Human Resources Fiscal Year 2024 Budget Presentation Copyrighted
February 21, 2023
City of Dubuque Public Hearings # 04.
Special Meeting
ITEM TITLE: Human Resources Fiscal Year 2024 Budget Presentation
SUMMARY:
SUGGESTED
DISPOSITION:
ATTACHMENTS:
Description Type
Policy Budget Book_Uploaded 2.21.23 Supporting Documentation
Presentation_Uploaded 2.21.23 Supporting Documentation
Human Resources
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HUMAN RESOURCES DEPARTMENT
FY 2022 FY 2023 FY 2024 %Change From
Budget Highlights Actual Budget Requested FY 2023 Budget
Expenses
Employee Expense 895,439 1,010,818 1,082,366 7.1 %
Supplies and Services 150,117 281,312 385,359 37.0 %
Machinery and Equipment 2,773 — 1,050 — %
Total 1,048,329 1,292,130 1,468,775 13.7 °/o
Resources
Administrative Overhead Recharges 382,073 489,959 783,099 59.8 %
Misc. Reimbursements 223,649 205,127 223,649 9.0 °/a
Total 605,722 695,086 1,006,748 44.8 %
Property Tax Support 442,607 597,044 462,027 (135,017)
Percent Increase (Decrease) (22.6)°/o
Personnel -Authorized FTE 6.13 7.75 7.75
Improvement Package SummarX
1 of 4
This improvement package is to create a fund for hiring outside trainers and speakers for sessions with
City employees. The funds would be utilized to hire trainers for City staff on topics related to the soon-to-
be implemented City of Dubuque Universal Competencies and also to hire occasional motivational and
inspirational speakers. Universal Competencies are those skills each employee is expected to exhibit by
virtue of working for the City of Dubuque regardless of the specific position held. Universal competencies
for the City include skills related to the following broad topic areas:
1) diversity, equity, and inclusion
2) collaboration and impact
3) customer service and communication
In addition, these funds may be used to hire occasional motivational or inspirational speakers to address
City staff.
Trainer Fees = $2,500 per four-hour session; 4 engagements per year
Motivational/Inspirational Speaker fee = $10,000
Flights for Trainers/Speakers = $500 per person per engagement; 4 engagements per year
Per Diem for Trainers/Speakers for Two Days = $110 per engagement; 4 engagements per year
Hotel Room for Trainers/Speakers for Two Nights = $200 per engagement; 4 engagements per year
This improvement package supports the City Council goal of Financially Responsible, High Performance
City Organization: Sustainable, Equitable and Effective Service Delivery.
Related Cost: $ 32,480 Tax Funds Recurring Recommend -Yes
Related Revenue: $ 21,031 Administrative Overhead Recurring
Net Property Tax Cost: $ 11,449
Property Tax Impact: $ 0.0045 0.05%
Activity:Administration
55
2of4
This improvement request is to provide a budget line item for two training and facilitation teams currently
supporting the work of the Development and Learning Manager—the High Performing Government
Ambassadors and the Intercultural Facilitators. The third such team —the Emotional Intelligence Team —
already has a line item to support their work. Funding would be utilized to train up to four new team
members annually to become trained trainers. Such training could include content specific training and/or
training to improve facilitation skills more generally.
Sample Costs:
Facilitation Skills Training (two days, one night Madison or Cedar Rapids)—training fee = $750 per person
x 4 = $3,000; Hotel rooms $100 per person x 4 = $400; Per diem $55/day per person x 2 days x 4 people
_ $440; Mileage= 180 miles round trip at .62 x 2 cars = $223. Total = $4063
Content Specific Training (example: two days, two nights Minneapolis with Intercultural Development
Group): Training fee = $1,000 per person x 4 = $4,000; hotel rooms $100 per person x 2 nights x 4 =
$800; per diem $55/day per person x 2.5 days x 4 = $550; Mileage 624 round trip at .62 x 2 cars =
$811.20. Total = $6,161
Budgeted amount is for the higher training cost of$6,161
This improvement package supports the City Council goal of Financially Responsible, High Performance
City Organization: Sustainable, Equitable and Effective Service Delivery.
