Page 177 - BurlesonFY24AdoptedBudget

HUMAN RESOURCES DEPARTMENT

The Human Resources department is responsible to develop and implement strategies to attract and
retain exemplary, qualified public servants with a high regard for customer service, efficiency, and
expertise to meet the day-to-day needs of our community. We accomplish our responsibilities by being
an innovative, knowledgeable strategic business partner to provide high quality services in the areas of
recruitment and retention, competitive compensation and benefits, facilitating a respectful work
environment, workforce education and training, employee relations, regulatory compliance, and
organizational development.

Strategic Plan and Emphasis

 SFA 1: Operational Excellence

o Develop a high-performance workforce by attracting and retaining the very best employees; providing a
competitive salary and benefits package; maximizing employee training and educational opportunities.
o Improve the efficiency and productivity of operations through the use of technology, innovation and
continual business process improvement.
Future Goals in FY 2023-2024

 Enhance and implement new active based recruitment programs.
 Implement employee engagement solutions.
 Continue to ensure competitive compensation and benefits across the City.

Prior Year Accomplishments for FY 2022-2023

 Implemented hiring incentives for Engineering, Fire, Police, and Public Safety Communications.
 Implemented relocation assistance for lateral police officers.
 Attendance at multiple job fairs and partnered with departments at hiring events.
 Improved onboarding process to streamline steps and time while ensuring employees’ accesses
and equipment needs are ready on first day.
 Implemented a city-wide internship program with five interns across varying departments.
 Implemented a robust performance evaluation software system (emPerform) for both
employees and supervisors to use year round.
 Decrease in annual employee turnover and exceeding the goal of no more than 12%.
 Added new benefits for 2024: City paid dependent life insurance, first responder on duty major
accident policy, and dental buy up plan.
 Implemented new Wellness Log to earn up to 2 days off as an incentive for completing
qualifying Wellness activities.
 Met increased deferred compensation participation goal.
 Training: HR 101 for new PD Supervisors, Supervisor Series, numerous technology classes, and
extended DISC.
 Implemented employee experience/culture survey with 82% of employees likely to recommend
city as an employer.

177
177