Kitsap County Human Resources 2018 Budget overview 9/22/2017
|
|
- Kristin Booth
- 5 years ago
- Views:
Transcription
1 Kitsap County Human Resources 2018 Budget overview 9/22/2017
2 Kitsap Human Resources Mission o HR recruits talented, career-minded leaders; supports employee development; builds trust; celebrates teamwork; works with integrity and clear communications. Vision o Kitsap County is a trusted and competitive organization that employs and develops the most effective, professional and friendly staff available. Values o We make decisions out of fairness & remember the Human part of HR o We focus on our customers needs & work to earn their trust o We do the right thing, no matter who is involved o We are relentlessly positive 2
3 How we are organized & funded Funded through General Fund and Employer Benefit Fund 4 Main functions: HR Consulting performs employee relations, workforce planning, recruitment and classification/compensation work with Departments/Offices Labor Relations bargains and administers the County s 13 collective bargaining agreements Learning & Development designs, implements and administers training and employee performance management systems Countywide Leaves & Benefits Administration designs, implements and administers protected leaves and all insured benefits for employees 3
4 What we do One-stop shop for all employee benefits, retirement planning, leaves, general employee questions, new employee orientation, countywide training Consultants to County managers and supervisors on employee relations, organizational development, workforce planning, classification & compensation, hiring & recruitment, leaves & disability management, performance management Design & implement training, development & learning opportunities in partnership with Risk Management & the PEAK program Design & administer health and well-being programs Negotiate & administer 13 collective bargaining agreements covering 19 bargaining units Administer Civil Service Sheriff s Office & general merit-based personnel system for all other staff 4
5 2017 Accomplishments Created a 3-year strategic roadmap with a new mission, vision and value statement Launched a revised New Employee Orientation program, along with an HR training series & Leadership Foundation class offered in partnership with PEAK program Finalized the scanning of all personnel records Negotiating 3 new collective bargaining agreements and are in the process of negotiating 6 wage and 7 medical re-openers for
6 Created new dashboards for more data-driven HR decisions 6
7 Enhanced branding & recruitment work Changed testing vendors; allowed for remote testing; removed criminal history & will be moving to blind screening 7
8 Implementing plan to achieve simplification as we move to on-line benefit enrollment All pre and post tax 6 rates for every medical plan (full v. part-time) Focus: New benefits, Big Changes, Employee Choices VSP v. Vision in Medical 4 dental plans 7 medical plans
9 9
10 Streamlining & re-designing all major business processes 10
11 Creating more career pathways into County employment 11
12 Challenges & Opportunities for Kitsap HR Aging workforce & increased retirements Harder to recruit ready replacements for those exiting Retention of existing staff is priority Ensuring total rewards package is both competitive and sustainable is key to recruitment & retention efforts Need to invest in current staff to build skills Streamline major business processes 12
13 % in the Workforce Workforce Age Ranges from years; Average age = 48 20% 18% 18.00% 16% 15% 16.00% 14% 12% 13% 12% 10% 10% 8% 7.00% 6% 5% 4% 2% 0% 3% 1% 0% Under Age in years 13
14 % of Employees Workforce Tenure Ranges from 1 week to 44 years of service 30% 25% 24% 20% 20% 17% 16% 15% 12% 10% 8% 5% 3% 0% under yrs years years Years of Service 14
15 Retirement Projections % ELIGIBLE TO RETIRE IN 5 YEARS C O O P S U P E R I O R C O U R T B O C C C L E R K P R O S E C U T O R D C D J U V E N I L E P U B L I C W O R K S I S & F A C I L I T I E S P A R K S H U M A N R E S O U R C E S A U D I T O R K C S O E M E R G E N C Y M G T A S S E S S O R T R E A S U R E R A D M I N S E R V I C E S C O R O N E R D I S T R I C T C O U R T H U M A N S E R V I C E S 0% 0% 11% 11% 14% 16% 17% 18% 20% 21% 21% 21% 25% 25% 26% 27% 28% 29% 30% 31% 0% 5% 10% 15% 20% 25% 30% 35% 15
