Page 85 - HurstFY23AnnualBudget

APPROVED BUDGET FISCAL YEAR 2022-2023

positions. Operationally, several departments are newly aligned to these Assistant City
Managers, Public Works, Community Services, and Planning & Community Development. Police,
Fire, Human Resources, and Economic Development remained tied directly to the City Manager.
These structural changes have supported the City Council’s strategy for emphasizing leadership
efforts linked to The Hurst Way, and provided a focus on excellent customer service delivery
through improving on processes within departments. Encouraging innovation balanced with
financial sustainability, Hurst’s hiring supervisors continue to complete needs analysis to
determine what skills are needed to fill any gaps rather than directly replacing each position as
is. This has resulted in several budget neutral and minimal organizational structure changes to
divisions including Municipal Court, Utility Billing, Human Resources, and Information
Technologies. The City is anticipating more attrition in the coming fiscal years, and each will be
viewed as an opportunity to analyze the division or department staffing needs for alignment with
the City’s vision, mission, strategic priorities and values.

City of Hurst Benefits:
The City of Hurst provides quality services and programs with a responsive staff of approximately
full-time equivalent budgeted positions for fiscal year 2022-2023. The City has adopted a Total
Rewards approach for providing competitive and salary and benefits options. Total Rewards is
that process for assessing, designing, implementing, and evaluating all that is offered to Hurst
employees in exchange for their good work. Hurst provides employees with a 2 to 1 retirement
match in the Texas Municipal Retirement System, Life insurance, Long-Term Disability insurance,
Health insurance, dental insurance, and other voluntary benefits. Hurst also provides attendance
pay, unlimited sick leave accrual, and continues to participate in social security. Direct pay and
benefits are considered in total when evaluating the compensation system.

The City and employees share in the cost of health insurance. For the 2022-2023 fiscal year
employees will pay between 0.25% and 2.75% of their base annual salary plus an additional flat
monthly fee. The percent of salary and flat monthly fee are dependent upon each employees’
personal elections for dependent coverage and enrollment in either the regular health plan or
the high deductible plan. This equates to the City covering approximately 80% - 97% of the cost
of health insurance for employees and dependents. The City requires employees and eligible
spouses who are tobacco users to contribute an additional thirty dollars per month. Additionally,
the city implemented a spousal surcharge of $150 for those employees who enroll their spouse
on the city’s when they are eligible for benefits through their employer.

Managing the cost of healthcare while sustaining benefits continues to be a challenge for
employers across the nation, including the City. Several strategies have been considered and
implemented to maintain the balance of cost. Employees are offered two in-network only plans,
a High Deductible Health Plan with a Health Savings Account and a PPO plan. Claims incurred
continue to be the largest expense tied benefits cost, so the City remains committed to wellness
efforts. Employees and their eligible dependents may participate in the City’s Wellness Program
and receive incentives for participation. Programs include health screenings, educational
opportunities, and individualized coaching with an experienced Wellness Coordinator.

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