1. Human Resources Department FY 2020 Recommended Budget
Joint Finance Committee/Council
June 10, 2019

2. Operating Budget 2

3. Human Resources Department
FY 2019 Accomplishments
FY 2019 Accomplishments
Negotiated successor contracts with PPOA, PMA, AFSCME and SEIU
Played a key role in configuring, testing and maintaining data in Tyler-Munis HR/Payroll module and the upgraded VTI Timekeeping system
Developed and presented training to employees
Offered training courses targeting core competencies and supervisory training both through in-person and LinkedIn Learning
Partnered with City departments to fill over 200 regular positions

4. Human Resources Department
FY 2019 Accomplishments
FY 2019 Accomplishments (continued)
Negotiated carrier change for ancillary benefits resulting in reduction to City costs and improved benefits
Enhanced customer support to departments by bringing interactive process meetings in-house
Reduction of employees on long-term leaves of absence
Provided on-site physical therapy for Police Department employees

5. Human Resources Department
Expense History By Fund
Expenses (rounded)
FY 2018
Actual
FY 2019
Revised
FY 2020
Recommended
General Fund
$3,743,000
$4,440,000
$4,713,000
Air Quality Imprvmt Fund
164,000
170,000
176,000
Benefits Fund
1,040,000
979,000
1,054,000
Workers’ Comp Fund
2,085,000
2,424,000
2,478,000
Total
$7,031,000
$8,012,000
$8,420,000

6. Human Resources Department
Expense History By Division or Major Budget Area
Expenses (rounded)
FY 2018
Actual
FY 2019
Revised
FY 2020
Recommended
HR Administration
$647,000
$754,000
$782,000
Benefits Administration
1,040,000
979,000
1,054,000
Employment Services
1,749,000
1,933,000
2,105,000
Employee Relations
893,000
1,024,000
1,086,000
Labor Relations
292,000
395,000
393,000
HR Prideshare
325,000
504,000
522,000
Safety
403,000
567,000
605,000
Workers’ Compensation
1,682,000
1,856,000
1,873,000
Total
$7,031,000
$8,012,000
$8,420,000
FTEs
34.75
47.42*

7. Human Resources Department
Expense History By Category
Expenses (rounded)
FY 2018
Actual
FY 2019
Revised
FY 2020
Recommended
Personnel
$4,357,000
$4,562,000
$4,943,000
Services & Supplies
2,038,000
2,752,000
2,706,000
IS Charges
636,000
698,000
771,000
Total
$7,031,000
$8,012,000
$8,420,000

8. Human Resources Department
FY 2020 Major Cost Components (Non-Personnel)
Other Contract Services (811400) ~ $1.7 Million
Workers’ Compensation Self-Insured/TPA fees, pre-employment and recruitment expenses, outside investigators, Prideshare (Tap Card) expenses, Employee Assistance Program, Workers’ Comp carve-out program
Consultant Services (811500) ~ $325,000
Labor negotiations expenses, HR-Administration investigation services, safety and threat consulting services
Citywide Employee Training (813000) ~ $275,000
Citywide Tuition Reimbursement (827200) ~ $70,000

9. Human Resources Department
Significant Changes From FY 2019 Budget
Graduate Management Intern to HR Specialist
Support recruitment and selection activities citywide
Provide more versatility in organizing department work assignments
Increase in FTE from 0.75 to 1.00
Lower salary range offsets slight increase in FTE

10. Human Resources Department
Significant Changes From FY 2019 Budget
Position Control Numbers for City Service Worker Retirees
27 “defunded” positions will be housed in Human Resources (12.42 FTEs)
Placeholder only. CSW Retirees end up working in other city departments and are paid for by those departments
CSW Retirees have historically been unbudgeted but the new Payroll system requires positions to be accounted for
This change also will help ensure compliance with CalPERS limit of 960 hours worked per fiscal year
Do not require additional appropriations

11. Human Resources Department
FY 2020 Key Issues and Strategies
Key Issue
Successfully implement HR/Payroll modules in Tyler Munis Enterprise Resource Planning System
Strategies
Dedicate HR staff to the ERP project team
Partner with Departments of Information Technology and Finance to configure system, test it, and train employees

12. Human Resources Department
FY 2020 Key Issues and Strategies
Key Issue
Negotiate successor contracts with AFSCME, IBEW, LIUNA, IUOE, PFFA, PFMA, and PMA
Strategies
Work with labor groups to negotiate in good faith and reach agreement on fair contracts
Work within the financial parameters approved by City Council
Focus on meeting citywide objectives

13. Human Resources Department
FY 2020 Key Issues and Strategies
Key Issue
Reduce Workers’ Compensation costs
Strategies
Continue regular meetings with City departments
Partner with Safety to address common injuries through training and education
Review level of optional salary continuation benefit
Implement a WC Carve-Out Program in partnership with the PPOA
Desired results: Quicker treatment, faster return to work, reduced litigation, streamlined dispute resolution, reduced costs

14. Human Resources Department
FY 2020 Key Issues and Strategies
Key Issue
Hire qualified employees who enrich the organization through diversity, integrity, and outstanding qualifications
Strategies
Work with departments to identify job competencies; promote employment via social media and at job fairs; use diverse raters on interview panels
Continue vocational job training programs (Ambassadors, Summer Rose, and MASH)
Foster an environment supportive of diversity and inclusiveness. Continue offering implicit bias, diversity, inclusion and belonging training programs

15. Human Resources Department
FY 2020 Key Issues and Strategies
Key Issue
Build and develop skills of employees
Strategies
Offer in person and online training designed to enhance core supervisory skills including performance management, accountability, coaching, conflict resolution, and delegation
Develop and implement HR Tips in a Minute Videos
2-3 minute videos designed to share HR-related information with employees