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Adopted FY 2017-18 Budget
PROGRAMS
2015-16
2016-17
2017-18
2018-19
Actual
Budget
Adopted
Projected
Appropriation
479,852
446,123
866,420
877,242
Full Time Equivalent Positions
4.0
2.8
5.8
5.8
Appropriation
1,154,252
1,344,352
1,191,427
1,222,725
Full Time Equivalent Positions
13
14
12
12
Appropriation
951,454
1,055,563
963,170
986,184
Full Time Equivalent Positions
11
11
10
10
Departmental Objectives
HUMAN RESOURCES
Administration
Responsible for overall department administration, policy interpretation, unemployment insurance, technical assistance to client
departments and employees. Provides support to departmental staff and consulting services to the organization for human resources'
cross-functional initiatives and special projects. Responsible for HR data/transactional integrity in support of management reporting,
regulatory reporting, and public information requests. Manages physical and imaged personnel records.
Determines cost-effective workforce strategies around total compensation, recruitment, retention, and employee wellness; conducts
ongoing market research, analyzes trends and emerging practices impacting compensation, benefits, employment, workforce
engagement, and organizational competitiveness; advises executive and division management on policy/program design, development,
and administration; audits data, processes, program utilization, and costs to ensure continued alignment with organizational
philosophy/goals, budgets, and compliance with applicable laws, regulations and policies affecting applicants, employees and retirees;
manages the processes and systems related to: job postings, applicant tracking, E-verifications, criminal background checks, position
management, position classification, salary market pricing, salary structure design, and benefits plan design and administration;
manages vendor relations; negotiates and administers multiple, high dollar professional services contracts; manages workforce analytics
and HRIS functions.
This division proactively mitigates legal risk for the organization through legal, policy, compliance and diversity education. The team
advances the organization by providing leadership, personal and organizational development through workgroup interventions, coaching
and mediation. This division provides technical assistance and facilitation of employee relations issues including performance
management and the formal complaint process. The Learning Center also hosts executive assessments and other major City events.
The division audits the organization’s policies and procedures for compliance with federal and state laws.
Develop a process to hold employees accountable, and recognize exceptional performance.
Workforce Strategies and Analytics
Improve service delivery.
Ensure fiscal stewardship, transparency, and accountability.
Develop and maintain a diverse and well-trained workforce.
Reduce the City's exposure to compliance related issues.
Law, Compliance, and Development