GENERAL FUND TAX SUPPORT 97% 97%

Size: px
Start display at page:

Download "GENERAL FUND TAX SUPPORT 97% 97%"

Transcription

1 HUMAN RESOURCES The Human Resources Department provides a central personnel servicing function for the following Appointing Authorities: Board of County Commissioners, Clerk of the Circuit Court, Property Appraiser, Supervisor of Elections, Tax Collector, Office of Human Rights, Pinellas County Planning Council, Department of Business Technology Services and Pinellas Construction Licensing Board. The Human Resources Department is governed by a Personnel Board. The Personnel Board consists of seven members - four members appointed by the Appointing Authorities, two members appointed by the Employee Advisory Council and one member selected by the other six members GENERAL FUND Department Revenues By Fund / Account FY11 Budget FY11 Projection FY12 Request 0101 OTHER MISCELLANEOUS REVENUES 100, , ,000 GENERAL FUND TAX SUPPORT 3,274,870 3,292,360 3,292,840 TOTAL REVENUES 3,374,870 3,392,360 3,392,840 GENERAL FUND TAX SUPPORT 97% 97% Department Expenditures By Fund / Cost Center FY11 Budget FY11 Projection FY12 Request HUMAN RESOURCES 3,374,870 3,392,360 3,392,840 TOTAL EXPENDITURES 3,374,870 3,392,360 3,392,840 Personnel Summary Total Permanent Positions Target Reconciliation FY12 Budget Request Target of $3,392,840 $3,392,840 Target Variance 0

2 Peggy Rowe Director of Human Resources June 7, 2011

3 2

4 January 2011 Board of County Commissioners 1,738 Business Technology Services 130 Clerk of the Circuit Court 533 Construction Licensing Board 10 Office of the County Attorney 33 Human Resources Department 32 Office of Human Rights 10 Pinellas Planning Council 7 Office of the Property Appraiser 127 Supervisor of Elections 30 Office of the Tax Collector 248 Total 2,898 3

5 Select, hire and retain top performing employees Ensure equity in compensation Offer leading edge, high-quality benefit programs in most cost effective manner Foster culture of continual professional development to ensure excellent customer service Facilitate effective employee relations throughout organization Provide transparent communications and avenues for two way communication Promote citizen and employee volunteerism 4

6 486 fewer permanent full-time employees in past 3 years 408 employees laid off and 358 bumped to other positions in past 3 years 2 years with no merit increases for all employees Expanded workloads Climate of uncertainty 2011 legislative changes to FRS pension system 5

7 Purpose: Provide equal employment opportunities Centralized location for County job applicants Eliminate discrepancies in pay scales, benefits, discipline, etc. Ensure merit principles are followed for appointments, retention, pay, promotions, etc. Create cost savings and efficiencies by eliminating multiple human resources departments 6

8 Recruit qualified applicants Annual average of 5,800 applications 1,545 job interest cards/ s in 1 st half FY2011 Research/develop/administer legally compliant test questions Create registers of eligible candidates for hiring departments FY2010, 108 registers, 271 requisitions FY2011, 1 st half, 81 registers, 167 requisitions Employment counseling UPS temporary employment services 7

9 Determine job value and correct classification for each position Design competitive pay plan Ongoing position audits and cyclic reviews Annual market survey of comparable competitors supplemented by ongoing data collection and analysis Monitor compliance with all labor laws and regulations Compare labor market compensation trends with UPS practices Research demographic and fiscal impact of proposed personnel rule changes, policy decisions, and legislative compliance issues 8

10 Employee performance recognition and talent management Collaborate with departments to create career ladders Match cost effective reward structure with UPS strategic objectives, e.g. wellness incentive program Reorganizations and mergers: align skills/qualifications with current and future business requirements Prepare County-wide personnel expenditure projections for annual budget 9

11 Health & Welfare Work/Life Paid Time Off Employees & Families Retirement Tax Savings Financial Protection 10

12 Evaluate various benefit programs for 2,898 employees, 1,600 retirees and their dependents Administer health, dental, life and disability programs Educate members about plan changes Administer COBRA health plan continuation program Ensure FMLA compliance, provide training Health and Wellness programs 11

13 Financial Protection Tax Savings Benefits Work/Life Benefits 12

14 Targeted Wellness Incentives Health Plan Clinical / Disease Management Medication Management Programs Disease Management Program Consumer Directed Health Plan Health Improvement and Cost Savings Case Management for Serious Medical Claims 13

15 Launched January 2011 Rewards align with high health cost drivers Maximum cash reward of $200 per employee per year 1 st quarter: 354 completed Health Assessments 1 st quarter: 630 employees earned an incentive payment 14

16 Wellness incentive programs, disease management, and other clinical management programs lowered health costs by improving employee health status $599K in Medication Management $569K in Disease Management Other savings HR has obtained $469K in pharmacy reimbursement for Medicare retirees $770K in Early Retiree Reimbursement Program 2011 RFPs on health care, prescription drug plan, vision plan to maximize quality of health care benefits and minimize costs 15

17 Create learning organization Leadership training courses Succession Management Program Internal consulting services Tuition Reimbursement Programs Resource Library Coordinate the Certified Public Manager Program 16