16 Employer Benefit Fund - $17.4M Have saved the County $2M amount since becoming self-insured in o Have estimated an additional $15.3M in savings between given the projected increases when fully insured v. what was needed to pay claims as self-insured BOCC approved update to the self-insurance plan that provides for 20 weeks of reserves (we already are exceeding that amount) and a commitment that the monies in the fund will be reinvested in employee health and well-being programs & benefits Implementing a new, on-line benefit enrollment system 2018 highlights: o Will expand the WorkingWell program in 2018, staying within allocated $10,000 budget o Will contract for an enhanced EAP, long-term disability coverage & some enhancements to the PPO HSA/HDHP plan o Will eliminate and/or close some of our plans as part of a move to simplify the benefit environment for staff o Rates are projected to increase by 7.1% (Kaiser), 7.2% (Premera PPO plans) in 2018 o Request to increase County contribution - anticipated impact to GF is an additional $126,578 16
17 HR Director HR Analyst: Benefits * HR Analyst: Learning & Development HR Manager Labor Relations & HR Consulting HR Technician: Benefits (2)* HR Specialist: Learning & Development HR Analyst: Labor Relations - $2,941 HR Supervisor: Consulting ($22,495) Requested changes will result in $11,698 savings Reallocating downward HR Manager position to HR Supervisor generates $22,496 in savings to offset increased costs in Labor Relations & for Supported Employee *1 Analyst and 1 technician paid out of Employer Benefit Fund Overall, the changes result in a requested salary & benefit budget $13,401 less than status quo budget HR Analyst: Consulting (3) HR Technician: Consulting (2) Office Assistant (1) Support Employee.25 Extra Help - $7,857
18 Realignment will: Add capacity to have more targeted outreach in recruitments, increase work with departments/office on workforce planning Allow for proactive consultation Add & expand internship programming and other pathways into County employment Allow for more timely negotiations by having 2 staff positions assigned chief negotiations responsibilities Provide Kitsap County opportunity to participate in Human Services Program for Developmentally Disabled Adults, while providing additional administrative support to HR Department 18
19 Budget Changes Requested Goods & services $62,000 $10,000 for purchase of on-line learning system (ongoing) $42,000 for compensation study re-fresh (1x ask) $10,000 for employee engagement survey (1x ask) 19
20 On-line Learning $10K 20
21 21
22 Compensation Study Refresh $42K Implemented the new classification and compensation study effective January 2016 o Reduced # of classifications from 469 to 129 o Heard 96 appeals o Negotiated new pay rates to implement study o Cost $1.26M in year 1 ($941,055 GF impact) Comp study refresh to ensure salary grid is still aligned with market o Survey benchmark classifications, including hard-to-recruit classifications o Goal of implementing any changes effective January
23 Employee Engagement Survey $10K 2 departments have regularly conducted employee engagement surveys o Engaged employees: Feel passionate about their jobs, Are committed to the organization, and Put discretionary effort into their work o How engagement demonstrates itself: High attendance and productivity Low # of accidents, complaints, grievances, lawsuits, lower rates of absenteeism & turnover Recommend employer as a great place to work With tools, resources & a respected survey consultant, can benchmark, get more detailed analysis to understand and identify how to improve engagement & track progress over time Will want to pilot a countywide survey in early 2018 o Train managers and supervisors why employee engagement matters & what are the key drivers of engagement o Do the survey o Train on the results and monitor & resource action plans to address pockets of disengagement 23
24 Other budget changes $8,000 increase in Supplies: o This represents a move of $ budgeted in GAO for the employee store and employee recognition supplies. The costs associated with the Countywide recognition program will now be housed in HR s budget $77,000 increase in Interfund charges: o That is mostly a result of the change in IS allocation. We have not increased our consumption of IS services, it is just being reflected in our budget rather than embedded in the GAO budget. 24
25 Any Questions? 25
Allocation of General Fund. Program Allocation. HUMAN RESOURCES Director: Nancy Buonanno-Grennan
Director: Nancy Buonanno-Grennan Mission: HR recruits talented, career-minded leaders; supports employee development; builds trust; celebrates teamwork; and works with integrity & clear communications.
