Human Resources Department
Mission Statement
The mission of the Human Resources Department
is to provide the City with a comprehensive package
of Human Resource Management services that is
unassailably professional, responsive to business
requirements, and conscientiously cost efficient and
effective.
Human Resources Department
City Workforce Demographics
Approximate as of 06/01/2013: 306 Full-Time 155 Part-Time 10 Contractual 471
282 Represented by Deerfield Beach Unit Local 1010/Florida District Council 78
International Union of Painters and Allied Trades (IUPAT)
40 Represented by
Professional Managers and Supervisors Association (PMSA)
Human Resources Department
Proposed New Organizational Chart
Request for two (2) new positions
•
Risk Analysis Manager (Admin 50)
Accomplishments
Human Resources Department
• Reorganization of Department in response to retirement of Insurance
Services Manager, including redistribution of work and elimination of one (1) management position for net savings of $30,000.
• Continued Development of Health Insurance Cost Containment
Strategies . . .
e.g., 2-Tiered-Benefits; Offer of High Deductible/Health Savings Account Plan; Modification of Future
Post-Retirement Health Insurance Benefits; etc.
• Negotiated contained costs for Property, Public Entity Casualty, Boiler
Accomplishments
Human Resources Department
• Initiated and completed comprehensive analysis of Self-Funded Workers
Compensation Program, including the first-ever compilation of all
outstanding Workers Compensation claims, medical background of each claim, actuarial analysis of each claim, and identification of claims on which mediated settlement would produce favorable cost/benefit
outcome. Identified opportunities for improved Case Management, Cost Containment Initiatives, and Calculated Liability Disposition.
• Negotiated outstanding Workers Compensation claim (that had resulted
in Chemical Specialist position being vacant for over two [2] years), including mandatory resignation of employee and closure on City’s future liability for claim.
Accomplishments
Human Resources Department
• Successfully represented City in six (6) active and two (2) outstanding
charges of employment discrimination filed with the U.S. Equal
Opportunity Commission [EEOC] resulting in dismissal of each of the charges by the EEOC.
• Successfully represented City in four (4) cases before the Florida
Unemployment Appeals Board resulting in the denial of benefits chargeable to the City in each of the appeals.
What’s Next
Human Resources Department
• Completion and Presentation of Comprehensive Cost/Benefit Analysis
of Reinstatement of Remaining Employees on Recall List from 2010 Layoffs, i.e., 20 (of 26) Full-Time Employees and 69 (of 86) Part-Time Employees.
• Development of Employee Recognition and Morale Initiative to include
Service Recognition, Innovative Solutions Recognition, On-the-Spot Recognition of Performance Excellence, and Targeted Training
Initiatives.
• Establishment of Targeted Training Initiative to Provide In-House
Training Opportunities Targeted to Meet Specific Needs of
Departmental Operations and to Provide Comprehensive Front-Line Supervisory Training.
What’s Next
Human Resources Department
• Collective Bargaining with the Deerfield Beach Unit of Local
1010/Florida District Council 78 of the International Union of Painters and Allied Trades (IUPAT) on a Successor to the 2010-2013 Collective Bargaining Agreement expiring on 09/30/2013.
• Collective Bargaining with the Deerfield Beach Unit of the Professional
Managers and Supervisor Association (PMSA) on a Successor to the 2010-2011 Collective Bargaining Agreement which expired on
09/30/2012.
• Comprehensive Training on Collective Bargaining Agreements with
What’s Next
Human Resources Department
• Overhaul of existing Personnel Rules and Regulations.
• Completion of installation and Start-Up of Human Resources Module
of NaviLine system
• RFP on Third Party Administration (TPA) for Employee and Retiree
Health Insurance (including Reassessment of Self-Insurance versus Fully-Insured Coverage.
• Continued Development of Health Insurance Cost Containment
Strategies
e.g., 2-Tiered-Benefits; Offer of High Deductible/Health Savings Account Plan; Modification of Future, Post-Retirement Health Insurance Benefits; etc.
What’s Next
Human Resources Department
• Continued Efforts regarding Workers Compensation Program,
including Case Management, Cost Containment Initiatives, and Calculated Liability Disposition.
• RFP on Insurance for: Property; Public Entity Casualty; Boiler and
Machinery; and Fidelity, Deposit and Crime.
• Continued Professional, Responsive and Cost Efficient and Effective
Performance of Day-to-Day Demands and Activities in the following Departmental Areas of Responsibility . . .
Department Responsibilities
Human Resources Department
• Human Resource Management
o Policy & Procedure Development
o Chief Negotiator Responsibilities
o Organizational Development
o Human Resource Information Systems (HRIS)
• Employment Services
o Staffing (i.e., Recruitment, Selection & Equal Opportunity)
o Compensation & Pay Schedules
o Classification
o Payroll Information Liaison
o Sick Leave, Sick Leave Pool, Annual Leave & Unpaid Leave
Administration
o Family & Medical Leave Act (FMLA) Administration
Department Responsibilities
Human Resources Department
• Employee Benefits
o Health, Dental & Optical Insurance o Optional Insurance Coverages
o COBRA Administration o 401-K Administration
o City Pension Plans Administration
o Receipt/Accounting of Retiree Health Insurance Premiums o Liaison with All Retirees
o Unemployment Compensation
Department Responsibilities
Human Resources Department
• Employee & Labor Relations
o Administration of Personnel Rules & Regulations o Labor Contract Interpretation & Administration o Grievance & Arbitration Procedures
o Corrective/Progressive Discipline o Workforce/Employee Development • Equal Opportunity Assurance
o Internal Equal Opportunity Complaint Procedure o Equal Opportunity Charges
Equal Employment Opportunity Commission Florida Human Relations Commission
o Americans with Disabilities Act (ADA) Compliance
Department Responsibilities
Human Resources Department
• Risk Management
o Workers Compensation o Safety Management
o Property, Casualty & Liability Coverages
• Consultation &Training re All of the Above-Listed Subject Matter Areas
