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DEPARTMENT / DIVISION FUND
HUMAN RESOURCES – ADMINISTRATION GENERAL
PROGRAM NAME
TOTAL REWARDS
DESCRIPTION / MISSION
With the City’s Core Values as our model for service, utilize, manage and effectively communicate employee compensation,
benefits, employee recognition and employee wellness programs so as to retain and motivate the City’s workforce.

GOALS
• To continuously monitor the external business environment for trends / issues related to employee compensation and benefits
that will impact the effectiveness of City operations and make recommendations for changes to City programs when appropriate.
(Financial Stability)
• To effectively communicate the City’s benefits to all employees and dependents as well as provide adequate resources to
encourage consumerism when making health care decisions. (Financial Stability)
• To effectively communicate the City’s compensation programs to all employees ensuring a high level of understanding and
acceptance. (Efficient and Effective Delivery of City Services)
• To effectively manage the City’s benefit programs ensuring their financial viability. (Financial Stability)
• To provide high-quality assistance to employees and dependents regarding all employee compensation and benefit issues.
(Efficient and Effective Delivery of City Services)
• Partnering with the City’s Compensation and Benefits Review Committee, recommend appropriate changes to the compensation
and benefit programs that balance the value of employee contributions and the City’s fiscal responsibility to our citizens.
(Efficient and Effective Delivery of City Services)
• Along with the advice and counsel given by the City’s Employee Wellness Committee, facilitate, promote and encourage
participation in City-sponsored wellness activities. (Financial Stability)
OBJECTIVES
• Conduct an annual market analysis of the City’s compensation and benefit programs and partner with the Compensation and
Benefits Review Committee to provide recommendations for adjustments as appropriate.
• Resolve all benefit-related issues where assistance from the Human Resources Department is requested within 10 days.
• Increase overall participation in City sponsored wellness programs.
2016-17 2017-18 2018-19
PERFORMANCE MEASURES ACTUAL REVISED ESTIMATED
Goal: Financial Stability
# Of full-time personnel devoted to the city’s total rewards program
(compensation and benefits) 3.00 3.00 3.00
# Of participants in the city’s group medical plan (annual average) 1,479 1,475 1,480
# Of participants in the city’s wellness program (i.e. Flu shots,
health check, health fair, "Can Do" Wellness program, etc.) * 1,442 930 1,480
# Of employees attending benefit related meetings (i.e. annual
retirement seminars, open enrollment meetings, etc.) ** 923 550 590
% Of compensation (base salary + FICA) from revenue 28.00% 28.00% 28.00%
% Of benefit cost (health, life insurance, TMRS) from revenue 11.00% 11.00% 11.00%
% Of health claims issues brought to the attention of human
resources resolved within 10 business days 97.00% 97.00% 97.00%

*FY 17-18 no biometric or skin cancer screenings or employee
health fair. These programs offered every two years.
**FY 16-17 included Retiree Healthplan meetings

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