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that made significant moves to improve field supervision, administrative support and
environmental oversight with no impact on budget or FTEs.

It should be noted that the number of employees for FY 2023‐24 at 349.12 FTEs is far below the
369 FTEs on staff back in 2009 when our population was 20% smaller than it is today. I believe
this shows the commitment of staff to operate as efficiently as possible.

Last year, the city implemented several initiatives to promote work‐life balance for Keller
employees. First, we revised our Sick Leave Use Policy to allow more flexibility and equity for
employees. We also updated The Keller Pointe Membership Policy to accommodate employees
with non‐traditional households, increased on‐call pay for Public Works employees, introduced
an extended casual dress code during the holidays, and implemented a Youth Mentorship
Program intended to help foster healthy educational, social, and emotional development for
young people in Keller and our surrounding communities.

Perhaps most impactful, in May 2022, city employees at Keller Town Hall and the Municipal
Service Center — and within the Police Department's records division — began testing a
compressed work schedule that offered extended hours Monday through Thursday with facilities
closed on Fridays. Following a staff update in early October 2022, council decided to extend the
four‐day work‐week initiative while continuing to monitor customer service and employee
retention/recruitment levels.

During FY 2022‐23, Human Resources staff rolled out two new programs that saw great success
in terms of participation: on‐site dental cleanings and on‐site physicals. This new approach is
aimed at helping employees get the medical attention they need in a way that is as
accommodating to their schedules as possible. We had 25 employees participate in on‐site
physicals and 25 in on‐site dental cleanings. Another initiative that will be tested for the first time
this year is a 100% online open enrollment through ADP, the city's human resources management
software. We hope that allowing employees to complete their insurance enrollment online will
streamline the process and boost participation.

For FY 2023‐24, as a part of the K Well Wellness program, all employees on the city's health
insurance plan must take an annual medical physical. Employees who opt out of receiving their
annual physical will be required to pay a surcharge. To incentivize our employees to maintain
healthy and fit lifestyles, the city also offers discounts for participation in wellness activities. I
believe these initiatives will assist in making Keller an even better place to work and attract new
public servants to our team.

Part of recruiting quality city staff is providing excellent benefits. In FY 2021‐22, the city shifted
to a self‐insurance model for health and dental benefits. This means that rather than paying an
insurance company, we retain money in the budget and pay claims directly while using an outside
third‐party administrator to process claims on the city's behalf. This helps the city avoid
overpaying for administration and related overhead costs. More importantly, the self‐insurance

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