwin at donna.goodwin@state.co.us with questions.

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300 Hires in 30 Days

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300 Hires in 30 Days

Background

The Colorado Department of Human Services (CDHS) and Department of Corrections (DOC) are experiencing high turnover and significant challenges with recruiting and retention.

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The Plan: 300 Hires in 30 Days

Our goal is to hire 300 employees between July 20, 2022, and Aug. 19, 2022 to fill critical staffing shortages. The marketing assets and employee referral bonus (pending approval) are focused on filling the following priority positions.

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CDHS

• Youth Service Specialists I
• Nurse I
• Client Care Aide I and II
• Dining Services II, III, IV
• Custodians I, II
• Health Care Services Trainees I, II

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DOC

• Corrections Officer I
• Nurse I (C6S1XX)
• Social Work/Counselor III
• Health Professional II
• Correctional Support Trade Supervisor I �in Food Services ONLY (A1L1XX)

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Statewide Referral Bonus

Statewide Employee Referral Bonus

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How does the referral bonus work?

DPA will sponsor a new Statewide Employee Referral Program funded by agencies to support targeted hiring challenges across the state. The $1,000 referral bonus is paid in two one-time payments made to the referring employee as follows:

• The referring employee must be employed by the State of Colorado’s Executive Branch and under the Governor’s purview on the date of payment.
• $500 first payment will be based upon hire, a referred applicant receiving an offer or conditional offer letter with a scheduled start day. If a referred employee has a scheduled start date but does not show up to the first day, or quits before the scheduled start date, the employee will still be eligible for the first half of the referral bonus.
• $500 upon the six month anniversary of the referred hire.
• All referral incentives are based on final funding approval. The distribution of the incentive will be for the first �50 eligible position hires at DOC and the first 50 eligible position hires at CDHS.
• Payments will be processed on a first hired basis until funding runs out.
• If the referred employee is no longer employed at the six month anniversary, the second payment of $500 will be forfeited.

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Payroll Modernization

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Sarah Clark

Payroll Modernization

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• Request for Information (RFI) posted to vendor community July 15, 2022
• Responses by Aug. 15, 2022
• Evaluate by Aug. 31, 2022 �
• Agency listening sessions ongoing: request form�
• Data as a product concept
• Seeking input from people who use HRDW today

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Colorado Laws For Persons With Disabilities CRS 24-34-802(2)

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Angelo Fernandez, CDPHE, HRD

Stephanie Rogers, CDPHE,

Director, Office Strategy Performance and Innovation

The Tie to Workforce Revitalization

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Cultivate a Culture Where Belonging �is Central

Care for the �Whole Employee

Optimize a �21st Century Workforce & Workplace

• Embed IDEA strategies �in everything we do�
• Practice and embody inclusive leadership behaviors�
• Employee and community voice as primary�
• Engage in restorative practices

• Prioritize total �worker health�
• Invest in employee professional development�
• Create opportunities for career mobility and advancement

• Hybrid/flexible work arrangements�
• Workplace optimization �(7 Cs)�
• New leadership expectations�
• CDPHE as a social enterprise

Background/Context

Colorado Laws For Persons With Disabilities Requirement

State agencies shall bring all online content and materials up to Web Content Accessibility Guidelines (WCAG) 2.1 standards by July 1, 2024

• Including but not limited to text, links, images, forms, PDFs, �documents and embedded third-party applications

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Penalties for Noncompliance After July 1, 2024

HB 21-1110 (CRS 24-34-802(2)) codified in statute a structure for Coloradans to report and seek, through civil litigation, $3,500 for each violation starting �July 1, 2024.

Important Note: OIT often states in meetings that achieving 100% accessibility �by 2024 is impossible. This is meant to be a living, ongoing process, much �like security.

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Opportunities for Standard Work

1. Position descriptions/duty statements�
2. Value/compensation for increase of duties to existing staff�
3. Training requirements/delivery similar to other required trainings�
4. Remediation of standard HR docs at the state level to disseminate to agencies (e.g., I9s, fillable pdfs used for hiring, standard federal forms)

Considerations for State Departments

Current work is geared towards written products and increasing use with assistive technologies (i.e., screen readers), but more can be done to increase inclusivity for cognitive disabilities

Disability Types�

Mobility: Serious difficulty walking or climbing stairs

Cognition: Serious difficulty concentrating, remembering, or making decisions

Independent living: Serious difficulty doing errands alone, such as visiting a doctor's office

Hearing: Deafness or serious difficulty hearing

Vision: Blind or serious difficulty seeing, even when wearing glasses

Self-care: Difficulty dressing or bathing

Considerations for HR Teams

• Documentation, systems, processes�
• Professional development curriculum�
• Position descriptions�
• Impact to compensation and the classified system

Office Hours

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Thank You

Next Meeting:

Friday, Aug. 19, 2022

Statewide HR Leadership Forum

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