HUMAN RESOURCES DEPARTMENT 2020 Budget Presentation
Human Resources Department Organizational Chart “ Through strategic partnerships, Human collaboration, and respect; the Resources Human Resources Department Director recruits, develops, and retains a Benefits and Senior high performing and diverse Payroll Program Specialist Coordinator workforce and fosters a healthy, safe, and productive work FTE: 2.5 environment.”
Benefit Wage & Salary Administration and Review Administration and Review Payroll Administration Injury Reporting / Workers’ Compensation Employee Relations / Sr. Volunteer Program Counseling
Major Accomplishments Payroll Migration to PayChex • First Payroll Run – 98% accuracy • Minimum Wage Increases to meet state compliance (215 total) • Incorporated COLA Increases for non-union staff & union increases • Annual W2’s (495 total and 3 corrected) • Payroll Total = 525 Monthly Quarterly: 276 • Vendor Checks Total = 23 Monthly
Major Accomplishments cont. Short-Term, Long-Term, and Dental Benefits - Migration to Unum • Included a negotiated locked rate for all above benefits through 2021 Concentra -Employee Injury/ New Hire Physicals • Consolidation of employee services to ensure consistency & compliance Job Descriptions Updated • All clerical staff Successful Union negotiations with 6 employee Unions for 2018
EMPLOYEE HEADCOUNT (on 1/1)
EMPLOYEE ACTIVITY 60 50 New Hires 40 Seasonal New Hires 30 Resignation 20 Termination Retirement 10 0 2016 2017 2018 2019
REPORTED WORK INJURIES 80 70 60 50 Injury Report 40 Workers' Comp 30 20 10 0 2016 2017 2018 2019
Disability Processing (non work-related) 20 15 10 Short Term Long Term 5 0 2016 2017 2018 2019
VOLUNTEER PROGRAM
Senior Tax Work Off Program Volunteer Locations Train Station City Clerk Codes Planning Finance Fire Department Age Friendly Parks &Rec
Major Challenges Recruiting • Finding new ways to attract talent from the private sector • Identifying advantages to public sector employment Retention • Continue to maintain strong benefits • Continue to provide excellent service as well as providing a positive work/life balance to staff
Major Challenges Policies • Organizational policies need to be reviewed, updated, and brought to Council for approval Payroll • Utilizing new reporting available after the recent data migration Increasing Employee Self-Sufficiency • Ensuring staff are trained on available self-service portals
RAD FY2019 Update $10,000 Originally Allocated for Professional Development: • Not utilized in FY2019 due to payroll migration and benefits work taking time away from Professional Development activities Suggested Reallocation of funds before end of Fiscal Year: • Support a Compensation Analysis • To include: Wage, Job Description, and Grade • In order to increase recruitment & retention
Budget Summary
Budget Summary FY2019 $ FY2020 REC FY2020 RADs Adopted Change Directive RADs Recommended Expense 180,125 20,774 200,899 68,244 58,244 259,143 Revenue 0 0 0 0 0 0 Operating (180,125) (20,774) (200,899) (68,244) (58,244) (259,143) Income
Requests Above the Directive Project Name Priority Frequency Requested Recommended Headcount - Administrative Assistant Critical Need One-Time 2,305 2,305 Headcount - Administrative Assistant Ongoing 37,196 37,196 Department RAD Total 39,501 39,501 Recruitment Advertising Critical Need Ongoing 11,600 11,600 Department RAD Total 11,600 11,600 Grand Total 51,101 51,101
RAD – Administrative Assistant • Provide administrative coverage to enable higher response time for staff and greater departmental efficiency • Administrator supports new hire processing by scheduling routine appointments, filing paperwork, and providing backup for benefits and payroll processing • Provides staff with a front-line presence to assist in day-to-day human resources needs
RAD – ADVERTISING Expand Current Recruiting Efforts: • Grow recruitment beyond printed advertisements • On-site recruiting opportunities • More regional focus
In Conclusion
Recommend
More recommend