Related Cost: $ 4,063 Tax Funds Recurring Recommend -Yes
Related Revenue: $ 2,631 Administrative Overhead Recurring
Net Property Tax Cost: $ 1,432
Property Tax Impact: $ 0.0006 0.01%
Activity:Administration
3 of 4
This improvement request is for an incentive program for trainers/facilitators who go above and beyond
their assigned roles by providing employee training for the purposes of new employee orientation, new
supervisor orientation, and/or universal competencies as part of three officially recognized training and
facilitation teams: the High Performing Government Ambassadors, the Intercultural Facilitators, and the
Emotional Intelligence Team. Incentive eligibility is limited to those employees who are not expected to
perform training or facilitation on these topics as part of their regular job duties and who voluntarily take on
training or facilitation duties by serving on one of these officially recognized teams. Funds would be
utilized to cover the costs of vacation time, recognition leave, and/or a stipend in the amount of$50 per
hour of eligible training or facilitation delivered.
Sample costs:
Currently, these trainers are being asked to conduct approximately 96 hours of training annually for these
purposes. We encourage a minimum of one trainer/facilitator per ten participants, so every session we
offer generally has two facilitators involved. Total wage cost for two facilitators to conduct 96 hours of
training is $9,600 annually. With benefits, total cost would be $11,241.
This improvement package supports the City Council goal of Financially Responsible, High Performance
City Organization: Sustainable, Equitable and Effective Service Delivery.
56
Related Cost: $ 11,241 Tax Funds Recurring Recommend -Yes
Related Revenue: $ 7,279 Administrative Overhead Recurring
Net Property Tax Cost: $ 3,962
Property Tax Impact: $ 0.0016 0.02%
Activity:Administration
4 of 4
This improvement package is to create recurring funds for Office 365/technology-related training for
employees. The City has historically contracted with the vendor"Get Control University" to provide this
specific type of training, and that 3-year contract expires in FY 2023. The process of teaching employees
new skills or improving upon existing ones, commonly referred to as "upskilling employees," especially in
the digital and technology arenas, is essential to maintain workforce competency in digital and
technological skill sets. This is especially true since technology continuously evolves and changes, and it
is necessary for employees to successfully carry out their roles and responsibilities, especially given the
digital skills needed for employees to access and effectively use the new ERP system and its applications
fully.
The cost of the "Get Control University" contract was not historically paid for or"housed" within the Human
Resources Department budget. It appears to have been paid from various departments'training budgets.
Having this kind of training specifically provided for within the Human Resources budget centralizes and
provides a home and structure for related city-wide needs, is consistent with the Human Resources
department's Development and Learning Manager's position responsibilities, reduces the likelihood of
redundancies, and maximizes the likelihood of accessing and providing identified/surveyed/targeted skill
development opportunities.
Budgeted amount is for$13,000. This improvement package supports the City Council goal of Financially
Responsible, High Performance City Organization: Sustainable, Equitable, and Effective Service Delivery.
Related Cost: $ 13,000 Tax Funds Recurring Recommend -Yes
Related Revenue: $ 8,418 Administrative Overhead Recurring
Net Property Tax Cost: $ 4,582
Property Tax Impact: $ 0.0018 0.02%
Activity:Administration
Significant Line Items
Employee Expense
1. FY 2024 employee expense reflects a 5.00% wage package increase.
2. The lowa Public Employee Retirement System (IPERS) City contribution of 9.44% is unchanged
from FY 2023. The employee contribution of 6.29% is unchanged from FY 2023.
3. The City portion of health insurance expense is unchanged from $1,119 in FY 2023 to $1,119 in FY
2024 per month, per contract, which results in an annual cost unchanged of$—or—%.
4. Insurance Premium increased from $194,748 in FY 2023 to $228,261 in FY 2024 based on FY
2023 actual cost. This line item represents the dental insurance premiums paid which is completely
offset by employee payments in dental insurance premium revenue.
5. Administration Costs is unchanged from $27,100 in FY 2023 to $27,100 in FY 2024 based on FY
2023. FY 2022 Actual was $20,394. This line item represents flex medical spending plan
57
administrative costs ($24,000), State of lowa fee for the 509(A) certificate ($100), and Patient
Centered Outcomes Research Initiative fee ($3,000), which are costs that cannot be paid from the
self-insurance reserve.
