AGENDA #7

 

March 1, 2002

Human Resources Department

Initial Budget Presentation to the Mayor and Town Council

2002-2003

 

 

I.          Mission Statement

 

 

            The primary mission of the Human Resources Department is

 

·        to manage programs for the employees of the Town of Chapel Hill,

·        to provide data to the Manager, Council, departments and the public concerning employee salaries and benefits,

·        to provide assistance to departments in developing and maintaining a qualified and effective work force, and

·          to assist in the administration of policies that are fair and in compliance with laws and ordinances.

 

II.        Brief Services Description

 

Services are  provided to 565 full-time, 91 part-time and 400-500 temporary employees in 13 departments.  Some of the services include:

·          recruitment, application screening, and communication with applicants

 

·          benefits and salary cost estimates and data base for budget

 

·          benefits program communication and administration      

 

·          advice and legal compliance

 

·          employee recognition and appreciation events   

           

·          employee relations / grievance policy administration

 

·          payroll and record-keeping

                       

·          classification and pay plan and policy administration and communication

 

 

III.                          Departmental Revenue Estimates

 

             The Human Resources Department does not generate revenue.

 

           

IV.       Departmental Base Budget Cost Estimates

 

            

 

CATEGORY

 

2001-2002

Original Budget

 

2001-2002 Revised Budget

 

2001-2002

Estimated

 

2002-2003

Requested

% Increase (Decrease) from Original Budget

Personnel

$441,519

$441,519

$430,867

$415,6891

       -6.2%

Operations

$98,251

$138,881

$133,021

$97,0172

       -1.3%

Capital Equipment

      $0

       $0

      $0

      $0

        N/A

   TOTAL

$539,770

$580,400

$563,888

$512,706

       -5.2%

 

1lower salary to Assistant Director than former incumbent; no longevity for the new Director or Assistant Director; 4 ˝ month vacancy for the Occupational Health and Safety Officer position; no salary and benefits paid for the Director position temporarily

 

2Major recurring non-salary expenditures are for employee services, such as

 

·         Employee Assistance Program contract

 

·         employee recognition and appreciation activities

 

·         medical program oversight

 

V.        Key Programs or Services that are Going Well

 

·        turnover in the first half of the year has dropped 32% from 10.1% last year to 6.9% this year

 

·        number of applications is up 23.6%, from 1674 to 2069

 

VI.       Key Programs or Services that Could be Improved

 

·        explore alternatives for oversight of OSHA program issues town wide

 

·        continue recruitment efforts using the internet, and using on-line capabilities for applicant communications

 

VII.     Proposed Additions or Reductions

 

                         Because of the extreme budget constraints this year, all Department Heads are preparing recommended reductions for consideration by the Manager.