SPA Strategic Objectives

Goal 2: Georgia State Government trains and develops its leaders and workforce.

The Georgia Leadership Institute (GLI) will provide the State a pool of qualified candidates for leadership positions.
Employee development programs will be based on current needs assessments and competency profiles.
Employees will have the competencies and experience to fill critical positions.
Technology will provide agencies with the tools to enhance talent management.

By December 31, 2007, a Training Advisory Council will be established and operational.
By June 30, 2008, the Georgia Leadership Institute will meet enrollment goals at all levels.
By December 31, 2007, complete competency profiles will be available electronically.
By December 31, 2009, an electronic Learning Management System will be implemented.
By June 30, 2008, we will develop an electronic knowledge management system.

The Georgia Leadership Institute's curriculum must address the core needs of state government.
User-friendly learning needs assessment tools must be available for managers' use in evaluating employees for developmental planning.
Competency profiles must be linked to career development.
Existing technology must be integrated to maximize capabilities and effectiveness.
Agency leadership must demonstrate a commitment to develop employees and allocate funding to support development.
There is a critical need for SPA to have legislative and executive support and funding for strategic workforce initiatives.

Frequent turnover/retirements of employees that result in lost knowledge.
The increasing cost of continuous re-training of current employees.
Lack of awareness of the importance of aligning core business with the development of employees.
The lack of understanding of the breadth of development strategies and options currently available.
State environment does not promote cross training, job sharing and other knowledge transfer strategies.