Page 155 - City of Mansfield FY22 Operarting Budget

HUMAN RESOURCES DEPARTMENT

MISSION STATEMENT:

The Human Resources Department strives to support the goals and objectives of the City
of Mansfield by providing services that promote a productive work environment that is
characterized by positive treatment of staff, open communication, personal
accountability, and mutual trust and respect. We focus on providing the highest level of
customer service to recruit, support, and retain employees.

Services Provided
● Employee relations and coaching
● Recruiting, onboarding, and orientation
● Compensation and classification studies, payroll, timekeeping, and accruals
● Employee leave including FMLA, workers’ compensation, and disability
● Insurance/wellness benefits
● Personnel file management, file reviews, and employment verifications
● Policy administration and compliance
● Employee appreciation and service recognition
● DOT/CDL program
● Training, evaluations, and professional development
● Separations, retirement counseling

Accomplishments in FY 2020-2021

● Implemented a 3-plan insurance option program with a double open enrollment to adjust the
plan year.
● Developed and implemented the employee portal/intranet.
● Implemented a new performance review process.
● Began an employee service recognition program.

FY 2021-2022 Goals and Objectives

1. Enhance employee and supervisor performance through training and development
• Establish course catalog of ongoing mandatory core employee and supervisor training modules.
• Develop and assign appropriate training paths based on department and role.
• Establish an employee committee to allow an outlet for the employee organization to discuss
policies, wellness initiatives, etc.

2. Ensure competitive compensation by evaluating employee’s total compensation and provide
recommendations and/or adjustments as market conditions warrant
• Utilize salary data from market salary and benefits studies to determine and publish a new pay
plan that is competitive.
• Compare current employee salaries to the pay plan and provide recommendations.

3. Enhance employee engagement and provide employee feedback
• Implement a new hire “check-in” program and provide supervisors with tools to identify areas for
praise and opportunities for growth.
• Identify factors that influence employee turnover and morale.
• Further develop the process for employee performance evaluations and use results for
engagement, coaching, and development.

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