6. Five-Year Retiree Sick leave payout is unchanged from $11,032 in FY 2023 to $11,032 in FY
2024.
7. 50% Sick Leave Payout decreased from $1,096 in FY 2023 to $0 in FY 2024 based on FY 2023
actual to-date. Effective July 1, 2019, employees over the sick leave cap can convert 50% of the
sick leave over the cap to vacation or be paid out.
Supplies & Services
8. Other Professional Services increased from $61,525 in FY 2023 to $72,000 in FY 2024 and is
based on FY 2022 Actual less non-recurring items. This line item includes Cottingham & Butler
benefit consultant services of$38,500, third party exit interview service of$15,000, 509(A)
Certificate of Compliance of$1,025, Affordable Care Act compliance reporting of$8,000, executive
coaching of$5,000, and GASB 45 actuarial valuation of$3,500. FY 2022 Actual was $64,733.
9. Background Check increased from $17,640 in FY 2023 to $20,640 in FY 2024 based on FY 2022
Actual of$16,613.
10. Education Reimbursement is increased from $90,250 in FY 2023 to $166,534 in FY 2024. FY 2022
Actual was $33,717. This line item includes new employee orientation luncheon, emotional
intelligence trainings, Wellness Committee funding, the tuition reimbursement program, safety,
SWEC, and various other employee trainings.
11. Meetings & Conferences is unchanged from $24,395 in FY 2023 to $24,395 in FY 2024. This line
item includes funding for department managers to attend employment-related conferences
($18,250), Human Resources Assistant conferences ($700), conference for the Talent Acquisition
Coordinator ($3,200), and Human Resources Director conferences ($2,245).
12. Technology Services decreased from $53,027 in FY 2023 to $51,341 in FY 2024. FY 2022 Actual
was $15,948.
13. Association Dues is unchanged from $16,940 in FY 2023 to $16,940 in FY 2024. FY 2022 Actual
was $394.
Revenue
14. Miscellaneous Reimbursements decreased from $10,306 in FY 2023 to $0 in FY 2024. FY 2022
Actual was $0. The expenditure period was extended for the plan. This line item represents the
mid-range of actual employee flex plan forfeitures which partially covers the administrative costs of
the employee flex plan ($27,100).
15. Dental Insurance Premium increased from $194,748 in FY 2023 to $223,649 in FY 2024 based on
FY 2022 actual of$223,649. This line item represents employee-paid premiums for dental
insurance and offsets the expense.
16. Revenue received from Enterprise Funds for administrative overhead charges has increased from
$489,959 in FY 2023 to $783,099 in FY 2024. FY 2022 Actual was $382,073.
58
HUMAN RESOURCES DEPARTMENT
Through strategic partnerships and collaboration, the Human Resources Department recruits, develops,
and retains a high performing and diverse workforce and fosters a healthy, safe, and productive work
environment for employees, their families, departments and the public in order to maximize individual
and organizational potential and position the City of Dubuque as an employer of choice.
■ - �. . • . .
-- • - �
r
1
= i
� � ,
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SUCCESS IS ABOUT PLANNING, PARTNERSHIPS AND PEOPLE
LEADING TO OUTCOMES
People
Improve the productivity and efficiency of operations by continuing organizational
development and team building with emphasis on development of supervisory staff,
improved intra-and inter-departmental effectiveness through the use of collaborative
teams and maintenance of management skills and processes.
Partnerships Planning
The Human Resources The Human Resources
Department works with Department works with all
partners including GDDC, City departments to provide
IMWCA, ICMA,Area employee development and
Schools, Multicultural Family training and to acquire talent
Center, and the Dubuque that assures engaged,
Area Labor Management competent, and diverse
Council. employees to best carry out
City initiatives.
59
HUMAN RESOURCES DEPARTMENT
FY 2022 FY 2023 FY 2024
Full-Time Equivalent 6.13 7.75 7.75
Resources
$1,000,000
$750,000
$500,000
$250,000
�
$0
Administrative Miscellaneous Property Tax Support
Overhead Recharges Reimbursements
� FY 2022 FY 2023 FY 2024
The Human Resources Department is supported by 7.75 full-time equivalent employees, which
accounts for 73.69% of the department expense as seen below. Overall, the departments' expenses
are expected to increase by 13.67°/o in FY 2024 compared to FY 2023.