18 Implement/maintain Oracle Learning Management System Coordination (OPUS/OLM) Deliver 47 different courses open to employees, supervisors, and managers and consortium members Training classes all aligned with core leadership skills and career path advancement Additional 18 courses available to Succession Management candidates 39 Leadership IQ On-Demand online training courses for all supervisors and managers Recruit 18 volunteer adjunct faculty in past year 17

19 Manage Performance Appraisal program Over 35 training sessions on new performance appraisal system in recent years Liaison/administrative support to Employees Advisory Council (EAC) Grievance counseling/assistance Guidance on disciplinary actions Informal mediation, problem solving Internal consulting services, interpretation of Personnel Rules and policies Internal investigations Response to unemployment claims/issues 18

20 Guidance/mediation averts situations that lead to reduced productivity, morale issues, inappropriate discipline and lawsuits Wrongful termination lawsuit awards average $1.8M Sexual harassment awards average $250K Enhanced monitoring of unemployment claims for legitimacy 19

21 Publish The Pen newsletter monthly and Pen Extra quarterly Disseminate special communications about important issues Citizen and employee surveys and focus groups Research key issues Colors of Pinellas Art Show 20

22 Assistance to at-risk employees during budget reductions Meetings, workshops, training sessions Help During Challenging Times website* Personal contact assigned to each at-risk employee Regular electronic communications about job opportunities, career fairs and resources Employee Suggestion Awards Program Listening Sessions with Peggy Rowe * 21

23 Maintains personnel files, audits personnel transactions, enters pay rates into payroll system Responds to Public Records Requests from media, employees, citizens Creates employee and volunteer ID cards Processes background checks for new hires 22

24 Over past several years, extensive engagement in OPUS Human Resources Information System and data integration OPUS Advanced Benefits, Self Service HR, Oracle Learning Management New system will significantly improve work efficiency, data integration, and will result in a considerable return on investment 23

25 Recruitment, outreach, student internship, volunteer retention and recognition programs 16,797 additional volunteer hours in the first six months of FY2011, a 35% increase over past year Net increase of value to Pinellas County of $373,836 in 1 st half FY

26 $5,000,000 $4,000,000 $3,000,000 $2,000,000 $1,000,000 $

27 $1,000,000 $800,000 $600,000 $400,000 $200,000 $

28

29 FY2007 Retirement Counseling previously handled by Clerk of the Circuit Court FY2008 Support Emergency Management Department FY2009 Volunteer Services from County Administrator FY2009 Research and Focus Group responsibilities from County Administrator FY2010 HR services for Juvenile Welfare Board 28

30 Continued UPS-wide training on revised Performance Evaluation System OPUS Phase 1A-1B implementation complete Expanded wellness program to create a healthier work force and provide future cost and productivity savings Supported displaced and laid off employees throughout the Unified Personnel System during recent reductions in force Significantly increased use of volunteers 29

31 FY FY % Budget Reduction $1,895,910 Reductions Shortfall $112,

32 Develop leadership at all levels of the organization Talent management Enhance our competitive position Maximize the potential of all employees 31

33 32

Human Resources FY 2014-16 Performance Plan

Human Resources FY 2014-16 Performance Plan Contents I. Mission Statement... 1 II. Department Overview... 1 III. Program Description and Responsibilities... 2 Administration... 2 Organization Development and Training... 2 Staffing and Recruitment...

More information

DEPT: Human Resources UNIT NO. 1140 FUND: General - 0001. Budget Summary

DEPT: Human Resources UNIT NO. 1140 FUND: General - 0001. Budget Summary Budget Summary Category 2014 Budget 2014 Actual 2015 Budget 2016 Budget 2016/2015 Variance Expenditures Personnel Costs $5,710,284 $5,581,227 $5,982,709 $6,342,873 $360,164 Operation Costs $284,245 $256,846

More information

Human Resources. General Government 209. Prince William County FY 2014 Budget MISSION STATEMENT. Human Resources; 3.7%

Human Resources. General Government 209. Prince William County FY 2014 Budget MISSION STATEMENT. Human Resources; 3.7% Prince William Self- Insurance Group; 8.6% General Registrar; 2.5% Unemployment Insurance Reserve; 0.1% Board of County Supervisors; 4.4% Executive Management; 3.9% Audit Services; 1.0% County Attorney;

More information

Human Resources Summary

Human Resources Summary Summary FY 09 FY 10 FY 10 FY 11 Orig. FY 10 Adj. FY 10 Administration $721,092 $723,185 $676,295 $653,900-9.58% -3.31% Health and Fringe Benefits 15,402,800 22,428,000 22,428,000 20,100,000-10.38% -10.38%

More information

HUMAN RESOURCE MANAGEMENT. Human Resources... 154 Employee Benefits... 157

HUMAN RESOURCE MANAGEMENT. Human Resources... 154 Employee Benefits... 157 HUMAN RESOURCE MANAGEMENT Human Resources... 154 Employee Benefits... 157 153 HUMAN RESOURCES MISSION STATEMENT The mission of the Human Resources Department is to be the leader in providing for and serving