More informationHUMAN RESOURCES PROGRAMS
HUMAN RESOURCES Human Resources (HR) strategically, and cost effectively, recruits, retains, motivates, rewards, and develops Metropolitan s employees. PROGRAMS The focus of Human Resources is to foster
More informationTalent Community of Expertise
Future-State HR Service Delivery Model Operating Model Design IMPACT CoE HR Leadership Communications Change Management Executive Recruitment Talent Community of Expertise Talent Recruitment Talent Management
More informationHuman Resources BUDGET & FULL-TIME EQUIVALENTS SUMMARY & BUDGET PROGRAMS CHART. Operating $ 8,664,661 Capital $0 FTEs 29.25
BUDGET & FULL-TIME EQUIVALENTS SUMMARY & BUDGET PROGRAMS CHART Operating $ 8,664,661 Capital $0 FTEs 29.25 Lori Gentles Department Director Administration Employee Relations/Benefits Recruiting & Classification
More informationHuman Resources RECOMMENDED BUDGET & STAFFING SUMMARY & BUDGET PROGRAMS CHART. Operating $ 8,511,700 Capital $0 FTEs 25.25
RECOMMENDED BUDGET & STAFFING SUMMARY & BUDGET PROGRAMS CHART Operating $ 8,511,700 Capital $0 FTEs 25.25 Lori Gentles Department Director Administration Employee Relations/Benefits Recruiting & Classification
More informationDEPARTMENT SUMMARY. Human Resources
Human Resources DEPARTMENT SUMMARY Human Resources Mission Statement Human Resources provides leadership in creating effective relationships among the employees, the City and the community through professional
More informationPersonnel Systems and Benefits
Summary The Hernando County School District is using 9 of the 11 personnel systems and benefits best practices. The district has successful training programs for teachers and those interested in becoming
More informationHuman Resources FTE s
401 Human Resources Human Resources 220.2 FTE s General Manager Human Resources 4 FTE's Director Labour Relations 2 FTE's Organizational Effectiveness 2 FTE's Director Compensation Payroll & Benefits 2
More informationHuman Resources. Mission Statement. Mandates. General Government Expenditure Budget $70,297,997
Mission Statement leads County efforts to attract, recruit, motivate and retain high performing employees in support of achievement of the County s Vision, Values, and Strategic Goals. Expenditure Budget:
More informationHuman Resources IV-97
Mission Statement Summary Program Information Accomplishments Work Plan Key Issues Position Information Major Contracts New and Replacement Vehicles IV-97 City of Folsom FY Final Mission Statement The
More informationHUMAN RESOURCES DEPARTMENT
HUMAN RESOURCES DEPARTMENT DIRECTOR Employee Benefits, Wellness, and Worker s Compensation Compensation and Policy Development Recruitment and Selection Organizational Development and Employee Relations
More informationWorkforce Strategy Overview. May 4, 2017
Workforce Strategy Overview May 4, 2017 Workforce Strategy Center of Excellence Employment Team (3) Classification and Compensation Team (3) Front Desk (1) Workforce Strategy Manager (1) 2 Employment Team
More informationHUMAN RESOURCES DEPARTMENT
HUMAN RESOURCES DEPARTMENT I. DEPARTMENT MISSION Support our customers in accomplishing their missions by attracting and retaining a highly skilled and diversified workforce that is fairly compensated
More informationCITY OF PASADENA HUMAN RESOURCES
Page 1 of 11 MISSION STATEMENT Human Resources provides leadership in developing effective relationships between employees, the City, and the community through the delivery of professional services and
More informationHuman Resources BUDGET & FULL-TIME EQUIVALENTS SUMMARY & BUDGET PROGRAMS CHART. Operating $ 8,154,000 Capital $0 FTEs 26
BUDGET & FULL-TIME EQUIVALENTS SUMMARY & BUDGET PROGRAMS CHART Operating $ 8,154,000 Capital $0 FTEs 26 Lori Gentles Department Director Administration Employee Relations/Benefits Recruiting & Classification
More informationGW Human Resources Strategic Plan
GW Human Resources Strategic Plan 2017-2021 OUR VISION We aspire to develop a diverse and engaged workforce to lead GW to excellence. OUR MISSION The mission of Human Resources is: to serve as an effective
More informationOZAUKEE COUNTY HUMAN RESOURCES DEPARTMENT 2009 ANNUAL REPORT
OZAUKEE COUNTY HUMAN RESOURCES DEPARTMENT 2009 ANNUAL REPORT TO THE HONORABLE BOARD OF SUPERVISORS: The Ozaukee County Human Resources Department is pleased to provide the 2009 Annual Report of the County
More informationpinpoint planning human resources audit tool
Agency Name: Conducted by: Date: pinpoint planning Total Rewards Compensation The organization offers competitive salaries and benefits based on local agency salary levels The salary structure ensures
More informationHuman Resources. Mission Statement. Mandates. Expenditure Budget: $3,081,680. General Government Expenditure Budget $69,722,741
Mission Statement leads County efforts to attract, recruit, motivate and retain high performing employees in support of achievement of the County s Vision, Values, and Strategic Goals. General Government
More informationUnlock HR strategies for your business. ADP Comprehensive Services
Unlock HR strategies for your business ADP Comprehensive Services ADP Comprehensive Services Tackle your HR, talent, benefits administration and payroll challenges with the help of proven experts and best
More informationEvaluating and Implementing a Defined Contribution Benefits Strategy Within a Total Rewards Framework
