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HUMAN RESOURCES DEPARTMENT

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HUMAN RESOURCES DEPARTMENT FY 2011 Operating Budget Update Omar C. Reid - Human Resources Director Candy Clarke Aldridge Deputy Director Ramiro Cano Deputy ... – PowerPoint PPT presentation

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Title: HUMAN RESOURCES DEPARTMENT


1
HUMAN RESOURCES DEPARTMENT FY 2011 Operating
Budget Update
Omar C. Reid - Human Resources Director
Candy Clarke Aldridge Deputy Director Ramiro
Cano Deputy Director Angela Nguyen Assistant
Director Brent Powell Assistant Director
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Human Resources Department


HR approved budget in 5 funds (000s omitted)
375,144
General Fund 3,413
Workers Comp. 20,353
Health Long Term Benefits
Disability 333,933 1,706

Cent. Serv. Fund 15,739
  • Selection Services
  • Salary Administration
  • Employee/ Labor
  • Relations/
  • Civil Service
  • Records Management
  • Classified Testing
  • Central - Training
  • Benefits Planning
  • Administration
  • Employee Assistance
  • Program (EAP)
  • Communication
  • Accounting/Financial
  • Safety
  • Administration TPA
  • Case Management
  • Salary Continuation
  • Claims Processing
  • Information Services
  • Employee Clinic
  • Temporary
  • Personnel
  • Drug Testing

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Human Resources Department


HR projected reductions in 5 funds (000s omitted)
13,560 3.61 ltDecreasegt
General Fund 80 lt2.3gt
Workers Comp. 1,400 lt6.76gt
Health Long Term Benefits
Disability 8,000 80
lt2.4gt lt4.7gt
Cent. Serv. Fund 4,000 lt25gt
  • Mandated reduction
  • Strategic deployment of staff
  • Technological efficiencies
  • Safety emphasis
  • Resource Allocation Program (RAP)
  • Case management step up reviews
  • Negotiated contract reductions
  • Retiree opt out provision
  • Migration to Medicare Advantage Plans
  • Reduced Claim Activity (LTD)
  • Reduced activity
  • New contracts have a lower overall cost

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Reinventing City Human Resources for the 21st
Century
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Benefits of Centralization
  • Centralization of HR yields substantial benefits
  • Seek economies of scale
  • Maximize resources with flexibility of new model
  • Mitigate risk
  • Improved consistency of policy interpretation and
    administration
  • Deployment of HR best practices citywide
  • Implementation/expansion of more long-term HR
    value added services to all departments, e.g.
    workforce planning, talent management,
    organizational development, etc.
  • Eradicate duplication of efforts and services

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Implementation Communication Plan
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Thank you!!!!
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