Operating and CIP Budget Fiscal Year 2015-16

Human Resources [010-2200]

ACTIVITY DESCRIPTION

 CITY OF MORGAN HILL  FY15-16  OPERATING AND CIP BUDGET  CITY OF MORGAN HILL  FY 15-16  OPERATING AND CIP BUDGET  CITY OF MORGAN HILL  FY 15-16  OPERATING AND CIP BUDGET  CITY OF MORGAN HILL  FY 15-16  OPERATING AND CIP

The purpose of the Human Resources Division is to attract, develop, and retain a quality workforce. It accomplishes this by designing and implementing recruitment and selection processes that are fair and transparent, cost effective, and result in hiring the best candidate. In addition, Human Resources is responsible for managing the following pro- grams: training and development; benefit administration; employee recognition; workers’ compensation through a third party administrator; classification and compensation; and provides assistance in all employment-related services. Though managed by Human Resources, workers’ compensation and unemployment insurance details can be found in the Internal Services Funds section of the budget document. Human Resources provides all employment-related services to City departments and employees. It implements Fed- eral and State mandates, the City’s Personnel Rules, and Memorandums of Understanding (MOUs) as related to em- ployment. Human Resources is responsible for maintaining all employee personnel files, records, and documentation, including performance evaluation records. In FY 11-12, the Human Resources Division became part of the Administrative Services Department Team and in FY 14- 15, the Administrative Services Director position was reclassified to Assistant City Manager for Administrative Services. As a result of increased demands on Human Resources, an existing Human Resources Technician was increased to a full-time position (1.0 FTE) for FY 14-15 (October 2014). The increase in the Human Resources Technician hours im- proved service delivery and outreach to our internal and external customers by providing critical support for HR ser- vices, such as recruitment and hiring, benefits transactions, training assistance, personnel records management, com- pliance reports, and other HR-related activities. In FY 14-15, Human Resources implemented an on-line Benefit Open Enrollment software that was primarily used by Human Resources and Payroll during the initial set-up and implementation phase. In FY 15-16, all benefitted employees will use the on-line Benefit Open Enrollment to make their own benefit elections 24 hours a day, 7 days a week during the open enrollment period. This feature will shorten processing time to meet tight deadlines, reduce processing er- rors when employees make benefit changes and when communicating with insurance carriers, and provide a simple, easy-to-use online enrollment method for employees. Human Resources will be impacted by the Affordable Care Act (ACA) as the City will be required to offer enrollment for qualified medical benefit plans in 2016 to 70% of employees who meet the eligibility requirements and offer cover- age to 95% of eligible employees in 2017. In November 2013, City Council approved the Affordable Care Act Safe Har- bor Resolution and as a result, Human Resources will be recommending an Administrative Policy for analyzing the workforce, assessing data requirements and benefits, and determining which safe harbor method best meets the needs of the City. Also, California's new Paid Sick Leave Law (AB 1522) takes effect on July 1, 2015, which entitles most temporary, part-time, and seasonal employees to accrue and use up to three paid sick leave days in a 12-month period, as long as they work 30 days or more within a year of beginning employment.

FY 14-15 HIGHLIGHTS

 Organized Employee Recognition Event at which 25 various team members received awards for special achieve- ment, in the categories of Challenge, Customer Service, Innovation, Professional Growth, Teamwork, and Em- ployee of the Year. New categories included: Semper Gumby, SCUBA, Service with a Smile, and Team Leadership

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