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Human Resources Department FY22 Budget Presentation Copyrighted March 3, 2021 City of Dubuque Public Hearings #4. Special Meeting ITEM TITLE: Human Resources Department FY22 Budget Presentation SUMMARY: SUGGESTED DISPOSITION: ATTACHMENTS: Description Type Human Resources Department FY22 Policy Budget Supporting Documentation Outline_Updated 3/3/21 Budget Presentation_Updated 3/3/21 Supporting Documentation Human Resources -51- This page intentionally left blank. -52- HUMAN RESOURCES DEPARTMENT FY 2020 FY 2021 FY 2022 %Change From Budget Highlights Actual Budget Requested FY 2021 Budget Expenses Employee Expense 666,852 669,523 826,837 23.5 % Supplies and Services 133,818 291,795 248,548 (14.8)°/o Machinery and Equipment 694 350 6,440 1,740.0 % Total 801,364 961,668 1,081,825 12.5 % Resources Administrative Overhead Recharges 265,324 349,086 382,073 9.4 % Misc. Reimbursements 204,413 191,767 203,666 6.2 % Total 469,737 540,853 585,739 8.3 % Property Tax Support 331,627 420,815 496,086 75,271 Percent Increase (Decrease) 17.9 °/o Personnel -Authorized FTE 3.63 4.63 6.13 Improvement Package Summar-X 1 of 6 This improvement package request is for a temporary, specified term (6 months or 0.50 FTE) Scanning Clerk (GE-25A). The digitization of paper personnel file documents is needed to 1) provide searchable and functional access to authorized staff, and 2) in preparation for a transition to the digital human resources information system within the enterprise resource planning system. The selected enterprise resource planning system is slated for Fall 2022. Because essentially no Human Resources documents prior to October 2019 have been maintained in other than on paper or in a paper file/folder system, all would need to be scanned to progress to a digitized storage system. This request supports the City Council Goal of High-PerFormance Organization. Related Cost: $23,511 Tax Funds Non-Recurring Related Revenue: $11,833 Administrative Overhead Non-Recurring Net Property Tax Cost: $11,678 Property Tax Impact: $0.0046 0.05% Activity: Human Resources 2 of 6 This improvement package request is for a full time (1.0 FTE) Development and Training Coordinator (GE-34A). Centralizing the coordination of development and training activities provides the City with a more efficient, coordinated, and consistent development process that 1) identifies training needs; 2) maps out development plans for teams and individuals; 3) manages, designs and develops training; 4) coordinates non-redundant, equitable training opportunities across the enterprise; 5) assures that City employees receive required/mandatory training on time; 6) evaluates and documents training activities in a centralized location for each employee; 7) in concert with manager communication, identifies training needs, best practices, and anticipates and fills training gaps. This position is responsible for improving the productivity of the organization's employees. This position assesses organization-wide developmental needs to drive training initiatives and identifies and arranges -53- suitable training solutions for employees. This position actively searches, creatively designs, and implements effective methods to educate, enhance performance, and recognize performance. A continuous development plan and programs that enhance the knowledge and skills of the City's employees is essential to a high performing organization. This request supports the City Council Goal of Responsible, High-Performance Organization. Related Cost: $87,767 Tax Funds Recurring Recommend -Yes Related Cost: $3,680 Tax Funds Non-Recurring Related Revenue: $44,173 Administrative Overhead