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Form of workJob Description
Job Description:
Background:
NYCERS is undertaking a Legacy Replacement Project (LRP), a multi-year strategic initiative that will transform its services and business operations. This transformation will require that employees are prepared for the upcoming changes and impacts to their work.
NYCERS recognizes that in an increasingly complex public service landscape, ensuring that its employees possess or develop the required skills and competencies to perform their job is very important. The effective operation of NYCERS relies on a diverse workforce comprising professionals with a wide range of responsibilities, from benefit examiners and calculation experts to customer service representatives and administrative staff. Each role within the organization contributes to the efficient and responsible management of retirement benefits for New York City employees.
NYCERS is committed to fostering a culture of continuous improvement, excellence and professionalism. To achieve this, it is imperative that NYCERS defines clear standards and expectations for all its employees, regardless of their role, level or division.
NYCERS seeks to undertake a comprehensive assessment of the current state of skills and competencies among its workforce. The purpose of this assessment is twofold: firstly, to identify areas where employees excel and demonstrate proficiency, and secondly, to pinpoint areas where there may be gaps or deficiencies.
The outcome of this assessment will be used to develop a strategic plan for addressing any gaps in skills and competencies in order to be prepared for future work processes. NYCERS aims to provide its employees with opportunities for growth and development, including targeted training and professional development.
As NYCERS embarks on this initiative to define standards, assess skills, and close competency gaps, it invites experienced consulting firms or individuals with knowledge of the NYC civil service system and direct experience working with NYC governmental agencies.
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.
Mandatory Skills:
We seek an individual or firm that has knowledge of the NYC civil service system and experience working with NYC governmental agencies
Desirable Skills:
" 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).
Spruce Technology, Inc. is a mid-size, award-winning (Inc 5000, SmartCEO, Entrepreneur of the Year) technology services firm with a steadily growing portfolio of commercial and government clients. Spruce provides innovative technology solutions, specialized IT staff, and IT strategy consulting nationwide. Spruce maintains partnerships with major technology vendors and continually develops leading-edge offerings in service areas such as digital experience, data services, application development, infrastructure, cyber security, and IT staffing.
Spruce Technology, Inc. is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Consistent with the Americans with Disabilities Act, it is the policy of Spruce Technology, Inc. to provide reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. The policy regarding requests for reasonable accommodation applies to all aspects of employment, including the application process.
Background:
NYCERS is undertaking a Legacy Replacement Project (LRP), a multi-year strategic initiative that will transform its services and business operations. This transformation will require that employees are prepared for the upcoming changes and impacts to their work.
NYCERS recognizes that in an increasingly complex public service landscape, ensuring that its employees possess or develop the required skills and competencies to perform their job is very important. The effective operation of NYCERS relies on a diverse workforce comprising professionals with a wide range of responsibilities, from benefit examiners and calculation experts to customer service representatives and administrative staff. Each role within the organization contributes to the efficient and responsible management of retirement benefits for New York City employees.
NYCERS is committed to fostering a culture of continuous improvement, excellence and professionalism. To achieve this, it is imperative that NYCERS defines clear standards and expectations for all its employees, regardless of their role, level or division.
NYCERS seeks to undertake a comprehensive assessment of the current state of skills and competencies among its workforce. The purpose of this assessment is twofold: firstly, to identify areas where employees excel and demonstrate proficiency, and secondly, to pinpoint areas where there may be gaps or deficiencies.
The outcome of this assessment will be used to develop a strategic plan for addressing any gaps in skills and competencies in order to be prepared for future work processes. NYCERS aims to provide its employees with opportunities for growth and development, including targeted training and professional development.
As NYCERS embarks on this initiative to define standards, assess skills, and close competency gaps, it invites experienced consulting firms or individuals with knowledge of the NYC civil service system and direct experience working with NYC governmental agencies.
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.
Mandatory Skills:
We seek an individual or firm that has knowledge of the NYC civil service system and experience working with NYC governmental agencies
Desirable Skills:
" 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).
Spruce Technology, Inc. is a mid-size, award-winning (Inc 5000, SmartCEO, Entrepreneur of the Year) technology services firm with a steadily growing portfolio of commercial and government clients. Spruce provides innovative technology solutions, specialized IT staff, and IT strategy consulting nationwide. Spruce maintains partnerships with major technology vendors and continually develops leading-edge offerings in service areas such as digital experience, data services, application development, infrastructure, cyber security, and IT staffing.
Spruce Technology, Inc. is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Consistent with the Americans with Disabilities Act, it is the policy of Spruce Technology, Inc. to provide reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. The policy regarding requests for reasonable accommodation applies to all aspects of employment, including the application process.