More information

HUMAN RESOURCE MANAGEMENT. Human Resources... 148 Employee Benefits... 150

HUMAN RESOURCE MANAGEMENT. Human Resources... 148 Employee Benefits... 150 HUMAN RESOURCE MANAGEMENT Human Resources... 148 Employee Benefits... 150 147 HUMAN RESOURCES MISSION STATEMENT The mission of the Human Resources Department is to be the leader in providing for and serving

More information

Strategic HR Value Proposition

Strategic HR Value Proposition Strategic HR Value Proposition Lise Ann Ebert, MSL, PHR, SHRM-CP Director of Human Resources The Indiana Rail Road Company Building a Road Map for Doing More with Less as a Strategic Business Partner Purpose

More information

Branch Human Resources

Branch Human Resources Branch Human Resources Introduction An organization s ability to deliver services to citizens is highly dependant on the capacity of its workforce. Changing demographics will result in increasing numbers

More information

HUMAN RESOURCES. Management & Employee Services Organizational Development

HUMAN RESOURCES. Management & Employee Services Organizational Development Management & Employee Services Organizational Development Human Resources Department FY 2014-15 BUDGETED POSITIONS DIRECTOR.90 FTE * Human Resources Business Partner 1 FTE Human Resources Business Partner

More information

Human Resources. FY 2013 Actual

Human Resources. FY 2013 Actual Human Resources To develop and administer the processes needed to attract a qualified workforce, ensure its continuing development, and maximize employee retention through a balanced and competitive package

More information

Human Resources and Organizational Services

Human Resources and Organizational Services Human Resources and Organizational Services Martha Wilson - Director FY 13/14 FY 14/15 Adopted CAO 101-0300 Budget Recommended Change EXPENDITURES Salaries and Benefits 817,457 927,591 110,134 Services

More information

CLASS SPECIFICATION DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS

CLASS SPECIFICATION DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS CLASS SPECIFICATION Class Code: 17225 Date Est: 10/2011 Last Rev: Last Title Chg: FLSA: Exempt DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS DEFINITION Under administrative direction, plans, directs and

More information

Employee Benefits. To provide centralized budgetary and financial control over employee fringe benefits paid by the County.

Employee Benefits. To provide centralized budgetary and financial control over employee fringe benefits paid by the County. Mission To provide centralized budgetary and financial control over employee fringe benefits paid by the County. Focus Agency 89, Employee Benefits, is a set of consolidated accounts that provide budgetary

More information

Organization and Operations. Metric Name Formula Description

Organization and Operations. Metric Name Formula Description Metric List Organization and Operations *Revenue Factor Revenue / Regular FTE Revenue per FTE. Workforce s Revenue Factor Revenue / Workforce On Payroll FTE Revenue per FTE (including all regular employees

More information

HUMAN RESOURCES (1140)

HUMAN RESOURCES (1140) HUMAN RESOURCES (1140) Pension Board County Executive Civil Service Commission Department of Human Resources Director's Office HR Partners Employment & Staffing Employee Relations, Training & Diversity

More information

Colorado Springs School District 11 Records Retention Schedule

Colorado Springs School District 11 Records Retention Schedule General Description: Records generally relating to the hiring, employment, safety, benefits, compensation, discrimination claims, retirement and termination of school district employees. 1. Collective

More information

Human Resource Certification (HRC) Program. Course Descriptions

Human Resource Certification (HRC) Program. Course Descriptions Human Resource Certification (HRC) Program Course Descriptions Required courses may vary between different HRC Enrollment periods. HRC participants should refer to their HRC training portfolio summary

More information

Human Resources Department

Human Resources Department Human Resources Department Mission Hire, develop and retain a competent, committed and diverse workforce to provide high quality and cost-effective services to Scottsdale citizens. Cultivate an environment

More information

HRBP Human Resource business professional HRBP SM

HRBP Human Resource business professional HRBP SM certification in human resourcesĀ» HRBP Human Resource business professional HRBP SM body OF KNOWLEGE HR certification institute hrci.org HR Certification Institute 1 HRBP BODY OF KNOWLEDGE AT-A-GLANCE

More information

HUMAN RESOURCES DEPARTMENT

HUMAN RESOURCES DEPARTMENT HUMAN RESOURCES DEPARTMENT Administration and Support HUMAN RESOURCES DIRECTOR Human Resources - Personnel Services - Employee and Labor Relations - Risk Management - Training and Development - Equal Employment

More information

What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources

What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources The International Public Management Association for Human Resources

More information

Employee Benefits. To provide centralized budgetary and financial control over employee fringe benefits paid by the County.