Defined Contribution Benefits Strategy Within a Total Rewards Chris Ratajczyk, CCP, SPHR Director of Operations Human Resources & Compensation Consulting Practice Rick Strater Division Vice President &
More informationOUR PEOPLE, OUR STRENGTH
OUR PEOPLE, OUR STRENGTH 2015-2017 TABLE OF CONTENTS 1. 1. Employee messages... 2 i. Message from CAO ii. Message from Director, Human Resources 2. Executive summary... 3 3. About the Our People, Our Strength
More informationRedefining Corporate Culture: A San Diego Zoo Case Study
Redefining Corporate Culture: A San Diego Zoo Case Study Tim Mulligan, JD Chief Human Resources Officer San Diego Zoo Global @sdzglobal @mulligna 1 of 52 @sdzglobal #HRWestConf Agenda About San Diego Zoo
More informationService Plan for Human Resources and Organizational Development
Service Plan for Human Resources and Organizational Development 2016-2019 (2018) Capital Regional District Date submitted: September 30, 2015 Revised: November 30, 2016 Revised: December 13, 2017 Table
More informationOhio University Compensation 2014 PAY ADMINISTRATION GUIDELINES NOVEMBER 1, Draft for Review and Finalization with Ohio University
Ohio University Compensation 2014 PAY ADMINISTRATION GUIDELINES Draft for Review and Finalization with Ohio University NOVEMBER 1, 2014 1 Introduction Ohio University s staff compensation program for Administrative/Professional,
More informationDEPARTMENT OF PERSONNEL SERVICES Fiscal Year 2017/ FTE Permanent Funded Positions
204.8 FTE Permanent Funded Positions County Executive Assistant County Executive Chief Deputy County Executive Internal Services Director of Personnel Services 1.0 position See page 2 Administrative Services
More informationPOSITION NUMBER: LOCATION: Vancouver. DATE: January 2013
POSITION TITLE: Human Resources Consultant REGION: CLBC Headquarters CURRENT CLASSIFICATION LEVEL: Management SUPERVISOR POSITION NUMBER: POSITION NUMBER: LOCATION: Vancouver DATE: January 2013 SUPERVISOR
More information44 % 5 % 1 % 36 % 14 % Bargaining
Talent Strategy and Transformation Our Workforce Bargaining Non-Bargaining 44 % 5 % 1 % 36 % 14 % Bargaining Temporary Craft Temporary Non-management, Professional 5% 1 % 44 % 36 % 14 % Our Approach Xcel
More informationTHE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION
THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION SBBC: B-002 POSITION TITLE: CONTRACT YEAR: School Principal Twelve Months PAY GRADE: School-based Administrators Salary Schedule Category C,
More informationFY19 Appropriations Committee Questionnaire
Department of Human Resources 1a. What are your programs? HUMAN RESOURCES OPERATIONS The division includes the following enumerated programs/functions: Classification and Position Management, Benefits
More informationFor discussion only. HR_design_plan_presentation_powerpoint Campus Forums Sept 27.pptx
HR_design_plan_presentation_powerpoint Campus Forums Sept 27.pptx 1 Vision for the HR Design Project The HR Design project is a campus-wide effort to build, through thoughtful design, a more efficient
More informationCITY OF CORNER BROOK CAREER OPPORTUNITY. MANAGER OF HUMAN RESOURCES (Permanent/Full Time)
CITY OF CORNER BROOK CAREER OPPORTUNITY MANAGER OF HUMAN RESOURCES (Permanent/Full Time) The City of Corner Brook is currently accepting applications for the position of Manager of Human Resources. This
More informationHuman Resource Renewal
Chapter 4 Section 4.02 Ministry of Government Services Human Resource Renewal Follow-up to VFM Section 3.02, 2004 Annual Report Chapter 4 Follow-up Section 4.02 Background Over the past decade, a number
More informationBuilding a Culture of Employee Engagement in Government
Building a Culture of Employee Engagement in Government What We ll Cover 1. What is employee engagement and why does it matter? 2. Measuring engagement 3. Improving engagement 4. Creating an engagement
More informationEric Naughton, Director, Office of Management & Budget Peggy Rowe, Director of Human Resources
UNIFIED PERSONNEL SYSTEM Annex Building 4 th Floor 400 S. Fort Harrison Ave Clearwater, FL 33756 Phone: (727) 464-3367 Fax: (727) 453-3638 Website:www.pinellascounty.org/hr TO: FROM: Eric Naughton, Director,
More informationPORTLAND PUBLIC SCHOOLS HUMAN RESOURCE SERVICES AND DELIVERY
PORTLAND PUBLIC SCHOOLS HUMAN RESOURCE SERVICES AND DELIVERY January 2013 Overview Portland Public School District (the District or PPS) contracted with AKT to create a new vision and values for their
More information2019 Business Plan. Human Resources
2019 Business Plan Human Resources The Department of Human Resources provides centralized services for all County departments and elected offices. These services cover every aspect of employment with the
More informationO RGANIZATION SUMMARY
CHIEF ADMINISTRATOR FOR HUMAN RESOURCES Employee & Labor Relations ADA Compliance Labor Relations Employee Performance & Evaluation Performance & Evaluation Peer Assistance and Review (PAR) Program HR
More informationService Plan for Human Resources, Corporate Safety, and Organizational Development
Service Plan for Human Resources, Corporate Safety, and Organizational Development 2016-2019 (2019) Capital Regional District Date Updated: July 24, 2018 Table of Contents 1 Overview... 1 1.1 Division
More informationPublic Service Secretariat Business Plan
Public Service Secretariat 2008-11 Business Plan Message from the Minister The Public Service Secretariat is a Category 2 entity that provides leadership in the area of strategic human resource management.