Recurring Related Revenue: $1,852 Administrative Overhead Non-Recurring Net Property Tax Cost: $45,422 Property Tax Impact: $0.0179 0.14°/o Activity: Human Resources 3of6 This improvement package request is for a full-time (1.0 FTE) Benefits Coordinator (GE-34A). Providing employees with the right mix of benefits is critical to attracting and retaining talent and creating engaged employees. A position tasked with creating/updating, managing, marketing, and administering all employee benefits (e.g. health insurance, retirement accounts, paid time off, leaves of absence (paid or unpaid), unemployment claims, workers' compensation, employee discount programs, wellness programs) and a comprehensive, cost-effective benefits program, rather than merely transactional tasks is needed. This position will ensure all employees understand available plans, develop and implement an education and marketing plan to eligible employees, monitor current trends and bests practices, provide data and analytics regarding benefit utilization to stakeholders and proactively recommend changes, additions or revisions to a comprehensive benefits program. This request supports the City Council Goal of Responsible, High-Performance Organization. Related Cost: $87,767 Tax Funds Recurring Recommend - No Related Cost: $3,680 Tax Funds Non-Recurring Related Revenue: $44,173 Administrative Overhead Recurring Related Revenue: $1,852 Administrative Overhead Non-Recurring Net Property Tax Cost: $45,422 Property Tax Impact: $0.0179 0.14% Activity: Human Resources 4 of 6 This improvement level decision package request would provide additional funding for a third party consultant to conduct exit interviews. Current annual recurring funding is for only $7,500, which was approved for the fiscal year 2021's budget. Multiple studies have shown that conducting exit interviews after an employee leaves and using a 3rd party changes the given reason for leaving 40-63% of the time. Preferably the consultant would use a mixed methodology approach for collecting both quantitative and qualitative data. The consultant would code and categorize the response to enable the City to measure, capture, and report themes that would then drive responsive engagement, retention, and communication strategies and activities for the implementation of talent development solutions. This would create outcomes of a positive workplace culture and increased employee engagement. This request supports the City Council goal of Financially Responsible, High-Performance City Organization. -54- Related Cost: $17,500 Tax Funds Recurring Recommend -Yes Related Revenue: $8,808 Administrative Overhead Recurring Net Property Tax Cost: $8,692 Property Tax Impact: $0.0034 0.03°/o Activity: Human Resources 5of6 This improvement package would provide funding for operationalizing and implementing an Emotional Intelligence (EQ) program within the City of Dubuque, for the purposes of starting a culture change (succession planning), providing better customer service, improving employee retention (morale), and providing the skills and tools for employees to address problems and resolve problems efficiently and effectively. The initial certification of this improvement package was approved in the fiscal year 2021 budget for$60,000. In FY22 and in the following years this recurring funding will be used to purchase assessment tools. This program has both an internal focus and external focus with the initial priority being the internal focus. The certification for the program is a biannual process, and the next certification process would occur in FY23. The service is provided in conjunction with a resource's agreement with a preferred EQ full