|
HUMAN RESOURCES DEPARTMENT
ORGANIZATIONAL SUPPORT DIVISION
PROGRAM MISSION: To attract and retain diverse and
high quality employees to accomplish the County's mission.
The Organizational Support
Division provides leadership, innovation and professional services in the areas
of organization and work design, recruitment and compensation to support County
agencies in attracting and retaining diverse, high quality employees. Responsibilities include position
classification, compensation, work design, outreach activities, staffing and
testing support for all County agencies.
Organizational
Support Division
|
|
FY 2002
|
FY 2003
|
FY 2004
|
% Change:
|
|
Actual
|
Adopted
|
Proposed
|
'03 to '04
|
|
Personnel
|
$1,298,204
|
$1,410,355
|
$1,456,375
|
3%
|
|
Non-Personnel
|
225,495
|
298,077
|
294,053
|
-1%
|
|
Total Expenditures
|
1,523,699
|
1,708,432
|
1,750,428
|
2%
|
|
|
|
|
|
|
Revenues
|
-
|
-
|
-
|
-
|
|
Net Tax Support
|
$1,523,699
|
$1,708,432
|
$1,750,428
|
2%
|
|
|
|
|
|
|
Authorized FTEs
|
19.8
|
19.8
|
19.8
|
-
|
|
Funded FTEs
|
19.8
|
19.8
|
19.8
|
-
|
SIGNIFICANT BUDGET HIGHLIGHTS:
-
Personnel costs increased 3% due to step
increases and related benefit expenses.
-
Non-personnel expenses decreased 1% to due to the
reallocation of departmental non-personnel costs based on total FTEs per
program.
PERFORMANCE MEASURES:
|
FY
2001
|
FY
2002
|
FY
2003
|
FY
2004
|
FY
2004
|
|
Actual
|
Actual
|
Estimate
|
Estimate
|
Target
|
|
Mission Outcome Measures
|
|
|
|
|
|
|
Percent customers satisfied (or better) with applicants on
certification lists
|
92%
|
94%
|
94%
|
94%
|
95%
|
|
Percent minority applicants on certification lists
|
61%
|
64%
|
58%
|
61%
|
N/A
|
|
Percent female applicants on certification lists
|
48%
|
52%
|
56%
|
52%
|
N/A
|
|
Average % gap between Arlington's pay line and the competition's "upper quartile" pay line
|
- 5.4%
|
-1.2%
|
-1.2%
|
-1.2%
|
0%
|
|
Percent new employees on staff one year after hire date
|
80%
|
83%
|
76%
|
85%
|
90%
|
Objective: To ensure County jobs are fairly compensated
in order to support a variety of organizational and business needs.
Objective: To attract a diverse, high quality applicant
pool for County vacancies.
|
FY 2001
Actual
|
FY 2002
Actual
|
FY 2003
Estimate
|
FY 2004
Estimate
|
FY 2004
Target
|
|
Workload Measures
|
|
|
|
|
|
|
Positions classified
|
228
|
217
|
200
|
200
|
N/A
|
|
Ongoing pay/work design projects
|
13
|
12
|
14
|
17
|
20
|
|
Position announcements
|
496
|
405
|
400
|
400
|
N/A
|
|
Applications processed
|
17,162
|
21,712
|
22,000
|
22,000
|
N/A
|
|
Outreach activities attended
|
33
|
35
|
40
|
45
|
45
|
|
Public safety assessment centers held
|
4
|
5
|
3
|
5
|
N/A
|
|
Efficiency Measures
|
|
|
|
|
|
|
Percent recruitment actions completed within time standards
|
92%
|
93%
|
93%
|
90%
|
90%
|
Average number of days to hire an employee
(from job posting
to hire date)
|
84
|
91
|
90
|
90
|
<90
|
|
Percent hiring agency customers satisfied (or better) with
recruitment services
|
99%
|
99%
|
98%
|
98%
|
98%
|
|