Expenditures by Category by Fiscal Year
Employee Expense $1,010,818 �
$1,082,366
$150,117
Supplies and Services $281,312
$385,359
$2,773
Machinery and Equipment $—
$1,050
$0 $200,000 $400,000 $600,000 $800,000 $1,000,000
$ (Millions)
� FY 2022 FY 2023 FY 2024
60
HUMAN RESOURCES DEPARTMENT
Overview
The City of Dubuque Human Resources Department provides expertise in attracting, developing, and
sustaining a high-quality workforce. Responsibilities include:
• Lead and assist departments in talent acquisition, employee development and training, and
engagement of employees
• Represent the City in collective bargaining with five employee unions and contracts
• Create and maintain the Human Resources Information System
• Administer the Employee Handbook
• Administer total rewards, including all benefits (e.g., wellness, employee assistance programs,
physical and brain health programs, prescription drug, dental, life, workers' compensation, and
disability plans)
• Ensure compliance with state and federal employment related laws and regulations
Position Summary
FY 2024
Human Resources Director 1.00
Human Resources Specialist Benefits & 1.00
Payroll Specialist
Talent Acquisition & Equity Coordinator 1.00
Administrative Assistant 1.00
Employee Relations Manager 1.00
Human Resource Specialist 0.75
Benefits and Compensation Manager 1.00
Development and Training Coordinator 1.00
Total FT Equivalent Employees 7.75
Performance Measures
City Council Goal: Financially Responsible, High-Performance City Organization
Performance Measure (KPI) Target FY 2021 FY 2022 FY 2023 Performance
Actual Actual Estimated Indicator
� Dept. Objective: Ensure equal employment opportunities for all employees and applicants for
employment.
Ratio of female:male employees 51%female 36.9% f: 31.0% f: 32.0%f: r��
(consistent with City of Dubuque to 49% male 63.1% m 69.0% m 68.0% m `
resident make-up)*
% of non-White employees >$% (non- 6.5% non- 5.8% non- 7.57% non- r��
white) white white white `
2 Dept. Objective: To find the best candidate for the job while improving satisfaction and speeding
up the recruitment process.
Time to Fill < 60 Days - 60 days 57 days �
Candidate Net Promoter Score Average > 0 - 4.43 4.44 �
61
City Council Goal: Financially Responsible, High-Performance City Organization
Performance Measure (KPI) Target FY 2021 FY 2022 FY 2023 Performance
Actual Actual Estimated Indicator
Quality of Hire* > 50% 79.7% 95% 99% �
3 Dept. Objective: Increase employee engagement
Relationship with Peers > 75% - 93% 94% �
Quality of Feedback > 75% - 38°/o 42% � �
Employee Data Tables
.. - - - - . _ .. . . . . ,
Male (557) -67% Female (275) -33%
American American
Asian or Indian or Asian or Indian or Total
White Black Hispanic Pacific Alaskan White Black Hispanic Pacific Alaskan Employees
Islander Native Islander Native
460 17 4 — 1 202 14 4 1 — 703
Coming & Going
Vacancies 82 81 55 114 146 139 88 96
Applications 3,349 4,223 2,547 3,099 4,191 4,068 2,704 2,995
Processed
Civil Service 863 714 702 633 565 83 163 179
Applications
Applicants
FY20 Employment Applications 3478 301 131 74 16 0 68
FY21 EmploymentApplications 1940 168 55 37 32 59 37
FY22 Employment Applications 2506 201 76 42 30 82 58
Application Percentage Change* 29% 20% 38% 14% (6)°/o 39% 57%
FY20 New Hires 171 12 8 1 0 0 0
FY21 New Hires 148 9 7 1 0 0 0
FY22 New Hires 52 7 4 0 0 0 0
New Hire Percentage Change� (65)% (22)% (43)% (100)% #DIV/0! #DIV/0! #DIV/0!
"Not answered
'`* Other(Includes Aleutes, Eskimos, Malayans, Thais, 2 or more races and any other not covered by specific
categories on this form.)