scope services partner (e.g., 6 seconds). EQ training provider 6 Seconds research has shown there is a return on investment to the employee. This is accomplished through reduced complaints (inward and outward), increased morale, increased retention, relationship building, and increased employee engagement. This improvement package serves the City Council priority of an equitable organization. Related Cost: $25,200 Tax Funds Recurring Recommend - No Related Revenue: $12,683 Administrative Overhead Recurring Net Property Tax Cost: $12,517 Property Tax Impact: $0.0049 0.05°/o Activity: Human Resources 6of6 This improvement package request provides funding for fifty members of the Leadership Team to attend the Dale Carnegie training course over a five-year period with ten members a year. This was approved for fiscal year 2021; however, reoccurring funding will be needed for the remaining four years. This total five- year request costs $84,750.00 for the ten members a year at $1,695 per person. City Manager requested that all new Leadership Team members attend, as well as Leadership Team members who have not received the training. This request supports the City Council Goal of High-Performance City Organization. Related Cost: $16,950 Tax Funds Recurring Recommend - No Related Revenue: $8,531 Administrative Overhead Recurring Net Property Tax Cost: $8,419 Property Tax Impact: $0.0033 0.03°/o Activity: Human Resources Significant Line Items Employee Expense 1. FY 2022 employee expense reflects a 3.0% wage package increase. 2. The lowa Public Employee Retirement System (IPERS) City contribution of 9.44% is unchanged from FY 2021 The employee contribution of 6.29°/o is unchanged from FY 2021. -55- 3. The City portion of health insurance expense increased from $1,025 in FY 2021 to $1,086 in FY 2022 per month per contract which results in an annual cost increase of$2,947 or 5.95%. 4. Insurance Premium increased from $177,575 in FY 2021 to $192,926 in FY 2022 based on FY 2021 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 2021 to $27,100 in FY 2022, based on FY 2021. FY 2020 Actual was $22,689. This line item represents flex medical spending plan 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 increased from $0 in FY 2021 to $11,032 in FY 2022. 7. 50% Sick Leave Payout increased from $1,152 in FY 2021 to $1,364 in FY 2022 based on FY 2021 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. Consultant Services decreased from $78,775 in FY 2021 to $70,217 in FY 2022 based on actual cost of health and prescription drug plan actuarial and benefit services ($36,500), third party Exit Interview Service ($7,500), 509(A) Certificate of Compliance ($1,025),Affordable Care Act compliance reporting ($8,000), Executive Coaching ($5,000), and GASB 45 actuarial valuation ($3,500). FY 2020 Actual was $52,141. 9. Criminal Background Check decreased from $16,059 in FY 2021 to $14,000 in FY 2022, based on FY 2020 Actual of$9,348 and adjustments made to the unfreezing of positions due to the pandemic. This requested amount is also a decrease from FY 2019 which was $16,334, this decrease is due to the removal of credit checks for some positions. 10. Education and Training decreased from $111,658 in FY 2021 to $50,950 in FY 2022. FY 2020 Actual was $24,042. This line item includes the wellness committee funding for ($12,850), employee safety training ($2,500), training for staff($1,500), and the employee tuition reimbursement program ($25,000), EQ full scope service partner ($5,000), EQ assessment tool ($1,800), and training for the Workforce Development Coordinator at ($2,300). The decrease from the prior year is due to an approved non-recurring improvement package for the EQ program at $60,000. This improvement package should have been requested as recurring, thus it has been entered as an improvement package for FY 2022, but for only $25,200. 