Human Resources Management
This program provides management of the Human Resources & Risk Management Department and municipal personnel systems, and general oversight of the Benefits and Insurance, Safety and Training, and Employee and Organizational Development programs; administration of compensation and classification system; development and maintenance of employment procedures, policies and practices; employee recruitment, testing, selection, and orientation; public safety promotional testing; employee appraisal and performance management; personnel record maintenance; and clerical and administrative support to the department.
- Assure that the City's compensation and benefits structure provides a fair and competitive pay rate and benefits program for its employees.
- Provide equal employment opportunity through extensive recruitment for job openings and continue to develop a diverse workforce representative of the area labor market.
- Provide improved customer service to employees, operating departments, and job applicants.
- Continually review pay policies and salary and benefits survey data to make sure that the City's pay and benefits are competitive with comparable employers. Monitor and revise personnel policies so that they support providing equitable pay for skills and training. Strive to improve employee benefits for non-classified personnel when funds become available. Survey new employees to determine market comparison of City employee benefits with those of other employers.
- Continue extensive and varied advertising and recruiting for City vacancies. Assist operating departments with providing information and assistance needed for job-specific recruitment efforts.
- Utilize staff team building training, and technology tools such as the Intranet, automated jobs telephone line, and other computer software to accentuate and best utilize staff strengths and provide accurate information more quickly to employees and job applicants.
Benefits and Insurance
The Benefits and Insurance program, including risk management, provides administration of employee benefits, and includes an annual review of a competitive benefits package. This program is responsible for management of the self-funded employee health care program. The program continually assists employees and their dependents in selecting and reviewing plans and in resolving problems pertaining to claims, coverage and payments. The program is responsible for the administration of the Workers Compensation Program using a $100,000 deductible program. The risk management program is designated to protect the City against the financial consequences of catastrophic accidental losses.Program Goals
- To annually work through the Building Maintenance/Inflationary Committee during the budget process to assure that all departments are properly notifying the Benefits/Risk Manager of the additions/deletions to maintain adequate property/contents insurance.
- To provide a continually improving and competitive benefits package, including educating employees regarding their existing benefits, and providing education as a prevention tool through offering wellness programs.
- To obtain through the Building Maintenance/Inflationary Committee a list of all improvements on properties that will either increase or decrease the property/contents values and to follow up with the departments to make certain that the new requests and recommendations are adequately funded in the budget. Periodically contact departments regarding equipment and property purchases/changes that will affect insurance coverage.
- Prepare and keep current an employee benefits presentation on the Internet/Intranet, which also can be used in new employee orientations.
- Offer/facilitate at least two wellness/educational programs per year.
- Use employee benefits focus group(s) to review present benefit package and potential improvements, and disseminate information to their departments as benefits come up for renewal; and use insurance/health care professionals to review benefit plan designs to make certain that they are competitive and meet or exceed current industry standards.
The Safety and Training Division administers all aspects of safety program development and compliance, and related employee training, much of which is mandated by federal and state laws.
- Ensure a safe work environment at all City-owned properties.
- Investigate and follow-up on workers' compensation, property and liability losses.
- Monitor and report on the cost of claims (workers' compensation, automobile, property, general liability, etc.).
- Maintain current Loss Control Management Policies and Procedures as required by regulatory agencies, by monitoring legislation and modifying the Lost Control Manual as necessary. Obtain City Commission approval of changes to the Manual for the past twelve months. Provide additional health and safety protection for employees. Determine merits of policy for random drug testing for all employees.
- Coordinate, manage, administer, and document safety and awareness training, including those required by OSHA, DOT, or any other employee health and safety regulatory agencies.
- Inspect 100% of City-owned and/or insured facilities, provide inspection reports to the appropriate personnel, determine a mutually agreed upon completion date for deficient items and perform follow-up inspections to insure final completion.
- Utilize the Departmental Incentive Accountability Program to demonstrate compliance with safety regulations, and to reward employees for reduced injuries and claims costs.
- Investigate and/or provide a report for at least: 90% of all workers' compensation injuries requiring treatment more serious than first aid; 80% of all at-fault vehicle accidents; and 100% of all property/liability losses in excess of $1,000.
- Collect, organize, and report periodically to department heads on all costs associated with workers' compensation, automobile, property, and general liability claims.
Employee and Organizational Development
This program includes the Employee Development Program, Team Bowling Green (leadership development program), employee education assistance funding through tuition reimbursement, L.E.A.D. (Leading, Educating & Developing), PRO TEAM leadership team building, funding for City employees participating in Leadership Bowling Green, other organizational development training, and Myers-Briggs Type Indicator personality testing for various employee groups.
- Continue to enhance employee, supervisor and leadership development.
- Improve employee productivity through continued enhancement of communications with the workforce and supervisory personnel.
- Provide periodic employee development training, focusing more closely on City policies and issues. Offer other skills training to specific employee groups on such topics as customer service, writing skills, proofreading, etc. Measure quality of the program based upon participant perception of how well their needs are met, using a survey distributed three months following the training course.
- Continue Team Bowling Green as a new leadership development program, and provide opportunities for former classes to continue training.
- Continue to send division managers to L.E.A.D. Program (Leading, Educating & Developing); and continue three-year plan to provide opportunity for other supervisors to be exposed to the program by providing on-site instruction.
- Cooperate with Internet Specialist and the Information Technology Department in providing employee manual, benefits information, and other employee information on the internal Intranet.
- Review the new employee hiring and orientation process, creating a presentation program to use for new employee orientation; develop an orientation video to provide general overview information of the City.