Employee Benefits. To provide centralized budgetary and financial control over employee fringe benefits paid by the County. Mission To provide centralized budgetary and financial control over employee fringe benefits paid by the County. Focus Agency 89, Employee Benefits, is a set of consolidated accounts that provide budgetary

More information

HRCI Recertification Credits

HRCI Recertification Credits HRCI Recertification Credits last updated: November 2013 SkillSoft is an HR Certification Institute Approved Provider. Being an HR Certification Institute Approved Provider gives recertification candidates

More information

CLASS SPECIFICATION Human Resources Director. Nonrepresented/All Bureau Directors hired after December 31, 2000 are exempt from Civil Service

CLASS SPECIFICATION Human Resources Director. Nonrepresented/All Bureau Directors hired after December 31, 2000 are exempt from Civil Service City of Portland Job Code: 30000409 CLASS SPECIFICATION Human Resources Director FLSA Status: Union Representation: Exempt Nonrepresented/All Bureau Directors hired after December 31, 2000 are exempt from

More information

Human Resources Department

Human Resources Department Human Resources Department What We Do Recruitment Approximately 50 recruitments per year, including outreach, administration, testing and onboarding Process approximately 2000 applications per year Selection

More information

Mission. - 139 - Human Resources

Mission. - 139 - Human Resources Human Resources Mission The mission of Human Resources is to serve our community by attracting and retaining a highly qualified workforce and creating a work environment for them that supports their commitment

More information

DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION

DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION Under the direction of the Executive Dean of Institutional Effectiveness,

More information

Shaping the Future. 2014 Annual Report. Shapely Colors by Ryland Carlin, First Place, Teen 13-18 category, 2014 Colors of Pinellas Art Show

Shaping the Future. 2014 Annual Report. Shapely Colors by Ryland Carlin, First Place, Teen 13-18 category, 2014 Colors of Pinellas Art Show Shaping the Future 2014 Annual Report Shapely Colors by Ryland Carlin, First Place, Teen 13-18 category, 2014 Colors of Pinellas Art Show Our Mission To work in partnership with all Appointing Authorities

More information

THE CITY OF RALEIGH, NORTH CAROLINA

THE CITY OF RALEIGH, NORTH CAROLINA THE CITY OF RALEIGH, NORTH CAROLINA 6716 Six Forks Road RALEIGH, NORTH CAROLINA 27615 919-996-3385 POLICE OFFICER The Raleigh Police Department is seeking responsible and dedicated individuals who are

More information

DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING,

DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING, Page 1 of 6 DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING, JC #676 - Classified Management - Integrated Academic Administrator and Classified Manager Salary

More information

Department of Human Resources

Department of Human Resources Workforce Services Workforce Policy and Planning Department Management/ Human Resource Information Systems Employee Relations Employment Compensation and Workforce Analysis Employee Benefits Organizational

More information

Developing a Comprehensive Leadership Development Program for the Sonoma County Human Services Department

Developing a Comprehensive Leadership Development Program for the Sonoma County Human Services Department Developing a Comprehensive Leadership Development Program for the Sonoma County Human Services Department Kiergan Pegg EXECUTIVE SUMMARY In response to the impending retirement of many of its managers,

More information

ACCOUNT CODE: 8000-000-6000 SUPERVISOR:

ACCOUNT CODE: 8000-000-6000 SUPERVISOR: Shoshone-Paiute Tribes, P.O. Box 219, Owyhee, Nevada 89832, PH: (208) 759-3100, Fax: (888) 476-7269 E-Mail Address: hr@shopai.org, Website: www.shopaitribes.org JOB ANNOUNCEMENT POSITION: Human Resources

More information

Fund 60040 Health Benefits Fund

Fund 60040 Health Benefits Fund Focus Fund 60040 Fund 60040 (formerly Fund 506),, is the administrative unit for the County s selfinsured health plans. For the self insured plans, the County pays only for claims and third party administrative

More information

Stanislaus County Supervisor Training Academy Training Catalog 2016

Stanislaus County Supervisor Training Academy Training Catalog 2016 Stanislaus County Supervisor Training Academy Training Catalog 2016 Training Courses Budgeting/Financial Overview Compliance/Payroll Regulations Conducting a Recruitment Disability Management Employee

More information

Report on Improvements Made and Gaps Identified in the Prior Year

Report on Improvements Made and Gaps Identified in the Prior Year Human Resources Department Annual Unit Plan for Academic Year 2016-2017 October 2015 Describe Department/Unit Mission/Connection to College Mission Human Resources at Cerro Coso Community College contributes

More information

Employee Benefits Brokerage Services

Employee Benefits Brokerage Services Employee Benefits Brokerage Services Providing the latest resources, technology, and expertise to help employers sustain competitive employee benefit programs. Ironwood Insurance Services, LLC 3715 Northside

More information

Department of Human Resources DCHR (BE)

Department of Human Resources DCHR (BE) Department of Human Resources DCHR (BE) MISSION The mission of the DC Department of Human Resources (DCHR), formerly named DC Office of Personnel, is to provide comprehensive human resource management

More information

RECORDS MANAGEMENT MANUAL COLORADO SPECIAL DISTRICTS

RECORDS MANAGEMENT MANUAL COLORADO SPECIAL DISTRICTS SCHEDULE NO. 15 PERSONNEL RECORDS General Description: Records relating to the hiring, employment, safety, benefits, compensation, retirement and termination of district employees. The specified retention

More information

Iowa Vocational Rehabilitation Services. Performance Report

Iowa Vocational Rehabilitation Services. Performance Report Iowa Vocational Rehabilitation Services Performance Report Performance Results for State Fiscal Year 2011 Guide for Agency Performance Reporting Page 1 Table of Contents Introduction Agency Overview Results