More informationNASPE Eugene H. Rooney, Jr. Awards Nomination
NASPE Eugene H. Rooney, Jr. Awards Nomination Workforce and Succession Planning Strategic Initiative Pennsylvania Department of Transportation Contact: Suzanne H. Itzko, Deputy Secretary for Administration
More informationHuman resources Department Strategic Business Plan
Mission Human resources Department Strategic Business Plan The Mission of the Human Resources Department is to provide Recruitment, Benefit, Labor Relations, Employee Performance Management, and Compliance
More informationCERTIFICATIONS IN HUMAN RESOURCES» PHRi TM Professional in Human Resources - International TM. PHRi EXAM CONTENT OUTLINE
CERTIFICATIONS IN HUMAN RESOURCES» PHRi TM Professional in Human Resources - International TM PHRi EXAM CONTENT OUTLINE PHRi EXAM CONTENT OUTLINE AT-A-GLANCE PHRi EXAM WEIGHTING BY FUNCTIONAL AREA:» HR
More informationPosition Description Cover Sheet
Position Description Cover Sheet In order to make an objective and accurate evaluation of a position, it is very important that the position description (PD) contain specific data. Therefore, please provide
More informationCompensation Network October 13, 2011
Compensation Network October 13, 2011 Classification System developed in 1949 was not kept current with changes in technology or how we do business System had grown to more than 6,000 classes Employee
More informationDeveloping a Culture of Collaboration Through Employee Engagement
Developing a Culture of Collaboration Through Employee Engagement HR@UW CONFERENCE Developing a Culture of Collaboration Bob Lavigna Director, Institute for Public Sector Employee Engagement What We ll
More informationEmployee Relations Department Anchorage: Performance. Value. Results
Employee Relations Department Anchorage: Performance. Value. Results Mission To develop and maintain programs that efficiently and effectively attract, develop and retain qualified employees to provide
More informationVISION, MISSION, VALUES
VISION, MISSION, VALUES Vision Statement: Through a combination of best practices and well established strategic partnerships, the Department of Human Resources will recruit, develop, and support the diverse
More informationHR Strategic Plan
UNIVERSITY OF CALIFORNIA Human Resources HR Strategic Plan 2015-2019 Vision Strategy The headline Something happens we have to fix External influence drives action Crisis management Timing: NOW Reaction
More informationHow To Keep and Retain Key Employees. Carl Zeutzius, CIC, CWCA UNICO Group
How To Keep and Retain Key Employees Carl Zeutzius, CIC, CWCA UNICO Group You can t expect people to be committed, to be loyal to an organization, to be engaged in an organization, [or] to want to stay
More informationICMI PROFESSIONAL CERTIFICATION
ICMI PROFESSIONAL CERTIFICATION Contact Center Management Competencies The ICMI Professional Certification Contact Center Management Competencies specify job role-specific knowledge, skills and abilities
More informationLeading Comprehensive Workforce Development
Leading Comprehensive Workforce Development Three Branch Institute to Improve Child Safety and Prevent Child Fatalities June 30, 2017 Nancy Dickinson, PhD, MSSW, University of Maryland Project Director,
More informationLeading Comprehensive Workforce Development
Leading Comprehensive Workforce Development Three Branch Institute to Improve Child Safety and Prevent Child Fatalities June 30, 2017 Nancy Dickinson, PhD, MSSW, University of Maryland Project Director,
More informationEmployee Relations. Mayor. Employee Relations Administration. Police/Fire Retiree. Office of Equal Opportunity. Personnel Services.
