| 15 |
Implement a Revised Employee Handbook |
Current FY |
 |
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2020-21: An initial review of the entire handbook has been completed by HR and City Manager. Edits are currently being incorporated into a revised draft of the handbook.
2021-22: Implement a Revised Employee Handbook2022-23: An initial review of the entire handbook has been completed by HR and City Manager. Edits are currently being incorporated into a revised draft of the handbook.
Initial draft has been completed. A second review is currently in process. Efforts have slowed due to recruitment demands and other employee related priorities.
2023-24: The entire review of the handbook has been completed. Revisions have been incorporated. A review of the revised draft is currently in process.
Update - 2/7/24: The second review of the handbook is almost complete. Meetings have been scheduled to complete the review. Anticipated timeframe to be sent to CIS for legal review is April 2024. |
|
| 54 |
Incorporate City Manager changes and complete formatting
|
|
| 55 |
Forward to Department Heads, Union, and CIS for final review and feedback
|
|
| 56 |
Review feedback - incorporate changes where appropriate
|
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| 57 |
Finalize handbook and formatting
|
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| 58 |
Develop rollout communications (management, employee, and volunteer)
|
|
| 59 |
Print hard copies and place online
|
|
| 62 |
Communicate rollout and distribute handbook to employees
|
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| 63 |
Obtain signed acknowledgement forms from all employees
|
|
| 763 |
Meeting have been scheduled with City Manager for the first quarter of 2023 to continue with full review of the revised handbook draft.
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| 17 |
Implement a Revised Citywide Performance Management Process |
Current FY |
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2020-21: Ongoing effort. Reviewed the NeoGov module for Performance Management. Attended a demo with City Manager to review this product and determine if it fits the Citys needs2021-22: Ongoing effort. Reviewed the NeoGov module for Performance Management. Attended a demo with City Manager to review this product and determine if it fits the Citys needs2022-23: Ongoing effort. A demo of the NeoGov Perform module was viewed by City Manager, HR Director, Police Chief, Social Media/Special Projects in late 2022. Quote for the module was requested and received. I hope to be able to move forward with implementation in 2023.2023-24: Ongoing effort. A demo of the NeoGov Perform module was viewed by City Manager, HR Director, Police Chief, Social Media/Special Projects in late 2022. Quote for the module was requested and received. I hope to be able to move forward with implementation in 2023.2024-25: NeoGov Perform module has been purchased. An implementation team is meeting weekly to design and implement the citys performance management process.
Core Competencies, ratings, and templates are being developed. |
|
| 84 |
Phase II - Implementation
|
|
| 86 |
Train management staff on new process and forms
|
|
| 109 |
Rollout communications to management and employees
|
|
| 110 |
Implement
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|
| 20 |
Implement Revised Citywide Safety Program |
Ongoing |
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2020-21: Ongoing effort.2021-22: Ongoing effort.2022-23: Ongoing effort. Work is nearing completion for a city-wide respiratory protection program being implemented. Efforts begin in 2021 and continued in 2022 for a city-wide Equipment Training program. A cross department team to include HR, Safety, Parks Maintenance, Public Works, and Operations are meeting regularly to determine equipment used within the city and what training is needed for each type of equipment. 2023-24: The respiratory protection program has been finalized.
A heavy equipment training program is being implemented. An implementation team was formed and all heavy equipment has been identified within the city. Trainers are being identified for each piece of heavy equipment. 2024-25: Work continues on this program. See 2023/2024 update. |
|
| 128 |
Phase II - Implementation
|
|
| 129 |
Train management staff on new process and forms
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|
|
| 21 |
Hire and Train a part-time HR Specialist |
Current FY |
|
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2023-24: This position will be focused on recruiting, volunteer management, and employee HR related trainings. |
|
| 764 |
Post Position
|
|
| 765 |
Interview and Hire Candidate
|
|
| 766 |
Onboard and Train
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| 22 |
Salary Study - Non-Represented Staff |
Current FY |
|
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2023-24: All information has been sent to LCOG. We are awaiting the results and raw data to be forwarded to us. An inquiry as to the status was sent on 2/7/24. |
|
| 767 |
Complete PAFs for all non-represented job classifications
|
|
| 768 |
Revise Job Descriptions based on PAQs
|
|
| 769 |
Forward completed PAQs and revised Job Descriptions to service provider
|
|
| 773 |
Review Raw Data Comps from provider
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