11. Conferences increased from $24,000 in FY 2021 to $24,180 in FY 2022 due to Race in the Heartland Conference being added for three staff members ($180). This line item also includes funding for ten Department Managers to attend the Upper Midwest Employment Law Institute ($17,000), arbitration and labor institute conference ($1,250), Human ResourcesAssistant conferences ($700), conference for the Workforce Development Coordinator($3,200), and Human Resources Director conferences ($1,850). 12. Software License increased from $10,502 in FY 2021 to $51,098 in FY 2022. This line item represents the annual maintenance fee for the online job application software and lock down software for the job application computer. -56- Machinery 8� Equipment 13. Equipment replacements includes ($6,440): Human Resources Equipment Smartphone $ 1,120 Recommended Improvement Packages 5,320 Total Equipment $ 6,440 Revenue 14. Miscellaneous Reimbursements decreased from $14,192 in FY 2021 to $12,320 in FY 2022, based off of FY 2020 Actual. FY 2020 Actual was $12,320. 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 $177,575 in FY 2021 to $191,346 in FY 2022 based on FY 2020 actual. FY 2020 Actual was $191,346. 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 $349,086 in FY 2021 to $382,073 in FY 2022. FY 2020 Actual was $265,324. -57- This page intentionally left blank. -58- HUMAN RESOURCES DEPARTMENT The Human Resources department is committed to providing expertise in attracting, developing and sustaining a high quality workforce committed to excellent services. . _ - � . . � i � . 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 The Human Resources Planning Department works with local The Human Resources partners including United Way, Department works with all City Prescott School, Crescent departments to ensure vacancies Community Health Center, Maria are filled with engaged, House, Multicultural Family competent, and diverse Center, the Dubuque Area Labor employees to best carry out City Management Council and the initiatives. Road to Success/Bridges Initiative. -59- HUMAN RESOURCES DEPARTMENT FY 2020 FY 2021 FY 2022 Full-Time Equivalent 3.63 4.63 6.13 Resources $300,000 $250,000 $200,000 $150,000 $100,000 $50,000 $0 Administrative Miscellaneous Property Tax Support Overhead Recharges Reimbursements � FY 2020 FY 2021 FY 2022 The Human Resources Department is supported by 6.13 full-time equivalent employees, which accounts for 76.43% of the department expense as seen below. Overall, the departments' expenses are expected to increase by 12.49°/o in FY 2022 compared to FY 2021. Expenditures by Category by Fiscal Year $666,852 Employee Expense $669,523 $826,8� $133,818 Supplies and Services $291,795 $248,548 $694 Machinery and Equipment $350 $6,440 $0 $100,000 $200,000 $300,000 $400,000 $500,000 $600,000 FY 2020 FY 2021 � FY 2022 -60- HUMAN RESOURCES DEPARTMENT Overview The City of Dubuque Human Resources Department provides expertise in attracting, developing, and sustaining a high-quality workforce. Responsibilities include: • Assist departments in talent acquisition, training, and engagement of employees • Represent the City in collective bargaining with five employee unions and contracts • Maintain personnel records • Administer the Employee Manual • Administer all benefits including health, prescription drug, dental, life, workers' compensation, and disability plans • Ensure compliance with state and federal employment related laws and regulations Position Summa FY 2022 Human