62
Recommended Operating Revenue Budget - Department Total
67-HUMAN RESOURCES
FY21 Actual FY22 Actual FY23 Adopted FY24 Recomm'd
Fund/AccounUAccount Title Revenue Revenue Budget Budget
100-General
4A-Charges for Services
45500-Miscellaneous Chg for Svcs (4,406) 0 (10,306) 0
47100-Reimbursements � 0 0 0 0
47150-Rcfunds (73) 0 (73) 0
47310-Insurancc Prcmium (201,891) (223,649) (194,748) (223,649)
4A-Charges for Services Total (206,370) (223,649) (205,127) (223,649)
4N-Transfers
49600-Transfer in Water Op (18,497) (20,244) (25,958) (138,197)
49610-Transfer Tn Sanitary Op (115,592) (126,516) (162,237) (199,788)
49620-Transfer in Storm Op (34,677) (37,953) (48,671) (116,611)
49650-Transfer in Parking Op (15,030) (16,450) (21,091) (28,820)
49670-Transfcr in Rcfusc Op (107,499) (117,658) (150,882) (199,788)
49950-Transfcr in DMASWA Gen (57,791) (63,252) (81,120) (99,895)
4N-Transfers Total (349,086) (382,073) (489,959) (783,099)
HUMAN RESOURCES-Total (555,456) (605,722) (695,086) (1,006,748)
63
Recommended Operating Expenditure Budget - Department Total
67-HUMAN RESOURCES
FY21 Actual FY22 Actual FY23 Adopted FY 24 Recomm'd
Fund/Account/Accaunt Title Expense Expense Budget Budget
6A-Salaries&Wages
100-General
60100-Salaries-Regular Full Time 320,924 374,739 550,745 575,121
60200-Salaries-Regular Part Time 32,168 45,492 34,242 40,295
60300-Hourly Wagcs-Temp/Scasonal 0 0 0 0
60400-Ovcrtimc 38 221 0 0
60410-Overtime-Holiday 0 559 0 0
60630-Special Pay Sick Lv Payout Ret 11,040 11,040 11,032 11,032
60635-Special Pay Sick Lv Payout 50% 1,096 1,518 1,096 0
60640-Special Pay-Vacation Payout 0 8,247 � 0 0
60710-Special Pay-Parental Leave 0 0 0 0
6A-Salaries&Wages Total 365,266 441,817 597,115 626,448
6B-Employcc Bcnefits
100-General
61100-FICA-City Contribution 26,667 32,191 45,680 47,080
61300-IPERS-City Contribution 33,335 40,367 50,996 58,095
61510-Health Insurance 48,575 56,527 93,961 93,961
61540-LiCe Insurance 234 213 322 322
61600-Workers'Compensation 863 669 896 1,099
61615-Insurance Premium 194,748 228,261 194,748 228,261
61625-Exccess Warkers'Comp 0 0 0 0
61705-Actual Claim Expericnce 0 75,000 0 0
61710-Insurance Administration 24,610 20,394 27,100 27,100
61992-Physicals 0 0 0 0
820-Health Insurance Reserve
61615-Insurance Premium (2,160) 0 0 0
61625-Exccess Workers'Comp 0 0 0 0
61630-Insurance Specific Stop Loss 584,448 799,149 0 0
61705-Actual Claim Experience � 8,855,182 8,841,305 � 0 � 0
61710-Insurance Administration 298,956 397,970 0 0
61990-Other Benefits&Costs (10,ll5) (515) 0 0
821-Workers Comp Ins Reserve
61615-Insurance Premium 549,780 677,147 0 0
61625-Exccess Workers'Comp 0 0 0 0
61705-Actual Claim Experience 6,969 256 0 0
61710-Insurance Administration 972,726 412,391 0 0
