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HUMAN RESOURCES DEPARTMENT
OFFICE OF THE DIRECTOR
PROGRAM MISSION: To make Arlington County the employer of choice.
The Office of the Director provides progressive leadership
to the Human Resources Department staff and County personnel to ensure that a
healthy, well-trained and diverse workforce is available to further the
County's mission of high quality service. The Director sets departmental priorities; develops policy; oversees daily
operations; evaluates effectiveness of programs; provides advice and assistance
to County officials on human resource related issues; coordinates the
department's budget; provides project management; and ensures continued
implementation of the County's Equal Employment Opportunity and Affirmative
Action initiatives.
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Office of the
Director
|
|
FY 2002
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FY 2003
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FY 2004
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% Change:
|
|
Actual
|
Adopted
|
Proposed
|
'03 to '04
|
|
Personnel
|
$220,624
|
$282,912
|
$293,272
|
4%
|
|
Non-Personnel
|
100,522
|
23,068
|
33,413
|
45%
|
|
Total Expenditures
|
321,146
|
305,980
|
326,685
|
7%
|
|
|
|
|
|
|
Revenues
|
-
|
-
|
-
|
-
|
|
Net Tax Support
|
$321,146
|
$305,980
|
$326,685
|
7%
|
|
|
|
|
|
|
Authorized FTEs
|
3.5
|
3.5
|
3.5
|
-
|
|
Funded FTEs
|
3.5
|
3.5
|
3.5
|
-
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SIGNIFICANT BUDGET HIGHLIGHTS:
-
Personnel costs increased 4% due to step
increases and related benefit expenses.
-
Non-personnel cost increased due to a reallocation of
departmental non-personnel costs based on total FTEs and the addition of a
County owned car expense for the Director.
PERFORMANCE MEASURES:
|
FY 2001
|
FY 2002
|
FY 2003
|
FY
2004
|
FY
2004
|
|
Actual
|
Actual
|
Estimate
|
Estimate
|
Target
|
|
Mission Outcome Measures
|
|
|
|
|
|
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Percent of customers indicating
satisfaction with quality of applicants
certified for consideration
|
92%
|
94%
|
94%
|
94%
|
95%
|
|
Percent of customers indicating
satisfaction with quality of service
provided by HR during recruitment
process
|
99%
|
99%
|
98%
|
98%
|
98%
|
|
Percent of employees who indicate
learning was individually and/or
organizationally applicable 3 months
after training
|
N/A
|
N/A
|
90%
|
92%
|
92%
|
|
County employee turnover rate
|
11%
|
9.5%
|
9.5%
|
9.5%
|
<10%
|
|
Percent of employees indicating
awareness of total employer of choice
package
|
N/A
|
N/A
|
50%
|
70%
|
75%
|
|
Percent of employees indicating
agreement that EOC package is
competitive
|
N/A
|
N/A
|
45%
|
65%
|
70%
|
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