More information

Fund 60040 Health Benefits Fund

Fund 60040 Health Benefits Fund Focus Fund 60040,, is the administrative unit for the County s self insured health plans. For the self insured plans, the County pays only for claims and third party administrative fees. The cost to fund

More information

Monterey County DEPARTMENTAL HUMAN RESOURCES MANAGER

Monterey County DEPARTMENTAL HUMAN RESOURCES MANAGER Monterey County 14B66 DEPARTMENTAL HUMAN RESOURCES MANAGER DEFINITION Under direction, manages and directs a variety of Human Resources functions and programs for large departments including the Health

More information

Department of Human Resources. 2016 Budget Presentation

Department of Human Resources. 2016 Budget Presentation Department of Human Resources 2016 Budget Presentation Human Resources Department Proposed Operating Budget Line Item Supplement Page 40 Proposed Operating Budget Page 73 Who We Serve: 16 City Offices

More information

Long Beach Community College District Date Adopted: January 30, 2006. CLASS SPECIFICATION Director, Classified Human Resources

Long Beach Community College District Date Adopted: January 30, 2006. CLASS SPECIFICATION Director, Classified Human Resources Long Beach Community College District Date Adopted: January 30, 2006 GENERAL PURPOSE CLASS SPECIFICATION Director, Classified Human Resources Under the direction of the chief human resources officer for

More information

Human Capital Management

Human Capital Management Human Capital Management Global Human Capital Management Solutions Manage and organize your global workforce from a single, unified, HR management system. Ignite s NuView Human Capital Management Solution

More information

John Keel, CPA State Auditor. A Report on State Employee Benefits as a Percentage of Total Compensation. February 2010 Report No.

John Keel, CPA State Auditor. A Report on State Employee Benefits as a Percentage of Total Compensation. February 2010 Report No. John Keel, CPA State Auditor A Report on State Employee Benefits as a Percentage of Total Compensation Report No. 10-704 A Report on State Employee Benefits as a Percentage of Total Compensation Overall

More information

OLD DOMINION UNIVERSITY PAY PRACTICES ADMINISTRATION FOR AP FACULTY

OLD DOMINION UNIVERSITY PAY PRACTICES ADMINISTRATION FOR AP FACULTY OLD DOMINION UNIVERSITY PAY PRACTICES ADMINISTRATION FOR AP FACULTY INTRODUCTION The purpose of the pay practices for administrative and professional faculty (AP faculty) is to explain the criteria and

More information

ASSISTANT HUMAN RESOURCES MANAGER

ASSISTANT HUMAN RESOURCES MANAGER CITY OF URBANA Human Resources Division ASSISTANT HUMAN RESOURCES MANAGER JOB DESCRIPTION Department: Executive Division: Human Resources Work Location: Urbana City Building Percent Time: 100% ( Full-time)

More information

MONTANA TECH EMPLOYEE BENEFITS

MONTANA TECH EMPLOYEE BENEFITS MONTANA TECH EMPLOYEE BENEFITS The following is a summary explanation of the payroll deductions and fringe benefits provided to eligible employees of Montana Tech. A. REQUIRED DEDUCTIONS 1. F.I.C.A. (SOCIAL

More information

HR Strategic Plan 2015-2019

HR Strategic Plan 2015-2019 HR Strategic Plan 2015-2019 Vision Strategy The headline Something happens we have to fix External influence drives action Crisis management Timing: NOW Reaction Transaction Set of steps triggered by an

More information

Human Resources Department 203.6 FTE s

Human Resources Department 203.6 FTE s 27 Human Resources Human Resources Department 203.6 FTE s General Manager Human Resources 4 FTE's Director Labour Relations 2 FTE's Director Organizational Effectiveness 2 FTE's Director Compensation,

More information

HUMAN RESOURCES. Administration I I I I I. Dive~ily. Training. See R1sk Managemenl section for budget del311s

HUMAN RESOURCES. Administration I I I I I. Dive~ily. Training. See R1sk Managemenl section for budget del311s Human Resources HUMAN RESOURCES I Administration I I I I I I Dive~ily Training '" Lab-or and Employment Relations Organization E fleclive ness Program See R1sk Managemenl section for budget del311s Mission

More information

Your Business. Stronger.

Your Business. Stronger. ADP TOTALSOURCE Your Business. Stronger. HR. Payroll. Benefits. Maximizing Your Success Imagine being able to reduce the costs and complexities surrounding your employment management tasks. The administrative

More information

NAPCS Product List for NAICS 54161: Management Consulting Services

NAPCS Product List for NAICS 54161: Management Consulting Services NAPCS List for NAICS 54161: National 54161 1 Management Providing advice and guidance in the areas of strategic and organizational, financial, human resources, marketing, and operations and supply chain

More information

John Keel, CPA State Auditor. A Report on State Employee Benefits as a Percentage of Total Compensation. April 2014 Report No.