Resources Manager 1.00 Human Resources Specialist (Benefits) 1.00 Strategic Workforce Equity Coordinator 1.00 Secretary 1.00 Part-Time Secretary 0.63 Scanning Clerk 0.50 Development and Training Coordinator 1.00 Total FT E uivalent Em lo ees 6.13 Performance Measures City Council Goal: Financially Responsible, High-Performance City Organization Performance Measure (KPI) Target FY 2019 FY 2020 FY 2021 Performance Actual Actual Estimated Indicator � Dept. Objective: Ensure equal employment opportunities for all employees and applicants for employment. Ratio of female:male employees 51%female 37.5% f: 36.9% f: 33.1%f: � (consistent with City of Dubuque to 49°/a male 62.5% m 63.1% m 66.9% m resident make-up)� % of non-White employees >$% (non- 6.5% non- 6.3% 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 - - 58 days � Candidate Net Promoter Score Average > 0 - - 4.43 � Quality of Hire* > 50% 79.7% 95% 100% � 3 Dept. Objective: Increase employee engagement Relationship with Peers > 75% - - 93% � Quality of Feedback > 75% - - 38% � -61- Employee Data Tables . . - . - . . . . ��I� 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 528 14 12 2 1 241 22 11 1 — 832 Coming & Going Retirements 31 19 16 21 22 20 13 17 Vacancies 86 88 82 81 55 114 146 139 Applications 5,360 3,761 3,349 4,223 2,547 3,099 4,191 3,011 Processed Civil Service 1,138 1,085 863 714 702 633 565 83 Applications Applicants FY20 Employment Applications 3478 301 131 74 16 0 68 FY21 Employment Applications 1940 168 55 37 32 59 37 Application Percentage Change* (79)% (79)% (138)% (100)% 50% 100% (84)% FY20 New Hires 171 12 8 1 0 0 0 FY21 New Hires 148 9 7 1 0 0 0 New Hire Percentage Change' (16)% (33)% (14)°/o —O/o —% —% —% *Most vacant positions were frozen in FY21 due to the impact of the Pandemic. -62- Recommended Operating Revenue Budget - Department Total 67-HUMAN RESOURCES FY19 Actual FY20 Actual FY21 Adopted FY22 Rccomm'd Fund Account Account Title Revenue Revenue Budget Budget 100 53201 REFLTNDS 50 0 0 0 100 53550 SELF INSURANCE PREMiUMS 177,575 191,346 177,575 191,346 100 53605 MISCELLANEOUS REVENUE 14,192 12,320 14,192 12,320 100 53620 RF.IMBURSF,MF.NTS-GF,N6RAL 1 747 0 0 53 MISCELLANEOUS -Total 191,818 204,413 191,767 203,666 100 59610 FR WPC OPERATING 83,278 87,694 115,592 126,516 100 59620 FR STORMWATER OPERATING 19,503 24,246 34,677 37,953 100 59630 FR PARKING OPERATING 9,535 11,387 15,030 16,450 100 59640 FR WATER UTILITY 14,990 19,003 18,497 20,244 100 59670 FR REFUSE COLLECTION 68,580 79,145 107,499 117,658 100 59940 FR DMASWA 41,639 43,849 57,791 63,252 59 TRANSFER IN AND INTERNAL -Total 237,525 265,324 349,086 382,073 HUMAN RESOURCES -Total 429,343 469,737 540,853 585,739 -63- Recommended Operating Expenditure Budget - Department Total 67-HUMAN RESOURCES FY19 Actual FY20 Actual FY21 Adopted FY 22 Recomm'd Fund Account Account Title Expense Expense Budget Budget 100 61010 FULL-TIME EMPLOYEES 236,517 316,720 325,456 402,318 100 61020 PART-TiME EMPLOYEES 26,980 31,066 27,390 29,480 100 61030 SEASONAL EMPLOYEES 0 0 0 19,022 100 61050 OVERTIME PAY 2,515 4,506 0 0 100 61091 S1CK LEAVE PAYOFF 0 7,643 0 ll,032 100 61092 VACATION PAYOFF 0 14,480 0 0 100 61096 50%SICK LEAVE PAYOUT 0 1,364 1,152 1,364 100 61310 IPERS 25,111 22,111 33,309 40,762 100 61320 SOCIAL SECURITY 19,161 18,772 27,082 35,437 100 61410 HEALTH INSURANCE 42,930 32,508 49,184 52,183 100 61411 INSURANCE PREMNM 163,768 192,926 177,575 192,926 100 61413 ADMINISTRATION COSTS 24,836 22,689 27,100 27,100 100 61415 WORKMENS'COMPENSATION 834 695 764 725 100 61416 LIFE INSURANCE 184 155 311 13,270 100 61660 EMPLOYEE PHYSICALS 0 1,218 200 1,218 61-WAGES AND BENEFITS 542,836 666,852 669,523 826,837 100 62010 OFFICE