From the Director's Office

Highlighting Our Progress as We Close Out the Fiscal Year

As we wrap up the fiscal year, we want to share some of the progress made toward the goals outlined in the Division of Personnel’s 2026 Strategic Operations Plan. Although the plan is structured around a calendar year, many of our accomplishments over the past few months reflect strong early momentum across all three goals.

1. Delivering Exceptional Customer Service

DOP has expanded communication tools—including a monthly newsletter, standardized reports, and consistent meetings—to keep everyone informed and supported. New dashboards and automated reminders are helping us bring greater transparency and accountability to our services.

2. Advancing Operational Excellence

Internally, we’re making major strides in standardization and system improvements. Updated SOPs and reorganized guidance will help ensure HR staff across the state are working from the same high‑quality playbook. We’re also using technology more effectively, from better leveraging SharePoint and NeoGov to exploring broader use of tools like Easy Generator and ServiceNow to streamline processes and improve tracking.

3. Investing in Employee Engagement and Growth

We are committed to strengthening our workforce from within. Training access is expanding, supporting professional development and future leadership. Employee Relations is increasing its internal capacity through improved onboarding, mentoring, and strategic hiring. Statewide, the rollout of NeoGov will help standardize onboarding, and we’re refreshing SOA’s training curriculum to give new employees a stronger start.

These efforts—large and small—reflect DOP’s commitment to service, operational excellence, and the growth of our workforce. Thank you to everyone contributing to this progress as we move into the new fiscal year ahead.

NeoGov Onboard Implementation in Testing Phase

Training for HR and recruitment staff in Phase I is now complete, and teams can begin testing their forms and checklists to make sure the process feels smooth and intuitive. While we finalize system updates, this is an excellent time for department HR teams to prepare their own training plans and map out how they want to launch Onboard within their divisions. Our goal is for all Phase I departments to be fully operational by July 31, with each department successfully completing at least one onboarding using NeoGov. This will include having forms finalized, checklists ready, and staff confidently initiating onboarding tasks.

Temporary & Non-Perm Position Expiration Reminder

As we approach the end of the fiscal year, departments are encouraged to review upcoming inactivation dates for temporary and nonpermanent positions. Many of these positions are set to expire on June 30th, and proactive action helps avoid delays. Incumbents may not remain in expired positions.

To ensure Classification Services has adequate time to process them, please submit all new positions (permanent, non-permanent, Exempt and/or Temporary Exempt) and extension requests to us prior to COB June 23, 2026, through the Online Position Description (OPD) system, or the Request to Establish/Modify Exempt Position form for exempt positions located at https://doa.alaska.gov/dop/resources/hrForms/.

Pro Tip: Use the Monthly Department Position Report from EPIC to Identify Position Inactivation Date

• Access the “All Data” tab; locate Column Q (Permanent/Non-Permanent Position Designation)
• Locate Column X (PS Position Inactivation Date); sort oldest to newest to identify positions that may need to be extended

Workflow for Extension Requsts

• Under Administrative Order 358, nonpermanent extensions require OMB approved position approval form (PAF).
• Following budgetary approval:
  • Non-Permanent Position extension requests are submitted via OPD.
  • Temporary Exempt Position extensions are submitted via the Request to Establish/Modify Exempt Position form (available on the HR Forms website: HR Forms, Resources, Division of Personnel, Department of Administration) is completed and forwarded to the Classification Section (doa.dop.classification@alaska.gov). Please allow at least 4 business days for the request to be processed.

No longer need the position? Departments can initiate an inactivation project in OPD to delete the position. Otherwise, OPD automatically inactivates positions 90 days after the expiration date.

Reminder: Renewals Required for Next Fiscal Year

Because of last year’s changes to the Letter of Agreement process, many forms must now be resubmitted annually at the start of the fiscal year. This ensures we can verify ongoing work arrangements and confirm they are still needed.

