Page 128 - FY 19 Budget Forecast 91218.xlsx

HUMAN RESOURCES DEPARTMENT
ADMINISTRATION DIVISION (100-170-01)

DEPARTMENT DESCRIPTION:
The Human Resources Department is responsible for activities that are intended to influence the productivity and
effectiveness of the employees as well as the effectiveness of City operations including the following: administration of
policy, recruiting and selection, employee training, development and organizational development, employee relations,
compensation and benefits, risk management, and compliance with federal/state laws and those of the City.

DEPARTMENT/DIVISION GOALS:
1. Leverage the City's human capital to increase the efficiency and effectiveness of the organization as a whole.
* Ensure that the City's compensation practices and benefits are competitive.
* Develop a formal selection program with expert selection tools.
* Ensure the hiring of high-caliber employees through effective selection expertise.
* Strive for the City to have the reputation of being an employer of choice.
* Develop HR staff expertise through effective training and certification programs.
* Focus on continuous quality improvement in consultative services.
2. Be an effective strategic partner to our customers - our City employees and other City departments.
* Communicate and educate employees in all City benefits to ensure proper utilization and manage benefit costs.
* Recognize, reward, and foster communication with employees through a variety of programs, i.e., Caught Making
a Difference, Quality Achievement Awards, Career Advancement Program (CAP) and Employee of the Year Awards.
* Express employee appreciation and build morale through events coordinated by the Employee Activity Team
(EAT), i.e. contests, lunches, and snacks.
* Encourage employees on healthy initiatives through events coordinated by the Wellness Committee, i.e. on-line
health assessments, biometric screenings, lunch and learns, Lifestyle Annual Challenge, and three sports
tournaments.
* Provide expert consultation to departments in the areas of selection, compensation, benefits, employee relations,
career advancement, disciplinary actions, training, leaves, policy administration and risk management.
* Support and foster communication throughout the organization by supporting the City Manager and all Directors in
their initiatives.
* Focus on continuous quality improvement in consultative services.

DEPARTMENT/DIVISION OBJECTIVES:
1. The metrics below, though not measures of performance strictly speaking, are valuable indices of the degree of
activity in the Human Resources Department, e.g. increase in employment actions or programs offered.
2. Salary survey positions and compare to our thirteen benchmark cities to ensure all positions are placed on the pay
plan with the minimum salary at the 50th percentile to competitively recruit.
3. Strive to fill the general job vacancies with internal applicants, i.e. promotions/transfers.

SERVICE LEVEL ANALYSIS:
FY 2018-19
FY 2016-17 FY 2017-18 FY 2017-18 Adopted
Actual Budget YE Proj.
SERVICES PROVIDED Budget
General job vacancies filled 69 85 110 85
The Keller Pointe job vacancies filled 178 150 150 150
General applications processed 2,899 3,000 3,300 2,500
The Keller Pointe applications processed 697 600 475 500
General employee turnover rate (excluding
seasonal employees) 11.4% 15% 0% 14%
Number of EAT sponsored events 17 12 12 12
Department Quarterly Safety Review
Meetings 38 40 30 40
Worker Compensation Claims Processed 33 34 34 30
Equipment and Vehicle Damage Claims
Processed 28 45 45 30
Liability Claims Processed 20 30 30 20

126