Page 133 - CityofKellerFY25Budget

HUMAN RESOURCES DEPARTMENT

HUMAN RESOURCES DEPARTMENT (100-17-171)

DEPARTMENT DESCRIPTION:
The Human Resources & Risk Management Department is responsible for maintaining the integrity of the workforce and risk
management-related activities of the City. It is designed to balance the concerns and operational activities of both the City, as
the employer, and the employees. As an internal business partner, the department engages in good stewardship through
contractual and fiscal responsibilities, and provides direction regarding all related employment practices and benefits. The
Human Resources & Risk Management Department directs and oversees the development, implementation, and oversight of
organizational benefits, workforce development, policies, wage, risk management, compliance strategies, and budgetary
preparation of related costs.

DEPARTMENT OBJECTIVES:
1. Fostering a positive workplace experience for employees resulting in a fully engaged workforce
2. Attracting, retaining and developing a collaborative, talented and professional workforce that embodies City values and goals
3. Maximizing safety and risk management efforts through education, awareness and engagement
4. Continually evaluating and improving practices, policies, solutions and programs

DEPARTMENT GOALS:
1. Utilizing technology and innovation to facilitate communication of information and events resulting in a minimum of twelve (12)
monthly Employee newsletters and, as needed use, of ADP platform, Survey Monkey and Sign Up Genius
2. Coordinating a minimum of four (4) annual training programs that promote employee development and growth (i.e. Keller
Academy)
3. Identifying ways to promote employee physical, mental and financial wellness by offering a minimum of five (5) annual
wellness programs or activities
4. Creating an environment where employee engagement is encouraged and valued by offering a minimum of nine (9) employee
appreciation events and scheduling, as needed, Safety and Wellness committee meeetings

SERVICE LEVEL ANALYSIS:
FY 2024-25
FY 2022-23 FY 2023-24 FY 2023-24 Adopted
SERVICES PROVIDED Actual Budget YE Proj. Budget
Employee Attrition:

Turnover (%) 18% 16% 16% 16%
Average Tenure of Employees (Years) 8.64 9 8.5 8.5

Recruitment
Employees Hired 225 150 200 180
Promotions/Transfers 34 20 20 18
Applications Received (#) 4,304 3,000 5,000 5,000
Time to Fill Vacant Postions (Days) New 45 60 50

Risk Management:
Workers' Comp Claims (#) 23 20 15 20
Medical/Pharmacy Loss (%) 99% 93% 85% 90%
Employees Participating in Wellness
Program 99% 100% 99% 100%

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