Employee Services Department Diane F. Moser, Director of Employee Services

1. Employee Services DepartmentDiane F. Moser, Director of Employee Services The department a variety of human resources services for approximately 8,700 employees with that number increasing to around 9,500 during the summer time due to seasonal hiring. Governing Authorities • City Charter - Section 17.05 • City’s Ordinance Code - Chapter 33 Of note is that JSO, Clerk of Courts, and City Council have their own human resources. We supplement those services in a variety of ways.

2. Employee Services Department The department consists of three divisions with 51 full time positions and 10 part- time workers: • Compensation and Benefits • Employee and Labor Relations • Talent Management Who we are: • Experienced: Average City tenure of 12 years • Diverse: 45% minority and 83% female • Trustworthy: Employee Services takes pride in handling confidential personal information appropriately • Customer focused: Proactively ensuring operations personnel needs are met Employee Services – It’s all about the people! Employee Services Department

3. Vision The Employee Services Department is dedicated to achieving a diverse, progressive, highly productive workforce that demonstrates the utmost respect and appreciation for Jacksonville’s taxpayers. Employee Services Department

4. Compensation and Benefits Division • Group Health • Self-funded as of 1/1/15 • Florida Blue plan – HMO, HDHMO, PPO • UF Health plans – EPO • Over 8,000 employees and retirees are enrolled in our group health, plus another 6,000 dependents. • Pursuant to recently completed collective bargaining, on1/1/20 the Police and Fire Unions will separate from the City’s health plan and will provide a Union plan for all Union members, retirees and Elected/Appointed Officials that were formally in the Union. Employee Services Department

5. Compensation and Benefits Division Dental • Delta Dental – HMO, Silver PPO, Gold PPO and Platinum PPO Vision • Eyemed – Basic and Premier Plans Life Insurance • Standard Life – Basic, Supplemental and Dependent Life Flexible Spending • Discovery Benefits – Medical, Dependent, Parking and Transportation Accounts Note: For dental and vision, as of 1/1/20 the Police and Fire Unions will separate from the City’s health plan and will provide a Union plan for all Union members, retirees and Elected/Appointed Officials that were formally in the Union. Employee Services Department

6. Compensation and Benefits Division • Wellness Program • Humana GO 365 plan for full time employees • Designed to reward employees for making health choices • Employees can be rewarded for a range of fitness, prevention and education activities – anything from participating in a 5k to completing a routine dental exam • Download the app – contact Nancy Carlos (630-2430) if you need assistance • Earned the First Coast Healthiest Companies Silver Level Award in 2018 and the Gold Level Award in 2019 Employee Services Department

7. Compensation and Benefits Division • Defined Contribution and Deferred Compensation plans • Empower is the plan record-keeper • Defined Contribution plan, 401(a), is the retirement plan for all City employees as of 10/1/2017 • Note: FRS is handled by the State of Florida and is only offered to Elected Officials; it is not managed in any way by the City of Jacksonville • Voluntary 457(b) deferred compensation plan for full time and part-time employees • OBRA 457(b) plan is the FICA replacement plan for part-time and temporary/seasonal employees Employee Services Department

8. Employee and Labor Relations Division • Labor Relations • Collective Bargaining • Employee discipline • Grievance handling • Conflict mediation and facilitation • Time and attendance function for civilian workforce • FMLA (Family Medical Leave Act) and parental leave administration • Job accommodation process administration for ADA (Americans with Disability Act) purposes Employee Services Department

9. Employee and Labor Relations Division Collective Bargaining: • Just under 80% of the City’s workforce is unionized. • Per the Florida Statute pertaining to public sector collective bargaining, the City negotiates 3 year agreements with each of its unions. • The Union and the City come together for bargaining sessions where they collectively bargain wages, hours, and terms and conditions of employment. This process can take many months. Employee Services Department

10. Employee and Labor Relations Division Collective bargaining continued: • Once the tentative terms are agreed by the negotiating teams, the contracts are voted on by the union membership. • If ratified, the contracts are submitted as legislation to City Council and vetted through assigned committees and ultimately voted on by the full council. • If approved by council, the Mayor then enacts the agreements. Employee Services Department