6B-Employee Bcnefits Total 11,584,818 11,581,324 413,703 455,918
6C-Staff Development
100-General
62100-Association Dues 922 394 16,940 16,940
62200-Subscriptions 0 105 0 105
62325-Mileage 0 0 0 0
62400-Meetings&Conferences 670 2,104 24,395 24,395
62500-Education Reimbursement 68,548 33,717 90,250 166,534
6C-Staff Devclopment Total 70,140 36,320 131,585 207,974
6D-Repari/Maint/Util
64
Recommended Operating Expenditure Budget - Department Total
67-HUMAN RESOURCES
FY21 Actual FY22 Actual FY23 Adopted FY 24 Recomm'd
Fund/AccounUAccount Title Expense Expense Budget Budget
100-General
63730-Telecommunications 3,493 2,785 3,474 2,785
6D-Repari/Maint/Util Total 3,493 2,785 3,474 2,785
6E-Contractual Svcs
100-Gencral
64020-Advcrtising 538 1,792 538 1,792
64062-Refunds 0 0 0 0
64081 -Insurance-Liability 2,557 3,142 3,768 4,381
64083-Insurance-Other 3,955 3,957 4,230 4,230
64100-Labor Relations 0 0 0 0
64110-Legal 0 0 0 0
64140-Printing 0 37 220 220
64145-Copying 89 349 ! 89 89
64160-Rental-LandBldgs/Parking 1,079 441 1,079 441
64190-Technology Services 15,282 15,948 53,027 51,341
64191 -IT Recharges 0 0 0 17,772
64890-Background Check 17,640 16,613 17,640 20,640
64900-Other ProCessional Service 46,058 64,733 61,525 72,000
64980-Technology Equip Maint Cont 2,333 2,333 2,338 0
6E-Contractual Svcs Total 89,529 109,344 144,454 172,906
6F-Commodities
100-General
65045-Technology Equipment 0 2,773 0 1,050
65060-Office Supplies 1,101 970 1,101 970
65070-Operating Supplies 63 181 63 181
65080-Postage/Shipping 623 518 635 543
6F-Commodities Total 1,786 4,441 1,799 2,744
HUMAN RESOURCES-Total �� 859,247 1,048,329 T 1,292,130 1,468,775
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Recommended Expenditure Budget Report by Activity & Funding Source
67-HUMAN RESOURCES
FY24 Recomm'd
Fund/Activity FY22 Actual Expense FY23 Adopted Budget Budget
6701- Administration
100-General
6A-Salaries&Wages 441,817 597,115 626,448
6B-Employee Benefits 453,622 413,703 455,918
6C-Staff Development 36,320 131,585 207,974
6D-Repari/Maint/Util 2,785 3,474 2,785
6E-Contractual Svcs 109,344 144,454 172,906
6F-Commodities 4,441 1,799 2,744
6701- Administration Total 1,048,329 1,292,130 1,468,775
6799- Pcard Clearing
100-General �
6F-Commodities
6799- Pcard Clearing Total
HUMAN RESOURCES TOTAL � 1,048,329 = 1,292,130 = 1,468,775
66
CITY OF DUBUQUE, IOWA
DEPARTMENT DETAIL-PERSONNEL COMPLEMENT
67 HUMAN RESOURCES DEPT.
FY 2022 FY 2023 FY 2024
FD JC WP-GR JOB CLASS FTE BUDGET FTE BUDGET FTE BUDGET
61010 Full Time Employee Expense
100 225 GE-25 ADMINISTRATIVEASSISTANT 1.00 $ 51,250 1.00 $ 52,906 1.00 $ 45,733
100 GE-34 DEVELOP TRAINING COORD 1.00 $ 63,246 1.00 $ 85,638 1.00 $ 89,582