John Keel, CPA State Auditor. A Report on State Employee Benefits as a Percentage of Total Compensation. April 2014 Report No. John Keel, CPA State Auditor A Report on State Employee Benefits as a Percentage of Total Compensation Report No. 14-704 A Report on State Employee Benefits as a Percentage of Total Compensation Overall

More information

Jackson Community College Job Description

Jackson Community College Job Description Jackson Community College Job Description Job Title: Director of Human Resources Department: Human Resources Reports to: Executive Director, Human Resources FLSA Status: Exempt Updated By: Bill Hendry,

More information

RIO HONDO COMMUNITY COLLEGE DISTRICT

RIO HONDO COMMUNITY COLLEGE DISTRICT RIO HONDO COMMUNITY COLLEGE DISTRICT DIRECTOR OF HUMAN RESOURCES DEFINITION Under general administrative direction, to provide leadership and direction; to plan, manage, and oversee the activities and

More information

HUMAN RESOURCES OFFICE (CAJQ)

HUMAN RESOURCES OFFICE (CAJQ) HUMAN RESOURCES OFFICE (CAJQ) (1) Provides leadership, policy formation, oversight, guidance, service, and advisory support and assistance to the Centers for Disease Control and Prevention (CDC) and the

More information

TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES

TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES SECTION: Human Resources Number 02.02.01 AREA: Compensation SUBJECT: Pay Guidelines for Staff Employees I. PURPOSE AND SCOPE This

More information

1. CORPORATE SUPPORT SERVICES DEPARTMENT - HUMAN RESOURCES DIVISION

1. CORPORATE SUPPORT SERVICES DEPARTMENT - HUMAN RESOURCES DIVISION 1. CORPORATE SUPPORT SERVICES DEPARTMENT - HUMAN RESOURCES DIVISION (i) CHIEF MANAGER - COMPENSATION AND BENEFITS, AND HR ADMINISTRATION (Grade KRA 7 ) JOB DESCRIPTION FORM Date: Kenya Revenue Authority

More information

Program Performance Review

Program Performance Review Program Performance Review Human Resources Division of the Finance and Administrative Services Department September 9, 2009 Report No. 09-19 Office of the County Auditor Evan A. Lukic, CPA County Auditor

More information

Human Capital Management Challenge: Fostering Employee Mentoring, Engagement, and Development in a Limited Budget Environment

Human Capital Management Challenge: Fostering Employee Mentoring, Engagement, and Development in a Limited Budget Environment Human Capital Management Challenge: Fostering Employee Mentoring, Engagement, and Development in a Limited Budget Environment By Carolyn M. Taylor Chief Human Capital Officer, Government Accountability

More information

Fund 60040 Health Benefits Fund

Fund 60040 Health Benefits Fund Focus Fund 60040,, is the administrative unit for the County s self insured health plans. For the self insured plans, the County pays only for claims and third party administrative fees. The cost to fund

More information

- 143 - Human Resources

- 143 - Human Resources Mission The mission of is to serve our community by attracting and retaining a highly qualified workforce and creating a work environment for them that supports their commitment to public service, reflects

More information

Branch Human Resources

Branch Human Resources Introduction The Human Resources Branch provides strategies, programs, services and consultation to attract and retain a diverse, engaged, innovative and skilled workforce to build a great city. Recruitment

More information

Annual Fiscal Plan FY15 FY14

Annual Fiscal Plan FY15 FY14 HUMAN RESOURCES Description With significant leadership transitions, continued organizational and cultural changes, a heightened emphasis on cost savings, and the ongoing importance of continuing to provide

More information

August 2014 Report No. 14-705

August 2014 Report No. 14-705 John Keel, CPA State Auditor A Report on Executive Compensation at State Agencies Report No. 14-705 A Report on Executive Compensation at State Agencies Overall Conclusion The decisions of state agencies

More information

Human Capital Management Plan 2004 2008. United States Copyright Office

Human Capital Management Plan 2004 2008. United States Copyright Office Human Capital Management Plan 2004 2008 United States Copyright Office Contents 1 Message from the Register of Copyrights s 3 Introduction Human Capital Framework 3 Our Mission 4 Copyright Office Strategic

More information

Human Resources. Be a strategic leader and partner, promoting organizational and individual effectiveness.

Human Resources. Be a strategic leader and partner, promoting organizational and individual effectiveness. Human Resources Be a strategic leader and partner, promoting organizational and individual effectiveness. Administration Budget, Accounting and Purchasing HRIS and RMIS Payroll Audit 4.5 FTE Civil Service

More information

<Insert Picture Here> JD Edwards EnterpriseOne Human Resources

<Insert Picture Here> JD Edwards EnterpriseOne Human Resources JD Edwards EnterpriseOne Human Resources EnterpriseOne Human Resources Human Resources Payroll Self Service erecruit Financial Project Supply Chain Key Features Workforce Job Position

More information

Page Intentionally Left Blank

Page Intentionally Left Blank Page Intentionally Left Blank Department Description The Human Resources Department is composed of various independent programs and activities that include Labor Relations, Employee Learning and Development,

More information

August 13, 2003. RE: Request for Proposal Human Resources Outsourcing. Dear:

August 13, 2003. RE: Request for Proposal Human Resources Outsourcing. Dear: August 13, 2003 RE: Request for Proposal Human Resources Outsourcing Dear: In an effort to control spending and create efficiencies where possible Union College is undertaking a mammoth project to consider

More information

ADMINISTRATOR SALARY SCHEDULE FY15

ADMINISTRATOR SALARY SCHEDULE FY15 ADMINISTRATOR SALARY SCHEDULE Adopted this 18 th day of November, 2014 The School Board of Lee County, Florida Signature on File Signature on File Superintendent of Schools School Board Chairman Board

More information

BEFORE THE PUBLIC UTILITY COMMISSION OF OREGON PACIFICORP. Direct Testimony of Erich D. Wilson

BEFORE THE PUBLIC UTILITY COMMISSION OF OREGON PACIFICORP. Direct Testimony of Erich D. Wilson Docket No. UE Exhibit PAC/00 Witness: Erich D. Wilson BEFORE THE PUBLIC UTILITY COMMISSION OF OREGON PACIFICORP March Wilson/i DIRECT TESTIMONY OF ERICH D. WILSON TABLE OF CONTENTS CONTENTS QUALIFICATIONS...

More information

Revised Body of Knowledge And Required Professional Capabilities (RPCs)

Revised Body of Knowledge And Required Professional Capabilities (RPCs) Revised Body of Knowledge And Required Professional Capabilities (RPCs) PROFESSIONAL PRACTICE Strategic contribution to organizational success RPC:1 Contributes to the development of the organization s

More information

SANTA PAULA UNIFIED SCHOOL DISTRICT

SANTA PAULA UNIFIED SCHOOL DISTRICT SANTA PAULA UNIFIED SCHOOL DISTRICT CLASS TITLE: DIRECTOR-HUMAN RESOURCES-CLASSIFIED BASIC FUNCTION: Under the direction of the Personnel Commission, plan, organize, control and direct the Classified Human

More information

DHS - Community Srvs/Nonprofit Support

DHS - Community Srvs/Nonprofit Support DHS - Community Srvs/Nonprofit Support Enabling Laws Act 282 of 214 A.C.A. 25-1-128 A.C.A. 21-13-11 to 21-13-111 (Act 42 of 1981) A.C.A. 25-1-12 A.C.A. 25-1-128 (Act 1259 of 1997) History and Organization

More information

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008 State of Washington Guide to Developing Strategic Workforce Plans Updated December 2008 Table of Contents Introduction... 3 What Is Workforce Planning?... 3 Workforce Planning Strategy Areas... 4 Strategic

More information

Turnkey HR Outsourcing Solutions that Deliver Solid Results.

Turnkey HR Outsourcing Solutions that Deliver Solid Results. PARTNER WITH A LEADING SERVICE PROVIDER Navigating the complexities of employee relations can be challenging for employers. Recruiting and hiring top talent, maximizing job performance and separating employees

More information

Total Rewards for Employees

Total Rewards for Employees Total Rewards for Employees Xcel Energy provides Total Rewards to employees: Pay for Time Off 9 % Other Cash Compensation 4 % Health and Welfare Benefits 17 % 60 % Base Compensation Retirement Benefits

More information

WISCONSIN LEGISLATIVE COUNCIL

WISCONSIN LEGISLATIVE COUNCIL WISCONSIN LEGISLATIVE COUNCIL Terry C. Anderson, Director TO: SENATOR JON B. ERPENBACH FROM: Margit S. Kelley, Senior Staff Attorney RE: Description of 2015 Senate Bill 285, Relating to the State Civil

More information

HUMAN RESOURCES ASSESSMENT. For ELIZABETH CITY STATE UNIVERSITY

HUMAN RESOURCES ASSESSMENT. For ELIZABETH CITY STATE UNIVERSITY HUMAN RESOURCES ASSESSMENT For ELIZABETH CITY STATE UNIVERSITY Prepared by Laurie Charest February, 2008 EXECUTIVE SUMMARY At the request of General Administration of The University of North Carolina,

More information

FY 2014 PERFORMANCE PLAN Department of Human Resources

FY 2014 PERFORMANCE PLAN Department of Human Resources FY 2014 PERFORMANCE PLAN MISSION The mission of the DC (DCHR) is to strengthen individual and organizational performance and enable the District government to attract, develop, and retain a highly qualified,

More information

SENATE APPROPRIATIONS COMMITTEE SUBSTITUTE TO H.B. 750 A BILL TO BE ENTITLED AN ACT

SENATE APPROPRIATIONS COMMITTEE SUBSTITUTE TO H.B. 750 A BILL TO BE ENTITLED AN ACT SENATE APPROPRIATIONS COMMITTEE SUBSTITUTE TO H.B. 750 A BILL TO BE ENTITLED AN ACT To amend an Act making and providing appropriations for the State Fiscal Year beginning July 1, 2015, and ending June

More information

Human Resources. Be a strategic leader and partner, promoting organizational and individual effectiveness.