Below is a list of the forms that need to be renewed every fiscal year:

• Out of State Telework LOA (Required for all out of state telework)
• In State Telework LOA (Required if telework more than 50 miles from duty station)
• Alternate Workweek (GGU, LTC, CEA, PSEA)
• Reduced Workweek (GGU, SU, CEA, LTC)

The DOP Online Forms SharePoint site helps ensure forms are submitted correctly and tracked. Due to system upgrades, alternate workweek requests should be submitted no earlier than June 30, 2026, reduced workweek and telework submissions should be submitted no earlier than June 17, 2026

There will be a two-week grace period for submitting all FY 2027 forms. The final deadline is July 14, 2026.

Special Note for Telework Agreements

If your Telework Agreement involves working out of state or more than 50 miles outside of your duty station, you must have both an approved Telework Agreement and be signed onto the Telework Master LOA to continue teleworking. If you do not receive approval by July 14, you will need to work with your agency to determine next steps.

Reminder: GGU Lump Sum Payments

In July 2026, there will be a lump sum payment to employees covered by the General Government Unit (GGU) per the 2025-2028 collective bargaining agreement between the State and ASEA (GGU). Information about how this process works and who is eligible is available on the Division of Personnel home page.

For any additional questions, please email the Employee Call Center at EmployeeCallCenter@alaska.gov.

Coming Soon: The Return of Respectful Workplace Training!

You asked, and we listened!

One of our most requested instructor-led courses is making its return. Respectful Workplace Training is coming back as both an in-person and virtual facilitated learning experience, giving employees and supervisors the opportunity to engage in meaningful discussions, share perspectives, and learn together in ways that go beyond a self-paced course.

While the training has continued to be available through AspireAlaska as a self-paced option, we've heard from many of you that the interactive, instructor-led format has been greatly missed. We're excited to bring it back and offer new opportunities for connection, conversation, and learning.

And that's not all...

We're also updating the Respectful Workplace self-paced course in AspireAlaska to align with the content and learning objectives of the instructor-led offerings. Whether you choose to participate in an in-person session, attend virtually, or complete the training at your own pace, you'll receive a consistent learning experience built around the same core concepts, expectations, and outcomes.

In addition, we're launching a Respectful Workplace Trainer Certification designed specifically for HR professionals who want to facilitate the course within their organizations. To support ongoing delivery and consistency across the state, a streamlined recertification process will also be available.

We're excited to offer flexible learning options while ensuring a shared understanding of what it means to foster a respectful and productive workplace.

More details, registration information, and certification opportunities are coming soon. Stay tuned!

Suggested Employee Training

8 Keys to a More Respectful Workplace
This 50-minute self-paced training explores how workplace culture shapes the employee experience. Often, the difference between an outstanding workplace and a challenging one comes down to how people treat one another. Through eight fundamental concepts, this course provides practical strategies for fostering a more respectful, positive, and productive work environment.

Why Being Respectful to Your Coworkers Is Good for Business – Christine Porath
In this engaging 15-minute TED Talk, leadership researcher Christine Porath shares science-backed insights into the impact of workplace civility. Learn how small acts of respect can improve collaboration, strengthen organizational culture, enhance career success, and even benefit the bottom line.

Take Care of Your Mental Health at Work
This quick 5-minute training serves as an important reminder that supporting your mental health is essential to your overall well-being and workplace success. Explore simple ways to prioritize your mental health and learn why taking an active role in your well-being matters both on and off the job.

Creditable State Service SOP Updated

An updated copy of the Step Placement Based on Creditable State Service standard operating procedure (SOP) has been posted to the Division of Personnel website. This SOP defines the process for how to determine the step placement for employees based on creditable state service. Examples of some of the common situations have been included to help everyone better understand the process.

Congratulations to our new EEO Program Manager, Mauria Gerdeman

We are pleased to share that Mauria Gerdeman has been promoted to Program Manager of the Equal Employment Opportunity Program within the Division of Personnel. Mauria brings more than a decade of experience in equal employment work, beginning with her time in the University of Alaska Fairbanks EEO office before joining the State in 2014. Her deep expertise, steady leadership, and commitment to equity make her an exceptional fit for this role. Join us in welcoming Mauria Gerdeman as the EEO Program Manager!