Page 100 - Colleyville FY19 Budget

2. Employee Relations
1.2 Develop future community leaders

2.1 Provide responsive, efficient city services
2.2 Recruit and retain a highly-qualified workforce
2.3 Effectively leverage information technology

The Human Resources Department is responsible for
interacting with employees concerning all aspects of
employment in order to develop and maintain a positive
relationship between the City and its employees. This is
accomplished through programs and policies that ensure
fairness, respect and consistent treatment for all
employees. Various types of communication tools are
used in order to ensure employees receive timely and
accurate information. Such tools include employee email,
the City’s intranet, and quarterly all employee meetings.

In addition to communication, employee relations also
involves employee support and support programs, special
event coordination, employee recognition and incentive
programs, and grievance and disciplinary matters.
Human Resources also advises supervisors when
considering employment action for misconduct or
performance issues to ensure compliance with City
standards and fair and consistent treatment.

3. Compensation and Benefits
2.1 Provide responsive, efficient city services
2.2 Recruit and retain a highly-qualified workforce

2.3 Effectively leverage information technology
Human Resources is responsible for administration of the City’s classification and
compensation system including job evaluation, job description development, completion
of salary surveys and administration and application of the compensation plan. In addition
to compensation, the department is also responsible for administration of the employee
benefits and retirement programs. This includes annual evaluation of benefit plan designs,
contract administration, and compliance with federal and state regulations. The Human
Resources Department also administers leave benefits provided to employees.

The City’s wellness program, created in conjunction with the Employee Benefits and
Wellness Committee, has been successful since its re-implementation in fiscal year 2010.
With the outcomes-based model, medical insurance premiums paid by employees are
based on tiers earned through biometric screening measurements. Tier I provides the
highest City subsidy and Tier III provides the least City subsidy. Participation in the
wellness program remains steadily high - in 2018 participation was 94%.
According to the City’s health insurance broker, when compared to the other cities in the
state of Texas, Colleyville has one of the most progressive wellness programs that is three

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