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

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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 $

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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

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