SUPPLIES 3,765 2,521 3,840 3,500 100 62030 POSTAGE AND SHIPPING 2,887 1,850 3,176 3,200 100 62031 PROCESSING MATERIALS 200 176 200 176 100 62061 DP EQUIP.MAINT CONTRACTS 1,668 1,417 1,755 2,333 100 62090 PRINTING&B1NDING 209 215 224 220 100 62110 COPYING/REPRODUCTION 1,956 1,363 2,492 2,506 100 62130 LEGAL NOTICES&ADS 6,188 904 500 904 100 62170 SUBSCRIPTIONS-BOOKS-MAPS 1,356 572 1,349 583 100 62190 DUES&MEMBERSHIPS 404 219 1,150 1,150 100 62204 REFLTNDS 0 36 0 0 100 62208 GENERAL LIABILITY INSURAN 2,027 2,424 2,128 2,710 100 62209 FIDUCIARY LIABILITY 3,978 4,053 3,902 6,665 100 62310 TRAVEL-CONFERENCES 139 6,471 24,000 24,180 100 62320 TRAVEL-CITY BUSINESS 1,436 2,351 19,535 2,585 100 62360 EDUCATION&TRAINING 13,358 24,042 111,658 50,950 100 62421 TELEPHONE 1,055 1,532 1,720 3,445 100 62436 RENTAL OF SPACE 462 378 1,548 918 100 62660 DATA PROCESSING 4,274 4,162 4,162 3,997 100 62663 SOFTWARE LICENSE EXP 9,988 10,501 10,502 51,098 100 62667 DATA SERVICES 0 82 120 211 100 62697 LABORRELATIONS 1,943 2,199 3,000 3,000 100 62713 LEGAL SERVICES 0 4,861 0 0 100 62716 CONSULTANT SERVICES 47,688 52,141 78,775 70,217 100 62717 CRIMINAL BACKGROLTND CHECK 16,334 9,348 16,059 14,000 100 62731 MISCELLANEOUS SERVICES 57 0 0 0 62-SUPPLIES AND SERVICES 121,373 133,818 291,795 248,548 100 71120 PERIPHERALS,COMPUTER 0 680 0 920 100 71124 COMPUTER 0 0 0 4,400 100 72418 TELEPHONERELATED 0 14 350 1,120 71-EQUIPMENT 0 694 350 6,440 67-HUMAN RESOURCES TOTAL 664,209 801,364 961,668 1,081,825 -64- Recommended Expenditure Budget Report by Activity & Funding Source 67-HUMAN RESOURCES WORKFORCE DEVELOPMENT -67300 FUNDING SOURCE:GENERAL Account FY20 Actual Expense FY21 Adopted Budget FY22 Recomm'd Budget EQUIPMENT 350 SUPPLiES AND SERVICES 15,125 7,705 WAGES AND BENEFITS 97,842 102,669 WORKFORCE DEVELOPMENT — ll3,317 ll0,374 HUMAN RESOURCES -72700 FUNDING SOURCE:GENERAL Account FY20 Actual Expense FY21 Adopted Budget FY22 Recomm'd Budget EQUIPMENT 694 0 6,440 SUPPLIES AND SERVICES 133,818 276,670 240,843 WAGES AND BENEFITS 666,852 571,681 724,168 HUMAN RESOURCES 801,364 848,351 971,451 HUMAN RESOURCES TOTAL $801,363.89 $961,668.00 $1,081,825.00 -65- CITY OF DUBUQUE, IOWA DEPARTMENT DETAIL-PERSONNEL COMPLEMENT 67 HUMAN RESOURCES DEPT. FY 2020 FY 2021 FY 2022 FD JC WP-GR JOB CLASS FTE BUDGET FTE BUDGET FTE BUDGET 61010 Full Time Employee Expense 100 9300 GE-41 HUMAN RESOURCES DIRECTOR 1.00 $ 119,966 1.00 $ 134,301 1.00 $ 137,662 STRATEGIC WORKFORCE EQUITY 100 GE-33 COORD. — $ — 1.00 $ 72,893 1.00 $ 76,379 100 GE-34 DEVELOP TRAINING COORD — $ — — $ — 1.00 $ 63,246 100 9100 GE-31 HUMAN RESOURCESASSISTANT 1.00 $ 71,235 1.00 $ 72,018 1.00 $ 73,781 100 225 GE-25 SECRETARY 1.00 $ 49,471 1.00 $ 50,028 1.00 $ 51,250 TOTAL FULL TIME EMPLOYEES 3.00 $ 240,672 4.00 $ 329,240 5.00 $ 402,318 61020 Part Time Employee Expense 100 225 GE-25 SECRETARY 0.63 $ 24,728 0.63 $ 27,800 0.63 $ 29,480 TOTAL PART TIME EMPLOYEES 0.63 $ 24,728 0.63 $ 27,800 0.63 $ 29,480 61030 Seasonal Employee Expense 100 225 GE-25 SCANNING INTERN — $ — — $ — 0.50 $ 19,022 TOTAL SEASONAL EMPLOYEES — $ — — $ — 0.50 $ 19,022 TOTAL HUMAN RESOURCES DEPT 3.63 $ 265,400 4.63 $ 357,040 6.13 $ 450,820 -66- CITY OF DUBUQUE, IOWA ACTIVITY PERSONNEL COMPLEMENT SUMMARY FY 2020 FY 2021 FY 2022 ACCT FD JC WP-GR POSITION CLASS FTE BUDGET FTE BUDGET FTE BUDGET Human Resources-FT General Fund 10072700 61010 100 225 GE-25 SECRETARY 1.00 $ 49,471 1.00 $ 50,028 1.00 $ 51,250 HUMAN RESOURCES 10072700 61010 100 9300 GE-41 DIRECTOR 1.00 $119,966 1.00 $134,301 1.00 $137,662 DEVELOP TRAINING 10072700 61010 100 GE-34 COORD — $ — — $ — 1.00 $ 63,246 HUMAN RESOURCES 10072700 61010 100 9100 GE-31 ASSISTANT 1.00 $ 71,235 1.00 $ 72,018 1.00 $ 73,781 Total 3.00 $240,672 3.00 $256,347 4.00 $325,939 Human Resources-PT General Fund 10072700 61020 100 225 GE-25 SECRETARY 0.63 $ 24,728 0.63 $ 27,800 0.63 $ 29,480 Total 0.63 $ 24,728 0.63 $ 27,800 0.63 $ 29,480 Workforce Development-FT General Fund STRATEGIC WORKFORCE EQUITY 10067300 61010 100 GE-33 COORD. — $ — 1.00 $ 72,893 1.00 $ 76,379 — $ — 1.00 $ 72,893 1.00 $ 76,379 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. 