Human Resources

Performance Dashboard


In addition to maintaining a safe and healthy work environment through our risk management program, Human Resources focuses on the full employee lifecycle —recruitment, retention, development and engagement.

This dashboard features both performance goals and output measures. Departments set performance goals that support their Core Service Areas. These goals are tracked and measured to ensure high quality service delivery to our residents. Output measures report on the level of service delivery (number of work orders completed, number of acres mowed).

The mission of the Human Resources Department is to achieve community outcomes through fostering workforce excellence by:

  • providing oversight of human resources and risk management policies and programs;
  • providing quality recruitment to ensure a sustainable workforce; and
  • providing training opportunities to ensure community values which improve the quality of life.

Projects, Major Tasks, and Employee Events

August 2023

  • August 10th, HR recognized 19 employees for their service longevity milestones.
  • August 16th, Human Resources sent out a revised employee policy manual to all employees.
  • August 16th, 27 employees donated blood at a City coordinated blood drive.
  • August 23rd, 50 supervisory staff attended leadership training on the topic of team building.

Workforce Recruitment, Retention, and Support

Mission: To attract qualified applicants and provide resources/support to retain a quality workforce for the organization.

Goal: Retain a committed workforce.

Measure: Maintain turnover of less than 15% of the workforce annually.

Turnover is the number of employees who leave an organization during a given time. Reasons for leaving can include resignation, termination, and retirement.

Our goal is to maintain a turnover rate that is comparable or lower than industry average.

The position count shows the distribution of City Commission approved staff positions across the departments/divisions of the City. The graph can illustrate increases or decreases of staffing levels in each area, as well as overall City-wide.

Recruitment Output Measures

Employee Recognition

HR recognizes Service Awards quarterly for employees completing milestone years of services (5, 10, 15, 20, 25, 30+). Recognition of dedicated service allows the City to show our employees that we appreciate their hard work and time invested in serving our residents.

Employee Wellness Challenges

The City of North Port offers an Employee Wellness Program as an incentive and benefit to employees. Wellness Programs offer many benefits including: attracting talented workers; reducing absenteeism; improving employee morale; reducing turnover; enhancing employee productivity; and creating an overall healthier workforce and environment in an organization.

Employee Wellness Challenges play a major role in employee physical and mental health, employee engagement, and reduced medical costs incurred through the health insurance plan.

The City offers a variety of Wellness Programs for employees including: physical and mental wellbeing challenges, book club and peer support groups, step challenges, lunch and learns' and more.

Risk Management

Mission: To promote a safe work environment by managing the City’s risk management program which includes workers’ compensation, safety, property and auto liability, and insurance coverage.

Goal: Minimize loss of productivity and disruption of services.

Measure: Maintain 80% of the on-the-job injuries to less that 7 workdays of time lost.

Risk Management works closely with employees and departments to try to get injured employees back to work. The goal is that 80% (or greater) of injured employees will be able to return to within 7 work days.

A quick return to work is important for many reasons:

  • allows employee to maintain social connections
  • ensures employee does not suffer a severe financial impact (short term disability only provides 60% of employee wages)
  • helps employee retain their skills

Risk Management Output Measures