Human Resources IV-79

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1 Mission Statement Summary Program Information Accomplishments Work Plan Key Issues Position Information Major Contracts New and Replacement Vehicles IV-79

2 City of Folsom FY Final Mission Statement The mission of the Department is to provide productive use of human resources by attracting and retaining the most qualified individuals into public service; to ensure and promote quality customer service support to City officials, departments, individual employees and the general public in the administration of human resource systems in compliance with federal, state and city ordinances and regulations. Summary Revised Proposed Change From Expenditure FY FY FY FY Salaries $465,950 $460,697 $527,196 $600, % Benefits $201,385 $223,989 $250,052 $290, % Operation & Maintenance $131,247 $138,453 $235,011 $305, % Capital Outlay $3,814 $0 $0 $0 0.00% Total $802,396 $823,139 $1,012,258 $1,196, % Full-Time Positions % Part-Time Positions % Funding Source General Fund $802,396 $823,139 $1,012,258 $1,196, % Total $802,396 $823,139 $1,012,258 $1,196, % Department Expenditure by Category Department Funding Sources 26% 0% Salaries Benefits O & M Capital Outlay General Fund 100% 50% 24% IV-80

3 City of Folsom FY Final Program Information $1,196,617 The Department is the City's centralized area for activities in support of personnel processes and human resources management. The major functions of the Human Resources Department include: Employee and Labor Relations, Classification and Compensation, Recruitment and Selection, Employee Benefits and Risk Management, and Training and Development. FY Accomplishments Implemented online recruitment/applicant tracking program to be phased in during Fiscal Year -2007, reducing recruitment timeframes and improving outreach Launched Folsom University with online e-training classes for City employees Maintained cost savings for health benefits over CalPERS in year two of the City s PEMCHA withdrawal Presented Health Fair in concurrence with annual open enrollment for health benefits offering flu shots and skin cancer screening Trained all City employees in mandated harassment awareness, and all managers and supervisors in the legislated harassment prevention training Established Office Hours at satellite operations site (Corporation Yard) for employees access to staff IV-81

4 City of Folsom FY Final FY 07 Work Plan Create a strong corporate culture emphasizing customer service, professionalism, cost efficiency and accountability. (Strategic Plan Goal II) Objective : Reduce lost work time, improve productivity and control workers compensation costs through bridge assignments for injured workers. (Strategic Plan Goal II, Professionalism, Accountability and Employee Recognition, Objective 3) Strategies: Develop training for supervisory personnel regarding the return to work program s objectives and processes by August. Train 75% of supervisory staff by June Establish a team by November that includes the workers compensation third party administrator and occupational medicine medical group to better coordinate efforts to get employees back to work. Measure 2005 Develop training content Provide training to supervisors Meet with medical staff and workers comp administrators 2007 Complete by August 75% of supervisory staff trained by June 2007 Complete by November Objective : Increase web-based outreach to reach an increased number of people, including those with diverse backgrounds and make the City s site more accessible to people with disabilities. (Strategic Plan Goal II, Customer Service, Objective 3) Strategies: Develop and implement a plan for posting employment opportunities on web sites that reach a diverse applicant pool by September. Develop and implement criteria of appropriate web sites on which to post employment opportunities, in an effort to reach the broadest audience by September. Measure Web sites for reaching a diverse applicant pool are being utilized with each recruitment Recruiting information is in a format and available to person s with disabilities Up and running September Information formatted by September IV-82

5 City of Folsom FY Final Objective : Maximize opportunities to develop the City s leadership and workforce via professional growth programs and succession planning. (Strategic Plan Goal II, Professionalism, Accountability, and Employee Recognition, Objective 1) Strategies: Establish excellence in customer service and safety through continuous on demand training with online opportunities via Folsom U and provide incentives to encourage more staff to take advantage of the program by May Develop a mentoring program to prepare employees to advance to positions that will be vacated with a significant percentage nearing retirement by May Establish and define core competencies for City managers and supervisors and increase training opportunities in each competency area by June Measure Develop and communicate incentives for training Hire consultant to establish mentoring program Identify core competencies for workforce leaders Offer training in the competency subject areas May 2007 May 2007 March 2007 May 2007 FY 07 Customer Service Levels Customer Service 1: Decrease the number of days elapsed from receipt of personnel requisition to delivery of candidate list to department Target 90 days Customer Service 2: Increase number of injured workers returning to work via bridge assignments Target 95% of work injuries back to work within 5 days of clearance for modified duty IV-83

6 City of Folsom FY Final Customer Service 3: Recruitments online for access and improved timeframes Customer Service 4: Timely performance evaluations via Human Resources tracking and assistance for managers Customer Service 5: Increase services at annual open enrollment health fair Target 50% of all recruitments online via CalOpps program Target 90% of performance evaluations completed on time Target 10% increase in services provided (e.g. cholesterol and blood pressure screening, etc.) Key Issues Reduce lost work time and control worker s compensation costs through bridge assignments Promote diversity in the workplace and target resources for recruiting outreach Continue evaluation and discussion of health benefit costs for employees and retirees Encourage participation in Folsom University e-training through recognition of accomplishments by employee students Succession planning for the Fire Department Future Key Issues Continued evaluation of benefit programs Legislation affecting the workplace and employee/employer relations and regulatory compliance issues Leadership training and succession planning programs IV-84

7 City of Folsom FY Final Position Information FY FY Salary Position Estimate Benefit Total Director ,858 67, ,376 Personnel Manager/Mgmt Analyst ,421 57, ,549 Personnel Technician ,513 94, ,344 Senior Management Analyst ,018 41, ,660 Senior Office Assistant ,959 20,667 65,626 Total , , ,556 (Overtime, salaries and benefits for temporary labor are not included in the Position Information table.) Major Contracts (over $25,000) New or Replacement Vehicles ABD Insurance $55,000 Batchelder Group $65,000 None IV-85

8 City of Folsom FY Final IV-86