3.63 $265,400 4.63 $357,040 6.13 $450,820 -67- This page intentionally left blank. -68- . � �� _ � *�' �,� � � � ,- � � �� `� ' , . � � � � �� r-. �_. , � r { - � � , ` � • �� ° � , . • � � � � �` � .. � � . � � � .� � , � � 4 .Iw �� Y � ,� �� r 1 � � � � � I �� .� ,� ��y � y�,a. • `�� - � f ,��; : � �� . � �-��,a•`y`• � k � � � }I �� l �� T � -4� �' 4 �� 7�, �W*� f � � �� r A y ��' � �M _ � f . � � � � � F � 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 emp/oyees, 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. . ' • ' � ' • . ' • ' • . ' Director of Human Resources (Shelley Stickfort) Strategic Human Secretary velo m Workforce Resources Secretary p (Amanda rdin Equity Assistant (Tusdee Ko es r Coordinator Gina Noel Blus) pp � �Kecia � � PT (.63) ' - . - • - • - - � - � - � Dougherty) ' . FISCAL YEAR 2021 �. . � . HIGHLIGHTS . � ~ � � �� , ` �<. w,�,�, .��_ .�,�� ' � a► x...- y �., , � ��`� � t ji x��r� ' ■ Developed Employee Handbook � � �� : � � � � � , ��* � ■ ■ t s�� t t � �, � , ■ Developed Best Pract�ce/Gu �dance � �-: �-� : � f � �� ± � t.s, � 'r ■ Full Insured Workers' Com ensatio ' �' �- � �� Y p ,,�-� , � ��_ 4 (exce pt 411 ) . t �- ;�� -..__,_: � � � �,.__ �,�, � � � ■ E Certification and Services � `' �;` �� ` Q �'' � � .� Implemented �� ■ Mandator Su erviso Trainin l =� .- �� _ �� Y p rY J , ■ Tem porary COVI D-19 Pol icies �'� � � �.. , - ■ Training on AP & Employee Handbook . ■ Develop/Implement Structured Employee Training � ■ Performance Appraisals .:��. ��T } �;�.-, .�_�. ��. r :� � ..� _.,r _ - �:. � fa ;,.<<,.,-�.,-�; ��..,. ��t, ' ;� _ - :,.� t. ,. �� . � ��r� � ■ Com ensation Stud �- .�,�- �; � , . __: . _ � � ., � �. , k.� ��u� __ _. p y ,,��,. ; , �. - �� , �-� � �� .F�=� ' .,z � �. � ,.. ._ k�� ',� 1� . � _ ��'� '�{t '�; . . � � ._4 '�� `��; ■ H Res. Structure Review :, ,�.� ..�� ;� �.�-�� , ` ` �' b �� ■ Exi In rv' w - r P RFP � �� . t te ie s 3 d arty � }� � ' ■ Promotion Process SOP Human Resources Department FY2022 REQU ESTED PROPERTY TAX SU PPORT 496 086 7 . 83 � Net Property Tax Average homeowner's* Support property tax cost for the Human Resources Department (*Avg. home value of $146,567) TALENT ACQUISITION .k . . . , � .��f : � Recruitment/Hiring P . � ....� _ . . �� - �� =� r .�-� ��` � �� - �r � - z� , - �_-- � � < . p �-.. °~'�- _ _� _ '� � ^ ', '� '' � .-�-�� '��, �;� �,:`-�� • Standardized process �-� - � , -- �� ,,�? ��„ � vis�N r- +y�� :a�. — �.� � � � � � J • All online a lications r '�� ` - �r�� p p E :�}; � � . .� � �: _ � �.:,.q� � ��.�; • Back round check rocess � � r �- - � 6� �' � - s �� "� �� J p ,.� - � .� - �- _ � ��_ -- �4 . �� -- �� --� � � y�'`�` '�� ,.� .. �,c,. �`'� .��— *Offer Letter Tem late/Offer Process �r:: _ �. -- F,: �' � f� � � p :�� _ .� �.� Offer sent b email call - � �� M1 • y ( ) .�� - � � � y � y� �� 4 �Y��p y . .. +eea� � '��Vt�b�� y -`��';.. ,'y i • Under department signature -� � " ` � � � V` � �� ,, � � � t �� . �'�� ` � c � ; �� , � - a' � '`t;� � ,s� ., . �' . .;�. `.>�. . . ��'.`.>��J *Onboarding Checklist *6 Reclassifications with new process EMPLOYEE RELATIONS �� .� .a t, '' .�� .' � �` :, z.�teutLl�,. _,._e .. ��= i t�3 L �� ' � �^�� L"' � . L � L Lt; �� t�� ~ � L�-�,� , �l � ' * �- ��'L` �, I . ,..�� - _ � L..l rr � � ! � �� = L �� _- � � -��.:_ � � �� F-. _ � �.