Page 104 - Colleyville FY19 Budget

5-Year + Outlook

Over the next five to ten years, the Human Resources Department will be affected by several
changes that will influence how the City conducts business. Federal executive and legislative
policies and regulations, as well as Supreme Court rulings, will continue to affect processes
and procedures within the department and the policies of the City as a whole. With constantly
changing legislation, the Human Resources Department must continue to stay abreast of
these legislative and regulatory developments in employment law.
In addition to legislation affecting compensation and other employment-related matters,
federal health care reform has had a large impact on how all employers manage their health
plans. The administration and cost of health care benefits with the Patient Protection and
Affordable Care Act will have a long-term impact on the organization. The changes due to
the reform have had a direct impact on the City’s health benefit decisions and will continue
to affect the City’s health and prescription drug plan offerings to employees. This trend will
continue as new benefit options are emerging in the marketplace and will need to be evaluated
on how they fit into the City’s business strategy.

New technology has enabled Human Resources to more efficiently deliver services to
employees and job applicants. With the implementation of the integrated human resources
and financial software in FY14, built-in software efficiencies has allowed employees to be more
self-sufficient through self-service components. As new software upgrades are available,
Human Resources will continue to leverage these upgrades to make processes and procedures
more efficient. Because of limited storage space for paper files, and the cost of storing paper
files offsite, the Department is converting more documents into a digital format and is looking
to automating more of its processes. The new applicant tracking software was implemented
in FY 2017 to eliminate paper applications and streamline the hiring process for applicants,
hiring managers and the Human Resources Department staff. The Department will continue
to look for more opportunities to make this process for applicants and hiring managers even
more efficient.

The City will be challenged with knowledge transfer due to turnover. Most specifically, almost
a third of the workforce is currently eligible to retire with the known expectation that eligibility
will increase through FY 2022. A strategic approach to transfer and retain employees’ know-
how and best practices is critical.

102