Fiscal Year 2003 Annual Report State of Oklahoma Office of ...

FY 03 OPM Annual Report

“We serve the people of Oklahoma bydelivering reliable and innovative humanresource services to our partner agencies

to achieve their missions.”

Fiscal Year 2003Annual Report

State of OklahomaOffice of Personnel Management


This publication, printed by the Department of Central Services, has been distributed by theOklahoma Office of Personnel Management as authorized by 74 O.S. (2003) § 840-1.6A (13).Three hundred fifty copies have been printed at a cost of $3,327.00. Copies have been deposited

with the Publications Clearinghouse of the Department of Libraries.


Fiscal Year 2003Annual Report

Oscar B. Jackson, Jr.OPM Administrator and Cabinet Secretary of Human

Resources and Administration

Dayna R. PeteteAssistant Administrator

for Communications & Legislative LiaisonEditor

OPM Management TeamContributors

State of OklahomaOffice of Personnel Management


Table of ContentsForewordHuman Resources & Administration CabinetOffice of Personnel ManagementPage 10 Employee Recognition Award RecipientsPage 12 OrganizationPage 12 HistoryPage 13 Strategic PlanningPage 14 Employee Recognition ProgramPage 15 Public Service Recognition WeekPage 15 Certified Personnel Professional ProgramPage 15 Take Our Daughters and Sons to Work® DayPage 16 Charitable Contribution CampaignPage 17 CORE Oklahoma Project for PeopleSoft ImplementationOrganizationOffice of the AdministratorPage 20 AdministratorPage 20 Executive Assistant to the AdministratorPage 21 Deputy Administrator for ProgramsPage 21 Executive Assistant to the Deputy Administrator for ProgramsPage 21 Chief Policy AttorneyPage 22 Assistant Attorney GeneralOffice of CommunicationsPage 24 LegislationPage 25 PublicationsPage 26 Carl Albert Public Internship ProgramPage 27 State Mentor ProgramPage 29 State Personnel Interchange ProgramOPM State Employee Assistance ProgramEmployee Selection Services DepartmentPage 33 Applicant Services DivisionPage 34 Targeted Minority Recruitment Program/OutreachPage 35 State Work Incentive ProgramPage 35 Register, Test Administration, Applicant File RoomPage 37 Sanitarian & Environmental Specialist Registration CouncilPage 37 Personnel Assessment DivisionPage 41 Productivity Enhancement Program (PEP)Office of Equal Opportunity and Workforce DiversityPage 43 Affirmative Action/Equal Employment Opportunity

Page 7Page 8Page 10

Page 19Page 20

Page 24

Page 30Page 33

Page 42


Page 45 Discrimination Complaints Investigator TrainingPage 46 Advisory Council on Latin-American & Hispanic AffairsPage 48 Advisory Council on Asian-American AffairsPage 48 Oklahoma Commission on the Status of WomenFinancial Management Services DepartmentPage 49 Accounting and ReportingPage 50 AuditPage 50 BudgetPage 51 Network Management ServicesPage 51 HR, Payroll, and BenefitsPage 52 Purchasing and Support ServicesHuman Resource Development Services DepartmentPage 55 Training and DevelopmentPage 55 Certified Public Manager ProgramPage 59 Quality OklahomaInformation Technology Services DepartmentPage 64 CORE Oklahoma, Employees Benefits SystemPage 65 Human Resource Management System, Human

Resources Training System, Information SystemsServices Support, OK-CAREERS System

Page 66 OPM Website, Payroll SystemManagement Services DepartmentPage 67 Classification DivisionPage 70 Agency Services UnitPage 71 Injury Review BoardPage 71 Compensation DivisionPage 74 State Employee Child Care ProgramPage 74 State Agency Review CommitteePage 75 Workforce PlanningOPM Advisory BodiesPage 76 Affirmative Action Review CouncilPage 76 Certified Public Manager Program Advisory BoardPage 76 Child Care Advisory CommitteePage 77 OPM State EAP Advisory CouncilPage 77 Mentor Selection Advisory CommitteeFY 03 ExpendituresFY 03 HR LegislationOklahoma’s Workforce

Page 49

Page 54

Page 64

Page 67

Page 76

Page 78Page 79Page 82


ForewordSince July 1, 2002, OPM

has eliminated approximately 19positions in an effort to addressbudget cuts experienced duringFY 02, FY 03, and FY 04. OPMhas a legislatively-mandatedfull-time-equivalent (FTE)employee limit of 116.5 and cur-rently has 82.2 FTE budgeted forFY 04.

During FY 04, OPM re-duced employee travel signifi-cantly, cancelled contracts,eliminated seven vacant fundedpositions, eliminated six occu-pied positions through volun-tary buyouts, and eliminated sixoccupied positions through re-duction-in-force (RIF). And,we have built in a vacancy rateof two FTE for FY 04.

All OPM departments havebeen affected by the downsizing.Specific reductions include: Of-fice of the Administrator—onevacant position and a half-timecontract with the AttorneyGeneral; Financial ManagementServices—one vacant position,two occupied positions throughvoluntary out and RIF, and oneposition reallocated to a lowerposition to achieve cost savings;Office of Communications—one occupied position throughRIF; Management Services(Classification and Compensa-tion)—three occupied positionsthrough voluntary out and RIF;Employee Selection Services(Applicant Services and Person-nel Assessment)—six vacantpositions; Human Resource De-velopment Services—one va-

cant position and two occupiedpositions through voluntaryout; Equal Opportunity andWorkforce Diversity—one-quarter time temporary posi-tion; and Information Technol-ogy Services—three occupiedpositions through RIF.

General Revenue funds(money appropriated by theLegislature) account for 95 per-cent of OPM’s income. OPM’sGeneral Revenue allocation wasreduced $324,960 in FY 02.Budget reductions during FY 03totaled 7.85 percent or$423,883. In July 2003, OPMreceived a $61,693 offset due tofinal FY 03 state revenue collec-tions that have been used ascarryover for one-time expen-ditures. FY 04 budget reductionsfrom FY 03 reduced appropria-tion levels total $373,192. Totalappropriation base reductionssince FY 02 equal $1.122 million.

Despite the staff reductionsdire budgetary circumstanceshave compelled us to make, weremain as committed as ever tothe OPM Mission—to “serve thepeople of Oklahoma by deliver-ing reliable and innovative hu-man resource services to ourpartner agencies to achieve their

missions.”OPM receives payments

from Merit System agencies foradministrative operating costs.In FY 02, the cost per FTE, basedon the average number of MeritSystem or “classified” agencyemployees, was $185.87, and inFY 03, $187.22. The estimatedcost for FY 04 is $180.00 perFTE. The FY 04 estimate is basedon a reduced General Revenuelevel, as well as a reduced num-ber of FTE for Merit Systemagencies.

Of course, “doing morewith less” is certainly not a newphenomenon in state govern-ment. We have been dealingwith staff shortages since theearly 1990s when the hiringfreeze was first implemented. Inthe past, however, we dealt withthe situation by not filling va-cant positions. Unfortunately,since employee salaries, benefits,etc. account for 80 percent ofOPM’s overall expenditures, wehave been forced to address thepast year’s budgetary shortfall byeliminating occupied positions.It has really been tough.

Tough times, however, re-quire creative approaches to ful-filling our obligations to ourstate agency partners, as well ascontinuing to support our com-mitment to “continuous qual-ity improvement.” Our agencyvision remains to make OPMthe “human resources providerof choice” and the “State ofOklahoma—the employer ofchoice.”


Human Resources & AdministrationCabinet

OPM Administrator OscarB. Jackson, Jr. serves as Gov-ernor Brad Henry’s Cabinet Sec-retary of Human Resources andAdministration. Mr. Jacksonwas initially named OPM Ad-ministrator and Cabinet Secre-tary of Human Resources inJune 1991, by Governor DavidWalters. In January 1995, Gov-ernor Frank Keating reappointedhim to both positions.

On January 21, 2003, Gov-ernor Brad Henry announcedthe appointment of Mr. Jack-son as OPM Administrator andCabinet Secretary of the con-solidated Human Resources andAdministration Cabinet De-partment. He also announcedthe appointment of Pam War-ren as Director of the Depart-ment of Central Services, a postshe had held since 1997, and

Oscar B. Jackson, Jr., OPM Administrator and Cabinet Secretary of HumanResources and Administration (right), and Pamela Warren, Director of theDepartment of Central Services and Deputy Cabinet Secretary of Human Resourcesand Administration (left).

Deputy Secretary of HumanResources and Administration.Ms. Warren previously served asGovernor’s Keating’s CabinetSecretary of Administration.

Mr. Jackson serves as theprincipal point of contact forthe entities previously assignedto the Human Resources Cabi-net Department—the Okla-homa Employment SecurityCommission, Oklahoma MeritProtection Commission, Okla-homa State and Education Em-ployees Group Insurance Board,and the Employees BenefitsCouncil—and the HumanRights Commission.

Ms. Warren serves as theprincipal point of contact forthe entities listed below, whichwere previously assigned to theAdministration Cabinet De-partment.

FY 03 Human ResourcesCabinet

Employees BenefitsCouncil

Kim HollandChair

Mitch ParsonsExecutive Director

Oklahoma EmploymentSecurity Commission

Rev. W. B. ParkerChair

Jon BrockExecutive Director

Oklahoma Human RightsCommissionTeresa Rendon

ChairKenneth KendricksExecutive DirectorOklahoma Merit

Protection CommissionLinda L. Brinkworth

ChairJames L. Howard

Executive DirectorOklahoma State and

Education EmployeesGroup Insurance Board

Richard N. WomackChair

Bill CrainAdministrator

FY 03 AdministrationCabinet

Accountancy BoardCarlos E. Johnson

ChairEdith Steele

Executive Director


In November 2002, for the tenth consecutiveyear, the Oklahoma State and EducationEmployees Group Insurance Board was awardedthe Certificate of Achievement for Excellence inFinancial Reporting by the Finance OfficersAssociation. OSEEGIB administers group health,dental, life, and disability benefits for state,education, county, municipal, and othergovernmental employees and their dependents.On November 22, Government Finance Officersrepresentative Charles Tomlin (second fromright) presented the Certificate of Achievementfor Excellence in Financial Reporting to OSEEGIBstaff members (l to r) Gary Beebe, Accountant;Lynne Bajema , Comptroller; and Frank Wil-son, Deputy Administrator for Finance.

Each summer, the Oklahoma Merit ProtectionCommission hosts a training and developmentretreat for its staff, commissioners, and agencycustomers. The FY 03 retreat was held in August2002, in Tulsa. Pictured (l to r) are John Douglas,Assistant General Counsel, Department of HumanServices, and James L. Howard , MPC ExecutiveDirector.

Licensed Architects andLandscape Architects

Harold HiteChair

Jean WilliamsExecutive Director

Board of ChiropracticExaminers

Dr. Ron Tripp, Jr.President

Elizabeth KellyExecutive Director

Board of CosmetologyLaFaye Austin

ChairBetty Moore

Executive DirectorBoard of Dentistry

Dr. James SparksPresident

Linda C. CampbellExecutive Director

Oklahoma Funeral BoardChris Craddock

President

Terry McEnanyDirector

Board of Registration forProfessional Engineers and

Land SurveyorsGeorge T. Gibson, P.E.

ChairKathy Hart

Executive DirectorHorse Racing Commission

Ray BayliffChair

Gordon L. HareExecutive Director

Board of Medical Licensureand Supervision

Lyle R. KelseyExecutive Director

Motor VehicleCommissionDavid Oakley

ChairRoy Dockum

Executive DirectorUsed Motor Vehicle and

Parts CommissionJohn W. Maile

Executive DirectorBoard of NursingSandra Bazemore

PresidentKim Glazier

Executive DirectorBoard of Examiners in

OptometryDavid Cockrell

President


Office of PersonnelManagement

FY 03 Employees of the YearBlanche Longoria

OPM State EmployeeAssistance Program

Lance CullenPersonnel Assessment

Employee Selection Services

FY 03 Managers of the YearMarilyn Capps

Associate Administratorfor Financial

Management Services &Chief Financial Officer

Diane Haser-BennettAssistant Administratorfor Management Services

Russell LavertySecretary-Treasurer

State Board of OsteopathicExaminers

Gary R. ClarkExecutive Director

Board of PharmacyJerry AllenPresident

Bryan PotterExecutive Director

Board of Examiners ofPsychologistsSue A. Fleming

Executive OfficerPublic EmployeesRelations BoardCraig W. Hoster

ChairMargaret Cox

DirectorReal Estate Commission

E. R. AndrewChair

Anne M. WoodyExecutive Director

State Board of LicensedSocial Workers

Evelyn SeatonChair & Interim SecretaryBoard of Examiners for

Speech-LanguagePathology and Audiology

Karen CopelandChair

Jeanie WallAdministrator/

Executive SecretaryBoard of VeterinaryMedical Examiners

Dwight OlsonPresident

Cathy KirkpatrickExecutive Director


FY 03 Team of the Year—The Website TeamDayna Petete

Office of CommunicationsGabe Marler, Linda Helms,Randy Peter, Glenda Gesell

Information Technology Services

FY 03 Administrator’s CommendationsLezlie Thiery

Human Resources LeadCORE Oklahoma Project

for PeopleSoft Implementation

Carol BartonLeave and Benefits Lead

CORE Oklahoma Projectfor PeopleSoft Implementation


OrganizationThe Office of Personnel

Management is headed by theAdministrator who is appointedby the Governor and confirmedby the Oklahoma State Senate.Oscar B. Jackson, Jr. is theAdministrator of the Office ofPersonnel Management. He alsoserves as the Governor’s Cabi-net Secretary of Human Re-sources and Administration.

The work of OPM is dividedamong eight departments:• Office of the Administrator,• Office of Communications,• Employee Selection Services,• Office of Equal Opportunity

and Workplace Diversity,• Financial Management Ser-

vices,• Human Resource Develop-

ment Services,• Information Technology Ser-

vices, and• Management Services.

On January 24, 2003, Gary Jones,Executive Director of the OklahomaPublic Employees Association, briefedmembers of the OPM ManagementTeam on initiatives OPEA planned topursue during the 2003 legislativesession.

On January 24, 2003, Mitch Parsons, Executive Director of the EmployeesBenefits Council (EBC), and Russell Nash, Contracts Administrator for EBC,spoke to members of the OPM Management Team regarding “Consumer-Driven Health Care”. Consumer-driven health plans expose participants to theactual cost of certain health care services without exposing them to all thefinancial risks associated with health care costs incurred during any given year.The goal of such plans is to educate employees about the actual costs of healthcare goods and services and make them more accountable for the health caredollars being spent on their behalf. Pictured (l to r) are Mitch Parsons, RussellNash, and Oscar B. Jackson, Jr., OPM , who serves as a member of EBC.

OPM administers the MeritSystem of Personnel Adminis-tration. In FY 03, the agencyhad an FTE limit of 116.5 and anannual budget of approximately$5.4 million.

OPM also is more infor-mally organized into twoTeams. The Management Teamis comprised of department anddivision directors and otherswho report directly to the OPMAdministrator, and the OPMTeam is composed of all OPMTeam members.

HistoryIn 1936, state voters

adopted the Social SecurityAmendment to the state con-stitution to comply with thefederal Social Security Act. TheSocial Security Act required

employment standards based onmerit for state agencies sup-ported by federal grants-in-aid.This action led to the state’s firstMerit System. In August 1938,a three-member Merit SystemCouncil was appointed by theGovernor to administer theMerit System, which appliedonly to grants-in-aid agencies:Public Welfare (now the De-partment of Human Services),Employment Security, Health,and Civil Defense (now the De-partment of Emergency Man-agement).

The purpose of the MeritSystem was to foster a compe-tent career service free frompolitical patronage. The Systemwas patterned after a standardmodel provided by the federalOffice of State Merit Systems


and had no basis in Oklahomalaw.

In 1959, the state Legisla-ture created the Merit Act, thusgiving the Merit System a statu-tory basis, and provided for theextension of the Merit Systemto other state agencies throughthe issuance of Executive Or-ders. The Act replaced the MeritSystem Council with a seven-member State Personnel Boardto be appointed by the Gover-nor. The Board appointed a di-rector who employed staff.

In 1982, the OklahomaLegislature passed major reformlegislation that replaced theMerit Act with the OklahomaPersonnel Act and created OPMas the administrative agency forthe state personnel system. Italso created the Ethics and MeritCommission (now the Okla-homa Merit Protection Com-mission) as a quasi-judicial en-tity to decide personnel-relateddisputes.

Additional reforms werepassed in the 1990s to providestate agencies with more flex-ibility while maintaining the

On October 4, 2002,Officer Scott Clark of theCapitol Patrol (let), briefedOPM Team members onsecurity in the Jim ThorpeBuilding.

On March 14, 2003, Ray Pool,Oklahoma Public EmployeesRetirement System (right),visited with the OPM Teamabout the SoonerSave deferredcompensation program.

basic protections of the MeritSystem. Since that time, OPM’srole within state governmenthas evolved from one that is pri-marily regulatory to one in-volving leadership, service, andconsultation.

The Merit System is a ma-ture, comprehensive personnelsystem consisting of positionclassification; compensationand benefits; salary administra-tion; recruitment; certification;human resource development;the Certified Public ManagerProgram; the Carl Albert Pub-lic Internship Program; and theOPM State Employee AssistanceProgram.

Agencies, positions, andemployees that are subject tothe Merit System are “classified”.Procedures for the appointmentof personnel to classified posi-tions, the conditions of em-ployment, and procedures forremoval are governed by theOklahoma Personnel Act andthe Merit Rules of PersonnelAdministration. In FY 03, therewere 65 Merit System stateagencies.

The Oklahoma PersonnelAct also contains provisions thatapply to agencies, positions, andemployees that are not subjectto the Merit System. Theseagencies, positions, and em-ployees are considered “non-Merit System” or “unclassified”.There are few universal proce-dures for the recruitment andappointment of unclassified of-ficers and employees or for theterms and conditions of theiremployment or removal; prac-tices vary from one agency toanother. In FY 03, there were 49non-Merit System state agen-cies.

OPM also administers pro-grams which affect both classi-fied and unclassified employees,including agency payroll, directdeposit, and voluntary payrolldeduction. Additionally, anumber of state and federal per-sonnel laws apply to all stateemployees.

Strategic PlanningIn 1999, the Legislature cre-

ated the Oklahoma ProgramPerformance Budgeting and


Accountability Act for the pur-pose of better prioritizing statefunding needs, reducing pro-gram duplication, enhancingbudgeting information neces-sary to improve the efficiency ofstate operations, and improvingstate services to the public.

This Act implemented therecommendations of the Qual-ity Improvement Task Force,which was created by the Legis-lature during the 1998 session tostudy and recommend ways ofmaking Oklahoma state gov-ernment more efficient. TheAct requires each state agencyto make a strategic plan for itsoperations, covering five fiscalyears. OPM’s Strategic Plan forFY 03 – 07 contains the follow-ing commitments:

OUR MISSIONWe serve the people of

Oklahoma by delivering reliableand innovative human re-sources services to our partneragencies to achieve their mis-sions.

OUR VISIONOffice of Personnel Man-

agement: Human ResourcesProvider of Choice

State of Oklahoma: Em-ployer of Choice

CORE VALUESAND BEHAVIORS

Integrity: We are trustwor-thy. Our actions are consistentwith our words and we pursuethe highest good for the Stateof Oklahoma. We keep ourpromises and we do what we saywe will do. We accept full re-sponsibility for our decisions and

our actions.Customer Service: We lis-

ten. We treat others as they wishto be treated. Our work reflectsour best effort. We continuallyexamine ourselves, our systems,and our processes to ensure thatwe can meet our internal andexternal customers’ require-ments.

Diversity: We value theideas, background, experiences,and talents of each employee ofthe Office of Personnel Man-agement. We respect eachother. We are committed toensuring that Oklahoma’s stategovernment workforce reflectsthe diversity of its citizenry.

Human Resources Excel-lence: We offer leadershipin service to the Human Re-sources professional commu-nity through our ongoing ef-forts to discover, implement,and share best practices. We areexperts in the field of HR Man-agement and share our exper-tise with each other and withour partners throughout stateservice, and both the public andprivate sectors. We empowereach other to achieve.

Innovation: We seek inno-vative solutions to human re-sources issues. We actively en-courage creative approaches tohuman resources management.We are willing to experimentand take risks.

Partnering for Results: Wecreate mutually-beneficial part-nerships and work with our ex-ternal and internal customerson an equal basis toward com-mon goals, recognizing the ob-

ligations we have to one an-other.

Employee RecognitionTitle 74, Section 4121 di-

rects the OPM Administrator toestablish an on-the-job em-ployee performance recogni-tion program that encouragesoutstanding job performanceand productivity and authorizesstate agencies to purchase rec-ognition awards, provide for aformal or informal ceremony orbanquet, and establish a cashaward program to recognizeoutstanding performance in theworkplace by agency employ-ees. In addition, agencies mayuse operating funds to pay for aceremony, banquet, or recep-tion where employee recogni-tion awards will be presented.

OPM’s Employee Recogni-tion Awards are divided intothree categories: (1) the Advi-sor Award goes to an employeeacting as liaison between OPMand agency HR officials; (2) theAffiliate Award goes to an em-ployee supporting agency liai-sons and their functions; and(3) the Associate Award is pre-sented to an employee support-ing all divisions of OPM. EachEmployee of the Quarter re-ceives a certificate and a $50cash equivalent award.

In December 2002, LanceCullen, Employee Selection Ser-vices, was chosen Employee ofthe Year from the Advisor cat-egory, and Blanche Longoria,OPM State Employee AssistanceProgram, was named Employeeof the Year from the Affiliatecategory. In addition, Marilyn


ing reliable and innovative hu-man resource services to ourpartner agencies to achieve theirmissions.”• Diane Haser Bennett, OPM

Assistant Administrator forManagement Services, nomi-nated Terri Berry, Depart-ment of Rehabilitation Ser-vices; Ron Wilson, Okla-homa Health Care Authority;Jim Schuelein, OklahomaWater Resources Board; andL i s a S m i t h , OklahomaCommission on Children andYouth.

• Natasha Riley, OPM Direc-tor of Personnel Assessment,nominated Denise Edwards,Department of Labor.

• Tom Impson, OPM InterimDirector of Applicant Ser-vices, nominated G lynnaBirch, Department of Cor-rections.

• Brenda Thornton, Directorof the OPM Office of EqualOpportunity and WorkforceDiversity, nominated J imBratkovich, Office of StateFinance.

• Dayna Petete, OPM Assis-tant Administrator for Com-munications and LegislativeLiaison, nominated JoanieBatty, Department of Reha-bilitation Services, and E dSweeney , Department ofHuman Services.

All nominees were hon-ored during the monthly OPMTeam meeting on May 9, 2003,which also featured a breakfastsponsored by members of theOPM Management Team.

Capps, Associate Administratorfor Financial Management Ser-vices and Chief Financial Officer,and Diane Haser-Bennett, As-sistant Administrator for Man-agement Services, were namedManagers of the Year; LezlieThiery and Carol Barton ,CORE/PeopleSoft Project, re-ceived the Administrator’sCommendation award; and theWebsite Team, made up ofDayna Petete, Office of Com-munications, and G l e n d aGesell, Randy Peter, LindaHelms, and Gabe Marler, Infor-mation Technology Services,was honored as Team of theYear.

During FY 03, members ofOPM’s Employee RecognitionProgram Committee includedLaTisha Edwards, chair, Finan-cial Management Services; Me-lissa Jolly , vice-chair, Em-ployee Selection Services; BernieBuchenau and Janice Halley,Information Technology Ser-vices; Emilou Hiebert , Em-ployee Selection Services; KarenLuman, Management Services;Joyce Smith and Carrie Rohr,Human Resource DevelopmentServices; and Warren Thomp-son, OPM State Employee As-sistance Program.

