Page 473 - FY 2025 Adopted Operating Budget and Business Plan

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Financial/Economic Development

Goal 2: Promote Organization Sustainability by Recruiting, Retaining, and Developing Outstanding
Employees
Objective 1: Foster and Maintain a Work and Learning Environment that is Inclusive, Welcoming, and Supportive
Project Performance Measure(s) Department(s)
Core HR Metrics and Workforce Create a database with metrics Human Resources
FED Analytics: Comprehensive Database specific to items managed by the HR
2.1.3 for the HR Division of Employee Employee Operations team
Operations
Summary:
Milestone Target Date Status
The HR Employee Operations team manages a wide variety EE Operations Metrics:
rd
of HR themes including employee relations, talent 1. Determine Key 3 Qtr. FY 2024 Complete
management, and policy advisement. Metrics
rd
2. Identify Workday 3 Qtr. FY 2024 Complete
EE Operations Metrics: The team will work on developing data points/
baseline metrics and workforce analytics for the areas in reports
which this team specifically manages and establish a Job Description Review:
database. 1. Review/Organize 4 Qtr. FY 2025 Cyclical
th
Job Descriptions Comp Plan
Update:
In the span of time between the end of FY 2024 and the Market Analysis – Management Professional
rd
nd
launch of Workday Phase 3 (2 Quarter FY 2025), the Management 3 Qtr. FY 2024 Complete
Operations Team has built an internal database that tracks Professional
the stated Scorecard metrics for FY 2025 and beyond. Technical Craft 3 Qtr. FY 2025 In Progress
rd
Because Job Description reviews were re-assigned to
rd
Compensation and Org Dev team members, focus for Administrative 3 Qtr. FY 2025 In Progress
Operations has shifted to prioritizing standardization of Clerical
processes and cross-training for the coming transition of Public Safety 3 Qtr. FY 2025 In Progress
rd
Full-Cycle HR consultants (blending of Leave and Transition Support
roles and HR Consultant roles)
Ten Base Cities
Reporting will include:
1. # Disciplinary, Grievance & Investigations
1. Austin 6. Frisco
launched and trends. 2. Carrollton 7. Garland
2. Time to close Disciplinary, Grievance and
3. Dallas 8. Grand Prairie
Investigations.
4. Fort Worth 9. Irving
3. Employee Relations contacts and resolutions
4. Cost per Hire 5. Frisco 10. Plano
st
5. New hire turnover (before 1 year anniversary)
6. Time to Fill

In connection with the job description review project, the
Compensation team finalized the 3-year compensation
plan cycle by identifying the ten base comparison cities.
They also completed the first of seven-job family
analysis—Management Professionals.

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