AGENDA #7

 

February 27, 2004

Department of Human Resources

Initial Budget Presentation to the Mayor and Town Council

2004-2005

 

  I.            Mission Statement

 

The mission of the Department of Human Resources is to provide assistance to employees and managers for a broad variety of functions. These include recruitment and promotions, employee performance evaluations, education on diversity, equal opportunity and employee rights and responsibilities. The department also focuses on maintaining competitive pay and benefits programs and providing information effectively to employees about pay and benefits. The department guides and advises operating departments on compliance with Town, State and Federal laws and regulatory requirements.

 

II.            Brief Services Description

 

The key services provided by the department are:

 

·        Benefits administration and education for active and retired employees

·        Service awards and recognition for long-term and retiring employees

·        New Employee Orientation, payroll entry and employee records management

·        Staff assistance to the Employee Forum group and other efforts in follow up to the McKoy Work Environment/Diversity study and recommendations

·        Guidance to departments on selection and promotion processes

·        Development and maintenance of competitive pay and benefits programs

 

III.            Departmental Revenue Estimates

 

         The Department of Human Resources does not directly generate revenue.

 

IV.            Departmental Base Budget Cost Estimates

 

 

 

CATEGORY

 

2003-2004 Original Budget

 

Requested 2004-2005 Budget

Personnel

481,963

487,316

Operations

112,443

107,995

Capital Equipment

0

0

   TOTAL

594,406

595,311

 

V.     Programs Going Well

 

·              The staffing and program changes approved by the Council for this year’s budget have been implemented with positive outcomes. The new position of Safety/OSHA/Workers’ Compensation Officer was created and filled. The focus on the Workers’ Compensation program has resulted in significant reduction of number of new cases, reduction of costs of claims, and amounts required to be placed in reserve. This positive trend is expected to continue as we address ways to improve safety programs and employee awareness of best safety practices.

 

·              The changes in recruitment and promotion processes have resulted in significant reduction of the time required to fill vacant positions. Efforts to partner with operating departments to achieve timely and effective recruitment and selection have been positively received and have resulted in shorter vacancy periods and improved staffing needed by departments to carry out essential Town services to citizens.

 

·              Employee service recognition programs for long-term and retiring employees have been improved with input from the Employee Forum group. Framed certificates of appreciation are now presented to employees on service milestones, starting with five years.

 

V.            Programs That Could Be Improved

 

·              Efforts continue, in collaboration with the Information Technology department, to use available technology to improve the Human Resources Department’s capabilities. Goals include: enabling Town departments and employees to access information electronically on benefits, health promotion, policies and other issues; and identifying ways of accomplishing necessary administrative work more productively with current resources. The interest and support of the Information Technology Committee is a very positive aspect of this effort.

 

VI.            Proposed Additions or Reductions

 

·              We propose to combine two half-time Human Resources Specialist positions at pay grade 33 into one full-time Senior Human Resources Generalist position at pay grade 37, requiring no additional funds. We believe this change will improve our ability to attract a seasoned and skilled individual.

 

·              We propose to transfer the planning and administration of the annual Employee Appreciation Day activities from Human Resources to Parks and Recreation. We believe the Parks and Recreation staff possess the skills, knowledge and expertise to achieve positive outcomes for this important event with current available resources.

 

·              We propose the addition of $8,000 in new funds to provide Spanish-language instruction for Town employees. The changing demographics present a challenge in effective communications with area residents by Town employees. These funds would be used to purchase self-instructional materials for employees to use and to fund formal classes in Town worksites. The funds would be used in coordination with other efforts by operating departments.