CITY OF MINNEAPOLIS Human R Res esources s Dep Departm tment t 2018 Mayor recommended budget October 19, 2017 Budget Book Pages F81-F88
Departm rtment Organizational Chart rt
Budget Summary 2018 Select Change Item 2017 Adopted Recommended FTEs type of (new dollars) Funding funding Program name Non- Non- Non- General General General general general general Current Additional One time Fund Fund Fund fund fund fund HR Administration 2,273,110 2,248,031 468,378 6.0 Strategic Workforce 3,565,567 3,600,960 28.0 Solutions HR Technology 614,089 451,124 611,298 462,139 8.0 Solutions 1,086,393 1,352,880 HR Employee Services 609,341 130,000 3.0 1.0 HR Labor Relations HR Total Compensation 529,370 929,215 9.0 Totals 7,539,160 1,804,004 7,599,000 1,859,731 130,000 54.0 1.0 3
Core e Progr ograms 4
HR HR A Administration on Purpose and Context HR Administration ensures: 1. HR strategic direction aligns with City values and goals. 2. Fair human resource practices in hiring, selection and promotion. 3. Integration of racial equity processes into HR programs, policies and practices. 4. Affirmative action goals and timelines are developed and integrated into enterprise- wide plans. 5. Discrimination, harassment and retaliation investigations. Services Provided 1. HR Policy Review and Development 2. Civil Service Commission Administration 3. HR Results Management 4. HR Racial Equity Leadership - Ensures integration of racial equity processes into HR programs, policies and practices. 5. Administration of enterprise employee recognition including the STAR Awards Program 6. Enterprise-wide HR initiatives 7. Employee Complaint Investigations: Provide an administrative avenue for the resolution of Title VII complaints - discrimination, harassment and retaliation. 5
HR HR Ad Administration 2017 adopted budget 2018 recommended funding FTEs Funding One-Time General Fund Non-General Fund General Fund Non-General Fund Current (Yes/No) 2,198,031 468,378 2,273,110 NA 6.0 No Goals A Hub of Living Well One Minneapolis Great Places A City that Works Innovation and Activity X Values Equity Safety Health Vitality Connectedness Growth X X X 6
HR HR Ad Administration 7
Strategic St ic Wor orkforce Solu Solutio ions Purpose and Context Strategic Workforce Solutions provides employee and organizational opportunities that enable increased employee skills and effective and efficient leadership of the employees who conduct the City’s work. Programming is focused on attracting, retaining, leading and managing the City’s workforce. Services Provided 1. Recruitment and Retention 2. Performance Management 3. Employee Engagement 4. Orientation and Onboarding 5. Leadership and Professional Development 6. Employment Equity and Workforce Planning 7. Legal Compliance 8
St Strategic ic Wor orkforce Solutions ns 2017 adopted budget 2018 recommended funding FTEs Funding One-Time General Fund Non-General Fund General Fund Non-General Fund Current (Yes/No) 3,565,567 NA 3,600,960 28.0 No Goals A Hub of Living Well One Minneapolis Great Places A City that Works Innovation and Activity X Values Equity Safety Health Vitality Connectedness Growth X X 9
St Strategic ic Wor orkforce Solutions 10
St Strategic ic Wor orkforce Solu Solutio ions c con ont. Hiring and selection (New) • In 2016, 237 vacant positions reviewed. • Of the above, 52 (22%) had a minimum qualification or test removed or changed. 11
HR Techn hnology S Solutions ns Purpose and Context HR Technology Solutions provides implementation, support, training and ongoing innovative solutions enterprise-wide on system applications for hiring, benefits, compensation, learning & performance management and compliance. Services Provided 1.HR information systems administration and support : Performance Management • Recruitment and hiring • Training administration • Labor Relations • Classification, Compensation and Benefits system administration • 2. Processing of operational data that drives employee payroll & applicable vendor integrations. 3. Application system security and training. 4. Reporting to federal, state and local agencies. Responses to data requests and information for workforce analysis and planning. 12
HR Techn hnology S Solutions ns 2018 recommended 2017 adopted budget FTEs Funding funding One-Time General Fund Non-General Fund General Fund Non-General Fund Current (Yes/No) 614,089 451,124 611,298 462,139 8.0 No Goals A Hub of Living Well One Minneapolis Great Places A City that Works Innovation and Activity X Values Equity Safety Health Vitality Connectedness Growth 13
