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Human Resources Strategic Planning Presentation

Human Resources Strategic Planning Presentation. Introduction. Current Mission. Human Resources is a business partner with Lee County’s Board of County Commissioners, Administration, Departments and Community.

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Human Resources Strategic Planning Presentation

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  1. Human ResourcesStrategic Planning Presentation

  2. Introduction Current Mission Human Resources is a business partner with Lee County’s Board of County Commissioners, Administration, Departments and Community. Our mission is to provide empowered managers and employees with professional, strategic and technical services related to employee issues in an environment of open communication and team work; to provide and enhance employees’ skills, knowledge and abilities to better serve the community; and to hire, motivate and retain employees who view Lee County as a premier employer.

  3. Introduction • Internal Resource to support the Board of County Commissioners’ employee lifecycle. • 34 Departments • 2,445 employees + 200 supplemental employees • Benefits Administration for 12 entities + Retirees • 4,200+ Employees and Retirees • 8,900+ Total participants covered with dependents

  4. Introduction Programs and Services STAFFING • Provide support for staffing the organization (eligibility, verification, applicant tracking, hiring practices, interview support). • FY 08-09: 244 positions, over 26,500 applications (average of 108 applications for each posting) • Conduct new hire orientation. COMPENSATION • Administration and maintenance of pay plans to include base pay, differential, overtime and incentives. • Manage ‘request for personnel action’ process. • Conduct salary surveys and perform job classification analysis. • Lee County BoCC has 335 different job classifications RECORDS AND INFORMATION SYSTEMS • Complete public records requests and subpoenas. • FY 08-09 over 250 records requests • Index and scan employee records. • ~2 million pages scanned • Maintain data within, and prepare reports against, the HR Management System.

  5. Introduction Programs and Services EMPLOYEE RELATIONS • Administration and management of board approved policies and procedures. • Involvement with labor relations, the collective bargaining unit. • Oversee performance management (evaluations). • Consult and advocate for the organization, management, and employees. EMPLOYEE HEALTH SERVICES AND WELLNESS • New hire health assessment. • Conduct return to work screenings, vaccinations, and assistance with workers compensation. • Coordinate and administer Flu Shot Clinic. TRAINING • Provide training and development opportunities for employees. • ~20 non-technical courses in the current catalog • Identify, develop, and deliver customized programs to meet department needs. • Team building and departments retreats.

  6. Introduction Programs and Services BENEFITS • Administration of Board approved health plans. • Provide support for leave programs: • FMLA (673 new leaves 2009) - Domestic Violence leave • Military (8 new leaves 2009) - Board Approved leaves • Medicare Oversight – Ensure that funds taken by US Treasury Department to compensate for claims paid by Medicare in error are returned to the appropriate Lee County departments. • COBRA transmittal/HIPAA Certificates for Termed Employees (All Entities). • Retirement Counseling. • Employee Assistance Program. • Educational Reimbursement Program. • ~$30,000 reimbursed in the last year. • Retiree Drug Subsidy Reimbursement Filing. • Serve as bill collector for entity health plan payments, retirees, and unpaid leave.

  7. Introduction Federal • Code of Federal Regulations (Parts 49 and 40) • Fair Labor Standards Act • Equal Pay Act • Title VII Civil Rights Act (1964) • Civil Rights Act (1991) • Age Discrimination in Employment Act • Uniformed Services Employment and Reemployment Act • Fair Credit Reporting Act • Americans with Disabilities Act • Immigration Reform and Control Act • Equal Employment Opportunity • Health Insurance Portability and Accountability Act • Consolidated Omnibus Budget Reconciliation Act • Family Medical Leave Act State • Service Members Protection Act (Chapter 250) • Veterans (Chapter 295) • Public Libraries and State Archives (Chapter 257) • Unemployment Compensation (Chapter 443) • General Labor Regulations (Chapter 448) • Child Labor (Chapter 450) • Marriage and Domestic Violence (Chapter 741) • Discrimination in the Treatment of Persons (Chapter 760) • Constitution of the State of Florida (Clerk is the BoCC’s custodian of funds for Payroll) • General Records Schedule GS1-SL • Florida Statutes • Code of Ethics of Public Officers and Employees (Chapter 112) • Public Records (Chapter 119) Administrative Code and Ordinance • AC -1-8 Public Records • AC-3-6 Budget Amendment, Revenue and Expenditure Authority • 86-13 Moving Expenses • 88-61 Severance Pay • 00-23 Employee Recognition • Collective Bargaining Agreement with Local 1826

  8. Where have we been? Current Budget = $2,199,596 % Reduction since FY 08-09 = 15% % Reduction since FY 04-05 = 16.3%

  9. Where have we been?

  10. Where are we today? Cost Reductions & Efficiency Improvements • Personnel • Since last fiscal year, 25 to 23 positions; only 21 are filled for FY09-10. • Process and Technology • Utilization of the web to provide information and forms. • Moved from weekly to bi-weekly new hire orientation. • Applications are 99% paperless. • 24,000+ applications were received in the last year. • Developed a web-based Annual Salary Survey. • Increase survey participation by 40%. • Continue to utilize electronic filing system for additional documents (I-9s, FMLA) • ~2 million pages in electronic storage just for Human Resources files. • Designed, developed, and implemented a web-based application for submitting and routing personnel actions (eRPA). • Reduction of ~9,000+ paper RPAs a year. • Each paper RPA touched 4-8 people, the documents are now electronically approved. • Developed a technology-based system for tracking Employee Relations incidents and outcomes. • FMLA tracking advances; developed a new internal tracking application and provided departments with multiple tools to help manage the process. • Mitigated external costs for training, by designing and developing in-house training offerings. • Automated the training catalog and class scheduling.

  11. Where are we today? Major Issues Internal • Responsibilities of vacant positions absorbed by current staff. • Employment laws are more complex and numerous. • Managing for health care costs and premiums. County-wide • Managing for health care costs and premiums. • Staff Development • Morale • Growth vs. Stagnation • Communication • Impact of decisions across workforce

  12. Where are we going? Reorganization (announced 11/3/09) • Less focus on silos, more focus on teamwork and Human Resources functions. New responsibilities • Training: technical/computer training responsibility moved from ITG to Human Resources. Upcoming Projects • Self service options through HR Management Software. • Paperless paychecks. • Electronic performance evaluations. • Develop County Wellness Program

  13. Where are we going? Programs and Services Historically these are the services we have offered: • STAFFING • COMPENSATION • RECORDS AND INFORMATION SYSTEMS • BENEFITS • EMPLOYEE RELATIONS • EMPLOYEE HEALTH SERVICES AND WELLNESS • TRAINING

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