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GENERAL FUND HUMAN RESOURCES PROGRAM Human Resources 01109050 Statement of Purpose To provide responsive professional personnel management assistance to Cit) departments to achieve and maintain a multi -cultural, highly trained and well -compensated workforce. The department's recruitment and selection system reflects a strong commitment to practicing principles that will create and maintain a competent workforce representative of the community. This program also facilitates interaction with employee associations and maintains a salary structure which is both externally competitive and internally equitable. Personnel Services endorses sound management practices and a continuous improvement philosophy by providing timely, high quality services. The department promotes the development of productive employees through training and promotional opportunities. Acc`omphshmGnts:n FY 26173016;x. "+- • Set up mid completed the Classification & Compensation Study for SEIU * Completed negotiations and MOUS for SEN, CASA, SAMA, PMA and POA * Renewed the DOT service provider contract * Established and rolled out the new Onboarding Process for all new employees * Recruited and hired Directors for Planning & Building, Public Works, City Manager, Community Development, HR & Police Chief * Created and distributed the DOT and non -DOT City Policy * Created an Intern Networking Social for all College Interns at the City * Created an Intent Outreach Program at local high schools Achon.Plan for.FY;2 1$ 2699 * Set up official training for first-line supervisors in each department Complete the Classification and Compensation Study for CASA * Complete negotiations with all bargaining units * Create a lluman Resources Policy & Procedure Manual * Set up a system to aid with bringing on temporary staff to departments as needed * Complete an RFP for Pre -Employment Medical & DOT testing for the City Complete an RFP for Livescaan Services for the City 1 Actual , . Protected obj ti a PERFORMANCE MEASURES "'. .. .. „ . 7, K, Fl 1819 Service Level # of recruitments 175 181 212 180 # of exams administered 160 141 225 150 # of general training classes offered 24 44 45 50 # of investigation completed 8 4 12 12 Efficiency Average # of days to establish eligible lists 75 64 55 55 %ofclasses with current job specification 60% 70% 77% 80% Effectiveness • of minority representation in workforce 75.0% 79.2% 80.0% 80.0% • of new employees passing probation 98.0% 95.8% 90.0% 100.0% • of appointments filled by promotion 35.0% 53.1% 40.0% 40.0% • annual attrition rate 7.5% 10.7% 5.5% 5.0% rbn