Public ServiceRecognition WeekDuring Public Service Rec-

ognition Week, May 5 - 9,2003, OPM recognized indi-viduals from other state agen-cies whom OPM Team mem-bers believed contributed toOPM’s mission: “We serve thepeople of Oklahoma by deliver-

Certified PublicPersonnel Training/

CertificationSince 1996, approximately

264 state employees have suc-cessfully completed the course-work and examination to be-come Certified Personnel Pro-fessionals (CPP)—employeesassigned to professional HR po-sitions in the executive branchof state government. Not onlyare these individuals required toattend four days of training,they must successfully completean examination to attain certi-fication as an HR professional,and a minimum of eight hoursof training in professional HRadministration each year in or-der to maintain certification.The curriculum combines class-room sessions taught by a cadreof OPM and state agency “sub-ject matter experts”, with one ofthe leading HR textbooksaround today, Human ResourceManagement, by Robert L .Mathis, University of Nebraskaat Omaha, and John H. Jack-son, University of Wyoming.

Hank Batty, OPM DeputyAdministrator for Programs,serves as CPP Program Coordi-nator.

Take Our Daughters andSons to Work® Day

The Ms. Foundation forWomen established Take OurDaughters To Work® Day inApril 1993, as a city-wide pro-gram in New York. In April2003, The Ms. Foundation forWomen launched Take OurDaughters and Sons To Work®


Approximately 20 HR professionals attendedthe Certified Personnel Professionals TrainingCourse hosted by OPM in October 2002.

In November 2002, Oscar B. Jackson, Jr.OPM Administrator and Cabinet Secretary ofHuman Resources and Administration,presented Certified Personnel Professionalcertificates to Janet Anderson, Office of theAdministrator, and Michele Morris, Man-agement Services.

Day to broaden the discussionabout the competing challengesof work and family. For girls toachieve their full potential,whether it is in the home, work-place, or community, boys alsomust be encouraged to reachtheir potential by participatingfully in family, work, and com-munity.

Girls and boys want and en-vision a future in which they canbe involved in all parts of theirlives. In a study conducted bythe Families and Work Institute,90 percent of students who saidthey plan to have a job, also planto have children. What’s moreis that 81 percent of those girlsand almost 60 percent of boyssaid they will reduce their workhours when they have children.

By creating an opportunityfor girls and boys to share theirexpectations for the future inthe context of seeing new op-

portunities, we will begin a con-versation about the changes girlsand boys hope for.

Since 1996, OPM has cel-ebrated this special day with avariety of activities. Beginningin 1999, OPM has sponsored onestate government-wide event—the Leadership Connection—and provided all the state agencyparticipants in Take Our Daugh-ters and Sons to Work® Day theopportunity to meet each otherand to hear from many ofOklahoma’s outstanding lead-ers. Guest speakers have includedLt. Governor Mary Fallin;Senator Angela Monson ;Judge Rita Strubhar of theOklahoma Court of CriminalAppeals, Denise Bode, Corpo-ration Commissioner; formerFirst Lady Cathy Keating;Betty Price, Executive Direc-tor of the Oklahoma ArtsCouncil; Representative Jari

Askins ; Dr . Ann Benson,former Director of the Okla-homa Department of Career andTechnology Education; BrendaReneau-Wynn, Commission-er of Labor; Colonel Rita Ar-agon, Oklahoma Military De-partment; and Cherokee Bal-lard, local news anchor.

Unfortunately, due toscheduling conflicts and bud-getary issues, OPM was unableto host Leadership Connectionin FY 03.

Charitable ContributionCampaign

In 1989, the Legislature cre-ated a single combined chari-table solicitation that enabledstate employees to contributeto a variety of charitable orga-nizations through payroll de-duction. OPM is responsible forcoordinating the activities ofthe State Agency Review Com-


On October 2, 2002, Loaned Executive Lauri Hanna , American Red Cross(right photo), spoke to members of the OPM Team about the CharitableContribution Campaign. During FY 03, 25.5 percent of the OPM Teamcontributed or pledged $4,044.40 to the Campaign, compared to 98 percentin FY 02, when $12,142.16 was contributed or pledged. Cynthia Williamson,Office of the Administrator, chaired OPM’s Charitable Contribution Campaignin FY 03.

During the OPM Teammeeting on October 2,2002, OPM Team membersT o m P a t t and D i a n eH a s e r - B e n n e t t , Man-agement Services (leftphoto), participated in thecommunity needs exercise.

In November 2002, Oscar B. Jackson,Jr ., OPM Administrator and CabinetSecretary of Human Resources andAdministration (far right) and P a t t yNelson, Applicant Services (third fromleft) presented certificates to winners ofthe 2002 Charitable ContributionCampaign Chili Cookoff (l to r) MistyBrandon, Employee Selection Services,Second Place; A n n C r a v e n , Man-agement Services, Third Place; and SandieWein, Employee Selection Services, FirstPlace. Patty Nelson was standing in forLaraine German, Employee SelectionServices, who organized the event.

mittee (SARC), which oversees,at the state level, the OklahomaState Employee Charitable Con-tribution Campaign. Since 1989,state employees have contrib-uted more than $2.5 million tothis combined fund-raising ef-fort through the convenience ofpayroll deduction, a one-timecontribution of cash or a check,and support of various agencyactivities. In 2002, state em-ployees raised $382,220.48, andin 2003, $402,405,03, a five

percent increase over2002.

CORE OklahomaDuring FY 03, OPM

significantly increased its com-mitment to CORE OklahomaProject for PeopleSoft Imple-mentation, Oklahoma stategovernment’s initiative to re-place its purchasing, financial,and human resources legacy sys-tems with a new integrated ERPsystem. In February 2001, OPMassigned Lezlie Thiery, OPMEmployee Selection Services, asthe HR lead, Carol Barton, Of-fice of State Finance, as the Pay-roll lead, and Marsheila Ward,

OPM Information TechnologyServices, to assist the technicaldevelopment on the statewideproject. During FY 03, LindaBelinski, ITS, was assigned asthe Security Lead for CORE,while Teresa Walters, SheilaOakley, and Lalitha Sundra-Rajan, ITS, were assigned to as-sist the technical team.

In April 2003, COREOklahoma began training in allfunctional areas: human re-sources, payroll, purchasing, andfinancials. Larry Fisher, OPMAssistant Administrator for Hu-man Resource DevelopmentServices, assisted CORE staff withthe task of scheduling rooms,


Jeanie Robards, CORE Oklahoma Change Management Lead,staffed an informational booth at the 2003 Quality Oklahoma TeamDay, held May 9, 2003, at the State Capitol.

Members of the CORE Oklahoma Project Team attended the NationalAssociation of State Auditors, Comptrollers and Treasurers (NASACT)Conference, November 18 - 20 in Oklahoma City: (l to r) Oscar B. Jackson,Jr., OPM Administrator and Governor Keating’s Cabinet Secretary of HumanResources; Tom Daxon, Director of the Office of State Finance and GovernorKeating’s Cabinet Secretary of Finance and Revenue; Craig Conway, PeopleSoftCEO and NASACT Conference keynote speaker; Pam Warren, Director of theDepartment of Central Services and Governor Keating’s Cabinet Secretary ofAdministration; Keven McGuire , CORE Oklahoma PeopleSoft Project Manager;and Jer ry S t i l lwe l l , Office of State Finance, CORE Oklahoma ProjectCoordinator. Cabinet Secretaries Jackson, Daxon, and Warren serve as membersof the CORE Oklahoma Executive Steering Committee with Ron Bussert ,Executive Director of the Oklahoma Department of Commerce (not pictured).

J im Lippert , former OPM Assistant Administrator for ManagementServices, rejoined the OPM Team in September 2002, as OPM’s COREOklahoma Change Management Lead.

instructors and employees forhundreds of hours of CORE/PeopleSoft training. After Mr.Fisher’s retirement in May2003, C a r r i e R o h r, OPMHRDS, took over this role. JimLippert , OPM, who was as-signed to work with the COREChange Management Team,also provided assistance in coor-dinating the training courses.

While several OPM Teammembers were assigned directlyto work on the CORE Project,other Team members, primarilyfrom the Management ServicesDepartment and Financial Man-agement Services Department,worked with the CORE Team onuser issues, training and variousrefinements that were requiredbefore implementation couldoccur.

Although all CORE com-ponents were originally sched-uled to go “live” on July 1,2003, project directors andScott Meacham , GovernorHenry’s Cabinet Secretary of Fi-nance and Revenue realizedthat more work needed to bedone and deferred the imple-mentation date until FY 04.


Organization


Office of the AdministratorDuring FY 03, the Office of

the Administrator was com-prised of Oscar B. Jackson, Jr.,OPM Administrator and Cabi-net Secretary of Human Re-sources and Administration;Janet Anderson , ExecutiveAssistant to the Administrator;Hank Batty, Deputy Admin-istrator for Programs; andCynthia Williamson, Execu-tive Assistant to the DeputyAdministrator. The Office of theAdministrator functions as thecentral operations team forOPM internal activities and pro-vides administrative servicesto Mr. Jackson as Cabinet Sec-retary of Human Resources andAdministration. S t even K .Snyder , Assistant AttorneyGeneral, and Kimber lee D.Williams, Chief Policy Attor-ney, provide legal services to theOffice of the Administrator.

AdministratorOPM Administrator Oscar

B. Jackson, Jr. serves as Gov-ernor Brad Henry’s Cabinet Sec-retary of Human Resources andAdministration. Mr. Jacksonwas initially named OPM Ad-ministrator and Cabinet Secre-tary of Human Resources inJune 1991, by Governor DavidWalters. In January 1995, Gov-ernor Frank Keating reap-pointed him to both positions.

On January 21, 2003,Governor Brad Henry an-nounced the appointment ofMr. Jackson as OPM Adminis-trator and Cabinet Secretary ofthe consolidated Human Re-

sources and AdministrationCabinet Department.

Mr. Jackson is chair of theMentor Selection AdvisoryCommittee, member of theBoard of Trustees for the Okla-homa Public Employees Retire-ment System, member of theEmployees Benefits Council,and member and vice-chair ofthe Committee for IncentiveAwards for State Employees forthe Productivity EnhancementProgram and the State AgencyReview Committee for theOklahoma State EmployeeCharitable Contribution Cam-paign.

On December 10, 2002,Mr. Jackson was appointed tothe Board of Directors of theOklahoma Quality AwardFoundation. The OklahomaQuality Award Foundation is apublic non-profit organizationformed in 1993 to recognize andsupport Oklahoma organiza-

tions using performance excel-lence tools. The Governor haspresented the Oklahoma Qual-ity Award since 1994. The Awardcriteria and evaluation processare patterned after the MalcolmBaldrige National QualityAward presented by the Presi-dent and U.S. Department ofCommerce every year.

Executive Assistantto the

OPM AdministratorIn her capacity as Executive

Assistant to Mr. Jackson, JanetAnderson handles schedulingand provides liaison and admin-istrative support to him in hisdual role as OPM Administra-tor and Cabinet Secretary ofHuman Resources and Admin-istration. She serves as the pri-mary point of contact for theGovernor’s Office, Legislature,and agency Appointing Au-thorities, and also providesbackup administrative support

Oscar B. Jackson, Jr., OPM Administrator and Cabinet Secretary of HumanResources and Administration; Kimberlee Williams, Chief Policy Attorney;Janet Anderson, Executive Assistant to Mr. Jackson; and Hank Batty, DeputyAdministrator for Programs.


to the OPM Deputy Adminis-trator for Programs and theChief Policy Attorney.

Deputy Administratorfor Programs

Hank Batty was appointedinterim Deputy Administratorfor Programs on July 29, 2002.A 23-year veteran of OPM, hemost recently served as AssistantAdministrator for Employee Se-lection Services.

The Deputy Administratorfor Programs has responsibilityfor coordinating the work of thefollowing Departments: OPMState Employee Assistance Pro-gram, Employee Selection Ser-vices, Office of Equal Opportu-nity and Workforce Diversity,Human Resource DevelopmentServices, Management Services,and Information TechnologyServices.

As the interim Deputy Ad-ministrator for Programs, Mr.Batty has played a leading rolein reviewing and revising OPM’sStrategic Plan for FY 03 – 07,and in allocating human re-

sources within theagency to address bud-get shortfalls in the FY03 budget and reduc-tions in available ex-penditures in the FY04 budget. Mr. Battyalso serves as coordina-tor of the OklahomaCertified PersonnelProfessional Programand is a member of the

Bench-marking Workgroup ofthe International Public Man-agement Association for Hu-man Resources.

Executive Assistantto the DeputyAdministratorfor Programs

During FY 03, Cynth iaWilliamson served as ExecutiveAssistant to Hank Batty, in-

terim Deputy Administrator forPrograms. In this capacity, Ms.Williamson provided adminis-trative support to Mr. Batty, aswell as backup administrativesupport to the OPM Adminis-trator and Cabinet Secretary, andChief Policy Attorney.

Ms. Williamson resigned inSeptember 9, 2002, to accept aposition in OPM’s FinancialManagement Services Depart-ment. The Executive Assistantto the Deputy Administratorfor Programs was one of thepositions eliminated because ofFY 03 budget cuts.

Chief Policy AttorneyOPM’s Chief Policy Attor-

ney, Kimberlee Williams, haslead responsibility for adminis-trative rulemaking. She assiststhe OPM Administrator, the

On February 14, 2003, OPM Team members gathered to congratulateMr. Jackson on his appointment as the Administrator of the Officeof Personnel Management and Governor Brad Henry’s CabinetSecretary of Human Resources and Administration.

On June 13, 2003, J anet Ander son , Executive Assistant to the OPMAdministrator (center), was named OPM Employee of the Quarter. Picturedwith Ms. Anderson is LaTisha Edwards, Financial Management Services, chair ofOPM’s Employee Recognition Committee; and Oscar B. Jackson, Jr., OPMAdministrator and Cabinet Secretary of Human Resources and Administration.


State Agency Review Commit-tee, and the Committee for In-centive Awards for State Em-ployees in assessing theirrulemaking needs, researchingand drafting rule proposals, andpreparing rulemaking docu-ments in compliance with theAdministrative Procedures Act.After rules have been promul-gated, state agencies are noti-fied by All Appointing Author-ity memorandum, and the rulesare posted on the OPM Website.

In addition to herrulemaking duties, Ms. Williamsresearches and drafts memo-randa, letters, and declaratoryrulings on questions of law, and

advises OPM staff and otheragencies on compliance withthe Oklahoma Personnel Act,Administrative Procedures Act,Open Meetings Act, and OpenRecords Act. Ms. Williams alsoserves as OPM’s liaison to theMerit Protection Commission(MPC). In this capacity, she at-tends all MPC meetings and re-ports to the OPM Administra-tor regarding issues of interest tohim in his roles as Administra-tor and Cabinet Secretary ofHuman Resources and Admin-istration. Ms. Williams also rep-resents the agency in appealsfiled with MPC.

Ms. Williams assisted in the

On November 12, 2002, Governor Frank Keating hosted the OklahomaQuality Award Luncheon in the Phillips Pavillion, located on the grounds of theGovernor’s Mansion. Pictured with Governor Keating are Oklahoma QualityAward Foundation Board members (l to r) Bill McKamey, American ElectricPower-Public Service Company of Oklahoma; Vikki Dear ing, OklahomaDepartment of Career and Technology Education; Ron Bussert , OklahomaDepartment of Commerce; Governor Keating; Mike Strong , Oklahoma QualityAwards Foundation, Inc.; Ya sh Fozdar , Celesica; Dave Ferren , XeroxCorporation; Paula Marshall-Chapman, The Bama Companies; and Oscar B.Jackson, Jr., Oklahoma Office of Personnel Management. Not pictured areMike Elvir , Bank of Oklahoma; Roy Peters , The Oklahoma Alliance forManufacturing Excellence; Jim Williams, Oklahoma Foundation for MedicalQuality; Rocky F l ick , Blitz, USA; and Val inda Rutledge, St. Anthony’sHospital.

development of OPM’s OpenRecords Act policy, which be-came effective January 1, 2003.

AssistantAttorney GeneralUntil December 2002,

when OPM ended its contractwith Assistant Attorney GeneralSteven K. Snyder due to abudget shortfall, Mr. Snyderserved as OPM’s legal counsel.

In this capacity, Mr. Snyderadvised the Administrator andsenior staff on legal issues thataffect the agency, and repre-sented the agency before MPC,the Equal Employment Oppor-tunity Commission, and theOklahoma Human RightsCommission, as well as state andfederal district and appellatecourts.

Mr. Snyder continued toserve as the legal counsel for theOklahoma Police Pension andRetirement System, as well aslegal liaison in the Attorney

R . C h a r l e s S m i t h, Civil RightsAdministrator for the State Departmentof Health and chair of the AffirmativeAction Review Council, posed aquestion about a proposal to amendthe Merit Rules during a rules hearinghosted by OPM on March 20, 2003.


General’s Office for the state re-tirement systems, including theOklahoma Public EmployeesRetirement System, the Okla-homa Firefighters Pension andRetirement System, the Okla-homa Law Enforcement Retire-ment System, as well as theOklahoma State Pension Com-mission, the Oklahoma MilitaryDepartment (National Guard),and the Department of Emer-gency Management.

He serves as the in-houseconsultant in the AttorneyGeneral’s Office on the Ameri-cans with Disabilities Act(ADA), the Age Discriminationin Employment Act (ADEA),the Family and Medical LeaveAct (FMLA), the Fair LaborStandards Act (FLSA), and theUniformed Services Employ-ment and ReemploymentRights Act (USERRA).

H a n k B a t t y , OPM Deputy Ad-ministrator for Programs, welcomedparticipants to the 13th AnnualEducational Conference of theOklahoma Society of Certified PublicManagers, held September 6, 2002, inOklahoma City.

Gene Krier, HR Director, Oklahoma State and Education Employees GroupInsurance Board (left) and Oscar B. Jackson, Jr., OPM, discuss rule proposalsduring the March 20, 2003 rules hearing.

Assistant Attorney General Steven K. Snyder (second from left) discusses legalissues with Oklahoma Employment Security Commission members of the GeneralCounsels Forum (l to r) Margaret Dawkins, John Miley, and Teresa Keller.

Members of the National Association of State Personnel Executives (NASPE)gathered in Arlington, Virginia, January 31 - February 2, 2003, for the 2003NASPE Mid-Year Meeting. Pictured (l to r) are 2003 NASPE President SueRoberson, Indiana ; NASPE President-Elect Jeff Schutt, Colorado; NASPEPast President Mollie Anderson, Iowa; and Oscar B. Jackson, Jr., Oklahoma.


Office of CommunicationsThe Office of Communica-

tions has responsibility for awide variety of OPM functions,including OPM’s legislative pro-gram, the Carl Albert Public In-ternship Program, the StateMentor Program, the State Per-sonnel Interchange Program,such OPM publications as theAnnual Report and the HR Ex-change, and a variety of specialprojects, including conductingsurveys, preparing reports, anddrafting speeches and press re-leases for the OPM Administra-tor. Dayna R. Petete is OPM’sAssistant Administrator forCommunications and Legisla-tive Liaison.

LegislationThe Office of Communica-

tions monitors and analyzeslegislation affecting the Okla-homa Personnel Act, the Officeof Personnel Management, theMerit System of Personnel Ad-ministration, and state agencypersonnel. Since the OPM Ad-ministrator began serving as theGovernor’s Cabinet Secretary ofHuman Resources (and nowHuman Resources and Admin-

istration), the legislative func-tion of the Office of Commu-nications has broadened andnow includes consultation onhuman resources issues with leg-islators and staff, as well as withmembers of the Governor’sstaff.

During FY 03, D a y n a R . P e t e t e , OPM Assistant Administrator forCommunications and Legislative Liaison, celebrated ten years of service with thestate of Oklahoma.

Approximately 115 representatives from 52 state agencies attended the annualOPM Legislative Briefing on June 12, 2003, in the Sequoyah/Will RogersConcourse Theater. Dayna R . Pe te te, OPM Assistant Administrator forCommunications and Legislative Liaison (left photo) provided information onHR-related legislation that passed during the 2003 session and was signed intolaw by Governor Henry.

During each legislative ses-sion, Office of CommunicationsTeam members track hundredsof legislative proposals and ana-lyze many of them. The purposeof these analyses is to keep theGovernor and his staff aware ofHR legislation and its potential


CAPIP participants attending the Oklahoma Society of Certified Public Managers(OSCPM) Conference on September 6, 2002, included (back row, l to r) MichaelHuckabaa, Oklahoma Department of Labor (ODOL); Chris Jackson, ODOL;Tansy Diaz, Office of Personnel Management (OPM); Robert Warden,Oklahoma Water Resources Board; Enrico Taylor, Oklahoma Health CareAuthority (OHCA); Matthew Wehmuller, Oklahoma State Employees GroupInsurance Board (OSEEGIB); Jayson Morgan, Office of State Finance; TomBoyd, Department of Rehabilitation Services (DRS); Naji Khoury , OklahomaDepartment of Transportation; Austin Gilley, Oklahoma Public EmployeesRetirement System (OPERS); Thomas Jordan, OPERS; Everett Slavik , OPM;(middle row, l to r) Shelly McDonald , DRS; Jamie Culp , OPM; Karla Wheeler,DRS; D i ana K i ze r, DRS; Bonnie Al len , DRS; Juan Benav idez , OPM;Shoyambhu Shakya, Oklahoma Employment Security Commission (OESC);Stacye Wilson, DRS; Anwar Chowdhury , DRS; Michele Guilford , DRS;Shatara Brown, OESC; Terrance Grayson, DRS; (front row, l to r) MarthaSteidley, DRS; Kimberly Miller, OPM; Veronica Grant , OPM; VictoriaFriend , DRS; Andre Washington, DRS; Jesse Fuchs, OESC; Catina Baker,OHCA; and Brent Smerczynski, ODOL.

Dr . Lee Manzer, Oklahoma StateUniversity, was one of the featuredspeakers at the September 2002OSCPM Conference. Pictured with Dr.Manzer is Wick Warden , CAPIPExecutive Fellow at the OklahomaWater Resources Board.

impact on the Merit System inthe event any HR bills reach hisdesk. At the end of each legisla-tive session, staff members pre-pare an All Appointing Au-thorities memorandum sum-marizing HR legislation, whichis disseminated to the Appoint-ing Authority, HR director, andEqual Employment Opportu-nity /Affirmative Action or civilrights coordinator in each MeritSystem and non-Merit Systemagency in state government.Staff members also prepare anannual report of HR bills thatwere passed by the Legislatureand signed into law by the Gov-ernor.

Office of CommunicationsTeam members also monitorHouse and Senate committeehearings and floor action inboth houses during the session,and routinely respond to nu-merous inquiries concerningHR legislation throughout theyear.

PublicationsThe Office of Communica-

tions is responsible for preparinga number of publications onbehalf of OPM and the Admin-istrator. Each year OPM Man-agement Team members com-pile pertinent information con-cerning OPM activities in sup-port of the agency’s mission inthe Annual Report, which is re-quired by the Oklahoma Per-sonnel Act.

Assistant AdministratorDayna Petete serves as editorof the Annual Report.

Office of CommunicationsTeam members also publish anewsletter, the HR Exchange,which is distributed quarterly tothe director, HR staff, and civilrights personnel of both MeritSystem and non-Merit Systemagencies. The HR Exchange pro-vides a forum for the dissemi-nation of information concern-ing OPM programs and activi-ties. It also offers state agency HRand civil rights personnel theopportunity to share their ex-periences with OPM and otheragencies, and to offer approachesor possible solutions to com-


Communications Team member Veronica Brown (left) visits with a student atone of the many college/university career fairs that are scheduled throughoutthe year.

Oscar B. Jackson, Jr ., OPMAdministrator and CabinetSecretary of Human Resourcesand Administration (left) andState Treasurer Robert But-kin (right) were featured speakersat the Spring 2003 CAPIP TrainingConference held May 1, 2003, atthe Department of Agriculture.They were joined by Secretaryof S ta te Susan Savage, Su-preme Court Justice YvonneKauger, and state Senator JayPaul Gumm.

mon issues of interest. AssistantAdministrator Dayna Peteteserves as editor of the HR Ex-change.

