Human R Res esources s Dep Departm tment t 2018 Mayor - - PowerPoint PPT Presentation

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

Program name 2017 Adopted 2018 Recommended Funding Change Item (new dollars) FTEs Select type of funding

General Fund Non- general fund General Fund Non- general fund General Fund Non- general fund Current Additional One time HR Administration 2,273,110 2,248,031 468,378 6.0 Strategic Workforce Solutions 3,565,567 3,600,960 28.0 HR Technology Solutions 614,089 451,124 611,298 462,139 8.0 HR Employee Services 1,086,393 1,352,880 HR Labor Relations 609,341 130,000 3.0 1.0 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

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Core e Progr

• grams

HR HR A Administration

• n

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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.

HR HR Ad Administration

Goals

Living Well One Minneapolis A Hub of Innovation and Activity Great Places A City that Works

X

Values

Equity Safety Health Vitality Connectedness Growth

X X X

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2017 adopted budget 2018 recommended funding FTEs Funding

General Fund Non-General Fund General Fund Non-General Fund Current One-Time (Yes/No)

2,273,110 NA 2,198,031 468,378 6.0 No

HR HR Ad Administration

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St Strategic ic Wor

• rkforce Solu

Solutio ions

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Purpose and Context

Strategic Workforce Solutions provides employee and organizational

• pportunities 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

St Strategic ic Wor

• rkforce Solutions

ns

Goals

Living Well One Minneapolis A Hub of Innovation and Activity Great Places A City that Works

X

Values

Equity Safety Health Vitality Connectedness Growth

X X

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2017 adopted budget 2018 recommended funding FTEs Funding

General Fund Non-General Fund General Fund Non-General Fund Current One-Time (Yes/No)

3,565,567 NA 3,600,960 28.0 No

St Strategic ic Wor

• rkforce Solutions

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St Strategic ic Wor

• rkforce Solu

Solutio ions c con

• nt.

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Hiring and selection (New)

• In 2016, 237 vacant positions reviewed.
• Of the above, 52 (22%) had a minimum qualification or

test removed or changed.

HR Techn hnology S Solutions ns

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Purpose and Context

HR Technology Solutions provides implementation, support, training and

• ngoing 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.

HR Techn hnology S Solutions ns

Goals

Living Well One Minneapolis A Hub of Innovation and Activity Great Places A City that Works

X

Values

Equity Safety Health Vitality Connectedness Growth

13

2017 adopted budget 2018 recommended funding FTEs Funding

General Fund Non-General Fund General Fund Non-General Fund Current One-Time (Yes/No)

614,089 451,124 611,298 462,139 8.0 No

HR Labor r Relations

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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

HR Labor r Relations

Goals

Living Well One Minneapolis A Hub of Innovation and Activity Great Places A City that Works

X

Values

Equity Safety Health Vitality Connectedness Growth

X

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2017 adopted budget 2018 recommended funding FTEs Funding

General Fund Non-General Fund General Fund Non-General Fund Current One-Time (Yes/No)

609,341 3.0 No

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

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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

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HR HR Total C Com

• mpen

ensation

• n

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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)

HR HR Total C Com

• mpen

ensation

• n

Goals

Living Well One Minneapolis A Hub of Innovation and Activity Great Places A City that Works

X

Values

Equity Safety Health Vitality Connectedness Growth

X X X

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2017 adopted budget 2018 recommended funding FTEs Funding

General Fund Non-General Fund General Fund Non-General Fund Current One-Time (Yes/No)

529,370 929,215 9.0 No

Tota tal C Compensation

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Tota tal C Compensation cont.

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CITY OF MINNEAPOLIS

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