11. Employee and Labor Relations Division The unions are: • International Association of Fire Fighters (IAFF) • IAFF has two agreements covering rank and file to supervisory firefighters. • IAFF represents approximately 1200 employees at the Jacksonville Fire Rescue Department (JFRD). • Fraternal Order of Police (FOP) • FOP has four agreements covering rank and file to supervisory corrections and police employees. • FOP represents approximately 2500 employees at the Jacksonville Sheriff’s Office (JSO) Employee Services Department

12. Employee and Labor Relations Division The unions continued: • American Federation of State, County and Municipal Employees • AFSCME represents approximately 2000 clerical and technical employees. • Communications Workers of America • CWA represents approximately 360 professional and specialty employees. • The Jacksonville Supervisors Association, Inc. • JSA represents approximately 440 supervisory employees. • Laborers’ International Union of North America • LIUNA represents approximately 320 labor and heavy equipment employees. Employee Services Department

13. Employee and Labor Relations Division • The current contracts in effect for all six unions cover the period of October 1, 2017 through September 30, 2020. • We anticipate that the next round of bargaining will commence in early 2020 with the desire to have new contracts in place by the expiration of the current agreements. • If no successor agreement is in place at the expiration of the current contract, the City operates under the status quo, meaning that the terms and conditions of the previous contract remain intact. • Since wages can only be negotiated for the three year period, once a contract expires, wages cannot be increased until the parties collectively bargain the wages. Employee Services Department

14. Talent Management Division • Recruiting and On-Boarding • We hire over 1,300 employees each year (does not include JSO). • This includes our seasonal employees. • Examining • Classification and Pay • Data Management • We perform approximately 15,000 electronic human resources transactions per year. • Training Employee Services Department

15. Talent Management Division Section 17.01 of the Charter There shall be a civil service system for the employees of the consolidated government which shall promote the effective, efficient, and fair conduct of the public business. The council shall have authority to enact such ordinances as are necessary to further implement the civil service system so long as such ordinances are not inconsistent with the provisions of this charter. Employee Services Department

16. Talent Management Division Civil Service and Personnel Rules and Regulations • One of the significant differences between the private and public sector • Establish the Personnel Policy for positions and employees defined as Civil Service by the City Charter • There are a total of 11 rules • Address classification and compensation; qualifications and certifications for employment and promotions; discipline, demotions and dismissals; transfers and separations and layoffs • Are administered in conjunction with applicable collective bargaining agreements Employee Services Department

17. Talent Management Division • Not all job classifications fall under the Rules. • Approximately 75% of our workforce is Civil Service. • Only Civil Service classifications are covered by the Rules. • There are approximately 6500 Civil Service positions which include public safety. Employee Services Department

18. Talent Management Division • The exceptions are: • Elected Officials (25 = 1 Mayor, 19 City Council Members, 5 Constitutional Officers) • Appointed Officials (approximately 92 who are primarily your department directors and division chiefs most of whom are confirmed by City Council). • Appointed Employees (approximately 866 who are your ECA’s, managers of departments, assistants to appointed officials and other positions exempt by Charter or Code) Employee Services Department

19. Talent Management Division • The other exceptions are: • Special Purpose Employees (approximately 35 primarily grant employees) • Part Time Employees (approximately 825) • Temporary/Seasonal Employees (approximately 315 and 475 respectively) There are rules governing pay and other aspects of the job for all of these listed. Employee Services Department

20. Employee Services Department • Now that you know what we do, just a reminder that your primary points of contact for your human resources needs are Cheryl Brown or Laura Dyer. Depending upon the situation, they may call us for assistance. • You’ll see us next year during the collective bargaining process. • We are grateful for the work you are about to engage in and congratulate you on becoming a City Council Member. • Speaking on behalf of my entire team, it is an honor to serve the taxpayers. • If you need anything from me, I can be reached at 255-5576 or dmoser@coj.net. Employee Services Department