Team members also publisha number of brochures and otherdocuments related to variousDepartment programs and ac-tivities.

OPM Administrator OscarB. Jackson, Jr. is often a fea-tured speaker at conferenceshosted by various public sectororganizations. Assistant Ad-ministrator Dayna Petete pro-vides support for the Adminis-trator by preparing speeches andPowerPoint presentations.

In addition, Assistant Ad-ministrator D a y n a P e t e t eserves as editor of the OPMWebsite, which is in its sixth yearof operation.

The OPM Website Team,consisting of Dayna Petete,Office of Communications; and

Glenda Gesell, Randy Peter,L i n d a H e l m s, and GabeMarler, Information Technol-ogy Services Department, re-ceived OPM’s Team of the YearAward in December 2002.

Carl Albert PublicInternship Program

The state Legislature createdthe Carl Albert Public InternshipProgram (CAPIP) in 1988. Onepurpose of CAPIP is to “assiststudents at institutions of highereducation in gaining experienceand knowledge in state govern-

ment”. This is fulfilled by theUndergraduate Internship Pro-gram. Undergraduates are em-ployed for one or two academicsemesters.

The second purpose, “toencourage recruitment of suchstudents to pursue careers instate government service”, isfulfilled by the Executive Fel-lows Internship Program forgraduate students. ExecutiveFellows Interns may be em-ployed for up to two years, andthose who successfully com-plete a two-year internship are

During FY 03, Office of Com-munications Team member A n nC r a v e n visited with Career Fairparticipants about the Carl AlbertPublic Internship Program. Ms. Cravenalso worked in OPM’s Office of EqualOpportunity and Workforce Diversityand the Management Services De-partment during FY 03.


D a y n a P e t e t e , OPM AssistantAdministrator for Communicationsand Legislative Liaison, spoke tomembers of the Employee BenefitsCoordinators Association aboutlegislation on May 16, 2003. Picturedwith Ms. Petete is K e l l y B r o w n,Department of Mines.

Former Mentor Executive ConnieEggleston (right) wrote an article forthe Second Quarter 2003 HR Exchangeabout her experience in the StateMentor Program. Pictured with Ms.Eggleston is H a n k B a t t y , OPMDeputy Administrator for Programs.

eligible for appointment to aposition in the classified or un-classified state service.

In the years since its incep-tion, CAPIP has become one ofOPM’s most important pro-grams. Many state agencies useCAPIP for a variety of reasons:• Interns bring a wealth of tal-

ent and knowledge of the lat-est technology to an agency.

• Interns provide needed “per-son-power” at times whenagencies are “doing morewith less”.

• Interns do not count againstan agency’s FTE limit.

• Interns fill gaps in the agencytalent pool.

• The agency has the opportu-nity to evaluate potentialemployees before offeringthem permanent employ-ment.

In addition, CAPIP opensbeneficial avenues of commu-nication with the state’s collegesand universities and may assist

agencies in attaining AffirmativeAction employment objectives.

During FY 03, 58 graduatestudents and 13 undergraduatestudents participated in intern-ships at 15 state agencies, includ-ing the Department of Rehabili-tation Services, Oklahoma Wa-ter Resources Board, OklahomaPublic Employees RetirementSystem, Department of Labor,Oklahoma Employment Secu-rity Commission, Office of Per-sonnel Management, Depart-ment of Transportation, Officeof the Attorney General, Em-ployees Benefits Council, Okla-homa State and Education Em-ployees Group Insurance Board,Office of Juvenile Affairs, Okla-homa Health Care Authority,and Office of State Finance.

Executive Fellows Internspursued advanced degrees in 12programs at eight public and pri-

vate universities in the state.Undergraduate Interns were en-rolled in six degree programs ateight public and private collegesand universities in the state.

Since 1990, 425 ExecutiveFellows and Undergraduate In-terns have chosen a career instate government followingtheir participation in CAPIP.Assistant Administrator DaynaPetete serves as CAPIP Coor-dinator.

State Mentor ProgramThe purpose of the State

Mentor Program, created by theOklahoma Legislature in 1994,is to develop the executive po-tential of employees in allbranches of state government,with a special emphasis onwomen, racial minorities, andindividuals with disabilities.

Participation in the StateMentor Program provides stateagency directors the opportu-nity to utilize the knowledge,skills, and abilities of an out-standing state employee whohas been identified by the Men-tor Selection Advisory Com-mittee as possessing executivepotential. The Mentor Execu-tive does not count against ahost agency’s FTE limit and, ifthe Mentor Executive’s homeagency does not require reim-bursement, the host agencydoes not pay the MentorExecutive’s salary. The Programalso offers agency directors andpolicy-level managers thechance to provide Mentor Ex-ecutives with invaluable oppor-tunities to participate in the dis-cussion and resolution of a mul-


During Public Service Recognition Week, May 5 - 9, 2003, OPM recognizedindividuals from other state agencies whom OPM Team members believedcontributed to OPM’s mission: “We serve the people of Oklahoma by deliveringreliable and innovative human resource services to our partner agencies toachieve their missions.” Dayna Petete, OPM Assistant Administrator for Com-munications and Legislative Liaison, nominated Joanie Batty, Department ofRehabilitation Services (second from left), and Ed Sweeney, Department ofHuman Services (second from right), for their support of the Carl Albert PublicInternship Program. Pictured with Ms. Batty and Mr. Sweeney are (left) Oscar B.Jackson, Jr., OPM Administrator and Cabinet Secretary of Human Resourcesand Administration, and (right) Hank Batty, OPM Deputy Administrator forPrograms.

Dayna R. Petete, OPM Assistant Administrator for Communications andLegislative Liaison (far right), serves as Governing Board Secretary of theSouthern Region of the International Public Management Association forHuman Resources (IPMA-HR). During the 2003 Southern Region Conferenceheld June 1 - 4 in Tampa, Florida, Ms. Petete served as a member of the AuditCommittee, which also included (left to right) Grady Terrel l , IPMA-HRExecutive Council Representative, Virginia; Sharon Morris, Audit Committeechair, North Carolina; Pam Conner, Tennessee; and Gary Hall, Southern RegionTreasurer, Tennessee.

titude of ever-changing issuesand challenges, as well as accessto the individuals who shape thepolicies that guide Oklahomastate government.

OPM solicited nomina-tions for the first group of par-ticipants in November 1996, andfor the second group of partici-pants in August and November1999, and provided an officialapplication to each employeenominated. Agency staff mem-bers reviewed each application todetermine whether the appli-cant met the minimum quali-fications for the Program, andthen solicited the endorsementof the Appointing Authoritiesof those employees who metthe minimum qualifications.The employees who received the

endorsement of their Appoint-ing Authorities participated inthe multi-part selection processthat consisted of a writing exer-cise and interviews. The firstgroup began their two-year ro-tations in July 1997, and the sec-ond group began theirs in July2000.

OPM solicited nominationsfor a third group of participantsin June 2002; in November2002, members of the MentorSelection Advisory Committeedeclined to make any recom-mendations to the OPM Ad-ministrator regarding participa-tion in the State Mentor Pro-gram.

The Legislature amendedthe statutory provisions gov-erning the State Mentor Pro-gram during the 2003 sessionto make the Program more at-


tractive to both state agenciesand employees. One changepermits intermittent MentorExecutive rotations. Previously,Mentor Executives had to beaway from their home agenciesfor 18 months. Now, the lawpermits each Mentor Executiveto serve up to six months in an-other agency, return to his orher home agency for up to sixmonths, serve up to six monthsin another agency, returnhome, etc. until the 18 monthsare completed. Another changerequires the sending agencyAppointing Authority to par-ticipate in the design and imple-mentation of the managementrotations for the Mentor Execu-tive selected from that agency,as a way of ensuring that theMentor Executive experience isbeneficial to both the employeeand the employing agency.

State PersonnelInterchange Program

In 1986, the OklahomaLegislature created the StatePersonnel Interchange Programand gave the OPM Administra-tor responsibility for establish-ing programs to facilitate theinterchange of employeesamong state governmental en-tities; evaluating the efficientutilization and deployment ofstate personnel; and adoptingrules necessary to implement theProgram.

During FY 03, one em-ployee of the Office of the StateTreasurer and one employee ofthe Oklahoma State Senate wereinterchanged to the Office ofthe Governor to assist in the

transition from GovernorKeating’s administration toGovernor Henry’s administra-tion.

Each summer, the Oklahoma Merit Protection Commission hosts a trainingand development retreat for its staff, commissioners, and agency customers.The FY 03 retreat was held in August 2002, in Tulsa. Attendees included (l tor) Tamar Scott, Oklahoma Department of Transportation (ODOT); DaynaPe te te, OPM; Norman Hi l l, ODOT; Cr i s t i Andrews , Department ofEnvironmental Quality; and Michelle Day, Department of Central Services.

Dayna Pete te , OPM Assistant Administrator for Communications andLegislative Liaison, works closely with members of the House and Senate staffincluding (l to r) Selden Jones, Senate Legislative Analyst, and Terry McKenna ,Senate Fiscal Analyst.

Since the Program’s incep-tion, approximately 65 individu-als have participated in the StatePersonnel Interchange Program.


OPM State Employee AssistanceProgram

In 1988, Governor HenryBellmon created the State Em-ployee Assistance Program(EAP) within OPM by Execu-tive Order; the Legislature madethe OPM State EAP a statutoryprogram in 1992. Initially, theOPM State EAP was created toprovide assistance to state agen-cies in establishing work-relatedstress-prevention procedures.

The OPM State EAP, whichis voluntary, provides assistanceto state agencies in their man-agement of employees whosepersonal problems may have anegative impact on job perfor-mance. The OPM State EAP alsoassists employees and their fam-ily members who are seekingcorrective help with medical ormental health problems, in-cluding alcohol or drug abuse,and emotional, marital, famil-ial, financial, or other personalproblems. Specifically, the OPMState EAP provides:

• Referral Services—Maintain-ing contacts with communityservice providers for the pur-pose of networking and co-ordinating services to stateagencies and employees.

• Education/Training—Fo-cusing attention on the per-sonal concerns of employeesthat have a negative impacton productivity, while gener-

ating awareness of the EAP asa source of assistance. OPMState EAP Team membersconduct classes on Managingthe Troubled Employee,Stress Management, andmandatory drug and alcoholtraining.

• Counsel ing—Resolv ingproblems related to alcoholor drug abuse and emotional,marital, family, mentalhealth, financial, and otherpersonal problems, while de-veloping short- and long-term goals.

• Critical Incident Debriefing—Providing crisis interventionto agencies for troubled em-ployees and their familymembers by offering profes-

During FY 03, the OPM State Employee Assistance Program Team was madeup of (l to r) Warren Thompson, Blanche Longoria , Deanna Miller, andRobert Stevens.

Members of the OPM State EAP Team providehundreds of stress balls and stress indicator cards(pictured with OPM State EAP CoordinatorRobert Stevens) to state agencies for theiremployees who want (or need!) them.


sional emergency services.During FY 03, OPM and

the Oklahoma City HousingAuthority (OCHA) enteredinto an Interlocal CooperationAgreement through whichOPM provides EAP services toOCHA employees for a fee. Un-der the terms of the agreement,OPM provides assessment, refer-ral, consultation, and problem-resolution assistance to OCHAemployees and their familymembers seeking help withmedical or mental health prob-lems, alcohol and drug abuse,emotional, marital, familial, fi-nancial, or other personnelproblems. OPM also provides as-sistance and training to OCHAsupervisors in effectively manag-ing “troubled” employees.

Also during FY 03, mem-bers of the OPM State EAPTeam worked with J a m e sPerez of OPM’s WorkforcePlanning unit to develop a morestructured survey than the one

they have disseminated in thepast to provide in-depth analy-sis to the EAP Team regardingthe services they provide. Ques-tions were formulated to allow

the EAP Team to analyze andassess customer satisfaction bothon a macro and a micro level,and to determine if any gaps existbetween customer satisfactionand EAP services.

A total of 64 surveys weremailed to those clients whoconsented; a total of 19 surveyswere returned completed. Sixty-eight percent of those respond-ing evaluated themselves “bet-ter than before” after seekingEAP assistance; 16 percent werethe same; and 16 percent felttheir problems were not resolved.

Ninety-percent of thoseresponding indicated they fol-lowed their EAP counselor’srecommendations, while tenpercent did not. Ninety percentof those responding would rec-ommend the OPM State EAPto a co-worker; ten percent

During FY 03, OPM and the Oklahoma City Housing Authority (OCHA)entered into an Interlocal Cooperation Agreement under which OPM willprovide EAP services to OCHA employees for a fee. Pictured (l to r) are PhilipLloyd, OCHA Personnel/EEO Officer; Robert S tevens, OPM State EAPCoordinator; and James Borgstadt, OCHA Controller.

During FY 03, OPM State EAP Team member Blanche Longoria (right) servedas OPM’s Wellness Coordinator and as a member of the State Wellness Council,which is comprised of over 100 appointed state Agency Wellness Coordinators.The State Wellness Program, which is part of the Employees Benefits Council,works to promote the health and well being of all state employees and theirdependents and to contribute to a healthy and safe workplace. The StateWellness Program sponsors many wellness activities that promote healtheducation among state employees. Pictured with Ms. Longoria is Nancy Haller,Manager, State Wellness Program, Employees Benefits Program.


would not. Fifty-three percentof those responding rated theirtreatment/service provider asexcellent; 37 percent as good;and ten percent as average.

During FY 03, OPM StateEAP Team members assisted237 individuals—• 23 percent of whom were su-

pervisors,• 77 percent were non-super-

visors,• 82 percent were from the

Oklahoma City area,• 7 percent were from Tulsa,• 3 percent were from Lawton,• 1 percent were from Mus-

kogee, and• 8 percent were from other ar-

eas of the state.Out of 237 referrals made

during FY 03—• 119 were for work-related

problems,• 172 were related to family

conflict or parent/child prob-lems,

• 77 were for marital problems,• 81 were for mental health or

alcohol/drug problems,• 82 were self-referred, and• 50 were referred by a supervi-

sor.During FY 03, the OPM

State EAP provided 2,564 actualclock hours of direct services—73 percent were for EAP coun-seling.

In FY 03, OPM State EAPTeam members included Rob-e r t S t evens , Coordinator;Warren Thompson, Represen-tative; Deanna Miller, Repre-sentative; and Blanche Long-oria, Administrative Assistant.Ms. Longoria also serves as

During FY 03, OPM State EAP Representative W a r r e nThompson celebrated five years of service to the state ofOklahoma.

OPM’s Wellness Coordinator. Inaddition, Ms. Longoria was cho-sen OPM Employee of the Yearfrom the Affiliate Category.

During FY 03, members ofthe OPM State EAP Team wereactive in the Oklahoma Chap-ter of the Employee AssistanceProgram Association.

In addition, Team mem-bers continued to distribute theEAP It Works video, as well ashundreds of stress balls and stresscards to various state agencies.

In April 2003, Robert Stevens (left), OPM State EAP Coordinator, celebratedten years of service to the state of Oklahoma and was presented with a longevitycertificate and pin.


Employee Selection ServicesThe Employee Selection

Services Department consists ofthe Applicant Services Division,which administers the recruit-ment system for Merit Systemagencies, and the Personnel As-sessment Division, which devel-ops and validates a variety ofemployee selection proceduresfor state government.

Applicant ServicesApplicant Services Team

members process applicationssubmitted by individuals seek-ing employment with the stateto determine if applicants meetminimum qualifications forclassified positions. Members ofthe Applicant Services Team alsorate applicant education and ex-perience and review agency re-quests to promote, demote,transfer, or reinstate employees.

During FY 03, ApplicantServices Team members in-cluded Tom Impson, RebeccaCoyote, Harry Gentry, Lar-a i n e G e r m a n, V e r o n i c aGrant, Kimberly Miller, Her-man Johnson, Denise Miles,Nikki Montgomery, and Pa-tricia Nelson. Tom Impsonserved as Acting Director of Ap-plicant Services in FY 03.

Twenty-nine state agenciescurrently have direct on-lineaccess to job registers estab-lished by OPM. These agenciesemploy over 80 percent of allclassified employees in stategovernment.

During FY 03, ApplicantServices Team members pro-

cessed 59,830 state employ-ment applications and con-ducted 6,098 ratings of train-ing and experience. In FY 03,state agencies hired 2,134 appli-cants from certificates, 39 appli-cants through the Persons WithSevere Disabilities EmploymentProgram, and two applicantsthrough the Special DisabledVeterans Program.

Also during FY 03, TomImpson and Laraine Germanparticipated in the OklahomaDepartment of Transportation’sStrategic Planning Committeefor engineer recruitment.

On July 24, 2002, OPMand the Department of Vet-eran’s Affairs (ODVA) finalizeda professional practice licensuredirect hire agreement for regis-tered nurses and licensed practi-cal nurses. ODVA became thefourth agency employing healthcare professionals to enter intosuch an agreement with OPM,joining the Department of Hu-

man Services, the OklahomaState Department of Health,and the Oklahoma Departmentof Corrections.

The Oklahoma PersonnelAct authorizes direct hire forprofessional practice licensureand hard-to-fill positions. Spe-cific guidelines for obtaining theauthority are found in the MeritRules. Agencies with direct hireauthority may hire qualified newemployees in the specified jobfamilies without obtaining theirnames from certificates of eli-gibles issued by OPM.

The ODVA agreement per-mits field Human Resourcesstaff to hire qualified nurses withminimal delay. OPM staff willconduct a post audit of all ap-pointments to ensure selectedapplicants possess the minimumqualifications required.

The Applicant ServicesTeam also administers the Pri-ority Reemployment Consider-ation (PRC) program. Since

During FY 03, the Applicant Services Team included (l to r) Veronica Grant ,Harry Gentry , Nikki Montgomery , Tom Impson, Rebecca Coyote,Patty Nelson, Laraine German, Herman Johnson, and Denise Miles.


1982, state law has provided thatpermanent classified employeesand regular unclassified employ-ees separated through a reduc-tion-in-force may be eligible forPRC. PRC permits separatedemployees to apply for classifiedjob titles for which they meetall requirements for the job, andto be given consideration byMerit System agencies beforeapplicants on Merit System reg-isters. Applicants may be eligiblefor PRC for up to 18 months oruntil they are appointed to astate job with the same or higherpay band than their previous jobfamily level.

Recruitment Programand Outreach

Members of the ApplicantServices Team coordinate re-cruitment activities under theFair Employment Practices Act

(FEPA). FEPA is an optionalhiring procedure used by stateagencies to employ females,blacks, Hispanics, Asian/PacificIslanders, and American Indi-ans/Alaskan natives who are le-gal residents of the state in aneffort to satisfy Affirmative Ac-tion hiring goals. FEPA appli-cants must meet minimumqualifications and pass any re-quired examination.

During FY 03, OPM issued670 FEPA certificates and agen-cies hired 176 FEPA applicants.

Team members also main-tain a Female/Minority TalentBank, which enables OPM tobetter match an agency’s hiringneeds with the employment in-terests of applicants.

Herman Johnson serves asOPM’s Targeted Minority Re-cruitment Coordinator.

Members of the ApplicantServices Team attend numerouscareer fairs each year. Teammembers participated in the fol-lowing events during FY 02:• A u g u s t 2 0 0 2 : Metro

Technology Center, Okla-

Department of Human Services (DHS) Human Resources Director Al Smithand the staff of the Employment Services Division of DHS treated OPM’s ApplicantServices Division to a carry-in pizza lunch on October 22, 2002. According toEd Sweeney, DHS Employment Services chief, “We wanted to acknowledge theexceptional customer service OPM’s Applicant Services staff have provided us. Inparticular, we believe they have ‘gone the extra mile’ to assist us in locatingqualified social services applicants possessing bilingual skills.” In addition to thepizza, the DHS staff presented a certificate of appreciation to the ApplicantServices Division and a special recognition to Patty Nelson, the DHS liaison inApplicant Services. Pictured (l to r) are Renee Jones, DHS; Tracy Tatum, DHS;Tom Impson, OPM; Anita Cook, DHS; Veronica Grant , OPM; Ed Sweeney ,DHS; Patty Nelson, OPM; Laraine German, OPM; Harry Gentry , OPM;and Kim Miller, OPM.

Herman Johnson, Targeted Minority Recruitment Program Coordinator(right), attends numerous career fairs throughout the year.


homa City; OSU, OklahomaCity Campus.

• September 2002: Em-ployer Marketplace Job Fair,Oklahoma City; University ofOklahoma Health Fair, OUHealth Sciences Center Com-plex, Oklahoma City; Fall Ca-reer Fair at Langston Univer-sity, Langston, OK; OSU/OKC Fall Career Fair, Okla-homa City.

• October 2002: Fall CareerFair, University of CentralOklahoma, Edmond, OK;Careers for Global Success,Oklahoma City University,Oklahoma City; Agricultural,Food, Environmental andNatural Science Job Fair,Oklahoma State University,Stillwater, OK; WorkforceOklahoma/Tinker Air ForceBase Job Fair, Midwest City,OK; Rose State College Ca-reer Fair, Midwest City, OK;NAACP Job Fair, RamadaInn, Oklahoma City;

• January 2003: Martin LutherKing Multi-Cultural CareerFair, Oklahoma City;

• February 2003: Athletic Ca-reer Fair, University of Okla-homa, Norman;

• March 2003: OpportunityDay 2003, Wes WatkinsTechnology Center, Wetum-ka, OK; Spring Career Fair,Oklahoma City CommunityCollege; Spring Career Fair,Langston University, Lang-ston, OK; Spring Career Fair,Oklahoma Christian Univer-sity, Oklahoma City;

• Apri l 2003: Career Expo2003, Redlands CommunityCollege; OSU/OKC Spring

Career Fair, Oklahoma City;• M a y 2 0 0 3 : Workforce

Oklahoma Semi Annual Ca-reer Fair, Midwest City, OK.

State WorkIncentive Program

The State Work IncentiveProgram was created by theLegislature in 1997, to permitstate agencies to hire individu-als participating in the Tempo-rary Assistance to Needy Fami-lies (TANF) program as unclas-sified employees.

The Legislature amendedthe provisions governing theProgram in 2000 to permitvocational rehabilitation clientsof the Department of Rehabili-tation Services (DRS) to partici-pate in the State Work Incen-tive Program.

During FY 03, state agen-cies made 13 SWIP appoint-ments; nine were certified bythe Department of Human Ser-vices as participants in the TANFprogram, and four were certifiedby DRS as vocational rehabilita-

tion clients.

Register,Test Administration,Applicant File RoomThe Applicant Services

Team also is responsible for ser-vices related to applicant regis-ters, test administration, andapplicant files. During FY 03,Team members included Emi-lou Hiebert , Cassandra Pat-mon, Sandie Wein, Rose-mary Mahboob, K a r i J oPowers, Misty Brandon, andMelissa Jolly.

Register Team members es-tablish and maintain registers ofeligible applicants for jobs in theclassified state service. Teammembers issue certificates ofeligible applicants to Merit Sys-tem agencies and audit appoint-ments and other actions listedby agencies on returned certifi-cates.

Members of the RegisterTeam also maintain lists offormer state employees whohave been separated through re-

During FY 03, the Register, Test Administration, and Applicant File RoomTeam included (l to r) Cassandra Patmon, Missy Jolly , Misty Brandon,Emilou Hiebert , Sandie Wein, and Kari Jo Powers.


duction-in-force and who areeligible for Priority Reemploy-ment Consideration. During FY03, members of the RegisterTeam issued 3,585 certificates.

On November 4, 2002,applicants for state employmentbegan testing at the Tulsa of-fice of the Oklahoma Employ-ment Security Commission(OESC). This location, com-bined with the 22 OklahomaCareerTech campuses statewideand OPM in Oklahoma City,brings to 24 the total numberof testing sites available to thegeneral public.

