HUMAN RESOURCES DEPARTMENT

FY 2011 Operating BudgetUpdate

Omar C. Reid - Human Resources Director

Candy Clarke Aldridge – Deputy DirectorRamiro Cano – Deputy Director

Angela Nguyen – Assistant DirectorBrent Powell – Assistant Director

General Fund

$3,413

Workers’ Comp.

$20,353

Health Long Term Benefits Disability

$333,933 $1,706

Cent. Serv. Fund

$15,739

Selection Services

Salary Administration

Employee/ Labor Relations/Civil Service

Records Management

Classified Testing

Central - Training

Benefits Planning & Administration

Employee Assistance Program (EAP) Communication

Accounting/Financial

Safety

Administration – TPA

Case Management

Salary Continuation

Claims Processing

Information Services

Employee Clinic

Temporary Personnel

Drug Testing

HR approved budget in 5 funds (000s omitted):

$375,144

2

Human Resources Department

General Fund

$80<2.3%>

Workers’ Comp.

$1,400 <6.76%>

Health Long Term Benefits Disability $8,000 $80 <2.4%> <4.7%>

Cent. Serv. Fund

$4,000 <25%>

Mandated reduction

Strategic deployment of staff

Technological efficiencies

Retiree opt out provision

Migration to Medicare Advantage Plans Reduced Claim Activity (LTD)

Safety emphasis

Resource Allocation Program (RAP)

Case management step up reviews

Negotiated contract reductions

Reduced activity

New contracts have a lower overall cost

HR projected reductions in 5 funds (000s omitted):

$13,5603.61% <Decrease>

3

Human Resources Department

HEALTH BENEFITSHealth Plan Expenditures

(in millions)

26

71

15

65

14

70

16

71

15

75

14

79

15

80

15

86

15

113

17

126

23

146

40

158

47

165

53

175

64

185

69

205

74

215

89

223

$-

$50

$100

$150

$200

$250

$300

$350

FY

94

FY

95

FY

96

FY

97

FY

98

FY

99

FY

00

FY

01

FY

02

FY

03

FY

04

FY

05

FY

06

FY

07

FY

08

FY

09

FY

10

FY

11

Subscriber City

$ 9680 84 87 90

93 95101128

143

169198

212

Note: All health plans

228249

274

H-A

289

$312

4

FY11 Automation/Process Improvements

PAR (Personnel Action Request) - Spring 2011

Automates a paper intensive process

LMS (Learning Management System) - June 2011

HAS – HR – IT in a pilot stage

Automated Employment Verifications – January 2011 Automates a labor intensive process and allows 3rd party same day verification

6

77

Reinventing Reinventing City Human City Human Resources Resources

for the 21for the 21stst Century Century

88

Benefits of CentralizationBenefits of Centralization• Centralization of HR yields substantial benefitsCentralization of HR yields substantial benefits

– Seek economies of scale Seek economies of scale – Maximize resources with flexibility of new modelMaximize resources with flexibility of new model– Mitigate risk Mitigate risk – Improved consistency of policy interpretation Improved consistency of policy interpretation

and administrationand administration– Deployment of HR best practices citywideDeployment of HR best practices citywide– Implementation/expansion of more long-term Implementation/expansion of more long-term

HR value added services to all departments, HR value added services to all departments, e.g. workforce planning, talent management, e.g. workforce planning, talent management, organizational development, etc.organizational development, etc.

– Eradicate duplication of efforts and servicesEradicate duplication of efforts and services

99

Director

Deputy DirectorBenefits,Compensation,

Communications

Assistant DirectorTraining &

Development

Assistant DirectorAcct, Finance, Budget

Assistant DirectorStaffing,

Labor Relations, Employee Relations

TBD

Corporate Communications

Mgmt Reporting

Records

Compensation & Classification

Benefits

Classified Testing

Employee/ Organizational Development

Succession Planning

Learning Management

System

Safety

Liaison - Payroll Time & Attendance

Temp Services

Procurement

Finance and Budget

Workers' Compensation

Workforce Planning

Labor Relations

Employee Relations

TBDCustomer Relationship

Managers

TBDGeneralists

TBD Shared Services

Generalist

Wellness

Staffing

Drug Testing

Generalist CRM

CRM

CRM

Support

Support

Shared Services are all transactional activities in HR. This pool places the maximum number of resources on

the transactional need and provides a cross -training environment for growth.

HR Generalists will handle the actual development and delivery of HR programs. They support the CRMS are the intermediary step from Shared Services to CRMS. They

are constantly cross-training to develop an overall understanding of HR and work toward becoming CRMS.

Customer Relationship Managers are at the table in the assigned departments. They know the business and

issues in the department and are the point of contact for that department. They are policy, communications. project managers, and generally boots on the ground. Their job is to know what is going on at the assigned departments and

develop applicable proactive HR programs.

99

Implementation & Communication PlanTask Description Start Date Finish Date #Days

Present the Plan at the Directors' meeting 10/7/2010Present to HR Liaisons 10/11/2010Post positions 10/11/2010 10/18/2010 7Review Applications/Interviews CRMs 10/18/2010 10/27/2010 9Review Applications/Interviews Generalists 10/18/2010 11/5/2010 18Review Applications/Interviews Shared Svc supports 10/18/2010 11/19/2010 32Prepare budget/funding transitions 10/27/2010 11/30/2010 34Inform each Director regarding his/her HR staffs & funding transitions 12/1/2010 1/7/2011 37Transfer > 50% HR FTEs in SAP (excluding Safety, Training, WC & Records) 12/25/2010 1/7/2011 13Update City's Council 1/5/2011Inform all > 50% HR FTE, selected and non-selected employees (excluding Safety, Training, WC & Records) 1/10/2011 1/21/2011 11

Go Live 1/24/2011

1010

Thank you!!!!

1111