Human Resources Budget 2021
Human Resources
Purpose:
The Human Resource Department is responsible for providing programs and services designed to attract, retain and develop diverse employees committed to achieving City objectives and
satisfying our customers. Human Resources administers all programs and activities related to recruitment and selection, equal employment opportunity, benefits administration, wellness
initiatives, risk management, workers’ compensation insurance and claims, commercial insurance and claims (property, liability, automobile, etc.), position classification, performance
management, compensation, employee relations, training and development and personnel policies and procedures.
Key Objectives:
Recruit and hire the best possible applicants for employment.
Maintain a positive working relationship with the City’s two unions.
Update and maintain the City's Personnel Policy and Procedures Manual.
Maintain the City's Employee and Retiree payroll systems and HR files.
Apply loss prevention and control methods through identification and analysis of loss exposure in the areas of liability, workers compensation and property loss.
Initiate and maintain a formal Employee Wellness Program.
Issues, Trends, Highlights:
For the budget year 2013-2014, the cost of health insurance benefits increased slightly, while generally maintaining the same level of benefits. Due to increased utilization rates,
we anticipate another slight increase in rates for the upcoming year.
Planning has begun to ensure that the City is prepared for the upcoming mandates and tax consequences of the Affordable Care Act. As part of the planning process, a formal Employee
Wellness Program is being developed to ensure employees are prepared to embrace consumer-driven health care.
Employee files are being updated to ensure that all relevant information is current and all necessary beneficiary forms are in place.
An RFP was issued for a new City Attorney, and one was selected and is currently providing services.
Another was issued for a City Manager search firm. The one selected ultimately resigned, at no cost to the City, and another was selected. The search process is ongoing at this time.
A third RFP was issued for Grant Writing services. Four responses were received and are currently being evaluated.
Workload data (Calendar Year data for Full Time employees)
2013
2012
2011
2010
Employees
112
116
113
118
Hire actions
13
20
8
13
Resignations and Terminations
17
14
7
9
Retirement Changes (Additions/Deletions)
6/1
5/0
10/0
2/3
Survivor Pension
1
Retirees Total (Net)
78
67
63
54