The testing partnership be-tween OPM and OESC was ini-tiated in 1981, when local OESCoffices began offering MeritSystem examinations. ThroughProject OPEN, Oklahomanscould obtain job informationand take Merit System exami-nations at a local office usuallyno more than 75 miles fromtheir home. In March 2001,federal budget cuts forced OESCto curtail this service and focuson other programs. As OPM’spartnership with OESC ended,the agency was able to enter into

a new partnership with theOklahoma Department of Ca-reer and Technology Educationto provide Merit System testingat 20 CareerTech campusesstatewide. In FY 02, OPM addedthe Pioneer Career TechnologyCenter in Ponca City as a test-ing location, bringing the totalnumber of CareerTech sites to21.

During each workday atOPM, Test AdministrationTeam members administer MeritSystem examinations. DuringFY 03, members administered

9,918 employment exams, in-cluding 2,896 on-line examina-tions using the Integrated Com-puterized Examination (ICE)system. Team members also re-corded and scored 5,332 exami-nations administered throughCareerTechs across the state andat the Tulsa Workforce Okla-homa office.

In addition, Team mem-bers administer a variety of spe-cial examinations, including ex-aminations for Certified Person-nel Professionals and CertifiedProcurement Officers, as well asexaminations for the CertifiedPublic Manager Program andOklahoma Highway Patrol ap-plicants.

Members of the ApplicantFile Room Team are responsiblefor establishing and maintain-ing the files of all active appli-cants for employment in theclassified service; transferringapplications of individuals hiredto the Employee File area; andperiodically transferring inactive

Applicant Services Team member Harry Gentry (second from left) helpedprepare the staff of the OESC office in Tulsa to offer Merit System exams. Picturedwith Mr. Gentry are ( l to r) Karen Baskerville, Sheila Bougher, Bill Maxwell,and Sharon Norris.

In April 2003, E m i l o uH i e b e r t , supervisor ofRegister, Test Administra-tion, and the ApplicantFile Room, celebrated 35years of service to the stateof Oklahoma and waspresented with a longevitycertificate and pin.


files to the Oklahoma State Ar-chives.

Sanitarian andEnvironmental Specialist

RegistrationAdvisory Council

In 1983, the Legislature cre-ated the Sanitarian and Envi-ronmental Specialist Registra-tion Advisory Council. TheCouncil works in conjunctionwith the State Board of Healthto promulgate rules governingthe examination and registra-tion of sanitarians and environ-mental specialists, define cat-egories and limitations for suchregistration, and provide con-tinuing education requirementsfor the renewal of registration.

The Council consists of theCommissioner of Health ordesignee; the Executive Direc-tor of the Department of Envi-ronmental Quality or designee;the OPM Administrator or des-ignee; one member appointedby the Director of the Okla-

homa City-County Health De-partment; one member ap-pointed by the Tulsa City-County Health Department;two state employees appointedby the Commissioner of Health;and two members appointed bythe Executive Director of theDepartment of EnvironmentalQuality—one employed by pri-vate industry and one employedby the Indian Health Service orby tribal government.

During FY 03, members ofthe Council included J i mEchelle, Gary Collins, MikeBailey, Alisa Forbes, RockyMcElvany, Mark Radzinski,J a c k C h r i s t y, and P a t t yNelson.

Personnel AssessmentThe Personnel Assessment

Team develops and validates avariety of employee selectionprocedures for state govern-ment, including written tests,

Applicant Services Team memberPat ty Ne l son is a member of theSanitarian and EnvironmentalSpecialist Registration AdvisoryCouncil.

Josette M. Alicina was one of the first applicants to take the new Tap DanceAlpha-Numeric data entry test, which was implemented in June 2002, and isgiven only at OPM. An alpha-numeric data entry test is different than a standard10-key data entry test in that applicants are required to enter fields of dataconsisting of both numbers and letters, instead of just numbers. This newexamination replaces the traditional typing test and is used for the AdministrativeTechnician job family.

ratings of training and experi-ence, performance tests, struc-tured interviews, and certifica-tion tests.

During FY 03, members ofthe Personnel Assessment Teamincluded Joe Davenport , Na-tasha Riley, Lance Cullen,Barry Breckle, Juan Bena-videz , Jamie Culp , TansyDiaz, Suzie Marta Daniels,and J eane t t e Nance. J o eDavenport , Personnel Assess-ment Director for seven years,retired on July 31, 2002, after34 years of state service at theState Personnel Board and OPM.Natasha Riley was appointedDirector on August 1, 2002.Joe Davenport was re-em-ployed on a temporary basis un-til March 28, 2003, to assistwith the Performance Manage-ment Process audit.

During FY 03, PersonnelAssessment Team members de-veloped or revised 14 written


content-validated job knowl-edge tests, and developed or re-vised 19 ratings of training andexperience. Of those 19 ratingsof training and experience, fourwere supplemental question-naires. Additionally, Teammembers implemented a com-mercial performance test fordata entry jobs, and revised theCertified Personnel Professionaltest. Team members also con-ducted 49 meetings with agencyemployees to review new or ex-isting selection devices.

During FY 03, PersonnelAssessment Team memberspartnered with the Departmentof Corrections (DOC) to imple-ment a realistic job preview andchecklist for the CorrectionalSecurity Officer (CSO) job fam-ily. Realistic job previews pro-vide potential applicants with aglimpse into the daily duties ofthe job. They help applicantsbetter understand what they canexpect if they are hired. Thisprovides applicants with the op-

portunity to “self-select” out ofthe application process. Appli-cants who realize that the job isnot what they expected are lesslikely to continue with the ap-plication process, therefore re-ducing turnover and savingmoney that would be used fortraining.

The video shows scenesfrom Oklahoma correctionalfacility centers and interviewswith CSOs, and the checklistcontains information regardingduties and situations that willoccur on the job, e.g., supervis-ing large numbers of inmatesalone. CSO applicants must

During FY 03, the Personnel Assessment Team included (l to r) Lance Cullen, Jamie Culp , Tansy Diaz, Juan Benavidez,Joe Davenport , Natasha Riley, and Barry Breckle.

Personnel Assessment Director Natasha Riley (left) presented a session onstructured interviewing at the 25 th annual meeting of the National Associationof State Personnel Executives, held August 17 - 20, 2002, in Indian apolis. Picturedwith Ms. Riley are Mollie Anderson, Director of the Iowa Department ofPersonnel and 2002 NASPE President (center); and Hank Batty, OPM DeputyAdministrator for Programs (right).


watch the video and answer“yes” to each question on thechecklist, indicating a willingnessto perform each task under thecircumstances described, beforebeing allowed to take the writ-ten examination for CSO.

Both the video and check-list were implemented July 15,2002, at all OPM testing sites.Applicants watch the realisticjob preview and then fill out thewillingness checklist beforecontinuing to the next step inthe selection process. If appli-cants are still comfortable withthe requirements of the job af-ter completing the realistic jobpreviews, they are allowed tocontinue with the testing pro-cess.

Personnel AssessmentTeam members reviewed 275requests for recruitment to en-sure that an appropriate selec-tion device was assigned to eachregister. Also, Team membersreviewed revisions to 63 JobFamily Descriptors to ensure ap-propriate knowledge, skills, andabilities were incorporated.

In addition, Team mem-bers:• Provided professional support

in the administration of theMentor Executive selectionprocess;

• Continued an extensive jobanalysis and development ofa new written test for Correc-tional Security Officer;

• Provided assistance to the

Tourism and Recreation De-partment in developing in-ternal guidelines for use of theHogan Personality Inventory;and

• Made numerous presentationson the Productivity En-hancement Program (PEP),the Performance Manage-ment Process (PMP), andstructured interviewing atagency conferences, supervi-sor meetings, and in HRDScourses.

The most ambitious under-taking for members of the Per-sonnel Assessment Team wasthe implementation of a com-puterized test development, ad-ministration, and scoring systemfor use with Merit System test-

On March 28, 2003, the Personnel Assessment Teamhosted a retirement reception for Joe Davenport whoretired after 34 years of service to the state of Oklahoma.Mr. Davenport began his career with OPM (then the StatePersonnel Board) in 1969, as a personnel generalist. Hewas Director of OPM’s Personnel Assessment Divisionfrom 1996 until 2002. In June 1977, Mr. Davenport hireda young woman named Mary Copeland as aClassification/Examination Analyst I. We know Ms.Copeland now as Oklahoma Lt. Governor MaryFal l in. The Lt. Governor was a special guest at Mr.Davenport’s retirement reception on March 28.

Former Personnel Assessment Teammember Brett Sharp , now a professorat the University of Central Oklahoma,presented the Distinguished PublicService Award of the OklahomaChapter of the American Society forPublic Administration to J o eDavenpor t during his retirementreception on March 28.


ing for state jobs. The new sys-tem, known as “ICE” (IntegratedComputerized Examination sys-tem), was delivered to OPM inDecember 2002 after monthsof Personnel Assessment staffcoding existing tests for importinto the system by the vendorRaytheon Technical ServicesCompany. On January 10,2003, ICE went live at OPMwith the Social Services Special-ist test as the first to be released.More tests continued to be re-leased in the new system afterbeing reformatted and reviewedfor quality assurance. At the endof FY 03, approximately 90 per-cent of all test administrationsat OPM were being given in ICE.Those applicants taking a test inICE are able to get the results ofthe test immediately upon

completion of the test. Further-more, applicants earning passingscores have their names placedon the applicable registers thesame day, and many timeswithin minutes of completingthe test.

The Personnel AssessmentTeam also conducted the firstannual audit of agencies’ use ofthe Performance ManagementProcess (PMP) in FY 03. TheOklahoma Personnel Act re-quires the OPM Administratorto conduct an annual randomaudit of state agencies for com-pliance with the state’s perfor-mance management system.OPM requested a randomsample of PMPs from 31 Merit

System and non-Merit Systemagencies for the audit. Of those31 agencies, 22 were found to besubstantially in compliance withthe statutory requirements foremployee service ratings. Threeagencies had not implementedPMP at all. Six agencies had notfully implemented PMP, withless than 60 percent of the cov-ered employees in the randomsample having two completedPMPs. Audit reports were pro-vided to each agency’s Appoint-ing Authority. A summary ofthe results was provided to theGovernor, Senate President ProTempore, and Speaker of theHouse of Representatives. Mem-bers of the Personnel Assess-

The first applicant to take a Merit System exam using theICE System was Jenny Elliott. Ms. Elliott took the examfor Administrative Technician and pronounced the ICEsystem “very easy to use.”

On September 16, 2002, representatives from the RaytheonTechnical Services Company met with members of the OPMTeam, as well as CareerTech staff to discuss the new ICEcomputerized test development, administration, and scoringsystem. Pictured (l to r) are Sandy Gazdyszyn, Raytheon;Brent Funck, Raytheon; Connie Duett, Raytheon; DebbieDoty , Mid-America Technology Center, Wayne; NatashaRiley, OPM; Shirley Wood, Pontotoc Technology Center,Ada; Hank Batty, OPM; and Mary Lou Cooke, CentralTechnology Center, Sapulpa.

ICE


During FY 03, in an effort to encourage participation in PEP, members of thePersonnel Assessment Team staffed a booth at the 2003 Quality OklahomaTeam Day, prepared a PowerPoint presentation that is featured on the OPMWebsite, and provided information to participants in the Human ResourceDevelopment Services Awards and Recognition class. Pictured (l to r) arePersonnel Assessment Team members Juan Benavidez and Lance Cullen.

On December 20, 2002, Personnel Assessment Team member Lance Cullen(right) was named OPM’s Employee of the Year in the Advisor category. OPM’sEmployee Recognition Awards are divided into three categories: (1) the AdvisorAward goes to an employee acting as liaison between OPM and agency HRofficials; (2) the Affiliate Award goes to an employee supporting agency liaisonsand their functions; and (3) the Associate Award is presented to an employeesupporting all divisions of OPM. Each Employee of the Year receives a plaque anda $100 cash equivalent award. Pictured with Mr. Cullen is Joyce Smith, HumanResource Development Services, who served as chair of OPM’s EmployeeRecognition Committee in FY 03.

ment Division met with repre-sentatives from nine agenciesregarding PMP. Those agenciesnot in compliance have takensteps to correct their deficien-cies.

PEPMembers of the Personnel

Assessment Team provide staffsupport to the Productivity En-hancement Program (PEP).Through PEP, state agenciesmay present cash and non-cashincentive awards to state em-ployees for ideas, programs, andprojects that result in increasedproductivity, cost curtailment,revenue generation, or im-proved safety, efficiency, mo-rale, or better services. Up to$10,000 may be given forimplemented ideas that savemoney or generate revenue.

Personnel Assessment DirectorNatasha R i l ey shares informationwith participants in the CertifiedPersonnel Professionals training courseon job analysis, selection, performanceappraisal systems, and the ProductivityEnhancement Program.


Equal Opportunity andWorkforce Diversity

During FY 03, the work ofthe Office of Equal Opportunityand Workforce Diversity(EOWD) related to Equal Em-ployment Opportunity, affir-mative action, and the investi-gation of complaints of dis-crimination. Team memberscontinued to provide staff sup-port to the Affirmative ActionReview Council, Governor’s Ad-visory Council on Asian-American Affairs, Governor’sAdvisory Council on Latin-American and Hispanic Affairs,the Martin Luther King, Jr. Me-morial Commission, and theOklahoma Commission on theStatus of Women.

During FY 03, EOWD Teammembers included B r e n d aT h o r n t o n, Director; A n n

Craven, administrative assistant (until November2002, when she moved to the Management Ser-vices Department, and subsequently to the Officeof Communications in January 2003); L indaWilliamson, administrative assistant; and WilliamFranklin, consultant.

OPM ended Mr. Franklin’s temporary appoint-ment on January 17, 2003, due to the agency’sbudgetary shortfall.

During FY 03, the Equal Opportunity and Workforce DiversityTeam included (l to r) L inda Wil l iamson and B rendaThornton.

Governor Frank Keating (center) delivered the keynote address at the firstannual Oklahoma Issues Summit, hosted by the Governor’s Advisory Council onLatin-American and Hispanic Affairs. The Summit, which was held October 17,2002, attracted representatives from state and community agencies, schooldistricts, volunteer organizations, and the general public. EOWD provides staffsupport to the council. Pictured with Governor Keating are (l to r) MatthewMollman, Governor’s Advisory Council on Latin-American and Hispanic Affairs,and chair of the Summit Planning Committee; Yolanda Charney, Governor’sAdvisory Council on Latin-American and Hispanic Affairs; Governor FrankKeating ; Oscar Quiroga, Governor’s Advisory Council on Latin-American

and Hispanic Affairs; Juanita Salazar Lamb, chair, Governor’sAdvisory Council on Latin-American and Hispanic Affairs; JerryOrellana , Governor’s Advisory Council on Latin-American andHispanic Affairs; and Oscar B. Jackson, Jr., OPM Admin-istrator and Cabinet Secretary of Human Resources andAdministration.


The All New Oklahoma State Government EEO/AA Status Report received aGovernor’s Commendation Award and a Certificate of Recognition duringQuality Oklahoma Team Day 2003 at the state Capitol in May 2003. The project,created by OPM staff members, was one of 34 projects submitted for considerationand 37 exhibited on Team Day. Awards were presented during ceremonies held inthe state House Chambers.Projects were evaluated based on uniqueness or originality; use of Qualityprocesses, methods or tools; and measurable results. The goals and objectives ofthe OPM project were to utilize today’s technology to find a smarter, faster, andless expensive means of creating, producing, and distributing the annual OklahomaState Government Equal Employment Opportunity/Affirmative Action StatusReport and to meet the mandatory deadline established by law. Previously, thereport was calculated manually, taking months to input and correct, and several“man-hours” to complete. The report is now put onto a spreadsheet thatautomatically performs the mathematical procedures, identifies mistakes, andcreates the cumulative statewide statistical document, thus cutting down ontime and “man-hours” to complete. The complete report is also placed on-linefor anyone to access, thereby costing OPM nothing to distribute it.Members of the Project Team included Brenda Thornton and Ann Craven,

Office of Equal Opportunity and WorkforceDiversity; Cynthia Clegg, former DeputyAdministrator for Programs; Cynthia Kyle,Financial Management Services (FMS);Marcia Alexander, FMS; Jose Posa , FMS;Dayna Petete, Office of Communications;Grayson Bedwel l, Human Resource De-velopment Services; and Gabe Marler andR a n d y P e t e r , Information TechnologyServices.

Jim Bratkovich, Office of State Finance, wasEOWD’s nominee for 2003 Public ServiceRecognition Week HR Hero . He wasrecognized by Oscar B. Jackson, Jr., OPMAdministrator and Cabinet Secretary of HumanResources and Administration, and HankB a t t y , OPM Deputy Administrator forPrograms.

Affirmative Action/Equal Employment

OpportunityEqual Opportunity and

Workforce Diversity (EOWD)Team members provide servicesthat support the developmentand continuance of a diversestate workforce. In 1984, theLegislature enacted House Bill1681, the first Oklahoma law re-quiring state agencies to prepareAffirmative Action Plans(AAPs). This legislation also re-quired OPM to report annuallyon the progress made by gov-ernmental entities in the area ofaffirmative action, including thestatus of the recruitment ofwomen, men, and minoritieswithin EEO job categories.

Subsequent legislation gavethe OPM Administrator the re-sponsibility for implementingthe state’s affirmative actionpolicies and for ensuring EqualEmployment Opportunity instate government, and madeagency Appointing Authorities


EOWD Team member Ann Craven (right) was chosen OPMEmployee of the Quarter in September 2002. Pictured with Ms. Cravenis Joyce Smith, who served as chair of OPM’s Employee RecognitionCommittee in FY 03. Also during FY 03, Ms. Craven worked in OPM’sManagement Services Department and the Office of Communications.

EOWD Director Brenda Thornton and consultant William Franklin at ameeting of the Affirmative Action Review Council.

responsible for affirmative ac-tion efforts and progress by re-quiring each agency to submitan AAP to OPM annually.

The Administrator has as-signed to EOWD the responsi-bility for reviewing AAPs to en-sure their compliance with theOklahoma Personnel Act andthe Merit Rules, and for report-ing the results of its review tothe Affirmative Action ReviewCouncil (AARC), which alsoreviews AAPs submitted bystate agencies. During FY 03,Team members reviewed 108AAPs.

In June 2003, EOWD Di-rector Brenda Thornton con-ducted training workshops forstate agency affirmative actionofficers.

During FY 03, EOWD againpublished its Oklahoma StateGovernment Equal Employ-ment Opportunity/AffirmativeAction Status Report on theOPM Website. The report is is-sued on an annual basis in ac-cordance with the OklahomaPersonnel Act, which mandates

that agencies, boards, commis-sions, departments, and officesof each branch of state govern-ment prepare an annual AAPand file it with OPM by Septem-ber 1 of each year. The StatusReport issued during FY 03 is thecollated data from state agencyAAPs for the reporting periodbeginning July 1, 2001, andending June 30, 2002.

Highlights from the reportindicate:• The State of Oklahoma’s

workforce consisted of34,475 employees inthe 108 reportingagencies, boards andcommissions—an in-crease of 179 state em-ployees (0.5 percent)from the 34,296 re-

ported as of June 30, 2001.• An increase of 150 minority

employees (2.3 percent) from6,651 in FY 01 to 6,801 in FY02.

• An increase in female repre-sentation of 135 employees(0.7 percent) from 18,814 inFY 01 to 18,949 in FY 02.

Through affirmative ac-tion, equal opportunity, and tar-geted minority recruitment ef-forts, state government madeproportionately greater progressin the employment of ethnicminorities and females duringFY 03.

OPM submitted a copy ofthe annual Status Report to theGovernor, Speaker of the Houseof Representatives, and PresidentPro Tempore of the Senate as


During the April 14, 2003, meeting of the Governor’s Advisory Council onLatin-American and Hispanic Affairs, Gerald Adams (far left), Governor BradHenry’s Chief of Staff, informed the Council that Governor Henry had signedExecutive Order 2003-07, which recreated the Council. Pictured with Mr.Adams are Council members (second from left to right) Guillermo Rojas;Juanita Salazar Lamb, chair; Oscar Quiroga; and Jerry Orellana .

During FY 03, Denise Edwards and Trey Davis, Oklahoma Department ofLabor, visited with members of the Governor’s Advisory Council on Latin-American and Hispanic Affairs regarding DOL materials that are printed in variouslanguages in addition to English.

required by the Oklahoma Per-sonnel Act.

DiscriminationComplaints

Investigator TrainingEOWD Team also coordi-

nates, in cooperation with theOklahoma Alliance for CivilRights, Inc., training for all in-dividuals who investigate com-plaints of employment discrimi-nation in executive branchagencies. State law requires theseindividuals to complete four daysof initial discrimination com-plaints investigator training ei-ther conducted or approved byOPM; a minimum of one inves-tigation under the guidance ofa senior Equal Employment Op-portunity (EEO) investigator;and a minimum of six hours ofclassroom instruction or 0.6Continuing Education Units(CEUs) in training each calen-

dar year, and other annual train-ing that may be announced byOPM. Persons who completeannual training must submitproof of completion that is ac-ceptable to OPM. To date, 58individuals have been certifieddiscrimination complaints in-vestigators, including 17 SeniorInvestigators and 41 Primary in-

vestigators.OPM’s partner in this train-

ing venture is the OklahomaAlliance for Civil Rights, Inc.(OACR), an organization com-posed of individuals in the pub-lic and private sectors employedin the areas of personnel, affir-mative action and/or EqualEmployment Opportunity.

Members assist and supportaffirmative action and EqualEmployment Opportunity per-sonnel by identifying recruit-ment sources; serving as a net-work for professional informa-tion and development in thearea of Equal Employment Op-portunity and affirmative ac-tion; disseminating informationto schools, organizations andagencies; and advocating forprogress in the area of EqualEmployment Opportunity.

EOWD also assisted theMartin Luther King, Jr. Coali-tion with the Martin LutherKing, Jr. Day activities on Janu-ary 20, 2003, by coordinatingthe Governor’s Bell Ringing Cer-


During FY 03, members of the Governor’s Advisory Council on Asian-American Affairs included (l to r) Vasithy Sengdara , Tinny Chang , Dr. YoshiSasaki, Dr. Rita Raman, Rex Chen, and Hung Le, Chair.

Members of the Governor’s Council on Latin-American and Hispanic Affairswelcomed Senator Bernest Cain (D-Oklahoma City) (center) to their July 1meeting. Senator Cain co-authored Senate Bill 966 (2002), which authorizes theDepartment of Public Safety to issue driver license tests in Spanish, if funds areavailable. Pictured with Senator Cain and Oscar B . Jackson, J r ., OPMAdministrator and Cabinet Secretary of Human Resources (far right) are (l to r)Chris Morriss, “Kelly Haney for Governor” campaign (Senator Haney also co-authored SB 966); Jerry Orellana , Council member; Dee S. Rao, “Kelley Haneyfor Governor” campaign; Oscar Quiroga, Council member; Juanita SalazarLamb, Council chair; Senator Cain; Guillermo Rojas, Council member;Matthew Mollman, Council member; Yolanda Charney, Council member;and Mr. Jackson.

emony at the Historical Society.Governor Brad Henry, Sena-tor Angela Monson , Mrs.Clara Luper, and Mr. Roos-evelt Milton were the speak-ers.

In addition, EOWD Direc-tor Brenda Thornton attendedthe Summit on Leading Diver-sity in Atlanta, Georgia, March24 – 27, 2003.

Governor’sAdvisory Council onLatin-American and

Hispanic AffairsGovernor Frank Keating

created the Governor’s AdvisoryCouncil on Latin-American andHispanic Affairs in 1996 by Ex-ecutive Order. The Council’s pri-mary mission is to expand op-portunities for Oklahoma His-panics in education, employ-ment, health, housing, culture,and recreation. Council mem-bers also advise the Governor onthe development and imple-mentation of policies, plans, andprograms related to the specialneeds of Hispanics. In FY 03, the

major focus of the Councilmembers was to work with theDepartment of Public Safety tooffer the driver license test inSpanish and to ensure that nolegislation was passed mandat-

ing English only in the state ofOklahoma.

