About MSPB
Agencies are quickly recognizing that their human capital is, by
far, their greatest asset because it is the agencies' employees
that possess the skills and knowledge needed to most efficiently
carry out the day-to-day activities. Now more than ever, getting
talent in the door and efficiently managing that talent is the key
to building a successful workforce.
The Mississippi State Personnel Board (MSPB) includes several
divisions that perform specialized services for current and
prospective employees of the State of Mississippi.
The Office of Human Capital Core Processes
(HCCP) is a unique team comprised of MSPB consultants that
provide an array of services in three main functional areas:
Core Processes, Assessment Services, and Technical Services.
Each agency under the purview of the Mississippi State Personnel
Board has two MSPB consultants assigned that provide advice and
guidance to state agencies and conduct research and analysis of
statewide workforce and human resources management issues.
The Core Processes Division is the primary
point of contact for our customers. The core processes
include: Recruitment, Selection, Classification and Compensation.
The Recruitment function involves the administration of recruitment
programs that ensure open consideration of qualified applicants for
appointment. It also involves attendance at various job fairs
and career fairs around the state.
The Selection function and its corresponding rules and
regulations are designed to ensure fair and equitable treatment of
all applicants and employees without regard to political
affiliation, race, national origin, sex, religious creed, age or
physical disability. It is a compilation of applicant
services ranging from the evaluation of applications to processing
of transactions relative to the hiring process. The Classification
function is a concerted effort to ensure that all state and certain
non-state service employment positions in the state's inventory of
job classifications are properly classified. The primary
Compensation function is management of the Variable Compensation
Plan (VCP), which is designed to promote salary parity for similar
positions across agencies. Another of the major Compensation
functions is to develop annual recommendations to the Legislature
for future fiscal year needs, such as new positions, reallocations,
special compensation plans and additional compensation requested by
state agencies.
The Assessment Services Division ensures the
validity of the data contained in the class specifications for each
job in our inventory. This division analyzes the jobs, not
the applicants. This division also provides assistance in the
development of examinations and behavioral interview questions that
assist agencies in finding the best fit for hiring and/or
promotion.
The Technical Services Division is responsible
for the overall management of the application process from
recruitment to the issuance of certificates of eligible applicants.
Applications are either received electronically or by mail and are
processed and stored. The staff is also responsible for
maintenance of the active recruitment listing on MSPB's website and
within the Statewide Payroll and Human Resource System
(SPAHRS).
The Workforce Processes Division is responsible
for assisting agencies with an assessment of their workflow and
workforce. This is accomplished by conducting a business flow
process analysis to determine methods to streamline business
processes and improve efficiency in the delivery of services.
This assessment includes identifying resource-saving methods such
as utilizing technology and outsourcing. Additionally, the
Workforce Processes staff determines the skills and capabilities of
an agency's current workforce and identify staffing excess or gaps
for the new business process. The process of integrating the
people, information, and technology with a business process
resulting from the workflow and workforce assessment is referred to
as an "organizational redesign." Staff members assigned to
this division conduct these assessments and determine a recommended
organizational redesign.