Human Resources. Be a strategic leader and partner, promoting organizational and individual effectiveness. Human Resources Be a strategic leader and partner, promoting organizational and individual effectiveness. Administration Budget, Accounting, and Purchasing HRIS and RMIS Payroll Audit 2.50 FTE Risk Management

More information

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Human Capital Management Human Resources Department Personnel Department Levers: Differentiated Pay Career Ladders Distribution of

More information

Retirement. State of Tennessee Retirement Programs

Retirement. State of Tennessee Retirement Programs Retirement State of Tennessee Retirement Programs Retirement The State of Tennessee Currently offers two retirement options: State of Tennessee web page http://www.treasury.state.tn.us/ Tennessee Consolidated

More information

SHICK Senior Health Insurance Counseling For Kansas. Medicare Options

SHICK Senior Health Insurance Counseling For Kansas. Medicare Options SHICK Senior Health Insurance Counseling For Kansas Medicare Options What is Medicare? Federal health insurance that covers some medical costs if you: Are age 65 or over Are under age 65 with some disabilities

More information

NORTHEAST IOWA COMMUNITY COLLEGE FY2016-2018. strategic plan. 2015.2016_IE.Strategic Plan.

NORTHEAST IOWA COMMUNITY COLLEGE FY2016-2018. strategic plan. 2015.2016_IE.Strategic Plan. NORTHEAST IOWA COMMUNIT Y COLLEGE Est. 1966 NORTHEAST IOWA COMMUNITY COLLEGE FY2016-2018 strategic plan NORTHEAST IOWA COMMUNITY COLLEGE FY2016-2018 strategic plan It is time to focus on the future. To

More information

Understanding PHR, SPHR, and GPHR recertification

Understanding PHR, SPHR, and GPHR recertification Understanding PHR, SPHR, and GPHR recertification What is the PHR, SPHR, and GPHR? Each certification widely recognized in the HR Industry, by HRCI, and by SHRM Like the CPA of HR Varying levels How to

More information

Interviews management and executive level candidates; serves as interviewer for position finalists.

Interviews management and executive level candidates; serves as interviewer for position finalists. Plan, direct, and coordinate human resource management activities of the NHBP Tribal government organization to maximize the strategic use of human resources and maintain functions such as employee compensation,

More information

2012-2013. Health Insurance Options for Retirees

2012-2013. Health Insurance Options for Retirees 2012-2013 Health Insurance Options for Retirees IMPORTANT PHONE NUMBERS FRS (FLORIDA RETIREMENT) ASSISTANCE Charlotte County Human Resources 18500 Murdock Circle, Bldg A, Room #130 Port Charlotte, FL

More information

Streamlining Commission Civil Service & Employee Benefits Advisory Group September 8, 2009

Streamlining Commission Civil Service & Employee Benefits Advisory Group September 8, 2009 Department of State Civil Service Streamlining Commission Civil Service & Employee Benefits Advisory Group September 8, 2009 Partnering for a Better Louisiana www.civilservice.la.gov Overview Department

More information

Joining the Marathon Oil Team

Joining the Marathon Oil Team A Rewarding Challenge Joining the Marathon Oil Team Thank You for Your Interest in Marathon Oil Marathon Oil is committed to fostering an environment of inclusion and mutual respect that promotes individual

More information

JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS. LOCATION: Vancouver Native Housing Society Head Office, Vancouver

JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS. LOCATION: Vancouver Native Housing Society Head Office, Vancouver JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS LOCATION: Vancouver Native Housing Society Head Office, Vancouver JOB GOAL: The Director, Human Resources & Communications plans, directs and

More information

2015-2018 Human Resources Strategic Plan

2015-2018 Human Resources Strategic Plan 2015-2018 Human Resources Strategic Plan Welcome to the 2015-2018 Human Resources Strategic Plan. The purpose of this plan is to stabilize and modernize the Human Resources system (people, processes, organization)

More information

Human Resources Management Program Standard

Human Resources Management Program Standard Human Resources Management Program Standard The approved program standard for Human Resources Management program of instruction leading to an Ontario College Graduate Certificate delivered by Ontario Colleges

More information

Fund 60040 Health Benefits

Fund 60040 Health Benefits Focus Fund 60040,, is the administrative unit for the County s self insured health plans. For the self insured plans, the County pays only for claims and third party administrative fees. The cost to fund

More information

THE FLORIDA POLYTECHNIC UNIVERSITY BOARD OF TRUSTEES FLORIDA BOARD OF GOVERNORS NOTICE OF PROPOSED REGULATION

THE FLORIDA POLYTECHNIC UNIVERSITY BOARD OF TRUSTEES FLORIDA BOARD OF GOVERNORS NOTICE OF PROPOSED REGULATION THE FLORIDA POLYTECHNIC UNIVERSITY BOARD OF TRUSTEES FLORIDA BOARD OF GOVERNORS NOTICE OF PROPOSED REGULATION REGULATION TITLE: Hours of Work, Benefits and Leave Requirements. REGULATION NO.: FPU-6.003

More information

Oklahoma Health Care Authority

Oklahoma Health Care Authority Oklahoma Health Care Authority Announcement # 0802006 Division: Program Integrity & Planning Title of position: Policy Associate (Intern) Unit: Health Policy Grade: 8 Salary: Up to $35,173.74 Health Policy

More information