100 GE-33 TRAINING/WORKFO DEV COORD 1.00 $ 73,781 1.00 $ 78,864 1.00 $ 82,807
BENEFITS AND COMPENSTATION
100 GE-36 MANAGER - $ - 1.00 $ 75,904 1.00 $ 80,527
100 GE-34 EMPLOYEE RELATIONS MGR - $ - 1.00 $ 66,821 1.00 $ 74,081
HR BENEFITS& PAYROLL
100 GE-28 SPECIALIST - $ - 1.00 $ 48,482 1.00 $ 53,726
100 9300 GE-44 HUMAN RESOURCES DIRECTOR 1.00 $ 137,662 1.00 $ 142,130 1.00 $ 148,665
100 9100 GE-31 HUMAN RESOURCES ASSISTANT 1.00 $ 73,781 - $ - - $ -
TOTAL FULL TIME EMPLOYEES 5.00 $ 399,720 7.00 $ 550,745 7.00 $ 575,121
61020 Part Time Employee Expense
100 225 GE-28 HUMAN RESOURCE SPECIALIST 0.63 $ 29,480 0.75 $ 34,242 0.75 $ 40,295
TOTAL PART TIME EMPLOYEES 0.63 $ 29,480 0.75 $ 34,242 0.75 $ 40,295
61030 Seasonal Employee Expense
100 GE-25 SCANNING INTERN 0.50 $ 19,022 - $ - - $ -
TOTAL SEASONAL EMPLOYEES 0.50 $ 19,022 - $ - - $ -
TOTAL HUMAN RESOURCES DEPT 6.13 $ 448,222 7.75 $ 584,987 7.75 $ 615,416
67
CITY OF DUBUQUE, IOWA
ACTIVITY PERSONNEL COMPLEMENT SUMMARY
FY 2022 FY 2023 FY 2024
ACCT FD JC WP-GR POSITION CLASS FTE BUDGET FTE BUDGET FTE BUDGET
Human Resources-FT General Fund
ADMINISTRATIVE
10072700 61010 100 225 GE-25 ASSISTANT 1.00 $ 51,250 1.00 $ 52,906 1.00 $ 45,733
DEVELOP TRAINING
10072700 61010 100 GE-34 COORD 1.00 $ 63,246 1.00 $ 85,638 1.00 $ 89,582
TRAINING/WORKFO DEV
10072700 61010 100 GE-33 COORD 1.00 $ 73,781 1.00 $ 78,864 1.00 $ 82,807
BENEFITS AND
COMPENSTATION
10072700 61010 100 GE-36 MANAGER - $ - 1.00 $ 75,904 1.00 $ 80,527
EMPLOYEE RELATIONS
10072700 61010 100 GE-34 MGR - $ - 1.00 $ 66,821 1.00 $ 74,081
HR BENEFITS&
10072700 61010 100 GE-28 PAYROLL SPECIALIST - $ - 1.00 $ 48,482 1.00 $ 53,726
HUMAN RESOURCES
10072700 61010 100 9300 GE-44 DIRECTOR 1.00 $137,662 1.00 $142,130 1.00 $148,665
HUMAN RESOURCES
10072700 61010 100 9100 GE-31 ASSISTANT 1.00 $ 73,781 - $ - - $ -
Total 5.00 $399,720 7.00 $550,745 7.00 $575,121
Human Resources-PT General Fund
HUMAN RESOURCE
10072700 61020 100 225 GE-28 SPECIALIST 0.63 $ 29,480 0.75 $ 34,242 0.75 $ 40,295
Total 0.63 $ 29,480 0.75 $ 34,242 0.75 $ 40,295
Human Resources-Seasonal General Fund
10072700 61030 100 GE-25 SCANNING INTERN 0.50 $ 19,022 - $ - - $ -
Total 0.50 $ 19,022 - $ - - $ -
TOTAL HUMAN RESOURCES DEPT. 6.13 $448,222 7.75 $584,987 7.75 $615,416
68
HUMAN
RESOURCES
FISCAL YEAR 2024
BUDGET PRESENTATION
MISSION STATEMENT
Human Resources Department
Through strategic partnerships and collaboration, the
Human Resources Department recruits, develops and
retains a high performing and diverse workforce and
fosters a healthy, safe, and productive work environment
for employees, their families, departments, and the public
in order to maximize individual and organizational
potential and to position the City of Dubuque as an
employer of choice.