On October 17, 2002, theAdvisory Council hosted the firstannual Oklahoma Issues Sum-mit. Held at the Cox BusinessCenter, the Summit attractedrepresentatives from state andcommunity agencies, schooldistricts, volunteer organiza-tions, and the general public.Topical presentations included,A General Overview of Issues andConcerns Facing Hispanicsin Oklahoma, by Pat Fennell,Executive Director of the Lat-ino Community DevelopmentAgency. Dr. Raul Font of theOklahoma City Public Schoolsspoke on Educational Views/Is-sues and Barriers, and MaríaCarlota Palacios of the Com-


During FY 03, members ofthe Oklahoma Commiss-ion on the Status ofWomen included (backrow, l to r) Ca the r ineHaynes ; Pa t Mar t in ;Kathryn Jones, secre-tary; Debbe Le f twich,chair; Bob Darcy; Rep.B a r b a r a S t a g g s; P a t -ricia Presley, vice-chair;(front row, l to r) JuanHong Fei, guest; MaryWalker ; Be rn ice Mi-t c h e l l ; S a l l y S h r e k ;C a r o l y n G a n g ; andClaudean Reynolds.

2003 Oklahoma Women’s Hall of Fame inductees (l to r) Donna Shirley,Lynn Schusterman, Esther Houser, Vicki Miles-LaGrange, and LindaMorrissey.

munity Service Council of Tulsaspoke on The Tulsa HispanicStudy and Tulsa’s Response.Robert Tobias, President of theTulsa Hispanic Chamber ofCommerce, addressed the issueof Initiating and Succeeding inBusiness. Mr. Tobias’ presenta-tion focused on how the growthof the Hispanic population con-verts to economic potential andbuying power.

Governor Frank Keatingdelivered the keynote address atthe luncheon attended by morethan 100 participants. GovernorKeating spoke on Oklahoma’sstrength through ethnic diver-sity. The afternoon concludedwith a motivational presenta-tion delivered by Ed Romo ofthe League of United LatinAmerican Citizens (LULAC)entitled, Being Hispanic and Sur-viving. The audience was givenan opportunity to ask questionsand share their concerns follow-ing each presentation.

Encouraged by the successof the FY 03 conference, the

Council formed a committee toplan the FY 04 Summit. Mem-bers of the committee are in theprocess of discussing ideas, top-ics, speakers, and workshops forthe upcoming event.

During FY 03, J u a n i t aSalazar Lamb served as chair ofthe Council and members in-cluded Yo l anda Cha rney ,Matthew Mollman , Jerry

Orellana, Guillermo Rojas,and Oscar Quiroga. JohnLopez, former vice-chair, re-signed during FY 03. The Gov-ernor appointed all members.

On April 14, 2003, Gov-ernor Brad Henry signed Ex-ecutive Order 2003-07, whichcontinued the Governor’s Ad-visory Council on Latin-Ameri-can and Hispanic Affairs. EOWD


Team members provide staffsupport to the Council.

Governor’s AdvisoryCouncil on Asian-American AffairsIn 1995, Governor Frank

Keating created the Governor’sAdvisory Council on Asian-American Affairs by ExecutiveOrder. The mission of the Coun-cil is to provide advice and assis-tance to the Governor on policyissues related to the arts, eco-nomic development, health andhuman services, human re-sources, education, and otherissues affecting the Asian-American population of Okla-homa.

The Council is made up often representatives of the state’sAsian-American communitywho are appointed by the Gov-ernor. The Governor may des-ignate additional members ofthe Council from the Healthand Human Services, Safety andSecurity, Human Resources,Administration, and EducationCabinet areas to serve in a non-voting ex officio capacity.

During FY 03, Hung Leserved as chair of the Council.

Members included T i n n yChang, Rex Chen , C h i n hHuynh, Dr. Kyung-WhanMin, M.D., Dr. Rita Raman,M.D., Dr. Yoshi Sasaki, Vas-ithy Sengdara, and PaulusTangdang.

On April 14, 2003, Gov-ernor Brad Henry signed Ex-ecutive Order 2003-07, whichcontinued the Governor’s Ad-visory Council on Asian-American Affairs. EOWD Teammembers provide staff supportto the Council.

OklahomaCommission on the

Status of WomenThe Oklahoma Legislature

created the Oklahoma Com-mission on the Status ofWomen in 1994 to:• Act as an advisory entity on

equity issues relating to gen-der bias; monitor legislationto determine whether it is dis-criminatory toward one gen-der or the other;

• Act as a resource and a clear-inghouse for research on is-sues related to women andgender bias;

• Report annually to the Gov-

ernor, President Pro Temporeof the Senate, and Speaker ofthe House of Representativesregarding its activities; and

• Make recommendations con-cerning needed legislation orregulatory changes relating toequity and gender bias.

The Commission consists of30 members who serve stag-gered five-year terms; ten mem-bers are appointed by the Gov-ernor, ten by the President ProTempore, and ten by theSpeaker.

Members of the Legislaturepassed and Governor Keatingsigned legislation facilitating thetransfer of staff support respon-sibility from the Office of theSecretary of State to OPM dur-ing the 2002 legislative session.This legislation became effectiveJuly 1, 2002.

Five new members of theOklahoma Women’s Hall ofFame were inducted during aceremony held March 27, 2003,at the State Capitol: Es therHouser, Oklahoma City; JudgeVicki Miles-LaGrange, Okla-homa City; Judge Linda Mor-rissey , Tulsa; Lynn Schus-terman, Tulsa; and Donna L.Shirley, Norman. Lt. Gover-nor Mary Fallin hosted theinduction ceremony. The Okla-homa Women’s Hall of Fame,which was created in 1982 byGovernor George Nigh, issponsored by the OklahomaCommission on the Status ofWomen.

During FY 03, EOWD Team membersincluded (l to r) Ann Craven, BrendaThornton, and William Franklin.


As OPM’s Chief FinancialOfficer and Associate Admin-istrator for Financial Manage-ment Services, Marilyn Cappsleads a department that providesa variety of diverse support ser-vices to OPM management andstaff including budget, fiscal re-ports, procurement, invento-ries, accounts receivable andpayable, and agency human re-source services including payrolland benefits administration.

Financial Management Ser-vices (FMS) Team memberssupport the agency by provid-ing reception, mailroom,graphic, and copying services;records management and pub-lications clearinghouse support;telecommunications and net-working services; and mainte-nance of the agency’s intranet,OPMnet.

In addition to the supportprovided to OPM departmentsduring FY 03, Financial Man-agement Services Team mem-bers spent numerous hours insupport of the statewide CORE

project in both the AccountsPayable and Purchasing areas byparticipating in testing phases ofthe PeopleSoft product.

During FY 03, Team mem-bers included Marilyn Capps,Grayson Roulston, YvetteTalley, Cyndy Kyle, LaTishaEdwards , Marsha Reeder ,Pearl Barnes, Marcia Alexan-der, T.V. Muralidharan, LeeArdrey, Debbie Tingler, JosePosa, Steven Snyder, JohnSch l i ch t ing , Frank Fr ie l ,Mark Winn, and C y n t h i aWilliamson.

Accounting andReporting

The Accounting and Re-porting Team prepares and dis-tributes monthly financialstatements to ManagementTeam members as a tool tomanage their fiscal responsibili-ties. Generally Accepted Ac-counting Principle (GAAP) Re-

Financial Management Services

During FY 03, members of the Financial Management Services Team included(l to r) Marilyn Capps, Marsha Reeder, Cynthia Williamson, Mark Winn,LaTisha Edwards, Frank Friel, Yvette Talley, Steven Snyder, Cyndy Kyle,John Schlichting , Marcia Alexander, Jose Posa , T.V. Muralidharan,Grayson Roulston, and Pearl Barnes.

FMS Team member LeeArdrey retired in Sep-tember 2002 after over20 years of service withthe state of Oklahoma. InJuly 2002, she was pre-sented with a 20-yearlongevity certificate andpin.

Former OPM Team member M.M.Sundram (right photo) joinedcurrent OPM Team members insaying a fond farewell to Ms. Ardreyin September 2002.


ports are prepared at fiscal yearend for inclusion in the state ofOklahoma Comprehensive An-nual Financial Report (CAFR).

Team members manageagency accounts receivable, pre-paring quarterly billings to MeritSystem agencies based on theaverage number of classifiedemployees each agency em-ployed during the quarter andOPM’s cost to operate duringthe same quarter. The VoluntaryPayroll Deduction billing is pre-pared on a monthly basis and isbased on an administrative fee oftwo percent of gross annual in-surance premiums and one per-cent of gross annual retirementplans payments. Receipts fromboth of these billings are depos-ited into the state of Okla-homa’s General Revenue Fund.

Accounts payable activitiesmanagement, including pay-ment of travel and miscella-neous claims and payroll claimfunding, are the responsibility of

the Accounting and Re-porting Team. During FY03, Team members pro-cessed 1,300 miscella-neous and travel claimsand 94 payroll claims.

Supply and fixed as-sets inventory manage-ment is managed byconducting an annualphysical inventory ofboth types of assets inorder to have an accurateaccounting for GAAPreporting, as well as theimproved accountability

of assets. Departmental supplyusage reports are prepared to as-sist in further identifying pro-gram costs, provide better ac-countability, and to maintainan adequate supply of stock onhand for commonly used items.

AuditIn January 2003, OPM was

notified by the Department ofCentral Services, Central Pur-

chasing Division Audit Team, oftheir intent to conduct a reviewof OPM’s FY 02 acquisitionspursuant to state law. Therecords reviewed included solesource/sole brand, professionalservices contracts, high technol-ogy acquisitions, intergovern-mental agreements, statewidecontract releases including StateUse, non-encumbered con-tracts, open market acquisitions,change orders, authority orders,and surplus property disposals.Based on the review performedand the procedures and conclu-sions made by the Audit Team,OPM was found to be “materi-ally in compliance” with theOklahoma Central PurchasingAct, rules promulgated by DCS,and the provisions of the StateUse Committee and OPM’s in-ternal purchasing procedures,and there were “no reportablefindings” noted during the re-view.

BudgetOPM’s final FY 03 Budget

Work Program was $5,357,904.

FMS Team members (l to r)Y v e t t e T a l l e y and J o s ePosa .

FMS Team members (l to r) Marsha Reeder and LaTisha Edwards.


In accordance with the Okla-homa Personnel Act, Merit Sys-tem agencies provide 96 percentof OPM’s funding. The remain-ing four percent funding was de-rived from revolving funds madeup of fees charged to other stateagencies for participation in theCertified Public Manager Pro-gram and other specializedtraining provided for state em-ployees, and reimbursementfrom the Employees BenefitsCouncil for programming sup-port services provided by OPM’sInformation Technology Ser-vices Department.

Network ManagementServices

Network Management Ser-vices (NMS) provides compre-hensive support for the agency’snetworked computing needsand strives to maintain a mod-ern, secure, and efficient data-center that provides transparentaccess to agency network re-sources. NMS maintains and

supports common desk-top work stations andoperating systems foragency users along withend-user applicationsupport and basicMicrosoft Windows useskills training.

During FY 03, NMSinvested a great deal oftime and expertisein support of the Inte-grated ComputerizedExamination (ICE)Merit System applicant

testing software, and was in-volved in the CORE project byproviding technical assistance forrequired hardware and softwarerelated to agency staff training.

HR, Payroll, andBenefits

The Human Resources,Payroll, and Benefits Team is re-sponsible for internal personnelservices for all OPM employees,including development ofagency personnel policies, pro-

cessing of personnel transac-tions, leave accounting, payroll,benefits, grievance manage-ment, safety, workers compen-sation, Americans With Dis-abilities Act. Human Resources,Payroll, and Benefits Teammembers prepared OPM’s Affir-mative Action Plan for 2002,which was presented to and ap-proved by the Affirmative Ac-tion Review Council on No-vember 13, 2002. During FY 03,Human Resources, Payroll, andBenefits Team member CynthiaWilliamson was chair of OPM’sCharitable Contribution Cam-paign Committee.

During FY 03, FMS Teammembers processed all em-ployee benefits changes duringthe annual open enrollmentperiod, as well as assisted em-ployees with new enrollmentsand changes during the remain-der of the year.

Due to the state’s budgetsituation, it was necessary forOPM to implement a reduc-tion-in-force plan, in consulta-tion with the Human Resources,Payroll, and Benefits Team, on

FMS Team members (l to r)Jose Posa , John Schlich-ting , and Mark Winn.

FMS Team members(l to r) G r a y s o nRoulston and Deb-bie Tingler.


two occasions during the fiscalyear.

Purchasing andSupport ServicesPurchasing and Support

Services Team members greetagency visitors on a daily basis,both in person and on the tele-phone, and may be the onlycontact the general public andother state agency personnelever have with this agency. Dur-ing FY 03, the administrativereceptionist handled more than28,000 telephone calls andfaxes.

Team members offer copy-ing, graphic, and mailing servicesfor all OPM departments. Dur-ing FY 03, Team members pro-duced approximately 1.5 millioncopies, with a large portion re-sulting in training manuals andmaterials used in Human Re-source Development Services

workshops. In addition, OPMspent $28,000 in postage dur-ing the year to mail in excess of100,000 letters to applicantsand other miscellaneous business

In March 2003, FMS Team member LaTisha Edwards marked 15 years of servicewith the state of Oklahoma. Hank Batty, OPM Deputy Administrator forPrograms, presented Ms. Edwards with her longevity pin and certificate duringthe OPM Team meeting on March 14.

correspondence, and the graphicartist completed approximately500 projects for various agencydepartments.

During FY 03, FMS Teammembers executed over 400purchase orders and contracts toprovide OPM staff with routinegoods and services, as well as forHRDS instructors to facilitatetraining for employees state-wide, and a new electronic test-ing system for Applicant Ser-vices.

OPMnet, OPM’s intranet,was launched during FY 03 andprovides employees with a con-venient method for obtaininginformation and tools necessaryfor conducting day-to-daybusiness. Agency policies andprocedures, along with formsand information about depart-ments are available for employ-ees through OPMnet.

FMS Team member Marcia Alexander (center) was named OPM Employee ofthe Quarter in April 2003. Pictured with Ms. Alexander are Oscar B. Jackson,Jr ., OPM Administrator and Cabinet Secretary of Human Resources andAdministration (l) and FMS Team member LaTisha Edwards (r), who served aschair of the OPM Employee Recognition Committee during FY 03.


FMS Team members (l to r) Marcia Alexander, Cyndy Kyle, and TV Mura-lidharan.

On June 27, 2003, OPM said goodbye to two longtimeFMS Team members, Grayson Rouls ton (right) andYvette Talley (above) who retired from state service.

The Purchasing and SupportServices Team also administersthe state Voluntary Payroll De-duction (VPD) Programthrough which employees mayhave employee association dues;credit union payments; supple-mental life, accident and healthinsurance premiums; supple-mental retirement plan pay-ments; insurance premiums forlegal services; college savings planpayments; and Oklahoma To-day magazine subscription fees,automatically deducted fromtheir paychecks.

State law prescribes the re-quirements that associations,credit unions, insurance compa-nies, and the Oklahoma CollegeSavings Plan must meet to par-ticipate in the VPD program.During FY 03, 17 credit unions,

three employee associations, andnine insurance billing units par-ticipated in the state VPD pro-gram.

During FY 03, FMS Teammember LaT i sha Edwardsserved as chair of OPM’s Em-ployee Recognition Committee.


Human ResourceDevelopment Services

Members of the HumanResource Development Services(HRDS) Team provide profes-sional development and train-ing services to state employeesin order to improve the qualityof the state workforce. DuringFY 03, Larry Fisher served asOPM Assistant Administratorfor HRDS.

During FY 03, Team mem-bers included Larry Fisher, LeeHayden, Shelley Wise, Car-rie Rohr, Joyce Smith, Gray-son Bedwell, Michelle Boren,Shelly Edwards, Sara Wilson,and Tauheedah Raheem. LeeHayden retired from state ser-vice on March 31, 2003 (andreturned to work as a temporaryemployee in May), Larry Fisherretired on April 30, 2003, and

During FY 03, HRDS Team members included (l to r) Larry Fisher, GraysonBedwell, Joyce Smith, Lee Hayden, Shelley Wise , Carrie Rohr, and Tau-heedah Raheem.

Shelley Wise retired on June30, 2003. HRDS Team mem-ber Carrie Rohr was detailed tospecial duty as HRDS ActingDirector on April 30.

FY 03 was a busy year forthe HRDS Team who hostedwith 419 days of training for7,528 participants. Currently,the HRDS team offers more than65 courses covering the range ofmanagement topics. The Fall2002 training semester beganSeptember 10, 2002, and theSpring 2003 semester beganMarch 5, 2003.

In addition to HRDS train-ing, OPM, in cooperation withthe Department of Central Ser-vices, the Office of State Fi-nance, and MAXIMUS, con-ducted and/or coordinated 148sessions of CORE Oklahoma/PeopleSoft Training duringSpring 2003. Approximately2,110 state agency participantscompleted the CORE Okla-homa/PeopleSoft training thatwas offered.

Larry Fisher, OPM Assistant Administrator for Human Resource DevelopmentServices, retired from state service on April 30, 2003. Mr. Fisher began hiscareer at the University of Oklahoma in the 1960s, and joined the OPM staff in1984. Pictured with Mr. Fisher is Paul Wilson. He and Mr. Fisher met in 1972while doing work for the University of Oklahoma Postal Training Center.


Training andDevelopment

During FY 03, members ofthe HRDS team:• Provided strategic planning

facilitation support and con-sultants to state agencies.

• Participated in the trainingfunction of the CORE Okla-homa project and helped co-ordinate the training of stateemployees in the new inte-grated human resources, pur-chasing, and payroll softwarepackage.

• Continued partnerships withthe Interagency TrainingCouncil of the OklahomaCity Federal Executive Boardand the Oklahoma State Uni-versity Cooperative Partner-ship, which provides execu-tive-level training to stateemployees at discountedrates.

The HRDS Team also ad-ministers the state’s MandatorySupervisory Training Programfor executive branch agencies.The Oklahoma Personnel Actrequires employees appointed tosupervisory positions to com-plete 24 hours of training within12 months of assuming a super-

visory position, and 12 hours of training eachyear thereafter.

In FY 03, HRDS Team members reportedthat over 86 percent of state agency manag-ers and supervisors fully met the mandatorysupervisory training requirement for calendaryear 2002, and another seven percent partially

met the requirement.

Certified Public Manager ProgramIn 1986, OPM Administrator Jim Thomas created the Certi-

fied Public Manager (CPM) Program as a comprehensive man-agement training program for state employees. Since its incep-tion, over 760 state employees have participated in the program.The CPM Program has been honored by the Council of State Gov-ernments as an exemplary state management program. During FY03, 288 employees from 49 state agencies, boards, and commis-

sions, as well as the city of Okla-homa City, were enrolled in theCPM program. OPM conducted170 sessions of CPM requiredcourses, administered 109 tests,and approved 120 projects.

Senator Ca l Hobson,President Pro Tempore of theOklahoma State Senate, gavethe keynote address at the 15thAnnual CPM Graduation Cer-emony in September 2002,during which 32 candidates rep-resenting 16 state agencies re-ceived the CPM designation.During the graduation cer-emony, E d w a r d M a n u a l,Oklahoma Employment Secu-rity Commission, was namedwinner of the Gerald D. WilkinsGood Work! Award for his

project, “American Legion National Commission Awards ProgramNominations.” Edward was this year’s nominee for the AskewAward given by the American Academy of Certified Public Man-agers. The Askew Award is presented to the author of the out-

During FY 03, 19 contract facilitators were approved asfacilitators for strategic planning assistance. Pictured(l to r) are Jauna Head, OSF; Susan Ferguson, JuliaTeska, Mary Jo Major, Vic Jackson, Ken King ,contract instructors; Joyce Smith, OPM; and LarryFisher, OPM.

The 2001 Good Work! Awardrecipient Carol Puckett, OklahomaTax Commission, presented the GoodWork! Award plaque to the 2002winner, E d w a r d M a n u e l of theOklahoma Employment SecurityCommission during the 2002 CPMgraduation held in September.


Administrative LawAdvanced Creative Problem SolvingAffirmative Action Plan Training (EEO/Workforce Diversity)Applied LeadershipAwards and RecognitionsCertified Personnel Professional TrainingChallenges of SupervisionChange ManagementCivil Rights: At the Crossroads (EEO/Workforce Diversity)Conducting Effective Group MeetingsCPM Executive Development SeminarCPM OrientationDelegation and ControlDeveloping Creative Problem Solving SkillsDeveloping Effective Negotiating SkillsDisability Awareness (Office of Handicapped Concerns)Effective Communication In ManagementEffective Stress ManagementEffective Time Management TechniquesEthics In Public ManagementEveryday CreativityFacilitation Skills

372864

1841642897

1089

141472

101106

65203123201915442

1322341

189231162134194261306174180

12

Total DaysTitle of Course Total ParticipantsFY 03 Human Resource Development Services Courses

Robert Shepherd , a 36-yearstate employee of the Office ofState Finance (OSF), was namedthe 2002 CPM Manager of theYear. The award was presentedat the annual OklahomaSociety of Certified PublicManagers (OSCPM) AwardsBanquet, December 13, 2002.Pictured (l to r) are Car r i eRohr, OPM CPM Coordinator;Larry Fisher, OPM AssistantAdministrator for HRDS;R o b e r t S h e p h e r d , CPMManager of the Year, OSF; andH a n k B a t t y, OPM DeputyAdministrator for Programs.


Title of Course Total Days Total ParticipantsGender Games In ManagementHow to Conduct On-the-Job TrainingLateral Thinking for SupervisorsLegislative ProcessListening Skills for ManagersManagement 2000Managing ConflictManaging Diversity In the WorkplaceManaging the Grievance ProcessManaging the Troubled Employee Through the EAP ProcessMediation Skills for Personnel Supervisors (Supreme Court)Motivating for PerformanceNew Approaches to DevelopmentOMPC Appeals ProcessOne Minute ManagerOPHRA Training Seminars (2002 - 2003)Performance Management Process (PMP)Performance MeasurementPersonnel Law Video FestivalPersonnel Policies and PracticesPlanning Skills for ManagersPolicy AnalysisPresentation SkillsProgram EvaluationProgressive DisciplinePublic Speaking and Effective PresentationsQuality Oklahoma ProcessesQuality ToolsSafety ManagementStrategies for Improving CommunicationStructured Interview ProcessSupervising Under PressureSupervision for New Supervisors—Phase 1Supervision for New Supervisors—Phase 2Systems ManagementTeam BuildingViolence In the Workplace

77696895324

1016384

13247234382444

14718426

12

12113693

170100

422198746292719114649

18853

3673675

14550824069

22524352189

156146

41014326

144233


Workplace 2002/2003Workplace EnergyWorkplace Sexual Harassment & DiscriminationWorld TrendsWriting Effective Letters, Memos, and ReportsWriting Skills for ManagersTotals: 65 courses

Title of Course Total Days Total Participants12511746

419

109110236150

19152

7,528

During FY 03, HRDS Team member Joyce Smith and Management ServicesTeam member James Perez attended the Georgia Merit System’s Second AnnualWorkforce Planning and Development Conference in Atlanta, July 31 – August2, 2002.

In May 2003, Debbie Smith, ChiefTechnology Officer and DeputyDivision Administrator of theDepartment of Human Services DataServices Department, was electedPresident-Elect of the AmericanAcademy of Certified Public Managers(AACPM). Ms. Smith has been anOklahoma state employee for 32years. She graduated from Oklahoma’sCertified Public Manager Program in1991. She will begin her term asPresident-Elect on January 1, 2004.

standing project in each accred-ited state. Two hundred andninety participants have gradu-ated from the CPM Programsince its inception.

