[PPT] - Human Resources Marsha Edwards, Director May 14, 2015 Agenda PowerPoint Presentation

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Human Resources

Budget Presentation Marsha Edwards, Director May 14, 2015

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Agenda

Strategic Plan
Overview of Services
Changes
Successes
Constraints
Initiatives
Moving Forward

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I. Improve the health of our

communities

Provide employees access to affordable

health insurance

Implement responsible wellness initiatives
Provide low cost alternatives for routine

medical concerns

Ensure availability of healthcare to

employees and eligible dependents by conducting dependent eligibility audit

Provide opportunities for education around

mental and physical well being

II. Ensure networks of integrated and

effective services through partnerships

Partner with Employee Assistance Provider

to promote mental health and employee well being

Partner with retirement advisors to educate

and support employees with personal financial planning

Partner with other public agencies to provide

course offerings of mutual benefit

I. Maintain internal administrative

infrastructure

Provide training for staff and supervisors in

policy and best practices

Ensure greater efficiencies in training

delivery by adopting a Learning Management System

Implement cost containment measures by

adopting responsible benefits and wellness practices

Encourage local control by moving to self-

funding model for employee medical benefits

Promote positive employee relations by

negotiating collaboratively with County unions/associations

Adopt a new performance management

system to ensure employees receive necessary feedback to excel

Monitor compensation structure to ensure

competitiveness with public comparators

Lane County Human Resources

2014- 2017 Strategic Plan Overview

Safe and Healthy County

OUR VISION: Lane County is recognized as the best county to live, work, and play. OUR MISSION: To support Lane County by providing services that promote a work environment that is characterized by fair treatment of staff, open communications, personal accountability, trust and mutual respect.

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I. Support and protect a vibrant

natural environment

Automate HR processes to reduce use of

paper

II. Ensure Equity and Access
Advise departments in best practices for

interviewing and selection

Conduct recruitment outreach to diverse

communities

Provide training to interview committee

members in best practices for interviewing and selection, including recognition of implicit bias

Participate in County and community cultural

events

Advise departments on compensation-related

issues to increase equity awareness

Invest in employees by providing

development opportunities and ensuring they have the tools to succeed

OUR STRATEGIC ANCHORS OUR STRATEGIC IMPERATIVES KEY OBJECTIVES 2014 - 2017 STRATEGIC AREAS OF FOCUS

Vibrant Community Administrative Infrastructure

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COUNTY VALUES HUMAN RESOURCES’ DIVISIONS Administration Benefits and Wellness Employee and Labor Relations

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Services

Classification
Compensation
Benefits Administration
Wellness Initiatives
Bargaining/ Administering Seven Collective Bargaining Agreements
Grievance Resolution
Employee Relations
Training and Development
Recruitment and Selection
Performance Management
Human Resource Information System (HRIS)

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Changes

No significant changes to HR’s budget
In order to accurately reflect the budget priorities; funding was

shifted to line items such as:

– $15,000 - New line item for Maintenance Agreements – $30,000 – Transfer from Professional Consulting to DP Supplies and Access

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Successes

Offered 210 classes (5,575 hours, 1,535 attendees)
Partnered with other agencies to offer mutually beneficial training
Bargained five CBA’s and administered seven CBA’s
Opened 301 recruitments
Selected new 457 administrator
Selected new EAP
Processed proof of enrollments for over 500 Medicare retirees
Coordinated employee engagement survey

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457 Deferred Compensation

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TIAA-CREF will administer the plan effective June 1, 2015

Lower Fees
Enhanced Transparency
401(a)
New Financial Planning Services

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Employee Assistance Program (EAP)

Inova will administer the plan effective July 1, 2015

The Live Well committee selected this world-class provider after evaluating 9 proposals
Replaces DIRECTION effective July 1
Network of counselors across Lane County, including Florence
Supervisor training and coaching
Other services - finances, legal issues, ID theft prevention, elder care, child care, adoption, savings
n purchases, online training, education, wills & documents, pet care, and wellness

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Constraints/ Challenges

Ensuring employees are able to seek skill development opportunities
Recruiting for specialized positions
Bargaining contracts in 2015 with FOPPO and Prosecuting Attorneys
Bargaining contracts in FY 16-17 with Admin Pro, 626 and LCPOA
Ensuring Lane County is in compliance with ACA requirements
Limiting the County’s exposure to the employer Cadillac tax
Redesigning New Employee Orientation (NEO) in 2016
Balancing staff workloads as they work to automate HR processes

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Initiatives

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Learning Management System

What? A Learning Management System (LMS) is a software application for

administering, scheduling, delivering and tracking online courses.

Why? Our goal is always to hire and retain the “best” – to do that we have to

be prepared to invest in our employees and their development.

When?
RFP completed Spring 2015
Selection- in progress
Implementation - Fall of 2015

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Online Benefits- BenAdmin

What? A PeopleSoft solution that enables you to review, elect, and

change your benefits online.

Why? The current manual process does not provide employees

access to their benefit plan enrollment information, and it is paper- intensive.

When?
System configuration – Spring 2015
Testing – Summer 2015
Implementation – Open Enrollment Fall 2015

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Performance Management

Currently:

The number of employees receiving a performance evaluation
n an annual basis is too low
Our current tool is not goal-driven
Focus groups were conducted to engage employees
The County is developing a new tool

Goals:

A more useful, user-friendly tool
Employees participate in meaningful goal-setting
All regular status employees receive an annual evaluation

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Rising Healthcare Costs

We must address the rising cost of healthcare and the County’s “Cadillac Tax” liability in 2018. Controlling these costs is challenging but there are things we can do…

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Cost Control Measures

Over 2,100 dependents are enrolled in the benefit programs. To ensure the

plans cover only dependents who meet the eligibility requirements we periodically review enrollment. This year’s review will begin in May 2015.

The Live Well Committee is developing evidence-based programs that will

include wellness screenings, interventions, education and activities.

By moving our current health plans to a self-funded model, the County will

save on administrative costs and eliminate some ACA premium taxes. We plan to complete this process by August 1st .

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Moving Forward

The end of FY 2014-2015 and through FY 2015-16 will bring improvements in service to HR’s customers through automation and a more streamlined approach to many of our processes.

– Negotiate new and maintain ongoing collective bargaining agreements – Move the County to a self-insured model – Open an onsite, employee wellness center – Implement a Learning Management System – Redesign the performance evaluation process – Adopt online benefits enrollment through the implementation of BenAdmin – Develop greater flexibility within the County’s recruitment process – Utilize employee survey results to develop an action plan to increase engagement – Analyze compensation structure to ensure pay is competitive – Increase Wellness offerings, which align with the ACA

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Thank You!

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