�. L� � Em lo ee Handbook �_� �� ' ':= ` � -- � F , p Y --- - _ �� ,. � , ��T ��1 �-� �-�vn� - .Yf r i�_� �.. �i .�.,� � Flexible Work Arran ement I�1 � �'"��j �> � �T' �`=_ �,� � � � �`�, � � � �l �_� . g ,� �,� > � •_ �,� . .`� _ _- PO�IC �� -- �,� '�� : � �� _ Y �p •«�; �.; {�,�� . . . . �, �� . . } �:.:�. � � �' '�= � Complaint Processing w/Review � _ � - � _ r� _ � for Trends . ,1 � ' k:- - ,, �` � � � Tem porary COVI D-19 Pol icies � � � � - _� .. � �'_. -.. �;: � -� � Best Practice - . ,� y, �� Guidance/Forms/Templates _ � � , y-� � � Daily-Bi-Weekly Employee � Webinar � Leadership/Manager Consultants �Peer Resource Team * EQ Services * Health Care Advisory Committee � IMCA Volun. Retirement Plan Options Expanded * Wellness Committee/Campaigns : - - * Brain Health Track for All � Increased Participation � Fully-Insured Workers Comp * IMWCA for all but IC 411 * Safety Committee * Incident Review * Safety Training �EAP Services � 1 .Temporary Scanning Clerk (GE-25A) - � � � Non-Recurring Cost � $23,511 � . Non-Recurring Revenue � $ 11 ,833 � N Pr T x : 11 7 . � et operty a Cost $ ,6 8 2. Full-Time Development & Training Coordinator (GE-34A) Recu rri ng � $87,767 Non-Recurring � $3,680 Net Property Tax Cost: $45,422 3.Third-party Consultant for Exit Interviews Recu rri ng � $ 17,500 Net Property Tax Cost: $8,692 1 I�.IIIIAI l 11C�V�.11 �.C� VC'.JA1 I.IIIC111. PERFORMANCE MEASURES ��ty ��rn�i� ��I; F'ir��►n�i�<<y F��p�r��ibl�, H��I�-P�r-f�rm�n�� it� �r��►niz�ti�n Pe rforina n ce M�a�u re ��PI� Ta r�et FY ��19 FY ��0 FY ��1 P�r-fori�yanc� ,�ctual ,�ctUal E�tii��at�cl I n clicator � �ept, 0 L�j�ctive: En��re e��al em ployrnent oppo rt��nities for a II �m�lo}�ees a n� �pplica nts for ei��ploymen#, Ratio of f�i77al�:male em�lo�re�s �7�� f�m�l� ��.�'.��} f: �G.�� f: ��.1 '.�� f: � [COf1�l5t�flt '��r�ltll �I�'�+ Of Du�UqU� �O ��o R1�le 6�.�� m 6�.1 c�a m 6�3.�°lo Rl f�51��f1�i �11�fC�-U�],i" ¢�a af non-�11�hite em lo��e�s �8°l� �n�n- �.5°l� no n- �.3°l� non- �.�7�a r�on- �� P } �rh it�� tir�rh it� tir�rh it� tir�rh it� � �ept, 0 L�j�ctive: To fi n� th e best candi�late for tihe j�b r�vhile improvin� satisfactiion and s p�e�ing up #he recr�ii#mei�t proce�s. Tim e t� Fill � �� ays - - 58 ��}�a � �an�idat� Net Pr�rrr�ker ��.ore Aver��e � � - - 4.�� Qu��ity �f Hir�" � 50°�� .�°�a 9�� 1��°�� — 3 ��pt, OL�j�ctive: Incr�eas� emp�lo��e en�a��ment Relationahip �5�ith P��rs � ��°�� - - 9�'.�� Quality �f Fe�dba�k � ��°�� - - 3�'.��} � R . ._ _ . � Y . .. . . � . . 4 I � I-I� �man Rocn� �rr•oc Ilonarfmor� �1ale �5�7� - �7°r� Fern�le ��7�� - 33-010 Amencan Air��ri��n Asi�iy or Indian ar Asian �r Indiaiti ar Tat�l �Nhite Black Hi�panic P��ific �I�� 1�hite Black Hi�paitiic �acifi� �laskaiy Eir�playe�� E M P LOYE E DATA '�'�"'��` ��t;�� '�'�"��r ��t;�� 8 1� 1� � 1 2�1 2� 11 1 — 83� TABLES ��;,,� � ��;�� Retir�in�nts 31 1� 16 �1 2� �0 1� 17 � Va��nci�� 8� S� S� 81 5� 11� 7�� 7�9 � i� ApPli�ation� �,36� 3,T67 3,�� ,�2� �,��7 �,�99 4,791 3,077 � Pr�oces�ed ' � �ivil �ervice 1,138 1,�85 �� 71� 7�2 �3� 56� 83 � Applications �� Applicants • + � �., � , � , � �F. � + ��; ;�� A= �• �s� F��v E�-v ��,��-unt�;��v iu=k ori ��,� ?�; � ' i1 �� '� [� r,� , �;�l��i�,r _�. • � ' . �� ` ,� , F1��1 E,�nplaX,�rrentAp�livat,ons 1�� 16� �5 3� 32 �9 3; y h ti�4i'"'F�+-��''�::� =�4*L' .5 n y �y - " - - ;7 ' - ,n y' ��ifr �uv�'st�l.�'+' ry ls�r G'.� �ti�� =�7v- i �..= i �.._ . �. _ �II�I'- - _ v.= v ._ ��.r'J F��v `�1��,�� re} 1� �_ � 1 ; [� u F1'�1 Ne�ti�,� N�res 14� 9 ? 1 �� Jek:� Hire Ferce�tage ��an�e* [1�:,5�0 [33::5� �1�',�9�� —�',�� —�'.�� —{:; —� "�1ast�,facant �asitions�15rer� frozen in F�`�1 d�e t� the ii77pact of the �andemi�. www.cityofdubuque.org/humanresources