Menlo Park Fire Protection District

 

Human Resources and Risk Management

 

Program Overview

The Human Resources (HR) program is designed to provide leadership, guidance, and support to all Menlo Park Fire Protection District (District) divisions and employees, fostering a diverse, innovative, and high-performing workforce. Key functions of the HR program include recruitment and selection, on-boarding and orientation for new employees, classification and compensation management, labor negotiations, and employee relations. The program also manages employee benefits, training and development, workers' compensation, safety initiatives, wellness programs, and provides assistance with all employment-related matters. 

Management Oversight

The HR program is managed by the Administrative Services Director, with oversight responsibilities delegated to the HR Manager. The program is staffed by two full-time equivalent positions and covers general expenses related to labor relations, risk management, benefits administration, workers' compensation insurance, retiree benefits administration, and office supplies. 

Program Objectives

  • Manage and maintain positive working relationships between the District, bargaining units, and employees to promote effective communication and cooperation.
  • Recruit and retain an innovative, talented, and diverse workforce to meet the evolving needs of the District.
  • Oversee benefits programs and payroll processes, ensuring accurate and high-quality service for all employees.
  • Create and refine district-wide administrative and personnel policies to ensure consistency, fairness, and compliance.
  • Manage the workers’ compensation program and oversee the light duty program to support employee health and recovery.
  • Organize employee events and recognition programs that promote engagement, inclusion, and motivation within the workforce.

FY 2024-25 Accomplishments

  • Initiated negotiations for a new Memorandum of Understanding (MOU) with AFSCME.
  • Conducted a successful promotional exam for the Fire Captain position.
  • Completed the assignment of a 40-hour Battalion Chief role and filled the position in the Urban Search and Rescue Taskforce.
  • Successfully reclassified several positions, including Emergency Services Coordinator and Volunteer Services Coordinator to the Risk Reduction Officer series, as well as Project Manager.
  • During open enrollment, personally met with over 130 employees to review their benefit program options.

FY 2025-26 Program Initiatives

  • Continue advancing initiatives that foster a workplace where every employee feels appreciated, respected, and empowered.
  • Implement a new employee evaluation system designed to more effectively assess performance, provide constructive feedback, establish both short-term and long-term goals, and motivate staff. Provide training for all managers and supervisors on effective performance management techniques.
  • Finalize negotiations for a successor Memorandum of Understanding (MOU) with AFSCME and initiate and complete negotiations with IAFF and the IAFF Battalion Chief unit.
  • Launch a recruitment process specifically targeting San Mateo Community College Academy graduates for firefighter positions.

Full-Time Equivalent Personnel

Program Expenditure Summary

Expenditure Analysis

Salaries: The expenditure request includes regular salaries, annual leave, holiday pay, leave cash-outs, workers' compensation, and other paid leaves. The decrease is due to the anticipated reduction in the salary budget for the Senior Payroll Analyst position, which has been transferred from the current program to the Financial Management program.

 

Retirement: The expenditure request includes the standard employer retirement contribution, Unfunded Actuarial Liability (UAL) annual payment, UAL excess payment, and Medicare tax payments. The decrease of $63,172 is due to the anticipated reduction in the retirement budget for the Senior Payroll Analyst position, which has been transferred from the current program to the Financial Management program.

 

Benefits: The expenditure request includes payments for the café plan, dental plan, life insurance, and post-employment health plan benefits. The decrease of $45,851 is due to the anticipated reduction in the benefits budget for the Senior Payroll Analyst position, which has been transferred from the current program to the Financial Management program.

 

Materials and supplies: The expenditure request includes special projects, office supplies, travel, conference registrations, membership licenses, and miscellaneous supplies. The decrease of $24,000 is primarily due to anticipated reductions in supplies, subscription dues, conference and training registrations, travel, and transportation costs for the upcoming fiscal year, following the transfer of the Senior Payroll Analyst to the Financial Management program.

 

Contract Services: The expenditure request includes benefits administration services, consultant services, general contract services, workers' compensation insurance services, and retiree medical expenses. The $449,100 increase is primarily due to anticipated rises in service rates and the projected increase in workers' compensation claims for the upcoming fiscal year.