Employee Benefit Administration:
Administration of all benefits and rights provided to active and retired employees, i.e. insurance, worker’s compensation, deferred compensation, flexible spending, accrued time off, retirement, ADA, FLSA, FMLA. Administration of salary schedule, management level salary plan, orientation of new employees, insurance bill processing, retiree payments and census. |
Analyze cost and revenue data for county’s seventeen (17) health insurance plans.
Prepare a report outlining the local share cost of employees/ retirees health insurance.
Research and editing of entire Management/Confidential Salary Plan by Director and HR Administrator; review of same by County Administrator. |
Developed process and spreadsheets using general ledger information from the Treasurer’s Office to track the local share cost of employee/ retiree health insurance to assist in budget process.
Revision to and implementation of new factor rating system for the Management/Confidential Salary Plan. |
Exploration of options/ alternatives to possibly lower health insurance costs with report of findings to County Administrator.
Legislative approval of Improved revisions to remainder of Management/ Confidential Salary Plan. |
Departmental and Policy Administration:
Development, interpretation and advisement re: policies and procedures, employee database, office budget and performance, drug and alcohol testing, exit interviews, department contracts, general office duties. |
Review, research and editing of all policies and procedures by Director and HR Administrator.
Review of all final draft policies and procedures by legal counsel.
Compilation of above into a manual for approval by the Legislature. |
Completed data entry of all policies and procedures; began review by Director. |
Distribution of manual to all employees with some form of explanation/education. |
Labor Relations:
Negotiations, union contract interpretation, investigation (discrimination/improper practice), employee discipline and counseling, grievances, arbitration. |
Evaluate and research need for specific managerial professional development training sessions.
Research and request training information from various trainers.
Schedule mandatory managerial training sessions.
Issue training certificates upon completion.
Obtain specialized training for Human Resources staff. |
Establishment of full-time Director position and new goals/initiatives for Human Resources Department. |
Reduction in number of grievance/arbitration/ investigation type cases and labor counsel costs. |