Employee Relations Mayor Employee Relations Administration Office of Equal Opportunity Labor Relations Police/Fire Retiree Medical Liability Personnel Services Police/Fire Retiree Medical Admin 7-1 Employee
More informationWhen Is More Not Extra?
When Is More Not Extra? Effective Strategies for Financial Security Executive Summary Why should we integrate? How can you do it? 4 What about roadblocks? Is the impact worth it? ISSUE BRIEF 3 4 What about
More informationWESTMINSTER SCHOOL DISTRICT CLASSIFICATION STATEMENT
Page 1 WESTMINSTER SCHOOL DISTRICT CLASSIFICATION STATEMENT TITLE: PERSONNEL ANALYST BASIC FUNCTION: Under the direction of the Director, Human Resources, performs job analyses and develops job related
More informationCHAPTER 14. Performance Management, Compensation, Benefits, Payroll, and the HRIS
CHAPTER 14 Performance Management, Compensation, Benefits, Payroll, and the HRIS INTRODUCTION Performance, rewards and payroll systems are the basic exchange between employees and employers Employees provide
More informationOvercoming Workforce Challenges With Strategic Compensation Initiatives. Theresa M. Worman Executive Vice President
Overcoming Workforce Challenges With Strategic Compensation Initiatives Theresa M. Worman Executive Vice President INTRODUCTION Workforce planning aligns the needs and priorities of the organization with
More informationStanislaus County Supervisor Training Academy Training Catalog 2018
Stanislaus County Supervisor Training Academy Training Catalog 2018 Training Courses Budgeting/Financial Overview Compliance/Payroll Regulations Conducting a Recruitment Disability Management Employee
More informationINTERNAL/EXTERNAL POSTING Human Resources Manager
INTERNAL/EXTERNAL POSTING Human Resources Manager Loyalist Township is a growing community of over 17,000 residents situated on the north shore of Lake Ontario between the Town of Greater Napanee and the
More informationNU Website - Human Resources Handbook for Policies NU Values Administration
University of Nebraska at Omaha DigitalCommons@UNO Employee-Related Portfolio/Visit 2016-18 4-26-2010 NU Website - Human Resources Handbook for Policies NU Values Administration NU Human Resources Follow
More informationHuman Resources. Program Overview. Board of Education Goals FY Department Objectives FY Accomplishments FY 2017
Harford County Public Schools Fiscal 2019 Budget Program Overview The fulfillment of Harford County Public Schools mission begins with highly qualified personnel both within and outside of the classroom.
More information2018 SPHR. Exam Content Outline CERTIFICATIONS IN HUMAN RESOURCES. SPHR Senior Professional in Human Resources
CERTIFICATIONS IN HUMAN RESOURCES SPHR Senior Professional in Human Resources 2018 SPHR Exam Content Outline NOTE: The 2018 revisions to the SPHR exam content outline go into effect for all SPHR exams
More informationOUR PEOPLE STRATEGY
OUR PEOPLE STRATEGY 2017-2020 Front cover inset image Daniel Overturf PEOPLE STRATEGY 3 INTRODUCTION The Historic Environment Scotland (HES) Corporate Plan sets out our ambition to be the lead Public Body
More informationHuman Resources IV-79
Mission Statement Summary Program Information Accomplishments Work Plan Key Issues Position Information Major Contracts New and Replacement Vehicles IV-79 City of Folsom FY Final Mission Statement The
More informationASHHRA Leadership Initiative Raise Your Voice, Raise Your Skills
ASHHRA Leadership Initiative Raise Your Voice, Raise Your Skills Introduction Changes are occurring in health care every day. As HR professionals, we continually face new demands and expectations from
More informationAlign your people strategy to your business strategy
Align your people strategy to your business strategy ADP Vantage HCM HCM technology + human insight for real business results Cultivating a workforce that can truly transform your business requires your
More informationEmployee Engagement Now More Than Ever!
