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

Goals and 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 2023-24 Accomplishments

• Successfully negotiated a three-year successor Memorandum of Understanding (MOU) with both the IAFF and the IAFF Battalion Chief unit.
• Launched a new recruitment process that eliminated unnecessary eligibility barriers, leading to the successful hiring of seven new firefighters.
• Introduced a new employee on-boarding module to streamline and enhance the on-boarding experience.
• Created and implemented new policies covering COVID-19 protocols, reproductive loss leave, paid sick time, and guidelines for temporary employees.
• Worked with administration and labor groups to establish new job classifications, including 40-hour Battalion Chief, Mechanic series, and Administrative Specialist series.
• Assisted in the implementation of a new scheduling system and led its integration with the District's payroll system to improve efficiency and accuracy.

FY 2024-25 Program Initiatives

• Continue to explore initiatives that support a workplace where all employees feel valued, respected, and empowered.
• Create and implement a new employee evaluation system designed to more effectively assess performance, provide constructive feedback, set both short- and long-term goals, and motivate employees.
• Progress the implementation of the State of California-mandated Workplace Violence Protection Program, including a thorough evaluation of District facilities, identification and mitigation of workplace hazards, employee training, and comprehensive documentation of the program.