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TOWN OF DARIEN

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town of darien department of human resources performance measures 2010 – PowerPoint PPT presentation

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Title: TOWN OF DARIEN


1
TOWN OF DARIEN DEPARTMENT OF HUMAN
RESOURCES PERFORMANCE MEASURES 2010
2
The Human Resources Department is responsible
for the management of all personnel transactions
for Town employees such as recruitment,
interviewing and hiring of employees as well as
insuring that the required documentation is
properly completed and maintained. The Human
Resources Director serves as the liaison with the
third party carriers that provide the Town with
employee benefits such as health, dental, life,
and workers compensation insurance. The
Director is responsible for advising and
counseling department heads and supervisors
relative to human resource and labor relations
issues and for maintaining the Employee Guide.
Additionally, the Human Resource Director
serves as the Towns labor counsel in collective
bargaining matters and as its advocate in
grievance/interest arbitrations and prohibited
practices filed with the state labor board.
3
Human Resources
4
One of the most important Human Resources roles
is the recruitment and hiring of qualified
candidates. Professional (Non-Union)
Employees. In the calendar year of 2009, the
Town successfully recruited a new Senior Center
Coordinator, Executive Secretary and the
following part-time positions Public Health
Nurse, Case Manager, Park and Recreation/Youth
Commission Clerk, and Senior Program Aid. Town
Hall Employees Union. The full-time Maintainer
assigned to the Police Department retired in
December and the position was filled by a
part-time employee. Public Works. No new
employees hired in the Public Works
Union. Police Department. Two officers retired
from the Police Department in 2009 and the Police
Department gave a test for new officers resulting
in and one officer currently hired with other
candidate(s) waiting for an academy class.
5
POSITIONS HIRED EACH YEAR
In 2009, the Department recruited and filled
seven positions, three due to retirement, one
due to a promotion and and three newly created
positions Public Health Nurse, Case Manager,
Senior Program Aid. A full-time Senior Center
Coordinator position was created by combining the
part-time Senior Center Director and Assistant
Senior Center Director positions and the creation
of a new Senior Program Aid position.
6
  • JOB RESPONSIBILITES PREVIOUSLY PERFORMED
  • BY LABOR
    COUNSEL
  • ASSISTED NEGOTIATOR IN NEGOTIATIONS FOR SUCESSOR
    COLLECTIVE BARGAINING AGREEMENT,
  • DEVELOP, PREPARE, AND PRESENT THE TOWNS POSITION
    AT INTEREST ARBITRATION,
  • DRAFT TOWN RESPONSE AND DEFEND TOWN AT STATE
    BOARD OF LABOR RELATIONS UNFAIR LABOR PRACTICES,
  • SERVE AS THE TOWNS REPRESENTATIVE AT GRIEVANCE
    ARBITRATIONS, AND
  • ADVISE AND COUNSEL DEPARTMENT HEADS ON LABOR
    RELATION ISSUES.

7
LABOR COUNSEL EXPENDITURES
8
  • 2008-09
  • Public Works Grievance concerning holiday pay.
  • MPP concerning election for Pension Board
  • Police Grievance concerning date of sergeant exam
  • MPP concerning date of sergeants exam
  • Police Grievance concerning assignment of
    midnight shift
  • MPP concerning the Towns creation of a non-union
    Park Supervisor
  • 2009-10
  • Public Works Grievance concerning work assignment
  • Police Grievance concerning elimination of
    sergeant position
  • Police Grievance concerning assignment of officer
  • MPP concerning elimination of sergeant position.
  • MPP concerning reduction in hours of full time
    maintainer
  • Police Contract opens 7/1/2010.

9
WORKERS COMPENSATION CLAIMS In 2008, the Town
implemented two changes to its workers
compensation coverage. It replaced CIRMA with
MIRMA and implemented a managed care program
for the medical treatment of workers
compensation injuries. The managed care program
requires employees to utilize physicians/health c
are providers on the preferred provider network
for treatment beyond the initial treatment. In
addition to reduced fees in changing carriers, it
is anticipated that the PPN will result in cost
savings to the employer by returning employees to
work sooner. 8 POLICE AND 1 FIREFIGHTER
10
LIGHT DUTY
  • In 2009, the Town began enforcing a light duty
    policy whereby employees who cannot perform the
    duties of their job are returned to work to
    perform light duties consistent with their
    physical limitations.
  • PW employee injured shoulder in March and was
    returned to work on light duty June 1, 2009. The
    employee worked light duty until 12/9/2009.
  • PR employee injured back in March and was
    returned to work on light duty on July 8, 2009.
    The employee worked light duty until 7/30/09.

11
Examples of light duty
  • Inventory tools, equipment and parts
  • Perform custodial duties
  • Clean and polish vehicle
  • Perform routine maintenance on vehicle
  • Answer telephones
  • Drive trucks for parts run
  • Inspect roads, street signs, parking signs
  • Painting
  • Light carpentry work
  • Litter collection
  • Trim brush
  • Attend video-tape safety or other training
  • Inventory supplies
  • Update material safety books

12
Number of WeeksPersons on Light Duty2009
13
  • The Human Resources Department will continue
    performing traditional human resources functions
    in the 2010-2011 fiscal year with additional
    labor counsel responsibilities as a result of the
    expiration of the Police Union contract on June
    30, 2010.
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