Director of Human Resources
Shelley Stickfort
Human Resources Department (7.75 Full-Time Equivalents)
Benefits and
Compensation
Manager
(Connie Palm)
Administrative
Assistant
(Angie Kelley)
Human
Resources
Specialist
Employment
(Amanda
Koppes)
PT (.75)
Talent
Acquisition
and Equity
Coordinator
(Kecia
Dougherty)
Employee and
Labor
Relations
Manager
(VACANT)
Human
Resources
Benefits and
Payroll
Specialist
(Melinda Vize)
Development
& Training
Manager
(Kelly Larson)
Transitions and New Faces
Connie Palm, Compensation
and Benefits Manager
June 13, 2022
Angie Kelley, Administrative
Assistant
January 15, 2023
Melinda Vize, HR Payroll and
Benefits Specialist
January 23, 2023
FISCAL YEAR 2023 HIGHLIGHTS
■Human Resource Management Building for ERP System
■LEARN Implemented
■Pilot Performance and Development Process
■HR Positions Filled/Filling & Onboarding
■New Employee Videos Created
■Safety Committee/Safety Culture
■Classification and Compensation Study/Review
Underway
■Best In Class Employer Award 2022
Of the 4,000+
Employers who
took the “2022
Benefits Strategy
& Benchmarking
Survey,” the City
of Dubuque is
one of 493 who
qualified as best
in class.
Benefits, HR, and
compensation
programs
demonstrate the
City’s dedication
to taking care of
our people and
organization.
FUTURE
INITIATIVES
■Fully Implement Structured Employee
Training
■HRM System Implementation
■Performance Appraisals Across the
Organization
■Complete Classification &
Compensation Study
Recommendation Implementation
Plan (Phased Over FY’s)
■Exit Interviews -3rd Party
■Expand Recruitment Pipelines
■Union Contract Bargaining (Fire,
Police, IUOE)
Human Resources Department
FY 2024 REQUESTED PROPERTY TAX SUPPORT
$462,027 $6.67
Net Property Tax
Support
Average homeowner’s*
property tax cost for the
Human Resources Department
(*Avg. home value of $159,503)
Development and Learning
*Training Catalog and Position Specific
Modules Rolled-Out
*Multi-media training delivery
*Training Calendar and Curriculum
*New Employee Orientation (First Days
and w/in 6 months)
*Job Shadow Program
Learning Plans: AmeriCorps Member Learning Plan *
Annual Confined Spaces*Emerging Manager
Training*Interview Panelist* NEO Seasonal/Customer
Service* NEO Seasonal*NEO Online* New Supervisor
Orientation Classroom* New Supervisor Orientation
Online* NEO PD* and many more.
Topics: City of Dubuque Website*Community
Engagement in the City of Dubuque*Employee
Handbook*Harassment Prevention* Safety
Orientation*FMLA Overview *Coaching to Build
Skills* Coaching to Develop Motivation*Performance
Mgmt for Success* Courageous Conversations *Safety
TALENT ACQUISITION
•Cleaned Up/Updated Applicant
Tracking System (Neogov)
•Mandatory 2-Part Hiring/Interview
Panel Training
•All online applications
•Job Fair –On the spot application and
interview processes
•Background Check Process Updated
•Digital Recruitment Pieces
Focus on Diversity in Recruitment/Hiring Processes
EMPLOYEE RELATIONS
◦Wellness and EE Satisfaction Survey
Fol/Up (Focus groups, action plans,
communication)
◦Employee Support and Resources
◦Safe Workplace Guidance Updating
◦Best Practice
Guidance/Forms/Templates
◦Employee Handbook
Updates/Revisions
•Weekly Webinar
Benefits
* New Benefits Consultant Vendor
*Health Care Advisory Committee
*Added Juneteenth Holiday
*Increased Vacation Accrual Cap
*Increased Voluntary Retirement Options
*Transgender Benefits for Healthcare
*Wellness Committee/Campaigns
*Brain Health Track for All
*Safety Committee
*IMWCA Site Visits
FY 2024
RECOMMENDED
IMPROVEMENT
REQUESTS
1.Trainers and Speakers (High Perf Govt)
Cost | $32,480
Net Property Tax Cost: $11,449
2.HPG Ambassadors, EQ Coaches, and ICC
Facilitators
Cost |$4,063
Net Property Tax Cost: $1,432
3.Internal SME Trainer Incentive Program
Recurring Cost | $11,241
Net Property Tax Cost: $3,962
4. Office 365/Technology Upskilling
Recurring: $13,000
Net Property Tax Cost: $4,582
PERFORMANCE MEASURES
Human Resources Department
EMPLOYEE DATA
TABLES
Human Resources Department
EMPLOYEE DATA
TABLES
Human Resources Department
THANK YOU
www.cityofdubuque.org/humanresources