Employee Engagement Now More Than Ever! Understanding, Measuring, and Improving Engagement in Your Organization Leading, and Managing Today s Workforce SIHRMA Skagit-Island Human Resource Management Association
More informationPreferred Education, Experience or Other Qualifications
KITSAP COUNTY invites applications for the position of: HUMAN RESOURCES ANALYST SALARY: $27.32 - $34.87 Hourly $56,825.60 - $72,529.60 Annually OPENING DATE: 06/08/15 CLOSING DATE: 07/17/15 11:00 PM GENERAL
More informationHUMAN RESOURCES DEPARTMENT
City of San Mateo MISSION STATEMENT HUMAN RESOURCES DEPARTMENT To provide the City with effective human resource programs in the areas of diversity, personnel recruitment and selection, employee training
More informationPHR. Exam Content Outline CERTIFICATIONS IN HUMAN RESOURCES PHR. Professional in Human Resources
CERTIFICATIONS IN HUMAN RESOURCES PHR Professional in Human Resources PHR Exam Content Outline NOTE: The 2018 revisions to the PHR exam content outline go into effect for all PHR exams delivered on or
More informationOffice of Human Resources Courage. Compassion. Commitment.
Office of Human Resources Michelle Lamb Moone, SPHR Assistant Vice Chancellor and Chief Human Resources Officer mlmoone@uncg.edu; (336) 334-5167 Agenda for Today 90-Day Assessment The Role of the Human
More informationCERTIFICATIONS IN HUMAN RESOURCES. SPHRi TM Senior Professional in Human Resources - International TM SPHRi. Exam Content Outline
CERTIFICATIONS IN HUMAN RESOURCES SPHRi TM Senior Professional in Human Resources - International TM 2018 SPHRi Exam Content Outline SPHRi Exam Content Outline At-a-Glance: SPHRi Exam Weighting by Functional
More informationWorkforce Development
Workforce Development Jeff Pelton Director of Human Resources & Safety December 14, 2018 Roger Millar, Secretary of Transportation Keith Metcalf, Deputy Secretary of Transportation Workforce Development
More informationSNOHOMISH COUNTY COUNCIL Snohomish County, Washington MOTION NO
SNOHOMISH COUNTY COUNCIL Snohomish County, Washington MOTION NO. 15-064 RELATED TO THE OFFICE OF THE COUNTY PERFORMANCE AUDITOR; ADOPTING THE 2015 PERFORMANCE AUDIT PLAN WHEREAS, Chapter 2.700 SCC establishes
More informationThis tool kit is intended to provide a framework for developing succession strategies utilizing the following 5 steps:
Succession planning is the process of identifying the key leadership positions within each department and developing employees within state & local governments to assume these positions. It is a comprehensive
More informationDepartment Business Plan. Human Resources
2015-18 Department Business Plan Human Resources Updated June 2016 Key to my role as Director of Human Resources (HR) is to help create a positive and safe work environment that attracts talent and inspires
More informationBuilding a Culture of Employee Engagement
Building a Culture of Employee Engagement What We ll Cover 1. What is employee engagement why does it matter? 2. Results from national survey 3. Measuring and improving engagement 4. Creating an engagement
More informationTillamook People s Utility District Job Description
Located on the beautiful northern Oregon coast, Tillamook People s Utility District (PUD) serves approximately 21,000 accounts located for the most part in Tillamook County. Our office is located in the
More informationNavajo County FIVE YEAR STRATEGIC PLAN. Fiscal Year Proudly Serving, Continuously Improving
Prepared by the Navajo County Strategic Planning Team: Aaron Adams, Financial Analyst, Finance Shalice Cook, Director, Human Resources Lois Fleener, Director, Human Resources Lu Ann Garbini, Court Services
More informationIndiana State Personnel Department Training Plan for Fiscal Year 2008
Agency Mission: To support the Governor and the heads of agencies in meeting their goals and objectives by proactively providing integrated human resource services. Agency Vision: To transform the executive
More informationEmployee Relations Department Anchorage: Performance. Value. Results
Anchorage: Performance. Value. Results Mission Develop and maintain programs in accordance with federal, state and municipal law that efficiently and effectively attract, develop and retain qualified employees
More information2013 Proposed General Government Operating Budget. Employee Relations
Mayor Administration Office of Equal Opportunity Labor Relations Benefits Employment, Classification and Records 7-1 Description The Municipality of Anchorage Department provides employment services, maintains
More informationFIVE YEAR STRATEGIC PLAN
Navajo County Proudly Serving, Continuously Improving Since 1895 FIVE YEAR STRATEGIC PLAN Fiscal Year 2013-2017 Proudly Serving, Continuously Improving Introduction Beginning in July 2011, Navajo County
More informationHUMAN RESOURCES FOCUS ENVIRONMENTAL SCAN
HUMAN RESOURCES FOCUS The Department serves both internal and external customers by providing specialized advice and assistance in all facets of people management including recruitment, labour relations,
More informationSUPERVISOR ORIENTATION TRAINING. Presented by Human Resource Services
SUPERVISOR ORIENTATION TRAINING Presented by Human Resource Services Program Objective The Supervisor Orientation Training program will provide supervisors with an overview of the information and tools
More informationROLE OF CEO IN AN EDUCATIONAL INSTITUTION ASHOK KUMAR CEO INDIAN HIGH SCHOOL (GROUP OF SCHOOLS) DUBAI
ROLE OF CEO IN AN EDUCATIONAL INSTITUTION ASHOK KUMAR CEO INDIAN HIGH SCHOOL (GROUP OF SCHOOLS) DUBAI ROLE OF THE CEO Chief executives play multifarious roles in an educational institution These tasks
More informationCatholic Charities of the East Bay. Job Openings
Catholic Charities of the East Bay Job Openings Position Title: Chief Administrative Officer (CAO) OUR MISSION: Rooted in compassion and human dignity for all, Catholic Charities of the East Bay works
More informationUniversity of Portland. Staff Classification & Market Pricing Project
University of Portland Staff Classification & Market Pricing Project 2014 Agenda Project Objective and Goals Classification Structure Compensation Philosophy Salary Structure & Market Pricing Manager Responsibilities?