HR Labor r Relations Purpose and Context Division fosters mutually respectful, responsible relationships with the • bargaining units Responsible for City’s legal obligations under Minnesota Public Employee • Labor Relations Act (PELRA) Leads and manages collective bargaining, administration and • implementation of 24 collective bargaining agreements Oversees and implements the City’s grievance process • Services Provided 1. Negotiate collective bargaining agreements 2. Administer and interpret collective bargaining agreements to ensure compliance 3. Provide guidance to City departments on implementation and interpretation of collective bargaining agreements 4. Manage the grievance process, including hearings and addressing third step grievances 5. Oversee contract administration 14
HR Labor r Relations 2018 recommended 2017 adopted budget FTEs Funding funding One-Time General Fund Non-General Fund General Fund Non-General Fund Current (Yes/No) 609,341 3.0 No Goals A Hub of Living Well One Minneapolis Great Places A City that Works Innovation and Activity X Values Equity Safety Health Vitality Connectedness Growth X 15
Labor r Relations FTE • Change Item Amount: $130,000 – includes one FTE • Change Item is ongoing Proposal: Establish an additional labor relations position to address workload challenges and provide redundancy for Labor Relations Division to: • Negotiate collective bargaining agreements • Implement and communicate final agreements • Administer, interpret and advise departments on agreements • Manage grievance procedure including addressing third step grievances
Labor r Relations FTE c continued ed Rationale: • The City’s labor relations approach fosters mutually respectful, collaborative relationships with labor, City departments and employees • 92% of the City’s workforce is covered by a collective bargaining agreement • Labor relations is at the core of the relationship between the City and its employees • The City’s 2017 budget for salaries and benefits was over $500 million or 35% of the total City budget
Labor r Relations FTE c continued ed Rationale (cont’d): An independent consultant determined: • The division is functioning beyond full capacity • The division is under-staffed • The division is continually challenged to negotiate and implement labor agreements as effectively and timely as desired • The division has limited to capacity to: • Strategically prepare for future workforce needs • Work with other divisions to align budgeting with compensation philosophy • Communicate at a level consistent with its goals or with meeting the needs of its stakeholders
Labor r Relations FTE continued Investment in this position aligns to the City Goal – A City that Works. Outcomes - The addition of this position will: • Improve service delivery by increasing overall effectiveness, timeliness and efficiency • In partnership with workforce planning efforts, support labor relations strategies designed to support future workforce needs • Drive innovative labor solutions in a changing workforce environment 19
Labor r Relations 1. Collective Bargaining 2. Average number of negotiation sessions per agreement: 12 3. Grievances: 14 Step Three grievances processed in 2017 to date 4. Supervising in a Union Environment Training Program (New) • Forty-two employees completed the program 20
HR Total C HR Com ompen ensation on Purpose and Context HR Total Compensation provides leadership and management in the areas of compensation, classifications, benefits, wellness and leave administration. Services Provided 1. Benefits and Wellness: Develop strategy, design, negotiate and implement health and wellness programs and all other benefit programs, including leaves. 2. Classification Administration: Evaluate work in the context of all other work in the City and maintain the integrity of the classification system. (Minn. Statutes 471.991-999 and Minn. Rules Chapter 3920) 3. Compensation Administration: Maintain competitive pay, ensure internal equity based on compensable factors. (Minn. Statutes 471.991-999 and Minn. Rules Chapter 3920) 21
HR HR Total C Com ompen ensation on 2018 recommended 2017 adopted budget FTEs Funding funding One-Time General Fund Non-General Fund General Fund Non-General Fund Current (Yes/No) 529,370 929,215 9.0 No Goals A Hub of Living Well One Minneapolis Great Places A City that Works Innovation and Activity X Values Equity Safety Health Vitality Connectedness Growth X X X 22
Tota tal C Compensation 23
Tota tal C Compensation cont. 24
CITY OF MINNEAPOLIS Questions? THANK YOU!
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