Page 126 - Keller FY20 Approved Budget

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

DEPARTMENT DESCRIPTION:
The Human Resources & Risk Management Department (HR/RM) is responsible for maintaining the integrity of the workforce and
risk management related activities of the City. It is designed to balance the concerns and operational activities of both the City, as
the employer, and the employees. The Department directs and oversees the development, implementation, and oversight of
organizational benefits, employee relations, workforce development, policies, disciplinary procedures, wage, risk management,
compliance strategies, and budgetary preparation of related costs. Risk abatement and mitigation initiatives are accomplished
through the development and application of appropriate methods related to Workers’ Compensation and Property and Liability.
Direction and oversight of compensation and classification includes, but is not limited to: benefits, incentives, and wellness
initiatives; legislative compliance; and market strategies. This is achieved through sustainable health, wellness, job-related
incentives, and retirement benefit programs; and by designing and implementing those incentives to specifically address the
individual employee’s needs while balancing the City's needs for good stewardship. Initiatives for attracting and retaining a
qualified workforce are achieved through the development and implementation of sound classification and compensation
strategies, which include succession and career-path planning, service/department function analyses, and the encouragement of
personal and professional advancement.
Administration of the workforce includes, but is not limited to the development and implementation of policies and business
practices; legislative and social compliance; selection and retention strategies; training and development; and other employment-
related processes.
Vendor contract management is another integral responsibility of the HR/RM Department. Whether related to benefits, talent
acquisition or risk management, vendor contracts are obtained and maintained to ensure proper methods of administration,
procurement, and cost management.

DEPARTMENT/DIVISION GOALS :
1. Develop a new general classification system.
2. Review for possible audit current compensation strategies.
3. Develop a compensation structure based on the new classification system based on the pre-identified market.
4. Review and audit internal HR/RM functions for possible streamlining and enhancements.
5. Develop an in-house training program.
6. Develop new onboarding/orientation processes and procedures.

SERVICE LEVEL ANALYSIS:
FY 2019-20
FY 2017-18 FY 2018-19 FY 2018-19 Adopted
SERVICES PROVIDED Actual Budget YE Proj. Budget
Employee Recruiting:
General (#) 66 32 57 77
Retirements (#) 15 2 2 5
Promotions (#) 30 11 11 TBD
Applications Received (#) 3,873 2,660 3,160 2,500
Promotions (%) 25% 17% 13% TBD
Attrition (%) 35% 18% 26% 21%

Employee Events:
Employee Activities Team (#) 12 12 12 12
Health Fair (#) 1 1 1 1
Benefits Fair (#) 1 1 1 1
Awards Ceremonies (#) 1 1 1 1

Risk Management:
Quarterly Safety Meetings (#) 40 40 40 40
Workers' Comp Claims (#) 22 10 10 0

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