More then 300 govern-ment managers and supervisorsattended the Oklahoma Societyof Certified Public Manager’s13th Annual Educational Con-ference on September 6, 2002.

Speakers included Tom Terez,author of 22 Keys to Creating aMeaningful Workplace; J imRiley, former OU and MiamiDolphins football player;Mickey Doll, former US Mar-shal; Dr. Lee Manzer, Okla-homa State University; T i mTall Chief, State Department ofHealth; and Dr. Mary AnnBauman. The audience was de-lighted as former GovernorGeorge Nigh shared histhoughts on life after the Gov-ernor’s office, during his lun-cheon speech.

The CPM Program is de-signed to improve services pro-

vided by state government toOklahoma citizens. Participantsin the Program enhance man-agement skills through semi-nars, examinations, and job-re-lated projects. Graduates offerimproved resources to theiragencies and to the state. CPM’slong-range goal is to help agen-cies identify and develop theskills of state government’s fu-ture leaders.

The CPM Program is athree-level program consistingof 237 required classroom hoursand 63 elective classroom hours:Level I—Basic Supervisory Skills,75 classroom hours; Level II—


Larry Fisher, OPM AssistantAdministrator for HumanResource Development Ser-vices, signed his last CPMcertificate shortly before heretired from state service inApril 2003.

Former Governor George Nigh (l)shared his thoughts on life after theGovernor’s office during the September2002 OSCPM Annual EducationalConference, and author Tom Terez(below) talked about 22 Keys toCreating a Meaningful Workplace.

Middle Management Skills, 84classroom hours; Level III—Ad-vanced Management Skills, 78classroom hours.

In addition, candidatesmust complete four exams andfour work-related projects. EachOctober, HRDS conducts afour-day Executive Develop-ment Seminar for CPM partici-pants. The Executive Develop-ment Seminar is the capstoneassignment in the CPM curricu-lum. It duplicates the high de-mand for flexibility and multi-tasking in today’s workplace andits increasing reliance on prob-lem-solving groups.

Participants must applytheir CPM coursework and lead-

ership skills to complete a taskforce report under deadline. Inaddition, each participant is re-quired to attend the mainspeaker sessions.

Graduation from the pro-gram substitutes for one year ofprofessional experience in busi-ness or public administration inmany Merit System job familiesthat require such experience aspart of the minimum qualifica-

tions. With agency approval, in-dividuals receiving the certifica-tion may be eligible for skill-based pay.

The American Council ofEducation (ACE) has approvedthe Oklahoma CPM Programfor up to 15 hours of upper-di-vision baccalaureate credit or upto nine hours of graduate creditin the areas of Public Adminis-tration, Management, or Hu-man Relations. Oklahoma statecolleges and universities have ac-cepted the ACE recommenda-tions. To date, 43 CPM gradu-ates have taken advantage of thisbenefit.

During FY 03, CPM Coor-dinator Carrie Rohr served aschair of the accreditation teamfor the Idaho CPM Program.During her site visit to Idaho inJanuary 2003, Ms. Rohr inter-viewed advisory board members,CPM candidates, agency direc-tors, and instructors. The reviewis a requirement for accredita-tion by the National CertifiedPublic Manager Consortium.Once a state receives initial ac-creditation, programs are re-evaluated every five years to en-sure consortium requirementsare met.

Quality OklahomaQuality Oklahoma contin-

ues to train employees and en-courage the use of Total Qual-ity Management, facilitationskills, and recognizing andawarding employees. Addition-ally, Quality Oklahoma spon-sors an annual Team Day at thestate capitol and the State em-ployees Having an Active Role


AgencyABLE CommissionAccountancy BoardAdvancement of Science & TechnologyAgricultureArchitects BoardAuditor & InspectorCentral ServicesCity of Oklahoma CityCivil Emergency ManagementCommerceCommission on Children and YouthCompSource OklahomaConservation CommissionCorporation CommissionCorrectionsCosmetology BoardCouncil on Law Enforcement TrainingDentistry BoardElection BoardEmployees Benefits CouncilEmployment Security CommissionEnvironmental QualityFinanceGroup Insurance BoardHealth Care AuthorityHealth DepartmentHistorical SocietyHorse Racing CommissionHousing Finance AuthorityHuman ServicesInsurance DepartmentBureau of InvestigationJ.D. McCarty CenterJuvenile AffairsLaborLand Office

Candidates Total Graduates202402121

01112

2102011

1070218112

68111530

2122123223030293011

0705245002

9101

0213

FY 03 Certified Public Manager Program Participants


LibrariesMedical Licensure & SupervisionMedicolegal InvestigationsMental HealthMilitary DepartmentMinesNarcotics & Dangerous Drugs ControlNursing BoardOsteopathic ExaminersPardon & Parole BoardOffice of Personnel ManagementOklahoma City/County Health DepartmentPharmacy BoardPublic Employees AssociationPublic Employees Retirement SystemPublic SafetyReal Estate CommissionRehabilitation ServicesState SenateState TreasurerTax CommissionTeacher Preparation CommissionTourismTransportationTransportation AuthorityTulsa County District AttorneyUsed Motor Vehicle & Parts CommissionVeterans AffairsWater Resources BoardTotals: 59

Agency Candidates Total Graduates0012241

0015

1021

0140

1011

1315

5311

051

288

31

0511

011

0301

0261

2001

1504

561

0140

290in Education (SHARE) Pro-gram. Support in statewide stra-tegic planning is also availablethrough the program. The in-tent of the program remains toimprove state services to Okla-homa citizens, empower deci-sion-making at the lowest level,and encourage continuous im-

provement in meeting cus-tomer requirements and systemredesign.

On May 8, 2003, 38 teamsrepresenting 20 state agenciesparticipated in Quality Okla-homa Team Day. Paula Mar-shall-Chapman, CEO of theBama Corporation and chair of

the board of directors of theOklahoma Quality AwardFoundation was the keynotespeaker. She and O s c a r B .Jackson, Jr., OPM Adminis-trator and Cabinet Secretary ofHuman Resources and Admin-istration, presented Governor’sCommendation Awards to 38


HRDS Team member Shelley Wiseretired in June 2003, after over 20 yearsof service to the state of Oklahoma andwas presented with a retirementcertificate signed by Governor BradHenry .

I-40 Bridge Over the Arkansas River,represented by W.T. Merrell, TerryR i c h e y , M a u r i c e F a u l k , P a u lGreen, Mike Adams, Cecil Davis,Travis Smith, Katy Littrell , TerrySwayze, Robert Smith, and SteveCarter, Oklahoma Depart-ment ofTransportation, won the Extra MileAward during the 2003 QualityOklahoma Team Day held May 8 atthe state Capitol.

OCSE-157 Report/PerformanceMeasures, by the Child SupportEnforcement Division (CSED) of theDepartment of Human Services, wasthe recipient of the coveted 2003Quality Crown Award, presentedannually for the project bestdocumenting the use of TQMprocesses. Oklahoma’s CSED is oneof the few programs in the US to passthe first and succeeding annual auditsrequired by Congress, which resultedin receipt of more than $6 million infederal incentive funds in FY 02, withan additional $3 million expected forFY 03.

projects identified as best prac-tices. Six specialty awards, Qual-ity Crown (the highest honor),Employee Empowerment, Mo-tivating the Masses, Red TapeReduction, Going the Extra Mileand Best Booth, were also pre-sented during the awards cer-emony. FY 03 exhibits demon-strated over $23 million in costsavings and revenue generationfor the state. Since the first TeamDay in 1993, Team Day projectshave demonstrated over $263million in savings.

During FY 03, 12 OPMTeam members participated inthe State employees Having anActive Role in Education(SHARE) Program duringschool year 2002 - 2003 atMillwood Middle School. The

SHARE Program allows em-ployees to tutor students in theHelp One Student to Succeed(HOSTS) Program. OPM em-ployees may use one hour a

week of paid leave to volunteertime at the school tutoring stu-dents in reading.

During FY 03, QualityOklahoma instructors con-ducted 14 workshop sessions onthe regular HRDS calendar. TheQuality catalog includes: Qual-ity Oklahoma Problem SolvingProcess (PSP), Quality Im-provement Process (QIP),


Joyce Smith, Quality Oklahoma Coordinator (left photo), presented aplaque from the Millwood Middle School HOSTS (Help One Student to Succeed)Program to Hank Batty, OPM Deputy Administrator for Programs. Theplaque was in recognition of OPM’s support, through the SHARE Program, ofMillwood’s reading and mentoring program from 2000 through 2002. OnFebruary 14, 2003, HOSTS instructor Loma Nelson (above, far left) expressedMillwood Middle School’s appreciation to OPM Team members (second froml to r) Carrie Rohr, HRDS; Blanche Longoria , OPM State EAP; JamieCulp , Employee Selection Services; Oscar B. Jackson, Jr., OPM Administratorand Cabinet Secretary of Human Resources and Administration; and DaynaPetete, Office of Communications; for their support of the HOSTS Program.

HRDS Team member Lee Hayden retired inMarch 2003.

CPM Coordinator Carrie Rohr (standing) visits with new CPM candidatesduring the annual Program orientation.

Quality Tools, Quality Okla-homa Processes, Awards andRecognition, Facilitation Skills,and Presentation Skills.

During FY 03, QualityOklahoma Coordinator JoyceSmi th was elected 2002 -2003 chair of the Federal Ex-ecutive Board (FEB) Inter-agency Training Council (ITC).


Information Technology ServicesThe OPM Information

Technology Services (ITS) Teamprovides responsive automatedsystems services for all stateagencies in the management ofhuman resources information.

During FY 03, the ITS Teamincluded Glenda Gesell , RandyPeter, Janice Halley, LindaHelms, Linda Spivey, LindaBelinski, Gabe Marler, Bun-ny I l leperuma, RaymondWainscott, Bernie Buche-nau, Robert Clayton, SheilaOakley, Carol Pillow , Val-samma Reghunathan, La-litha Sundara-Rajan, Ther-esa Walters, Sharon Dossey,Kim Wojcak, and MarsheilaWard. Glenda Gesell serves asOPM Assistant Administratorfor Information TechnologyServices.

CORE OklahomaCORE Oklahoma is the

name of a partnership amongthe state of Oklahoma, People-Soft Inc., and Maximus to re-place the state’s current finan-cial, purchasing, human re-sources, and payroll systems. The

During FY 03, ITS Team members included (standing, l to r) Gabe Marler,Robert Clayton, Linda Helms, Bunny Illeperuma , Marsheila Ward , SheilaOakley, Theresa Walters, Randy Peter, Linda Spivey, Glenda Gesell,Bernie Buchenau, Sharon Dossey, Kim Wojcak, (seated, l to r) CarolP i l low, Janice Hal ley, L inda Be l insk i, La l i tha Sundara-Rajan, andValsamma Reghunathan.

The Employees Benefits Council’s BenefitsAdministration System (BAS) Team won theRed Tape Reduction Award during QualityOklahoma Team Day on May 8, 2003.Members of the Team included Frank Wade,P h i l l i p M o o r e , M i k e D e R o s e , G o l iDunkle, Dan Melton, Gary Grizzle, BonitaMcCoy, Mitch Parsons, and Phil Kraft ,EBC; and Glenda Gessell, OPM. Pictured areDan Melton, Frank Wade, Mitzi Bennett,Phillip Moore , Goli Dunkle, Gary Grizzle,Bonita McCoy, and Barbara Wagner.

Project Team comprises stafffrom the Department of Cen-tral Services, Office of State Fi-nance, OPM, PeopleSoft, andMaximus. During FY 03, the ITSTeam supported CORE Okla-homa by providing informationabout existing systems and cre-ating extracts of the data theycontain. In addition, ITS Teammembers Marshei la Ward,Linda Belinski, Teresa Wal-

ter s , S h e i l a O a k l e y, andLalitha Sundra-Rajan wereassigned to work on the Project.

Employees BenefitsSystem

In 1993, the Legislaturepassed and Governor DavidWalters signed Senate Bill 591,which required OPM to developand implement a system for theEmployees Benefits Council(EBC). The resulting Employ-ees Benefits System assistsagency Benefits Coordinators in


Janice Halley and Glenda Gesell, OPM In-formation Technology Services Department(below) review insurance test results on the newEmployees Benefits Council’s Web-based benefitsadministration system (BAS) with EBC staffmembers (left photo, l to r) Gary Grizzle, MikeDerose, and Goli Dunkle. The review of the datais checked to ensure that the new system willproduce the same results as the current productionsystem.

During FY 03, ITS Teammember Randy Peter (l)was presented with his 30-year longevity pin andcertificate.

the initiation and maintenanceof insurance benefits for all stateemployees. This system alsoprovides critical accountingfunctions to EBC and auto-mated eligibility information tothird party processors and ben-efit services providers.

During FY 03, the ITS Teamsupported EBC in its transitionto a new Benefits Administra-tion System (BAS), which oc-curred in October 2002. AtEBC’s request, the ITS Team hascontinued to maintain the oldsystem to preserve its employeehistory.

HRMSThe Human Resource Man-

agement System(HRMS) providesautomated man-agement of in-formation re-lated to the em-ployment of over40,000 stateemployees and the agencieswhere they work. The ITS Teamhas been maintaining the exist-ing system and at the same timeproviding large amounts of in-formation to the CORE Okla-homa project to establish thenew system.

HRDS Training SystemThis system allows the Hu-

man Resource DevelopmentServices Department toschedule courses andprovides an on-line ca-pability for agencies toenroll their employeesin these courses.

IS ServicesSupport

The InformationSystems Services Sup-

port Team handles all activitiesinvolved with the coordinationof requests for services betweenusers and operating and/or ap-plications system staff. ThisTeam is also responsible for pro-viding system training, user sup-port, preliminary user accep-tance testing, and the coordina-tion and submission of all com-puterized processes.

OK-CAREERS SystemThe Oklahoma Computer-

ized Applicant Recruitment andExamination and Employee Re-porting System (OK-CA-REERS) supports OPM’s effortto provide each Oklahomanwith a fair and equal opportu-nity for state employment byenabling OPM to provide lists ofqualified individuals to agenciesseeking to hire classified em-ployees. It also enables OPM totrack the progress of individualsthrough various stages of appli-


During FY 03, ITS Team member Janice Halley was presented with her25-year longevity pin and certificate.

During FY 03, the ITS Team wonbreakfast with Dave and Dan (center,holding a broom and a dust mop),morning on-air personalities withOklahoma City radio station KXY 96.1.

cation, testing, registration, cer-tification, and appointment.

During FY 03, OPM pur-chased the Integrated Comput-erized Examination (ICE) on-line testing software. The ITSTeam established an effectiveand efficient computer interfacebetween CAREERS and ICE.The result is that applicants maynow be on state employmentregisters within minutes ofcompleting an examination us-ing ICE.

OPM WebsiteThe ITS team provides

technical support for the main-tenance and development of theOPM Website. The OPMWebsite provides state employ-ees, agency human resourcespersonnel, and the general pub-lic with information about theservices provided by OPM.

The number of servicesavailable on OPM’s Website in-creased during FY 03, including

implementation of aShared Leave Registry.

In December 2002,members of the OPMWebsite Team, consistingof Glenda Gesell, RandyPete r , L inda He lms,Gabe Marler, ITS; andDayna Petete, Office ofCommunications; re-ceived the OPM Team of

the Year Award.

Payroll SystemThe Payroll System provides

automated and standard payrollprocesses for customer agenciesin all of Oklahoma’s 77 coun-ties.

The System is designed tosatisfy the current operating re-quirements of many related en-tities, including the seven retire-ment systems, the EmployeesBenefits Council, insurance ven-dors, financial institutions, andstate employees.

As with the Human Re-

sources Management System,the ITS Team has been provid-ing a great deal of informationto the CORE project to estab-lish the new payroll system,while simultaneously maintain-ing the existing system. The ITSTeam also made various changesto the system required by stateand federal law, including modi-fication of the payroll system toallow hourly leave accrual.

During FY 03, the PayrollSupport/Direct Deposit Unit ofthe Management Services De-partment was temporarily as-signed to ITS to perform the du-ties normally assigned to ITSTeam member Linda Belinskiwho was appointed SecurityLead for the CORE Oklahomaproject.

Periodically the ITS depart-ment publishes Payroll Matters,a newsletter designed to keepagency payroll officers informedabout developments in theAgency Payroll System.


Management ServicesMembers of the Manage-

ment Services Team are respon-sible for functions related to theclassification, compensation,transactions, and records ofMerit System employees.

The primary responsibilityof the Classification Division ofthe Management Services De-partment is to maintain an em-ployee classification system forall classified state employees andto properly allocate the posi-tions within that system. TheAgency Services Unit is part ofthe Classification Division andexists to provide assistance toagencies with their HR manage-ment needs based on the admin-istrative capacity and resourcesof those agencies.

The Compensation Divisionof the Management ServicesDepartment administers a vari-ety of compensation policies andprograms for state government.Management Services also in-cludes a Workforce Planningfunction, the purpose of whichis to develop a workforce plan-ning model that state agenciesmay use to systematically ad-

dress the state’s future workforceneeds.

During FY 03, Manage-ment Team members providedsupport for the CORE Okla-homa project by reviewing sys-tems edits, discussing issues re-lated to leave accrual, and meet-ing with agency payroll repre-sentatives to discuss implemen-tation and data capture fromcurrent OPM systems.

During FY 03, theManagement ServicesTeam included DianeHaser-Bennett, Tom

Patt, David Hays, James Per-ez, Ann Craven , DelphinePi late, Marianne Sanchez,John Bonny, Connie Hollins,Ron Thatcher, Greg Thomas,Caro lyn Wi l l i ams, DebraMartin-Barber, Everett Sla-vik, Karen Luman, SharonDossey, Kim Wojcak, ChristaDor sey , S t e f a n i L u m a n,Michele Morris, Leann Mor-row, Delois Webb, AmberHubbart , Brandi Madden ,Cyndy Kyle, Gloria Schrat-wieser , Sonja Harkey , andTim Morrow. Diane Haser-Bennett is OPM’s Assistant Ad-ministrator for ManagementServices.

Classification DivisionA primary responsibility,

assigned to Classification Teammembers to meet statutory re-quirements, involves the classi-

During FY 03, members of the Management Services Team included (standing, lto r) James Perez, Ron Thatcher, Marianne Sanchez, Debra Martin-Barber, David Hays, Everett Slavik , Delois Webb, Connie Hollins, GregThomas, Karen Luman, Tom Patt, Delphine Pilate, Sharon Dossey, KimWojcak, John Bonny , (kneeling, l to r) Carolyn Williams, Diane Haser-Bennett, and Leann Morrow.

During FY 03, ClassificationDirector D a v i d H a y s waspresented with his 15-yearlongevity certificate and pin.


fication of positions and em-ployees. This includes the clas-sification of positions in the clas-sified service through the jobaudit and position allocationprocess and monitoring the al-location of unclassified positionsto insure consistency with vari-ous authorizations to establishpositions in the unclassified ser-vice. It also includes ensuringthe proper classification of em-ployees consistent with positionallocations through reviewingand processing various person-nel transactions regarding ap-pointments, promotions, trans-fers, and other actions.

Related to this is the re-sponsibility for maintaining ajob code system for jobs in boththe classified and unclassified ser-vice of the state, which is usedby all agencies, including thosein the executive branch, legisla-tive branch, and judicial branch.Team members provide consul-tative services to agencies asneeded to assist agency staff inprocessing the numerous per-sonnel transactions allowed un-der the Merit Rules. David Haysis Director of Classification.

Activities completed by theClassification Team during FY

03 included:• Completed 364 position au-

dits;• Reviewed 8,646 personnel

transactions;• Posted 702 unclassified posi-

tion allocations;• Responded to 4,388 tele-

phone contacts from agenciesand employees;

• Issued 349 unclassified jobcodes.

Another significant ac-complishment completed in FY03 was the implementation, incoordination with other OPMTeam members, of a State LeaveSharing Registry on the OPMWebsite. The purpose of this reg-istry is to provide a means foreligible employees to be identi-fied as needing shared leave do-nations, if desired, through theOPM Website. Employees in-terested in donating leave canthen contact the employing

Classification Team members (l to r)Ron Thatcher, David Hays, Caro-l y n W i l l i a m s , G r e g T h o m a s,Connie Hollins, and John Bonny .

Classification Team members Carolyn Williams andGreg Thomas marked 15 years of state service during FY03. H a n k B a t t y , OPM Deputy Administrator forPrograms presented longevity pins and certificates to Ms.Williams and Mr. Thomas.


agency through a designatedcontact person and make thenecessary arrangements.

In January 2002, the OPMClassification Division an-nounced a new initiative to re-view all Job Family Descriptors(JFDs) adopted in November1999, as a result of the Classifi-cation and Compensation Re-form Act of 1999. During thisproject, all JFDs in selected oc-cupational groups will be re-viewed to ensure that they stillmeet the needs of user agenciesin classifying jobs and employ-ees and in recruiting applicantsfor vacant positions. During thefirst phase of the project, Janu-ary to June 2002, reviews werecompleted of the 49 JFDs in-cluded in the Corrections andCustody, Travel, Tourism andRecreation, Agricultural Servicesand Inspections, Veterans Ser-vices, and Nursing Services oc-cupational groups, which are

used by ten different agencies.During FY 03, Classification

Team members began the sec-ond phase of the project, sched-uled for July to December2002, consisting of 48 JFDs inthe Transportation and HighwayConstruction and Maintenance,Historical Preservation, Revenueand Taxation, Insurance andBenefits Administration, PowerGeneration, and General Sci-ences and Environmental Ser-vices occupational groups. Therewere 48 user agencies identifiedto participate in the review andprovide any recommendedchanges to indi-vidual JFDs.

The reviewsscheduled forJanuary to June2003 were notcompleted due tothe staffing short-ages that resultedfrom the budget

shortfall and other commit-ments, including the COREOklahoma project.

Also during FY 03, Classi-fication Team members spentmany hours advising state agen-cies on the provisions of theOklahoma Personnel Act andMerit Rules regarding reduc-tion-in-force and furloughs.During FY 03, the followingstate agencies conducted reduc-tions-in-force and/or offeredvoluntary out benefits: Depart-ment of Career and TechnologyEducation (31 positions); De-partment of Commerce (21 po-sitions); Department of Educa-tion (91 positions); Office ofState Finance (seven positions);Department of Health (107 po-sitions); Department of HumanServices (64 positions); IndigentDefense System (27 positions);

Diane Crabbe, Oklahoma State and EducationEmployees Group Insurance Board (OSEEGIB);Diane Haser-Bennett, OPM; and JeannetteWilliams, OSEEGIB; were the proud recipients ofdoor prizes given out during one session of theAnnual IPMA Southern Region Conference, heldJune 1 - 4, 2003, in Tampa, Florida. During FY 03,Diane Haser-Bennett served as president of theOklahoma Public Human Resources Association.

During FY 03, Agency Services Team member Leann Morrowbecame a certified Grievance Manager.


OPM (nine positions); Okla-homa Tourism and RecreationDepartment (two positions);Will Rogers Commission (oneposition). In addition, Classifi-cation Team members approvedfurlough plans for the follow-ing agencies in FY 03: Agricul-ture, Food and Forestry, Con-servation Commission, Depart-ment of Central Services, De-partment of Mental Health andSubstance Abuse Services, De-partment of Corrections, EthicsCommission, Fire Marshal, His-torical Society, Indigent DefenseSystem, Liquefied PetroleumGas Administration, Pardon andParole Board, and the OklahomaTax Commission.

