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City of Douglasville Human Resources Department Council Report May 16, 2022
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Core Values Integrity Professionalism Respect Fairness Leadership Innovation Transparency
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Human Resources Functions Talent Management Employee relations Benefits administration Compensation and classification Training and development Health and Wellness Safety and Risk management Policy and Procedure Legal compliance
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HR Organizational Chart Human Resources Director Human Resources Manager Senior Human Resources Generalist Human Resources Generalist Human Resources Coordinator 5
Current Human Resources Priorities Recruitment and selection of city-wide vacancies (currently 50) Seasonal Recruitment (Summer Interns and Camp staff) Retention and Recruitment metrics Post Performance Evaluation review FY22 Goals, Objective and Performance Measures Diversity, Equity and Inclusion strategies Phase III of wellness center (Retirees and dependents)
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Employee Type 12%
88%
Full Time (243)
Part Time (34) 7
Gender
38%
62%
Male (172)
Female (105) 8
Veteran Status 15%
0.85
Non Veteran (234)
Veteran (43)
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Race 1%
37%
56%
5%
Asian (2)
1% 1% Black or African American (102)
Hispanic/Latino (13)
Two or more races (4)
American Indian or Alaska Native (1)
White (155) 10
Age 4%
1% 1%
10% 24%
0.22
22%
16%
19 And Under (4)
20 to 29 (67)
30 to 39 (61)
40 to 49 (44)
50 to 59 (61)
60 to 69 (29)
70 to 79 (10)
80 Plus Years (1) 11
Education 1% 1% 0.12
40%
23%
11% 12%
Diploma (111)
Some College (34)
Associates (30)
Bachelors (64)
Graduate (33)
Juris Doctor (2)
Doctorate or Above (3) 12
Seniority Length Of Service 2%
0.12
3%
10%
0.53
19%
0-4 Years (148)
5-9 Years (52)
10-14 Years (28)
15-19 Years (9)
20-29 Years (34)
30 Plus Years (6) 13
Offer to Hire 30 Goal is < 30 Days
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19 18
15
15
13
12 11
10
17
16 13
13
13
11 9
5
0 Average Days
12-month average days between Offer and Hire: 16 days
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Vacancy Fill Rate By Department (Average Days)
• Overall Time To Fill Average: 90 Days
Immediate Areas of Need: 1. Planning/Zoning Administrator 2. Commercial Driver Operators 3. Refuse Collectors 4. Police Officers
• Overall Time To Fill Average: 101 Days
Full Time (NonTechnical)
Part Time (Non Technical)
Full Time (Technical)
Part Time (Technical)
• Overall Time To Fill Average: 80 Days
Vacancy Fill Rate
• Overall Time To Fill Average: 68 Days
7 9 %
Separated Employees February 2021-February 2022 CITYWIDE Turnover Statistics 87 Employees
12%
14%
Involutary Voluntary Retired
74%
Separated Employees February 2021February 2022 INVOLUNTARY Separations 12 Employees
17%
Public Services Parks and Recreation
83%
Separated Employees February 2021-February 2022 VOLUNTARY Separations 75 employees 4%
3%
1% 1% 1% 27% 35% 15% 3% 8% 1%
1%
Police 27% Public Services 15% Community Relations 1% Legal 1% Community Development 8% Finance 3% Parks and Recreation 35% Human Resources 4% Information Technology 3% Conference Center 1% Engineering 1% City Manager 1%
Separated Employees February 2021-February 2022 VOLUNTARY resignation reasons 75 employees Return to School 3% Retired Type of Work 3% 13% Other (Resigned Poor Relationship in lieu of) 9% with Supv 1%
No Reason Provided 13%
Health Reasons 3% Family Circumstances 7% Career Change 1%
Better Job Opporunity 47%
Turnover In the 2021 Bureau of Labor Statistics report, the national turnover rate is 57.3 %. City of Douglasville turnover rate is currently 30%.
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Retention Strategies COVID-19 Vaccination Incentives (extended program approved Jan. 2022) Enhanced Sick Leave Buy Back Program Public Services retention bonuses Cost of Living Adjustment New Pay Scale Pay Adjustments (Evergreen Solutions pay study) Seniority bonuses
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Defined Contribution
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Defined Contribution cont’d
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Employee Assistance Program FY22 Weighted Population 246 FT Employees New/Ongoing Client Summary Total Employees 27 Activity/Session Hours Total 80 hours
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Employee Assistance Program FY22 Referral Source
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Anthem Medical Claims Analysis FY22
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Anthem Medical Loss Ratio FY22
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FY 22 Highlights Phase II of Wellness Center to include dependent access Healthiest Employer first place award Benefits Broker RFP Classification and Compensation Study Performance Management implementation Georgia Municipal Association Safety Grant Wellness Center vaccination events in partnership with DPH
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Human Resources Mantra This Is What We Do
This Is Who We Are
This Is How We Roll
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