Page 205 - City of Westlake FY20 Budget

Goals and Objectives

21 Human Resources

Unpredictability of sales tax collections and state school funding continue to create challenges in
maintaining competitive employee compensation packages.
New federal and state laws result in ongoing compliance challenges, resulting in constant change
of human resources best practices.
Sustained organizational growth and organizational complexity will require the need to develop
and sustain a world-class Human Resources Department to attract, recruit, and retain a top-
talent workforce.

2018-2019 Highlights
Develop and implement a new comprehensive employee training program to maximize effective
employee development and retention.
Enhance the employee performance evaluation instruments to maximize the effectiveness of
communication and achievement of goals and objectives.
Complete an annual risk assessment of all areas affected by potential property, liability, or
worker’s compensation losses.
Updated employee personnel manuals with additional policies.
Conducted a comprehensive compensation study for the Town of Westlake and Westlake
Academy.
In partnership with the Finance Department, assisted in the preparation of the municipal and
academic budgets and audit processes.
Completed regulatory filings in a timely manner.
Obtained insurance bids for municipal and academic insurance programs, ensuring seamless
enrollment.
Recruited new positions within the organization; assisting with organizational changes and
realignment.
Analyzed and updated municipal and academic position descriptions.
Researched and implemented updated leave policies, including a summer hours policy.

2019-2020 Goals and Objectives
Develop and implement a new comprehensive employee training program to maximize effective
employee development and retention. This includes collaboration with employees to “find and
perform their passion” that support the Vision, Values, and Mission of the organization and
establish a clear pathway to achievement.
Utilizing the input of all employees, review the employee performance evaluation system to
maximize the effectiveness of communication and achievement of goals and objectives.
In partnership with the Finance Department, continue to research and align cooperative
processes to reflect municipal government best practices.
Continue to assess, develop, and implement cooperative inter-departmental procedures to
reflect best practices, transparency, and efficiency.
Complete an annual risk assessment of all areas affected by potential property, liability, or
worker’s compensation losses.
Provide greater transparency, communication, and accountability for Human Resources
processes and services.
Research the feasibility of a performance pay component to complement the current teacher
compensation system, including analysis of and improvements of current stipend and extra-duty
payment practices in cooperation with the Westlake Academy Leadership Team.
Review needs for employee policy amendments, additions, and deletions.

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