Page 84 - City of Fort Worth Budget Book

General Fund Human Resources

DEPARTMENT SUMMARY

FY2022 FY2023 FY2023 FY2024 Chg from PY Adopted
Final Adopted Adjusted Rec. Amount %

Total Revenues $ — $ — $ — $ — $ — 0.0 %

Expenses
Salaries & Benefits 4,044,252 4,430,665 4,430,665 4,972,166 541,501 12.2 %
Gen Operating & Maintenance 1,334,997 1,852,491 1,852,491 1,961,013 108,522 5.9 %
Total Expenses 5,379,249 6,283,156 6,283,156 6,933,179 650,023 10.3 %

Grand Total $ (5,379,249) $ (6,283,156) $ (6,283,156) $ (6,933,179) $ (650,023) 10.3 %

2023 2024 Change

Fund AP FTE AP FTE AP FTE
General Fund 38.00 36.43 41.00 39.43 3.00 3.00
Group Health and Life Insurance 11.00 8.25 11.00 8.25 — —
Retiree Healthcare Trust — 2.25 — 2.25 — —
Risk Financing 17.00 17.50 17.00 17.50 — —
Total 66.00 64.43 69.00 67.43 3.00 3.00
DEPARTMENT PURPOSE AND GOALS

The mission of the Human Resources Department is to support and protect the city’s most valuable assets, its
employees. The department is committed to delivering quality service, ensuring equitable employment practices,
offering professional development, and fostering a work environment that attracts and inspires excellence. Human
Resources at the City of Fort Worth is characterized by leading positive change, excelling through customer
service, and creativity in its approaches.

The Human Resources Department is comprised of nine divisions that include the Classification, Compensation,
and Civil Service Division; the Employee and Labor Relations Division; the Human Resources Information
Systems (HRIS)/Records Division; the Talent Acquisition Division; the Employee Benefits/Wellness Division; the
HR Business Partner Division; the Organizational Development Division; and, two divisions representing the Risk
Management function that include Property & Casualty and Workers’ Compensation/Safety.

FY2024 DISCUSSION AND SIGNIFICANT CHANGES
The Recommended Budget:

• Increases by $159,945 and one authorized position (AP) for an Organizational Development Manager to
allow our organization to keep up with new trends, knowledge, and changes that are shaping the training
landscape
• Increases by $149,586 and one AP for a HR Dimensions Administrator to assist with PSPS administration
and configuration tasks
• Increases by $ 115,376 and one AP for a HRIS Time & Labor Analyst to complete tasks and reduce
backlog

• Increases by $257,251 in salary and benefits for previously approved costs associated with pay for
performance, rising health care costs and pension contributions

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