OHMS KICKOFF

1
Administered by

• OHMS KICK-OFF
• April 25, 2008

2
Nancy Kelly

• OHMS Project Sponsor
• DAS, HRD
• Deputy Director

3
Agenda

• E-Recruit vs. NEOGOV?
• Advantages and Key Features of OHMS
• OHMS Phased Implementation Process
• Future Phases
• Inside OHMS
• Whats Next?
• Q A Session

4
E-Recruit vs. ?
5
Why Not E-Recruit?

• Functionality did not meet the needs of the State
  of Ohio
• Not cost effective
• Too much customization

6
Why ?

• NEOGOVs core business is public sector agencies
• Over 5,000 government users across the U.S.
• Started with county and city governments in
  California
• Added States including Illinois, South Carolina,
  and Tennessee
• Ohio is now their largest customer

7
Carolyn Groves

• OHMS Co-Project Lead
• System Administrator
• DAS, HRD
• Office of Compensation Recruitment

8
Advantages of the Ohio Hiring Management System
9
Advantages of OHMS

• Ability to create recruitment plans, post jobs
  and screen applicants all in OHMS
• Populate job postings with minimum
  qualifications, major worker characteristics from
  class specs with a click of a button
• Salary information automatically populates based
  on job code with ability to edit

10
Advantages of OHMS

• Spell-check feature when creating job postings
• Create supplemental questions specific to your
  agency and/or the job being posted
• Easily route applications to Subject Matter
  Expert (SME) or the hiring manager

11
Advantages of OHMS

• Quickly enter multiple paper applications
• Keep track of all applicant evaluation steps and
  scores including agency tests and interviews
• Robust and comprehensive reporting capabilities

12
Key Features of OHMS
13
Recruitment

• Develop recruitment plans
• Create and post job announcements
• Generate automatic online job interest cards to
  applicants from their chosen occupational groups
  and/or classifications
• Accept online job applications

14
Applicant Tracking

• Track applicants by step in the hiring process
• Generate e-mail and hard-copy notifications to
  applicants and recruiters
• Maintain detailed applicant history
• Establish and manage candidate lists

15
Selection

• Create and manage supplemental screening
  questions
• Pre-screen applicants automatically
• Define and store evaluation plans
• Minimum Qualifications
• Training and Experience
• Route applications to Subject Matter Experts
  and/or Hiring Managers

16
Testing

• Construct and schedule multiple types of tests
• Written
• Oral
• Performance
• Define test keys/answers and locations
• Process test scores and analyze results
• Pass-point analysis and statistics
• Online item bank and item analysis
• Computer Based Testing (CBT) module

17
Certification

• Capture applicant notes and dispositions
• Create Certification Eligible Lists
• System currently being designed to meet Ohio
  certification requirements

18
Benefits for Job Applicants

• Applicant help screens available 24 hours a day,
  7 days a week
• Create multiple applications for one profile
• Password management tool
• No longer need to call or e-mail if username
  and/or password is forgotten
• Create and submit job interest cards by
  classifications and/or occupational groups

19
John Audet

• OHMS Business Owner
• DAS, HRD
• Administrator, Office of Compensation
  Recruitment

20
OHMS Phased Implementation Approach
21
Phase 1 Post Jobs/Process Applicants

• HR users will be able to
• Create requisitions
• Create job postings
• Create evaluation steps
• Screen for minimum qualifications
• Process applications
• Create list of qualified applicants
• Fill requisitions
• Generate e-mail and letter notices to applicants

22
Phase 1 Post Jobs/Process Applicants

• Applicants will be able to
• Search for jobs online
• Create an applicant profile
• Create and submit job interest cards by
  classifications and/or occupational groups of
  interest
• Apply online
• New paper application being developed

23
Phase 2Online Hiring Center (OHC)

• OHC gives HR user the ability to easily route
  applications to
• SME for further review of qualifications
• Hiring Manager for review and consideration of
  who to interview
• Agencies will determine if and how OHC features
  will be used in their respective agency

24
Dave Rust

• OHMS Business Owner
• DAS, HRD
• Administrator, HR Support Center

25
Future Phases
26
Test Management System

• Multiple examinations can be created in the
  system
• Civil Service
• Proficiency
• Agency Specific

27
Test Management System

• Testing functionality will include
• Self scheduling
• Computer Based Testing (CBT)
• Auto scoring
• Remote testing
• Centrally located test data
• Statistical analysis of test data
• Randomization of examination questions

28
Certification

• Live Certification list
• Ability for agencies to see if Certification or
  Layoff list exists
• Ability to populate Layoff list with employee
  data
• Provide Layoff list electronically

29
Laura Sutherland

• OHMS System Administrator
• DAS, HRD
• Office of Compensation Recruitment

30
Inside OHMS
31
Creating a Requisition
32
Job Posting
33
Class Specification Database
34
Exam Plan
35
Adding a Supplemental Question
36
Supplemental Question Bank
37
Manual App. Entry
38
Job Search Page
39
Job Listings in OHMS
40
Job Posting in OHMS
41
My HR
42

OHMS Web site

• www.careers.ohio.gov

43
Other NEOGOV Users

• Orange County, California
• http//agency.governmentjobs.com/oc/default.cfm
• State of Illinois
• http//agency.governmentjobs.com/illinois/default.
  cfm
• State of South Carolina
• http//agency.governmentjobs.com/sc/default.cfm

44
Rod Clifton

• OHMS Co-Project Lead
• System Administrator
• DAS, HRD
• HR Support Center

45
Whats Next?
46
OHMS Today

• Identifying OHMS requirements
• Preparing training environment
• Identifying customizations and desired
  enhancements
• Seeking feedback and suggestions at
  OHMS.Feedback_at_das.state.oh.us

47
Next Steps

• Train-the-Trainer
• Training of HR users
• Production preparation
• Go Live June 25, 2008
• Help Desk Support

48
OHMS Go-LiveJune 25, 2008
49
Q A Session
50
Thanks for Attending