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and governance structure that meet the ever-changing, increasing needs of <br />0 <br />0 <br />@ <br />� <br />=k <br />0CO <br />▪ cD <br />kk <br />1ƒ <br />0 > <br />e E <br />§ <br />a) • 0 <br />E% <br />c7 <br />«a <br />> .0 <br />■ t <br />• c <br />. <br />■£� <br />_• 7.9 <br />E E <br />O 'E <br />•_ ■ <br />11 <br />.2 0 <br />C3 <br />Key Outcome Indicators/Metrics <br />• Centered responsibility and accountability <br />of City's performance with one person <br />• Achieved significant savings by reducing <br />the number of Personnel Committee <br />meetings and Council agenda items <br />• Reduced redundancy, administrative work, <br />and time <br />• Decreased stipend expenses by 100 <br />percent <br />• More transparency in tax statements. <br />• Develop a three year staffing projection <br />• Established highly -functioning and <br />sustainable organizational structure <br />• Retained key employees <br />• 100 percent updated job descriptions <br />• Updated Personnel Policy <br />• Enhanced clarity and transparency among <br />staff <br />• A plan to increase bench strength <br />) <br />A <br />) <br />) <br />/ <br />0 <br />• <br />• Adopted up-to-date HR security and <br />tracking <br />Notes <br />Approved and effective January 1, 2015 <br />Lo <br />E. <br />cm <br />co <br />0 <br />Key position descriptions have been updated and <br />new Personnel Policy was adopted. <br />Proposed for 2015 as Full -Time Office Assistant <br />was not approved for 2014 <br />Courses were held in November and December <br />2014, all supervisors completed the Ramsey <br />Management Academy. <br />Currently, working with Apprize and LQGIS. <br />Anticipated 2016 budget item. <br />Il <br />m <br />0 <br />\\ <br />\ \ <br />Description <br />Modify the authority of the City <br />Administrator <br />Dissolve HRA <br />Review organizational structure for <br />efficiency and effectiveness (reporting, <br />grouping like work groups, etc.) <br />Reclassification of jobs <br />Update key human resource tools- job <br />descriptions (basis for employee <br />performance and pay strategy) and <br />development plans <br />Update and distribute Personnel Policy; <br />ensure Personnel Policy mirrors labor <br />as reements <br />Develop a cross -training, succession <br />planning, 3 Deep strategy <br />Develop and implement a supervisor <br />training program <br />Evaluate performance management <br />HRIS systems <br />q <br />g <br />(0 <br />Tr <br />■ <br />$ <br />S. <br />G <br />G <br />G <br />Strategic Initiative <br />Enhancing <br />governance structure <br />Enhancing <br />organizational structure <br />0 <br />cc <br />e <br />CL <br />