Dear Colleagues:
 
Please read the following guidelines before beginning.  Enjoy your survey and thank you in advance for your participation! 

LOGISTICS:
  1. The survey consists of 65 questions.
  2. The estimated time for completion is 30 minutes. (This can vary based on text responses.)
  3. The survey is open and is being deployed in collaboration with the Cal-IPGCA Cohort 2021 in the teamed development of the SACNet Skills Bank.  It is open for all State of California Employees.
  4.  Your input is critically important. Let your voice be heard!
  5.  A completion bar is located at the top of the survey. 
  6. You can close and then return to your survey.
  7. There is a page break every 5 questions to mitigate time-out duration and returning to partially completed surveys. 
  8. When returning, on the same device, previous pages will be Saved, with the current page being blank as it's yet to be submitted.  NOTE: Responses are only saved when a respondent clicks Next or Done at the bottom of a page, not dynamically as you answer each question. So make certain you complete a survey section and press "Next or Done" before exiting. 
  9. Here's your access link to save for return and completion:  https://www.research.net/r/PG3ZKQG
  10. You can amend your responses until you submit the survey.
  11. Once you press "Submit" you will no longer be able to return to your survey.
  12. Questions regarding this survey can be submitted to info@cal-ipgca.org - Subject: Survey Questions. 
 WHY PARTICIPATE?

The State of California is facing wave after wave of crises that require efficient centralized coordination. Existing strategies and resources are heavily strained from the fallout of COVID-19, racial reform efforts, and escalating disaster management. Collaboration across agency and departmental boundaries are essential if we are to:

-Identify skills and capabilities during emergency activations and back-fill vacancies that result from emergency mandates

-Facilitate agency and department collaboration to coordinate expertise for situational needs that preclude the need to contract specialized services

-Identify special talent within your organization and leverage innovative thinkers and problem-solvers

-Create acute access to leadership skills and capabilities that build your leadership bench

-Introduce and build acceptance of a virtual operating environment in your organization

-Attract a younger generation of employees an
BENEFITS:

-The SACNet Skills Bank beta-tests a statewide solution (top down - bottom up) that engages employees as it builds personal accountability while responding to the real-time needs of government in a pandemic culture.

-The data generated by this survey will provide a baseline for how employee skills and expertise are identified, accessed, and deployed.  

-The Skills Bank will build a connected workforce whose shared vision can meet real needs in real-time.

QUESTION CATEGORIES:

-ABOUT ME (Questions 1-7)
-EMPLOYEE PROFILE - COMPETENCIES (Questions 8-28)
-EMPLOYEE PROFILE - CERTIFICATIONS (Questions 29-32)
-EMPLOYEE PROFILE - TRAINING PROGRAMS (Questions 33-39)
-TEAM BUILDING (Questions 40-55)
-GENERAL (Questions 56-65)


 

ABOUT ME:
Summary: The "ABOUT ME" Section features a short compilation of demographic information.

Question Title

* 1. Please provide your contact information:

Note:  This section is optional. Survey analysis cannot be emailed if your contact information is not provided.

Question Title

* 3. Please identify your agency, if applicable.

EMPLOYEE PROFILE - COMPETENCIES: 

This section outlines the categories under the SACNet Skills Bank MVP.  

Note: Minimum Viable Product Definition: The first iteration of the SACNet Skills Bank is termed as the "Minimum Viable Product" (MVP).  


Summary:  Every state employee using the SACNet Skills Bank will have a unique personal profile. These profiles will enable employees to highlight their skills, competencies, and accomplishments. Managers will then be able to use that information to build teams with employees from within their departments and statewide.

CalHR has created Core and Leadership Competency Models that identify the knowledge, skills, and behaviors that leaders need to be successful in their roles. Leaders are expected to have proficiency in all of the core and leadership competencies. 

Competencies The knowledge, skills, and behaviors needed to succeed by aligning capabilities, and optimizing performance. Core Competencies are foundational to ALL state employees.  Leadership Competencies define leadership behaviors relevant to state employees who want to build and develop leadership skills. Competencies support the state's ability to attract, develop and retain a highly talented workforce. They are overarching but do not supersede departmental competencies specific to occupation and job-specific requirements - these are vast in nature and are not included in the MVP.  

The initial SACNet Skills Bank "MVP" Profile will be made up of 4 categories: 
  1. Competencies  
  2. Certifications
  3. Training Programs
  4. Team Building
The following represent conceptual questions for each of the 4 categories:

Question Title

* 8. How important is it that you are able to identify skills and competencies of employees beyond those represented in their job/position description?

  Not Important Somewhat Important Moderately Important Very Important Extremely Important  IDK
Rate Importance:  

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* 9. How important is it that your employees develop skills and competencies they are passionate about?

  Not Important Somewhat Important Moderately Important Very Important Extremely Important  IDK
Rate Importance:  

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* 10. How important is it that your employees take personal accountability for their career development?

  Not Important Somewhat Important Moderately Important Very Important Extremely Important IDK
Rate Importance:  

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* 11. How important is it that you have a system that allows employee ideation and contribution?

  Not Important Somewhat Important Moderately Important Very Important Extremely Important IDK
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* 12. How important is it that you have access to other state employees outside of your agency or department that have skills and competencies that could serve a specific/situational need?

  Not Important Somewhat Important Moderately Important Very Important Extremely Important IDK
Rate Importance: 

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* 13. From the perspective of workforce planning and development, how important is it that you are able to identify and access your employees'up-to-date skills and competencies?

  Not Important Somewhat Important Moderately Important Extremely Important IDK
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* 14. From the perspective of emergency activations, how important is it that you are able to identify specific skills and competencies in your workforce for purposes of deployment?

  Not Important Somewhat Important Moderately Important Very Important Extremely Important IDK
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Question Title

* 15. From the perspective of emergency activations, how important is it that you are able to identify specific skills and competencies in your workforce for purposes of back-filling vacancies to meet mission-critical requirements impacted by emergency activations?

  Not Important Somewhat Important Moderately Important Very Important Extremely Important IDK
Rate Importance:
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