Agency Services UnitThe Agency Services Unit

(ASU) was created by the Leg-islature in 1994 and became fullyoperational in December 1995.Its purpose is to assist agencieswith their human resourcesmanagement needs based uponthe administrative capacity andresources of the various agencies.ASU Team members act as liai-sons to 18 Merit System agen-

cies and 31 non-Merit Systemagencies. Other responsibilitiesinclude processing and postingor approving agency personneltransactions, providing payrollservices for approximately 40small agencies, maintaining thedirect deposit system for all stateagencies including higher edu-cation, and maintaining theemployee file system consistingof records for all current MeritSystem employees and a largenumber of former employees.Karen Luman is the manager

of the ASU.During FY 03, ASU Trans-

actions Team members pro-cessed 33,712 individual person-nel transactions submitted byagencies, as well as an additional7,219 actions related to longev-ity dates and job qualificationreviews. The Payroll Support/Direct Deposit Unit was involvedin implementing a new pay cardoption through the direct de-posit system for the Universityof Oklahoma. In addition, thePayroll Support/Direct DepositUnit was temporarily assigned tothe Information TechnologyServices Department (ITS) dur-ing FY 03 to perform the dutiesnormally assigned to ITS Teammember Linda Belinski whowas appointed Security Lead forthe CORE Oklahoma project.

ASU Team members (l to r) Kim Wojcak, Leann Morrow, Tim Morrow,Sharon Dossey, Amber Hubbert , Karen Luman, and Delois Webb.

Jim Schuelein, Oklahoma Water Resources Board,was one of Management Service’s nominees for 2003Public Service Recognition Week HR Hero. He wasrecognized by O s c a r B . J a c k s o n , J r . , OPMAdministrator and Cabinet Secretary of HumanResources and Administration, and H a n k B a t t y,OPM Deputy Administrator for Programs.


During FY 03, ASU Teammembers Karen Luman andLeann Morrow taught bothPersonnel Policies and PracticesHRDS courses.

Injury Review BoardThe purpose of the statu-

tory Injury Review Board is toreview requests submitted bymembers of the Law Enforce-ment Retirement System forleave as a result of an injury sus-tained during the performanceof assigned law enforcementduties. The Board is made up ofthree members—one member

appointed by the lawenforcement officer’semployer, one mem-ber appointed by theOPM Administrator,and one member ap-pointed by the Gover-nor. The OPM Ad-ministrator’s appoint-ment serves as chair ofthe Board. Classifica-

tion Team member Greg Tho-mas serves as the current chairof this board.

During FY 03, the Boardconsidered 20 requests for injuryleave and approved 18 of them.

CompensationDivision

The Compensation Team isresponsible for the administra-tion and oversight of the com-pensation program for thestate’s classified workforce,which consists of approximately26,300 employees, and to a

lesser extent the unclassifiedwork force, consisting of ap-proximately 9,800 employees.Tom Patt is Director of Com-pensation.

During FY 03, Compensa-tion Team members providedadvice and assistance to agencyHR staff in the appropriate useof pay movement mechanismsand the development of salaryadministration plans. Accordingto OPM’s 2002 Pay MovementMechanism Report, which wasreleased in February 2003, thenumber and cost of pay move-ment mechanism (PMM)transactions decreased from CY01 to CY 02. Transactions de-creased from 5,616 in 2001 to3,774 in 2002, while total costsdeclined from $6,261,687.66 to$3,799,330.53. The Report pro-jected that the cost for PMMusage for the remainder of FY 03would be $1,577,931.27. The to-tal number of personnel trans-actions for PMMs declined32.80 percent from CY 01 to CY02. The total cost of PMMs de-creased 39.32 percent from theprevious calendar year. Pay-for-performance had the largest per-centage increase from the pre-vious calendar year than anyother PMM, while market ad-justments had the largest per-centage decrease from the pre-vious calendar year.

During FY 03, ASU manager Karen Luman was presented with her15-year longevity certificate and pin.

Compensation Team members (l to r)Debra Martin-Barber, Tom Patt,and Everett Slavik .


A major responsibility ofthe Compensation Division isadministration of the Job Con-tent Review (JCR) process. Inthis process, teams of trainedemployees evaluate jobs usingthe Hay Guide Chart Profile fac-toring system. Evaluations arebased on the degree to whichjobs reflect know-how, problemsolving, accountability, andother relevant factors. Based onthe results of this evaluation,jobs are assigned to the appro-priate pay band in the classifiedsalary structure. During FY 03,five JCR Committees were con-vened to review a total of 11 clas-sified jobs. State agency JCR par-ticipants include Ron Wilson,Oklahoma Health Care Author-ity; Gary Sloup, Department ofTransportation; Susan Mc-Clure, Department of VeteransAffairs; Kristen Griffin, Officeof State Finance; Spencer An-thony, Department of Correc-tions; and David Peugh, De-

partment of Human Services.OPM Classification Team mem-ber Greg Thomas also is a regu-lar participant.

Each year in its AnnualCompensation Report , theCompensation Team comparesthe state’s average pay rates forselected benchmark jobs in theclassified service with market sur-vey rates. The goal of this “mar-ket pricing” is to determine thecompetitiveness of the state’spay practices for classified em-ployees with those prevalent inthe external market. For the FY03 report, the OPM Compen-sation Team employed a differ-ent methodology for makingcomparisons to market rates forbenchmark jobs.

In previous years, survey

comparisons were made using a“single source” or “no duplica-tion” approach, i.e., only onesurvey source was used for eachbenchmark job comparison.Jobs were matched to surveys ina hierarchical order, which wasestablished based on a numberof factors, including:• How well survey benchmark

job content matched that ofstate jobs.

• How closely the survey par-ticipants reflected the relevantmarket.

• The degree of statistical analy-sis and quality control appliedto the survey data.

• The relative stability of thesurvey participant mix.

While this single sourcemethodology is acceptable, us-

During FY 03, Classification Teammember Greg Thomas served as chairof the Injury Review Board.

During FY 03, ASU Team memberDelois Webb accepted congrat-ulations from Oscar B. Jackson, Jr.,OPM Administrator and CabinetSecretary of Human Resources andAdministration, on her 15 years instate services (left) and herretirement (above).


ing multiple sources for com-parison provides a more repre-sentative market value forbenchmark jobs. Consequently,the FY 03 Annual Report em-ployed a “market compositerate” for survey data. The mar-ket composite rate is establishedby blending survey data from allavailable and appropriate sources.In blending the data, moreweight is given to some surveysthan others based on a consid-eration of the above criteria. Theresult is a solid survey value foreach benchmark job that clearlyreflects a “market consensus” or“going rate.”

This methodology is basedon generally-accepted com-pensation practice and is sup-ported by WorldatWork, theleading compensation profes-sional association, as a means ofestablishing an accurate assess-ment of pay competitiveness inthe labor market. During FY 03,the new approach was presentedto a representative group of stateagency HR managers and seniorprofessionals, and they expressedunanimous support for the newmethodology.

The FY 03 Annual Com-pensation Report , submittedDecember 2, 2002, by OPM tothe Governor and legislativeleadership, indicated that, onaverage, classified employee paywas 11.3 percent below the com-petitive labor market—a figurethat was significantly greaterthan the 4.5 percent deficit ofFY 02 and reminiscent of themarket disparity that existed inFY 99 - 01.

Also, according to the Re-

port, the average cost of thestate’s fringe benefits package(paid leave, insurance, employerretirement contributions, andlegally-required benefits such asSocial Security, Medicare, un-employment insurance, work-ers’ compensation, and tempo-rary disability insurance) in-creased during the year, due pri-marily to continuing increases inhealth care costs. Because thecost of the market’s fringe ben-efits package increased at an evengreater rate than the state’s,however, the cost of the state’sfringe benefits package was ap-proximately 30 percent belowthe average cost in the market.In the future, consistent withthe availability of funds, OPMplans to pursue a benefit valuestudy to provide a more appro-priate comparison of the state’sbenefit package with the mar-ket. Such a study was plannedfor the FY 03 report, but wasabandoned due to cost consid-erations and vendor availability.

In addition, the Report in-dicated that in FY 03 the over-all turnover rate for the classi-

fied workforce as a whole was11.8 percent and the voluntaryturnover rate was 10.3 percent.The overall turnover rate reflectsresignations, retirements, anddischarges that occurred duringFY 03, while the voluntary rateis based on resignations and re-tirements only. The FY 03 fig-ures were slightly lower than lastyear’s rates of 12.6 percent and11.4 percent respectively. TheCompensation Team plans tocontinue to trend state em-ployee turnover data from yearto year, and will use this data, aswell as other available retentiondata, to assist agencies in devel-oping strategies for addressingretention problems. The Com-pensation Team also encouragesstate agencies to conduct theirown analyses of turnover basedon their own data and experi-ence.

Survey sources used for theFY 03 salary benefit analysis in-clude the OPM FY 03 State ofOklahoma Compensation Sur-vey; the Central States SalarySurvey and the SoutheasternStates Salary Survey, both ofwhich consist of data from statescontiguous to Oklahoma; theOklahoma State Chamber of

Cyndy Kyle (above) and Ann Craven(right with HRDS Team member GraysonBedwell) were Management Services Teammembers during FY 03.


Commerce Survey; the Okla-homa Hospital Association Sur-vey; and Compensation Data2002, a salary benefits surveyconducted by CompData Sur-veys.

Also during FY 03, mem-bers of the Compensation Teamattended the Central StatesCompensation AssociationConference in Madison, Wis-consin and the SoutheasternStates Salary Conference inMemphis, Tennessee. Compen-sation Director T o m P a t tserved on a panel at the CentralStates Conference that discussedBroadbanding and its Effect onRecruitment and Retention.

State EmployeeChild Care ProgramMembers of the Compen-

sation Team also administer theState Employee Child Care Pro-gram. The Child DevelopmentCenter, located in the Kerr-

Edmondson Building in down-town Tulsa, has been the site ofchild care services for state em-ployees since 1992.

OPM is responsible for en-suring that the Center functionsconsistent with state law andthat it provides the best and saf-est child care services for its cus-tomers. The Tulsa Child Devel-opment Center, staffed by theCommunity Action Project(CAP) of Tulsa County, was es-tablished to meet the child careneeds of state employees work-ing in the Tulsa area. The Cen-ter is open to children of stateemployees, as well as to childrenof non-state employees, with

provisions to ensure that thechild care needs of state em-ployees are met first. During FY03, 68 children were enrolled inthe state child care center.

State Agency ReviewCommittee

In 1989, the Legislature cre-ated a single combined chari-table solicitation entity thatenabled state employees to con-tribute to a variety of charitableorganizations through payrolldeduction. The CompensationDivision is responsible for coor-dinating the activities of theState Agency Review Commit-tee (SARC), which oversees theOklahoma State EmployeeCharitable Contribution Cam-paign. During FY 03, SARCmembers included Oscar B .

During FY 03, members of the StateAgency Review Committee included (lto r) Rhonda Burgess , Office ofJuvenile Affairs; M i k e W e s t e r,Department of Human Services; SamBlair, Office of Juvenile Affairs; DianeHaser-Bennett, OPM; and M a r yWilson, Oklahoma Tax Commission.

During FY 03, Management Services Team membersDiane Haser-Bennett (center) and James Perez(right) assisted the State Department of Health(represented by Diane Biard-Holmes, left) ininitiating a workforce development planningprocess to address current and future SDOHemployee development.


Jackson, Jr., OPM Adminis-trator and Cabinet Secretary ofHuman Resources and Admin-istration, ex-officio; RhondaBurgess, Office of Juvenile Af-fairs, chair; Mike Wester, De-partment of Human Services,vice-chair; D i ane Hase r-B e n n e t t , OPM; M i c h e l l eKirby, Department of VeteransAffairs; and Mary Wil son,Oklahoma Tax Commission.

Contributions statewide inOklahoma for FY 03 were ap-proximately $385,000.

Workforce PlanningThe Workforce Planning

Unit, staffed by James Perez,assists agencies with developingstrategic methods needed foraddressing present and antici-pated workforce needs. Work-force Planning functions in-clude equipping agency manag-ers with tools needed to developagency workforce plans and as-

sisting agencies with staffing is-sues.

During FY 03, the Work-force Planning Unit began de-veloping a “toolkit” which willbe used by agencies in develop-ing their workforce plans. Thisconsists of creating workforcesnapshots for individual agencies,a workforce planning model,survey instruments, and turn-over reports used for retentionstudies. In addition, Mr. Perezoffered workforce planningtraining to HR professionals dur-ing the Certified Personnel Pro-fessional training course, whichwas held in October 2002.

During FY 03, OPM Workforce Planning AnalystJames Perez (l) worked on an OPM State EmployeeAssistance Program survey with OPM State EAPCoordinator Robert Stevens (r).

Terri Berry , Department of Rehabilitation Services,was one of Management Service’s nominees for2003 Public Service Recognition Week HR Hero.She was recognized by Oscar B. Jackson, Jr.,OPM Administrator and Cabinet Secretary ofHuman Resources and Administration, and HankBatty, OPM Deputy Administrator for Programs.

Classification Director Dav id Hays(above) and Compensation DirectorTom Patt (below) are instructors inthe Certified Personnel Professionalstraining course sponsored by OPM.


Affirmative ActionReview CouncilIn 1994, the Legislature cre-

ated the Affirmative ActionReview Council (AARC) to as-sist the OPM Administrator inthe implementation of EqualEmployment Opportunity andAffirmative Action (EEO/AA)efforts in state government.Equal Opportunity and Work-force Diversity team membersprovide staff support to theAARC.

The OPM Administratorconsults with members of theAARC concerning the standardsthat executive branch agenciesmust follow in adopting theirAffirmative Action Plans(AAPs). The AARC reviewsagency AAPs and assists theAdministrator in preparing theannual status report regardingEEO/AA efforts in state agen-cies. During FY 03, members ofthe AARC recommended 108AAPs to the OPM Administra-tor, which he subsequently ap-proved.

During FY 03, P e g g yCarter, Department of Correc-tions, served as AARC chair, andmembers included Represen-t a t i v e O p i o T o u r e ( D -OKC); Senator Maxine Hor-ner (D-Tulsa); Carole Saun-ders Call, University of Ok-lahoma Health Sciences Center;R. Charles Smith, State De-partment of Health; and Gar-land W. Price, retired fromOklahoma Gas & Electric. Gar-l a n d P r i c e and C a r o l e

OPM Advisory Bodies

During FY 03, members of the Affirmative Action Review Council included (l tor) Garland Price, retired from Oklahoma Gas & Electric; Senator MaxineHorner; Peggy Carter, Department of Corrections; Carole Saunders Call,University of Oklahoma Health Sciences Center; and R. Charles Smith, StateDepartment of Health.

CPM Advisory BoardIn 1986, the OPM Admin-

istrator created the CertifiedPublic Manager (CPM) Pro-gram as a comprehensive man-agement-training program forstate government employees.The CPM Advisory Board, whichmet for the first time in 1996,advises the OPM Administratoron CPM policy, admission re-quirements, curriculum, stan-dards, and graduation require-ments. The Advisory Board didnot meet in FY 03.

HRDS Team members pro-vide staff support to the Board.

Child Care AdvisoryCommittee

In 1989, the Legislature au-thorized the OPM Administra-

tor to implement a pilot pro-gram establishing day care cen-ters for children of state em-ployees, and to appoint an ad-visory committee to review thechild care needs of state em-ployees, recommend suitablesites for centers, and monitorand evaluate the operation ofthe centers. During FY 03, 68children were enrolled in thestate child care center. Manage-ment Services Team membersprovide staff support to the ChildCare Advisory Committee.

Each year the State Em-ployee Child Care AdvisoryCommittee reports to the Gov-ernor, President Pro Tempore ofthe Senate, and Speaker of theHouse of Representatives re-garding the progress of the StateEmployee Child Care Program.

The Committee did notmeet in FY 03.

Saunders Call left the Councilin January 2003 when theirterms expired.


OPM State EmployeeAssistance ProgramAdvisory CouncilIn 1994, the Legislature cre-

ated the Employee AssistanceProgram Advisory Council toadvise the OPM Administratoron policy issues related to theOPM State Employee AssistanceProgram (EAP) and to providesupport for the expansion andimprovement of EAP servicesavailable to state employees andtheir families.

In 1987, Governor HenryBe l lmon created the OPMState EAP by Executive Order;the Legislature made it a statu-tory entity in 1992. The purposeof the OPM State EAP is to pro-vide assistance to state agenciesin their management of em-ployees whose personal prob-lems may have a negative im-pact on job performance, andassessment and referral assistanceto state employees and familymembers who are seeking cor-rective help with medical ormental health problems, includ-ing alcohol or drug abuse, andemotional, marital, familial, fi-nancial, or other personal prob-lems.

During FY 03, ReverendDick Virtue, Executive Direc-tor of the Alcohol InformationCenter of Norman, OK, servedas chair of the Council, andJimmy Durant, Director ofPublic Policy, SSM Healthcare ofOklahoma, Oklahoma City, OK,served as vice-chair.

Members included J i mDeSilver, retired, Norman, OK;

Steve De Quevedo, EAP Con-sultant, Edmond, OK; SenatorKenneth Corn (D-Howe);Rob Lewis, EAP Coordinatorfor the Department of MentalHealth and Substance AbuseServices; Delbert Rice, Direc-tor of Human Resources for theWorld Publishing Company,Tulsa, OK; Representative Su-san Winchester (R-Chick-asha); and Bob Craig, Admin-istrative Director, OklahomaState Senate.

On October 22, 2002,Rev. Dick Virtue retired as Ex-ecutive Director of the NormanAlcohol Information Centerafter 30 years of service. He hasbeen a member of the AdvisoryCouncil since 1995, and hasserved as chair since 2000. Hecontinues to serve as chair of theCouncil.

OPM State EAP Teammembers provide staff supportto the EAP Advisory Council.

During FY 03, members of the OPM State EAP Advisory Committee included(l to r) Bob Craig , Jimmy Durant , Delbert Rice, Rev. Dick Virtue, SenatorKenneth Corn, and Steve De Quevedo.

Mentor SelectionAdvisory Committee

The Oklahoma Legislaturecreated the State Mentor Pro-gram in 1994, and at the sametime established the seven-member Mentor Selection Ad-visory Committee.

The purpose of the Com-mittee is to select candidates forthe State Mentor Program andrecommend those candidates tothe OPM Administrator for ap-proval. Office of Communica-tions Team members providestaff support to the Committee.

The Committee selects can-didates from employees nomi-nated by other state employeesand may recommend up to fivecandidates to the OPM Admin-istrator during a two-year pe-riod.

The Mentor Executive Ad-visory Committee did not meetin FY 03.


FY 03 Budget ActivityAdministration and GeneralRecruitment and AssessmentHuman Resource DevelopmentManagement ServicesPersonnel/Payroll Information SystemsTotals

FY 03 Expenditure CategoriesSalaries/BenefitsProfessional ServicesEquipmentOther Operating ExpensesTotal Expenditures

FY 03 Funding SourcesGeneral Revenue FundsBenefits Council Reimbursement FundOPM Revolving FundTotal Funding

FY 03 ExpendituresTotal Expenditures

$1,387,668$889,078$476,602$909,560

$1,694,996$5,357,904

Total FTE22.321.0

6.819.825.395.2

$4,548,427$133,121

$195,084$481,272

$5,357,904

$5,118,775$112,124

$127,005$5,357,904

Note: In FY 03, $5,099,424.54 was billed to Merit System agencies and deposited to the GeneralRevenue Fund upon payment. The average state agency cost per classified FTE was $187.22.


FY 03 LegislationDuring the 2003 session,

the Oklahoma Legislature passeda number of human resources-related bills that affect stateagencies and employees.

CompensationHouse Bi l l 1039 (Erwin/Corn) amends 74:840-2.29 torequire that each classified em-ployee who is on-call be com-pensated for a minimum of twohours of work anytime the em-ployee reports to a work loca-tion while on-call and works lessthan two hours; 7/1/03.Senate Bill 194 (Morgan &Robinson/Mitchell, Bonny&Balkman) amends 74:840-2.17 to require that skill-basedsalary adjustments, other thanlump-sum payments, becomepermanent after 24 months andmay not be taken away if theemploying agency conducts afurlough or reduction-in-force;creates the “Oklahoma BiennialCompensation Review Board” at74:841.30, to review the OPMcompensation study and tomake compensation adjust-ment recommendations, in-cluding increasing the mid-points that are identified in thestudy for all job family descrip-tors (JFDs) to within 95 percentof the market, and providing fortargeted salary increases for JFDsthat are at least 15 percent be-low the market based upon thestudy; 7/1/03 and 11/1/03.Senate Bill 703 (Leftwich/Braddock) amends 44:209 and72:48 to clarify that “acting in-cumbents” (individuals hired as

unclassified employees to tem-porarily fill positions vacated bystate employees who are onmilitary duty) are entitled tobenefits and pay adjustments,e.g., approved differentials andlump-sum adjustments; 7/1/03.

DisciplineHouse Bill 1127 (Lerblance/Gumm) amends 74:840-6.3to require the Merit ProtectionCommission to adopt rules pro-hibiting supervisors from con-sidering incidents that occurredlonger than four years before anoffense in order to move to ahigher level of discipline; prohi-bition does not apply to: crimi-nal activity, sexual misconductand/or harassment, racially dis-criminatory behavior and/orharassment, threats or acts ofviolence against employees inthe workplace, and drug and/oralcohol use or abuse on the job;3/31/03.

OPM State EAPSenate Bill 703 (Leftwich/Braddock) amends 74:840-2.10 to clarify that an OPMState Employee Assistance Pro-gram (EAP) professional maynot be compelled by subpoenato testify concerning the con-tents of confidential EAPrecords; 7/1/03.

HRMACSenate Bill 703 (Leftwich/Braddock) amends 74:840-1.15 to transfer the remainingresponsibilities of the HumanResources Management Advi-

sory Committee (HRMAC) tothe OPM Administrator—model projects, delegation ofpersonnel functions, and theHuman Resource ManagementPlan and Self-Evaluation Reportsystem for state agencies; 7/1/03.

LeaveSenate Bill 647 (Leftwich/Hefner) amends 74:840-2.20to require that leave accrual forstate employees be based onhours worked, paid leave, andholidays, but excluding over-time, not to exceed the totalpossible work hours for themonth; 7/1/03.Senate Bill 703 (Leftwich/Braddock) amends 74:840-1.6A to clarify that the Ad-ministrator’s authority to adoptleave rules includes furlough,which is leave without pay; 7/1/03.

State Mentor ProgramSenate Bill 703 (Leftwich/Braddock) amends 74:840-3.8 to permit intermittent Men-tor Executive rotations and re-quire the appointing authorityof each Mentor Executive toparticipate in the design andimplementation of the MentorExecutive’s management rota-tions; 7/1/03.

MiscellaneousHouse B i l l 1593 (Pope/Rabon) creates law at 68:238.2to provide that a state employeewill be subject to disciplinaryaction by his or her agency Ap-pointing Authority if the Okla-


homa Tax Commission (OTC)determines that the employee isnot in compliance with state in-come tax laws; require a stateagency to terminate an em-ployee who has been subject todisciplinary action pursuant tothe provisions of HB 1593 twoor more times in the previousthree calendar years; require OTCto adopt rules to implement; 7/1/03.Senate Bill 703 (Leftwich/Braddock) amends 74:840-1.18 to clarify that the “Direc-tor” referred to in this section,which relates to the payment ofadministrative costs and ex-penses, is an agency AppointingAuthority, a term that is de-fined in the Oklahoma Person-nel Act; amends 74:840-2.19 toremove the requirement thatstate agencies provide to OPM acopy of the notice sent to anemployee regarding a payrollclaim error and a copy of thedocuments related to an em-ployee’s protest of the determi-nation of a payroll claim error;7/1/03.

PMPSenate Bill 703 (Leftwich/Braddock) amends 74:840-4.17 to require the OPM Ad-ministrator to prescribe a formagencies must use to confirmthat they are in compliance withthis section of law regarding per-formance appraisals; 7/1/03.Recruitment and SelectionSenate Bill 194 (Morgan &Robinson/Mitchell, Bonny& Balkman) amends 74:840-4.13 to require an agency direc-tor to justify in writing to the

OPM Administrator why he orshe wishes to exclude relevantpublic or private sector experi-ence from the minimum quali-fications for a position; amends74:840-4.15 to require theOPM Administrator to approve,before the reposting of a previ-ously-posted vacancy, anyqualification change made by anagency appointing authority inthe position previously posted;11/1/03.Senate Bill 703 (Leftwich/Braddock) amends 74:840-4.15 to strike the requirementthat agencies post vacancynotices conspicuously in trans-parent, secured enclosures situ-ated in prominent locationsthroughout the agency; add therequirement that agencies de-scribe in their promotional planthe method by which all agencyemployees will be notified ofvacancy announcements; re-quire that promotional postingsinclude a listing of job title,major work duties, and mini-mum qualifications, instead ofthe job family descriptor; 7/1/03.

