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HUMAN RESOURCES DEPARTMENT FY 2011 Operating Budget Update

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. Human Resources Department.

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HUMAN RESOURCES DEPARTMENT FY 2011 Operating Budget Update

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  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

  2. Human Resources Department HR approved budget in 5 funds (000s omitted): $375,144 General Fund $3,413 Health Long Term Benefits Disability $333,933 $1,706 Workers’ Comp. $20,353 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 2

  3. Human Resources Department HR projected reductions in 5 funds (000s omitted): $13,560 3.61% <Decrease> General Fund $80 <2.3%> Health Long Term Benefits Disability $8,000 $80 <2.4%><4.7%> Workers’ Comp. $1,400 <6.76%> Cent. Serv. Fund $4,000 <25%> • 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 3

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  6. Reinventing City Human Resources for the 21st Century 7

  7. 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 8

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  9. Implementation & Communication Plan 10

  10. Thank you!!!! 11

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