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HUMAN RESOURCES DEPARTMENT
DEPARTMENT BUDGET SUMMARY
MISSION STATEMENT: To make Arlington
County the employer of choice.
The Human Resources Department accomplishes its mission by providing
human resource leadership and support in order to attract, develop and retain
employees who provide high quality services.
FY 2004 PRIORITIES: The
FY 2004 priorities of the Human Resources Department are to:
-
Implement
year two of the Employer of Choice (EOC) initiatives and continue to make
enhancements to the County's total rewards package;
-
Implement
recommendations of the Health Care Task Force;
-
Improve
recruiting, testing, training and development through enhanced automation
capabilities;
-
Develop and
implement alternative compensation systems to meet the varying needs and
business practices of County agencies; and
-
Continue
implementation of comprehensive training and development programs that support
County initiatives and the Principles of Government Service.
PRINCIPAL PROGRAMS:
-
Director's
Office
-
EEO/Employee
Relations Unit
-
Organizational
Support Division
-
Employee
Services Division
-
Office of
Training and Organizational Development
SIGNIFICANT BUDGET CHANGES:The FY 2004 proposed budget for the Human Resources
Department is $4,749,636, an increase of 6% over the FY 2003 adopted
budget.
Expenditures reflect:
-
Increase of $150,540 for the Employee Assistance
Program.
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DEPARTMENT
FINANCIAL SUMMARY
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FY 2002
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FY 2003
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FY 2004
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% Change:
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Actual
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Adopted
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Proposed
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'03 to '04
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Personnel
|
$2,892,533
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$3,121,789
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$3,226,904
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3%
|
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Non-Personnel
|
465,825
|
279,092
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276,338
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-1%
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County-wide Benefits
|
886,020
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1,095,854
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1,246,394
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14%
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Total Expenditures
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$4,244,378
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$4,496,735
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$4,749,636
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6%
|
|
|
|
|
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Net Tax Support
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$4,244,378
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$4,496,735
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$4,749,636
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6%
|
|
|
|
|
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Authorized FTEs
|
45.0
|
44.0
|
44.0
|
|
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Frozen FTEs
|
-
|
-
|
-
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Funded FTEs
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45.0
|
44.0
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44.0
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|
|
|
|
|
|
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PERFORMANCE MEASURES:
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FY
2001
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FY 2002
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FY 2003
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FY
2004
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FY
2004
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Actual
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Actual
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Estimate
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Estimate
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Target
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Mission Outcome Measures
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Percent of customers indicating satisfaction with quality of applicants certified for consideration
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92%
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94%
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94%
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94%
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95%
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Percent of customers indicating satisfaction with quality of service provided by HR during recruitment process
|
99%
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99%
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98%
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98%
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98%
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Percent of employees who indicate learning was individually and/or organizationally applicable 3 months after training
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N/A
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N/A
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90%
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92%
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92%
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County employee turnover rate
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11%
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9.5%
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9.5%
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9.5%
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<10%
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Percent of employees indicating awareness of total EOC package
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N/A
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N/A
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50%
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70%
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75%
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Percent of employees indicating agreement that EOC package is competitive
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N/A
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N/A
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45%
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65%
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70%
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FUTURE BUDGET CONSIDERATIONS:
-
Replacement
of our Human Resources Information System (HRIS) becomes more critical with
each passing year. Currently, the HRIS is being evaluated as part of the
Countywide Enterprise Reporting Planning (ERP) system. Estimates for HRIS
replacement range from $1M for a stand-alone system to $8M for an integrated
ERP that includes financial, purchasing and human resources systems.
Implementation times also vary from less than one year after funding for the
stand-alone system to two years or more for the human resources portion of the
ERP.
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