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Proposal to the Cltyof.Santa Ana/Confidential Assoclatlon of Santa Ana <br />Compensation Study <br />Established esteemed rapport with the Orange County Employees Association to <br />Implement complex side letters and settlement agreements Impacting the daily <br />operation of Juvenile Hall. <br />N County of Riverside, Human Resources (HR) — Riverside, CA <br />Social Services Human Resources SgrvicesManager. Management responsibilities for all <br />aspects of human resources over the Department of public Social Services supporting <br />3,485 employees. Core responsibilities Include recruitment, assessment, talent <br />development, workforce planning, classification & compensation, employee relations, <br />and leave management, <br />Key accomplishments: <br />Reengineered the Eligibility Technician recruitment and expedited the process <br />from approximately four months to seven weeks. <br />■ Implemented a leave management system to return employees to work or <br />manage their leave time expeditiously, <br />■ increased the time to certify recruitment lists from an average of 60 days to 28 <br />days on average for the Department of Public Social Services. <br />Manager) analysts conducting classification and compensation studies including <br />reviewing and authorizing PDQ analysis, classification and compensation <br />recommendations, job specification revisions, creation of new classifications and <br />the reclassification of current employees, <br />Sheriff's,Human Resources Services Manaeer. Management responsibilities for all <br />aspects of human resources over the Sheriff's Department supporting 3,800 employees. <br />Core responsibilities include recruitment, assessment, promotional processes, talent <br />development, workforce planning, classification and compensation, employee relations, <br />and leave management. Staff included up to 22 direct reports including supervisors, <br />analysts, recruiters, clerical support, and polygraph examiners, <br />Key accomplishments: <br />Executed a strategic recruitment initiative to hire 1,400 difficult -to -recruit law <br />enforcement candidates through revamping and automating their paper-based <br />recruitment model. <br />Increased applicant assessments by 62% and decreased lag time of notification <br />from six weeks to Immediate notification, <br />Reduced recruiting and hiring costs through recruitment automation, increased <br />screening processes, and treated more efficient use of staff time. <br />lo Managed analysts conducting classification and compensation studies including <br />reviewing and authorizing PDQ analysis, classification and compensation <br />CPS HR CONSULTING Pale 19 <br />