More informationHuman Resources Strategic Update. Presented by Stephen Trncak October 28, 2011
Human Resources Strategic Update Presented by Stephen Trncak October 28, 2011 Agenda Past and Future for the College The End Game (Elevating the Human and Organizational Capabilities and Capacity of the
More informationTalent Community of Expertise
Future-State HR Service Delivery Model Operating Model Design Service CoE HR Leadership Communications Change Management Executive Recruitment Talent Community of Expertise Talent Recruitment Talent Management
More informationPosition Description
Position Description Position: Reports To: Direct Reports: Chief Executive Officer IFL- 247 Board of Directors Corporate Services Manager Health Services Manager Senior Medical Officer Purpose of the Role
More informationDIRECTOR OF PUBLIC WORKS Roselle, IL Recruitment Profile
DIRECTOR OF PUBLIC WORKS Roselle, IL Recruitment Profile This Recruitment Profile provides background information on the community and the Village of Roselle, and outlines factors of qualification, experience,
More informationHENNEPIN COUNTY ACTIVATES TOTAL REWARDS FROM THE OUTSIDE IN
HEALTH WEALTH CAREER HENNEPIN COUNTY ACTIVATES TOTAL REWARDS FROM THE OUTSIDE IN BY MICHAEL ROSSMAN, RON KEIMACH AND LYN HARPER MERCER Mercer engaged with Hennepin County, Minnesota, to develop and activate
More informationCERTIFICATIONS IN HUMAN RESOURCES. aphri TM Associate Professional in Human Resources - International TM aphri. Exam Content Outline
CERTIFICATIONS IN HUMAN RESOURCES aphri TM Associate Professional in Human Resources - International TM 2018 aphri Exam Content Outline aphri Exam Content Outline At-a-Glance: aphri Exam Weighting by Functional
More informationTemporary Employment Program
60.26.1 OVERVIEW The University employs temporary employees to meet short-term and intermittent workload needs. The University hires temporary employees for the following purposes: Ongoing part-time work
More informationSECTION 24. PERSONNEL RECORDS
Douglas County s Retention Schedule SECTION 24. PERSONNEL RECORDS s relating to the hiring, employment, benefits, compensation, retirement and termination of County employees. General Instructions The
More informationWhy Staff Leave and How to Keep Them. Presented By: Eric Scharber
Why Staff Leave and How to Keep Them Presented By: Eric Scharber Background on Exact Recruiting We have been recruiting in this industry since 2005 (some on my team longer). Exact has placed over 1,500
More informationCERTIFICATIONS IN HUMAN RESOURCES. PHRi TM Professional in Human Resources - International TM PHRi. Exam Content Outline
CERTIFICATIONS IN HUMAN RESOURCES PHRi TM Professional in Human Resources - International TM 2018 PHRi Exam Content Outline PHRi Exam Content Outline At-a-Glance: PHRi Exam Weighting by Functional Area:
More informationSuccession and Staff Planning for Small Cities and Rural Communities. Overview. Introduction 8/26/2015
Succession and Staff Planning for Small Cities and Rural Communities 2015 APWA Congress August 31, 2015 Overview Introduction Succession Planning Process Challenges to Succession Planning Questions and
More information