Page 193 - NRH FY20 Approved Budget

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)
• To 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, by partnering with the City’s Compensation and
Benefits Review Committee (Efficient and Effective Delivery of City Services)
• To facilitate, promote and encourage participation in City-sponsored wellness activities, with the advice and counsel
given by the City’s Employee Wellness Committee (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
• Increase overall participation in City sponsored wellness programs.
2017-18 2018-19 2019-20
PERFORMANCE MEASURES ACTUAL REVISED ESTIMATED
Goal: Financial Stability
# Of full-time personnel devoted to the city’s total rewards
program (compensation and benefits) 3 3 3
# Of participants in the city’s group medical plan (annual 1,467 1,451 1,480
# Of participants in the city’s wellness program (i.e. Flu
shots health check health fair "Can Do" Wellness program 916 1,628 1,130
# Of employees attending benefit related meetings (i.e.
annual retirement seminars, open enrollment meetings, etc.) 441 584 520
% Of compensation (base salary + FICA) from revenue 28.00% 28.00% 28.00%
% Of benefit cost (health, life insurance, TMRS) from 11.00% 11.00% 11.00%

*FY 19-20 no biometric or skin cancer screenings or
employee health fair. These programs offered every two
**Retirement seminar held in FY 18-19 as well as projected
increased open enrollment attendance due to medical
benefits RFP in FY 18-19

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