Reduction-in-ForceHouse Bi l l 1086 (Carey/G u m m ) amends 74:840-2.27B to define “reorganization”as the planned elimination, ad-dition, or redistribution of func-tions or duties either whollywithin an agency, any of its sub-divisions, or between agencies;4/22/03.House Bi l l 1101 (Easley/Corn) amends 74:840-2.27Cto require Cabinet Secretary ap-proval of an agency’s notice of

a reduction-in-force. The re-quirement does not apply ifthere is no Cabinet Secretary forthe agency; 6/3/03.Senate Bill 703 (Leftwich/Braddock) amends 74:840-2.27B and 74:840-2.27C to re-move references to unclassifiedemployees from the reduction-in-force provisions of the Okla-homa Personnel Act; amends74:840-2.27C to remove therequirement that agencies pro-vide a reduction-in-force planto the OPM Administrator forapproval; add the requirementthat agencies post a reduction-in-force notice and send thisnotice to the Administrator;give agencies five days after theposting of the notice, ratherthan the current two days, topost the reduction-in-forceimplementation plan; 7/1/03.

RIF Severance BenefitsHouse Bi l l 1086 (Carey/G u m m ) amends 74:840-2.27D to provide severance ben-efits for employees affected by areorganization or any other ac-tion by an agency which resultsin affected positions being abol-ished and affected employeesbeing severed from state service;4/22/03.House Bi l l 1101 (Easley/Corn) amends 74:840-2.27Dto remove unclassified employ-ees from the list of employeesentitled to receive severancebenefits, but to require agenciesto provide severance benefits toregular unclassified employeeswho are separated as a result ofthe same conditions that causedthe agency to conduct a reduc-


tion-in-force of classified em-ployees; 7/1/03.Senate Bill 703 (Leftwich/Braddock) amends 74:840-2.27E to clarify that an em-ployee who is re-employed bythe agency from which sepa-rated as a result of a reduction-in-force within one year ofseparation must repay all sever-ance benefits received on a pro-portional basis; amends 74:840-5.1A to authorize state agenciesto provide severance benefits toregular unclassified employeeswith one year or more continu-ous state service who are sepa-rated for budgetary reasons; re-quires the Director of the Officeof State Finance to review andreject any severance benefits planthat does not meet certain re-quirements; 7/1/03.Summary of provisions re-lated to severance benefitsfor unclassified employees:Effective July 1, 2003, a stateagency is not required to pro-vide severance benefits to un-classified employees (but mayprovide benefits) EXCEPT whenthe agency (1) conducts a re-duction-in-force of classifiedemployees, and (2) separatesunclassified employees for thesame reasons that the agencyconducted a reduction-in-forceof classified employees.

Employee Personal InfoSenate Bill 703 (Leftwich/Braddock) amends 74:840-2.11 to extend the confidential-ity afforded to the home ad-dresses, home telephone num-bers, and social security numbersof current and former state em-

ployees to information relatedto personal electronic commu-nication devices, e.g., cell phonenumbers, pager numbers, etc., ofcurrent and former state em-ployees; 7/1/03.

Unclassified ServiceHouse Bi l l 1101 (Easley/Corn) amends 74:840-5.5 toincrease unclassified authoriza-tions for the Department ofCentral Services and the Depart-ment of Agriculture, Food, andForestry; extend the authoriza-tion for unclassified appoint-ments related to the CORE/PeopleSoft Project; 6/3/03.House Bill 1800 (Carey &Askins/Monson) creates theState Classification Task Force at74:840-5.1B to review executivebranch unclassified positions andmake recommendations to theLegislature concerning the cur-rent unclassified service and thefeasibility of proposals to add toor remove positions from theunclassified service; 10/1/03.Senate Bill 703 (Leftwich/Braddock) amends 74:840-5.5 to permit permanent classi-fied employees to request atwo-year leave of absence to ac-cept an unclassified appoint-ment as an “acting incumbent”(an individual hired as an unclas-sified employee to temporarilyfill a position vacated by a stateemployee who is on militaryduty); add nurses to the list ofdiscretionary unclassified posi-tions; 7/1/03.

Vendor AccessHouse Bill 1114 (Erwin/

Gumm) amends 74:842 to re-quire state agencies to permit

product vendors approved forpayroll deduction pursuant to62:7.10, “reasonable access” tostate employees for the purposeof providing information con-cerning their products, and toclarify that such access will beduring scheduled breaks or dur-ing periods immediately beforeor after normal work hours, andduring each shift in 24-hourstate facilities; 3/31/03.

VPDSenate Bill 371 (Shurden/Wilson & Smith) amends62:7.10 to permit subscriptionsto the Oklahoma Today maga-zine to be automatically de-ducted from state employeepaychecks; 4/21/03.Senate Bill 703 (Leftwich/Braddock) amends 62:7.10 toclarify that state agencies, ratherthan OPM, are required to ac-cept on-line or electronically-submitted forms from the Okla-homa Public Employees Asso-ciation and other state em-ployee associations; 7/1/03.

WhistleblowerHouse B i l l 1058 (E l l i s /Corn) amends 74:840-2.5 topermit state employees to dis-cuss state agency operations andfunctions with members of the“print or electronic media”; 7/1/03.


Oklahoma’s WorkforceThe table below reflects the number of classified and unclassified state employ-

ees (versus full-time-equivalent or FTE employees) employed by both Merit Sys-tem and non-Merit System agencies on June 30, 2003, as reported through statepayroll records.

ABLE CommissionAgricultureCentral ServicesChildren & Youth CommissionCommerceCompSource OklahomaConservation CommissionConsumer CreditCorporation CommissionCorrectionsCosmetology BoardDentistry BoardEducationElection BoardEmergency ManagementEmployees Benefits CouncilEmployees Group InsuranceEmployment Security CommissionEngineers & Land SurveyorsEnvironmental QualityEthics CommissionFire MarshalFuneral BoardGrand River Dam AuthorityHandicapped ConcernsHealth Care AuthorityHealth DepartmentHistorical SocietyHuman Rights CommissionHuman Services

59152

9106183

95

107380

44

4341455

39110

478434

802

272568292

790

55492248

22113

4051614

4244,686

155

459352730191777

8570

7294

4727

2722,279

15217

7,706

030040580127160390645635185131190215265270309815516290570292296310285980326807340350355830

Agency #Unclassified Total

EmployeesAgency NameMerit System

50401196137

22279

3174,306

111

25212225

152667

4492

3260

39250

1,711123

156,916

Classified


113954

688427019

1,1816

1838271

2671

36023

341,393

15*709

60

273

6878625

670400445405410430450452298025477548308525306535560619515585588805629628625630090695715

Agency #Classified Unclassified Total

EmployeesAgency NameMerit System, continuedJ. D. McCarty CenterOffice of Juvenile AffairsL. P. Gas AdministrationDepartment of LaborCommissioners of the Land OfficeDepartment of LibrariesMedical Licensure BoardMental Health & Substance Abuse ServicesMerit Protection CommissionMilitary DepartmentBureau of Narcotics & Dangerous DrugsOffice of Personnel ManagementState Bureau of InvestigationOsteopathy BoardPardon & Parole BoardPeanut CommissionPharmacy BoardPhysician Manpower Training CommissionPublic Employees Retirement SystemDepartment of Public SafetyReal Estate CommissionDepartment of Rehabilitation ServicesSchool of Science & MathScience & Technology CenterSecretary of StateSecurities CommissionOffice of State FinanceOklahoma Tax CommissionTeachers Retirement System

33666

281045

6981

239162430

49173

14595

**16163219

2638

20924

1461,020

12116527424

1,8797

4229895

2975

45196

481,452

20870

69213629

10699549

*Department of Rehabilitation Services—Number of classified employees includes 181 employ-ees of the Disability Determination Division whose salaries are funded in whole by federal funds andwho are exempted from the agency’s FTE limit. [Source: Department of Rehabilitation Services.]

**Department of Rehabilitation Services—Number of unclassified employees includes 75 con-tract instructional personnel at the Oklahoma School for the Blind and Oklahoma School for theDeaf, and seven employees of the Disability Determination Division whose salaries are funded inwhole by federal funds and who are exempted from the agency’s FTE limit. [Source: Department ofRehabilitation Services.]


Agency #Classified Unclassified Total

EmployeesAgency NameMerit System, continuedTourism & Recreation DepartmentDepartment of TransportationOklahoma Transportation AuthorityDepartment of Veterans AffairsWater Resources BoardWill Rogers Memorial Commission

3712,366

5021,420

714

75939201573010

1,1302,405

5221,577

10114

566345978650835880

65 Merit System Agencies 27,06381%

6,22619%

33,289100%

Accountancy BoardAeronautics CommissionArchitects BoardArts CouncilAttorney GeneralAuditor & InspectorBanking DepartmentBoll Weevil Eradication OrganizationCareer & Technology EducationCentennial CommissionChiropractic Examiners BoardDistrict Attorneys CouncilFirefighters Retirement BoardOffice of the GovernorHorse Racing CommissionHouse of Representatives(includes 101 Representatives)Indian Affairs CommissionIndigent Defense SystemIndustrial Finance AuthorityInsurance DepartmentInterstate Oil Compact CommissionJ. M. Davis Memorial CommissionLaw Enforcement Education & TrainingLaw Enforcement Retirement SystemLegislative Service BureauOffice of the Lieutenant GovernorMarginal Wells Commission

0000000000000000

00000000000

020060045055049300065039800007145

220315

305353422

360047370385307204415416423440446

7104

1616315340111391

92

36113548

348

512612

1261

11364

3974

7104

1616315340111391

92

36113548

348

512612

1261

11364

3974

Agency Name Agency # EmployeesClassified Unclassified TotalNon-Merit System


Agency Name Agency # EmployeesClassified Unclassified TotalNon-Merit System

Board of Medicolegal InvestigationsDepartment of MinesMotor Vehicle CommissionNursing BoardNursing Home BoardEducational Television AuthorityOptometry BoardPolice Retirement BoardPrivate Schools BoardPsychological Examiners BoardScenic Rivers CommissionSenate (includes 48 Senators)Space Industry Development AuthoritySpeech Pathology & Audiology BoardSupreme CourtTeacher Preparation CommissionTobacco BoardTreasurerUniversity HospitalsUsed Motor Vehicle CommissionVeterinary Medical Examiners BoardWheat CommissionWildlife CommissionWorkers Compensation Court49 Non-Merit SystemTotal State Government(excluding Higher Education)

114 State Agencies

342125475510509266520557563575568421346632677269092740825755790875320369

0000000000200000000020004

1%

27,06774%

73434

323

668

1033

22243

42

168122

804

2064

39793

3,05799%

9,28326%

73434

323

668

1033

24243

42

168122

804

2084

39793

3,061100%

36,350100%


Officials/Administrators

Professionals

Technicians

Protective Services

Para-professionals

Administrative Support

Skilled Craft

Service Maintenance

Totals

Grand Total

MalesFemales

MalesFemales

MalesFemales

MalesFemales

MalesFemales

MalesFemale

MalesFemales

Males Females

MalesFemales

901 (49.4%)687 (37.7 %)

4,310 (31.0%)6,977 (50.2%)

1,560 (54.1%)860 (29.8%)

2,712 (69.0%)454 (11.6%)

577 (18.6%)1,608 (52.0%)

528 (10.8%)3,318 (67.6%)

743 (78.7%)37 (3.9%)

1,009 (51.6%)495 (25.3%)

12,340 (36.9%)14,436 (43.2%)

26,776 (80.1%)

BlackCategory Gender White 55 (3.0%)

58 (3.2%)

366 (2.6%)918 (6.6%)

78 (2.7%)97 (3.4%)

196 (5.0%)75 (1.9%)

176 (5.7%)383 (12.4%)

63 (1.3%)468 (9.5%)

36 (3.8%)7 (0.7%)

121 (6.2%) 72 (3.7%)

1,091 (3.3%)2,078 (6.2%)

3,169 (9.5%)

12 (0.7%)5 (0.3%)

78 (0.6%)139 (1.0%)

30 (1.0%)17 (0.6%)

64 (1.6%) 13 (0.3%)

27 (0.9%) 89 (2.9%)

16 (0.3%)106 (2.2%)

10 (1.1%)0 (0.0%)

47 (2.4%)22 (1.1%)

284 (0.8%)391 (1.2%)

675 (2.0%)

The figures below, as reported in the OPM Equal Employment Opportunity/Affirmative Ac-tion Status Report, reflect state government employment, excluding Higher Education, as of June30, 2003.

Hispanic

State Workforce


Total49 (2.7%)40 (2.2%)

270 (1.9%)586 (4.2%)

119 (4.1%)58 (2.0%)

336 (8.6%)64 (1.6%)

68 (2.2%)119 (3.8%)

51 (1.0%)307 (6.3%)

108 (11.4%) 3 (0.3%)

131 (6.7%)45 (2.3%)

1,132 (3.4%)1,222 (3.7%)

2,354 (7.0%)

Officials/Administrators

Professionals

Technicians

Protective Services

Para-professionals

Administrative Support

Skilled Craft

Service Maintenance

Totals

Grand Total

Category GenderMales

Females

MalesFemales

MalesFemales

MalesFemales

MalesFemale

MalesFemales

Males Females

MalesFemales

MalesFemales

Asian/Pacific Islander

By Gender & Race/EthnicityThe workforce information was compiled from data submitted by state agencies. The percent-

age shown is the percentage of the total state workforce for the particular category.

9 (0.5%)8 (0.4%)

122 (0.9%)133 (1.0%)

40 (1.4%)26 (0.9%)

12 (0.3%)2 (0.1%)

11 (0.4%)36 (1.2%)

6 (0.1%)42 (0.9%)

0 (0.0%)0 (0.0%)

6 (0.3%)9 (0.5%)

206 (0.6%)256 (0.8%)

462 (1.4%)

1,026 (56.3%)798 (43.7%)

5,146 (37.0%)8,753 (63.0%)

1,827 (63.3%)1,058 (36.7%)

3,320 (84.5%)608 (15.5%)

859 (27.8%)2,235 (72.2%)

664 (13.5%)4,241 (86.5%)

897 (95.0%) 47 (5.0%)

1,314 (67.1%) 643 (32.9%)

15,053 (45.0%)18,383 (55.0%)

33,436 (100%)

American Indian


Breakdown of Classified Service AppointmentsBy Job Family—FY 03

Nursing Services—311 (15%)Social Services—269 (13%)General Administration—221 (10%)Transportation and Highway Construction and Maintenance—221 (10%)*Others—713 (33%)

*The “Others” category consists of the following Job Families: InformationTechnology; Insurance and Benefits Administration; Human Resources Manage-ment and Development; Financial Management; Logistics and Property Manage-ment; Law Enforcement; General Safety; Security Inspections and Investigations;Rehabilitation and Vocational Services; Agricultural Services and Inspections; Oil,Gas, Transportation and Utility Regulation; Veterans Services; Travel; Tourism andRecreation; Power Generation; General Services and Environmental Services; Pro-fessional Engineering and Land Surveyors; Corrections and Custody; and Histori-cal Preservation.

Institutional and Nutritional Services and Administration

19%

Nursing Services 15%

Social Services 13%

General Administration

10%

Transportation and Highway Construction

and Maintenance 10%

Others 33%


Classified Service Applications and AppointmentsBy County—FY 03

The number of applications and appointments made during the fiscal year also provides infor-mation about Oklahoma’s workforce. OPM processed 59,938 applications, and state agencies made2,133 appointments from certificates in FY 03. Below is a representation of the number of classifiedservice applicants and the appointments from certificates for counties in Oklahoma with the mostactivity with a comparison of appointments from the previous fiscal year.

County

Oklahoma

Cleveland

Tulsa

Comanche

Canadian

Pottawatomie

Muskogee

Garfield

Mayes

Carter

Stephens

Pittsburg

Creek

Lincoln

Grady

All other counties

Out-of-state

Tota l

Applications

21,489

4,967

4,249

3,926

1,949

1,336

1,036

879

815

797

744

721

715

658

657

13,803

1,197

59,938

Appointments

395

272

132

50

32

76

45

99

38

36

25

33

17

21

18

824

21

2,134

% Appointed FY 03

1.8

5.5

3.1

1.3

1.6

5.7

4.3

11.3

4.7

4.5

3.4

4.6

2.4

3.2

2.7

6.0

1.8

3.6%

% Appointed FY 02

2.1

5.0

5.0

3.0

2.0

4.0

5.0

9.0

6.0

6.0

2.0

5.0

3.0

3.0

3.0

5.0

2.0

4.0%

% Difference

-0.30

0.5

-1.9

-1.7

-0.4

1.7

-0.7

2..3

-1..3

-1.5

1..4

-0.4

-0.6

0.2

-0.3

1.0

-0.2

-0.4%


Breakdown of Salary Ranges for Classified Employees—FY 03An important characteristic in looking at the workforce for the state of Oklahoma is the em-

ployee count and salary ranges that employees are in throughout the fiscal year. Below is a break-down and graphic representation of the different salary ranges that classified employees fall into, atrend analysis of total state employees for the last ten years, and breakdown of the age groups andyears of service that the state workforce falls into.

Annual Salary Range

Below $15,000

$15 - 19,999

$20 - 24,999

$25 - 29,999

$30 - 34,999

$35 - 39,999

$40 - 44,999

$45 - 49,999

$50 - 54,999

$55 - 59,999

$60 - 64,999

$65 - 69,999

$70 - 74,999

$75 - 79,999

$80 - 84,999

Over $85,000Total

Number of Employees

135

2,408

5,793

6,681

5,222

2,871

1,411

1,059

414

222

90

43

9

4

3

1

26,366

Percent in Range

0.5

9.1

22.0

25.3

19.8

10.9

5.4

4.0

1.6

0.8

0.3

0.2

0.0

0.0

0.0

0.0

100%


Number of Classified Employees Within Salary Ranges

Number of State Employees By Fiscal Year

0

1000

2000

3000

4000

5000

6000

7000

8000

Below $15

,000

$15-19,9

99

$20-24

,999

$25-29

,999

$30-34

,999

$35-39

,999

$40-44

,999

$45-49

,999

$50-54

,999

$55-59

,999

$60-64

,999

$65-69

,999

$70-74

,999

$75-79

,999

$80-84

,999

Over 85,0

00

Salary Range

Num

ber o

f Cla

ssifi

ed E

mpl

oyee

s

35,000

36,000

37,000

38,000

39,000

40,000

41,000

42,000

43,000

FY 1993 FY 1994 FY 1995 FY 1996 FY 1997 FY 1998 FY 1999 FY 2000 FY 2001 FY 2002 FY 2003

Fiscal Year

Stat

e Em

ploy

ees


Age and Years of Service of State Employees

Age of State EmployeesAverage Age of State Employees: 44.8

Age<3011%

40-4931%

50-5929%

60+9%

30-3920%

Years of State ServiceAverage State Years of Service:10.5

Less<2

18%

2 to 4

17%

5 to 9

18%

10 to 14

15%

15+

32%

Years of State Service at Current Agency

Average Years of Service at Current Agency:9.2

Less<219%

2 to 420%

5 to 9 21%

10 to 14 14%

15+ 26%


Multi-Year Classified Employee Turnover ComparisonBelow is data showing an overall classified turnover for state agencies for the last ten years. The

data focuses on “controllable” turnover, which is defined as separations due to resignations, retire-ments, and discharges. Due to the decentralized control and non-uniformity of information con-cerning unclassified jobs, they were not included. Examination of FY 03 turnover shows that 62percent of statewide turnover represented resignations, 20 percent represented retirements, and 18percent represented discharges. While resignations and retirements decreased from the previous year,the overall turnover rate remained the same from the previous year. Although retirements and dis-charges increased, the overall turnover rate decreased. Percentages were calculated on the total num-ber of employees at the close of FY 03 (June 30,2003).

Fiscal Year19931994199519961997199819992000200120022003

Resignation1,5361,7231,8571,7231,9752,2692,3052,6882,4952,139

2,000

Retirement630736601685735670658

700714715641

Discharge142161196266323413339413363415458

Total2,3082,6202,6542,6743,0333,3523,3023,8013,5723,2693,238

Turnover Rate %8.09.0

10.010.011.012.012.014.013.012.012.0

Classified Employee Turnover Trend

0%

2%

4%

6%

8%

10%

12%

14%

16%

FY 1993 FY 1994 FY 1995 FY 1996 FY 1997 FY 1998 FY 1999 FY 2000 FY 2001 FY 2002 FY 2003

Fisca l Year

Perc

ent

Turn

ove

r


Turnover can also be reflected by individual agency. The following table of classified employeeturnover by agency includes classified employees who left the agency due to resignations, retire-ments, and discharges along with other types of turnover (deaths, transfers out of the agency, andreductions-in-force). Percentages were calculated on the total number of employees with the agencyat the close of the preceding fiscal year (June 30, 2003).

Agency Name Resignation Retirement Discharge Other Total TotalClass i f ied

Employees6/30/03

Class i f iedTurnover %

ABLE CommissionAgricultureCentral ServicesChildren & Youth CommissionCivil Emergency ManagementCompSource OklahomaConsumer CreditCorporation CommissionCorrectionsCosmetology BoardEducationEmployees Benefits CouncilEmployment Security CommissionEngineers & Land SurveyorsEnvironmental QualityFire MarshalGrand River Dam AuthorityGroup Insurance BoardHandicapped ConcernsHealth DepartmentHuman Rights CommissionHuman ServicesJ.D. McCarty CenterOffice of Juvenile AffairsDepartment of LaborCommissioners of the Land OfficeDepartment of LibrariesMental Health & Substance Abuse ServicesMerit Protection CommissionMilitary DepartmentNarcotics & Dangerous Drugs ControlOffice of Personnel ManagementState Bureau of InvestigationPardon & Parole BoardPublic Employees Retirement System

213661

21011

325201

381

2527

101

2182

5190

144921

1533

1725

1232

07610514

113020

21070900

4340

1430

30210310824501

03400311

420006040110160

1181833301

740500100

03310101

24001

1102010070

3220800090006000

2261981

302

17504

222

761

382

18110

2752

80218

2151432

2673

304

151833

544082111623

2329

3314,575

92726

6574

48227

390145

61,864

197,024

1111,024

834371

1,2777

1848683

2503834

4.06.09.0

50.04.0

13.022.0

5.011.0

22.07.08.0

12.025.0

8.07.05.08.0

17.015.011.011.016.021.017.07.03.0

21.043.016.05.0

18.07.08.09.0

FY 03 Classified Service Employee Turnover By AgencyAgencies With Turnover


Agency Name Resignation Retirement Discharge Other Total TotalClass i f ied

Employees6/30/02

Class i f iedTurnover %

Department of Public SafetyDepartment of Rehabilitation ServicesSchool of Science & MathSecretary of StateState FinanceTax CommissionTeachers Retirement SystemTourism & RecreationDepartment of TransportationOklahoma Transportation AuthorityDepartment of Veterans AffairsWater Resources BoardWill Rogers Memorial CommissionTotal

4134

106

280

285942197

40

2,000

3025016

280

1455162520

641

46110210151379

10

458

4100490960411

139

796622

1665

151

13571

30581

3,238

1,379730

82980

85326

3942,342

4811,356

766

27,590

6.09.0

25.07.0

20.08.04.0

13.06.0

15.023.011.017.0

12.0%

Fiscal Year 2003 Annual Report State of Oklahoma Office of ...

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