Human Resources
Performance Measurement Review
July 2020
Human Resources Department Structure
• Benefits, Compensation, HRIS
• Health and Welfare Benefits
• Time Off Plans
• HR Information Systems
• Compensation
• Employment
• Recruiting and Selection
• General HR Support/Labor Relations
• Learning & Development
• Diversity, Equity and Inclusion
• DE&I
• General HR Support/Labor Relations
• Retirement Services
• Pension
• 457
• Retiree Healthcare
Presentation Overview
Alignment with Board Priorities
Department Strategic Goals
Key Performance Metrics
Significant Accomplishments
Key Collaborations
A Look Ahead
Strategic Alignment
Our Mission
To ensure the successful recruitment, employment, development and retention of a well-qualified, diverse workforce to serve the citizens of Kent County by partnering with county departments to provide expert guidance and support along with policies and programs.
Department Strategic Goals• Ensure efficiency and effectiveness through technology deployment,
process redesign and continuous improvement.
• Ensure that pay and benefit programs are consistent with the County's Total Rewards Philosophy.
• Partner with County departments to successfully deploy recruitment efforts, including the County's brand as a diverse, equitable and inclusive environment.
• Ensure that the County's HR systems incorporate, promote and measure behavior consistent with the County's values.
Key Performance Metrics
Priority: Excellence in Service Delivery
Goal: Ensure efficiency and effectiveness through technology deployment, process redesign and continuous improvement.
Objective: To be as efficient as SHRM HR to Employee ratio for Large Employers
Key Performance Metrics
Priority: Excellence in Service Delivery
Goal: Ensure that pay and benefit programs are consistent with the County's Total Rewards Philosophy.
Objective: To maintain base pay increases similar to state and local government salary increases reported in the BLS National Employment Cost Index, subject to ability to fund such an increase.
Key Performance Metrics
Priority: Excellence in Service Delivery
Goal: Partner with County departments to successfully deploy recruitment efforts, including the County's brand as a diverse, equitable and inclusive environment.
Objective: To maintain a voluntary turnover rate below 5%.
Key Performance Metrics
Priority: Excellence in Service Delivery
Goal: Partner with County departments to successfully deploy recruitment efforts, including the County's brand as a diverse, equitable and inclusive environment.
Objective: No more than 14 offers rejected.
2019 Significant Accomplishments
HireReach
Designed new evidence-based selection process in order to reduce bias and improve quality of hire through participation in the HireReach program. HireReach is a community based program funded by the Kellogg and DeVos Foundations which was formed to help local employers to improve the quality of hires and the equity of their hiring processes. We have partnered with experts at HireReach to incorporate validated cognitive ability and personality assessments into our hiring practices, as well as reference checks that aim to determine whether applicants share the County’s core values. Along with our recruiting team, Kent County hiring managers involved in this program were trained to identify and mitigate their biases. Similar training has been added to the County’s training program for newly hired leaders. The new process went live in January 2020 for the recruiting of selected clerical roles at the Circuit Court, Friend of the Court and Health Department.
2019 Significant Accomplishments
Shared Values
With the partnership and support of County department heads and elected officials, we began the process of institutionalizing the County’s shared values. This included holding a dialogue at our annual leadership summit to discuss the extent to which the County’s shared values are core vs aspirational to our work lives. In addition, we trained 10 facilitators to repeat that conversation with all County employees over the course of 2019 and 2020; ensured that all L&D vendors understand and reinforce the County’s values in training courses, added theCounty’s values to the Human Resources and Circuit Court Policies and Procedures manuals to reinforce our shared expectation that the values are standards for employee behavior, incorporated the values in the pre-employment reference checking process for HireReach, and provided values posters for County offices and departments.
2019 Significant Accomplishments
Representative Labor Force
Kent
County
Employees
Local Labor
Force
White 78.81% 76.27%
Minority 18.51% 19.01%
American Indian 0.43% 0.00
Asian 1.28% 2.76
Black 10.29% 8.09
Hispanic 6.46% 8.16
Other 2.68% 4.72%
Total 100% 100%
Male 47.26% 49.20%
Female 52.74% 50.80%
Total 100% 100%
Veterans 5.05% 6.10%
Kent County Employee & Community Demographics
Technology to improve efficiency/effectiveness
Maintain focus on diversity, equity and inclusion
Wage negotiations in 2020 and 2021
Succession planning process deployment
COVID-19
A Look Ahead
Questions?