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?