Department of Human Resources

Transcription

1 Department of Human Resources FY Proposed Requirements: $2,126,670 FY Requirements by Division FY Requirements by Fund Marsha Edwards Human Resources Director

2 Department Purpose & Overview Human Resources Human Resources (HR) is a strategic partner with Lane County s leadership. HR supports the County s commitment to excellence and innovation by attracting, developing, and retaining a talented and diverse workforce committed to meeting the public s needs. Human Resources is the primary management-employee liaison, and is focused on effective employee relations and well-being. The Human Resources Department partners with all County departments by providing personnel-related services. The department is comprised of three divisions, Administration, which includes Employee Development and Diversity and Support Services; Employee Benefits and Wellness; and Employee and Labor Relations. The department is responsible for negotiating and administering seven collective bargaining agreements and ensuring compliance with Federal and State employment laws and County policies. HR administers a variety of programs that include Recruitment & Selection, Compensation & Classification, Human Resource Information Management, Labor & Employee Relations, and Performance Development and Diversity. In addition, the department is responsible for developing and managing a comprehensive and cost-effective package of health insurance, employee assistance, retirement and other benefits. The Human Resources Department is also committed to supporting the County's Strategic Plan, which includes improving health in our employee community, reducing Lane County s environmental footprint and ensuring equity and access through our recruitment and selection practices. HUMAN RESOURCES Employee Benefits and Wellness Administration Employee and Labor Relations

3 Goals and Strategic Planning Providing Lane County employees with needed services to continue our commitment toward excellence, including benefit management, training and employee relations. Ensuring federal mandates are met with regard to the Affordable Care Act (ACA) within the timeframes provided by law. Completing the negotiation of collective bargaining agreements due to expire in Implementing cost containment measures by adopting responsible benefits and wellness practices. Major Accomplishments and Achievements in FY14-15 Human Resources Training and Organizational Development offered 210 classes which represents approximately 5,575 hours of training during calendar year There were to 1,535 attendees. In total there were 14,839 hours of training recorded (in PeopleSoft) for 3,756 attendees countywide, including department specific training. Several other departments that require job specific training such as the Sheriff s Office and Management Services/Parole and Probation track training hours independently of PeopleSoft. Administration of collective bargaining agreements for AFSCME General, 626, Admin Pro, Prosecuting Attorneys, AFSCME Nurses, FOPPO, and LCPOA. Successfully bargained collective bargaining agreements with AFSCME General, AFSCME Nurses and LCPOA. Reached agreement for one-year rollovers with Admin Pro and 626. Continued partnership with City of Eugene, Springfield, EWEB and the University of Oregon to coordinate course offerings of mutual benefit. Lane County offered Project Management classes, ALICE safety training, Negotiation training and Spanish classes that were open to all agencies plus we sent participants to courses covering coaching, emotional intelligence and managing performance. Opened 301 recruitments, which included the hire of a Performance Auditor and Benefits and Wellness Manager. Oversaw the successful selection of a new 457 administrator which will provide enhanced customer service and reduced fees for employees. Conducted a successful RFP process for a more cost effective Employee Assistance Program (EAP). Began the training phase of online open enrollment through PeopleSoft. Processing Proof of Enrollments for over 500 Medicare retirees. Held two Open Enrollment sessions to discuss plan changes and assist retirees with annual paperwork. Developed plan to integrate benefits and wellness programs to enhance employee well-being. Coordinate employee engagement survey. Anticipated Service & Budget Changes for FY The end of FY and through FY will bring improvements in service to HR s customers through automation and a more streamlined approach to many of our processes. Projects include: Negotiate new and maintain ongoing collective bargaining agreements Move the County to a self-insurance model Open an onsite, employee wellness center Implement a Learning Management System Redesign the performance evaluation process Adopt online benefits enrollment through the implementation of BenAdmin Develop greater flexibility within the County s recruitment process

4 Utilize employee survey results to develop an action plan to increase engagement Analyze compensation structure to ensure pay is competitive, and able to attract, motivate and retain top talent Increase Wellness offerings, which align with the ACA. Enhance data mining and analytics to support County leadership in data-based decisions. Current & Future Service Challenges Ensuring employees who need skill development are able to get the time away from day to day responsibilities to attend training and then transfer their new skills and knowledge. Recruiting for specialized positions in certain departments. Bargaining contracts in 2015 with FOPPO and Prosecuting Attorneys. Bargaining contracts in FY with Admin Pro, 626 and LCPOA. Ensuring Lane County is in compliance with the ACA requirements. Limiting the County s exposure to the employer Cadillac tax effective in Redesigning New Employee Orientation (NEO) will occur in NEO is an important part of employees onboarding experience with Lane County. Balancing staff workloads as they work to automate HR processes.

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