Human Resources & Talent Development

Fiscal Year 2022 Operating and Capital Budget

Department Finance Information

Human Resources & Talent Development

DEPARTMENT WEBSITE: http://www.tampagov.net/human-resources

VISION AND MISSION:

The vision of Human Resources & Talent Development is to partner with employees and departments to ensure the department relationship supports the administration's goals and objectives. Human Resources & Talent Development's mission is to develop, communicate, and administer policies and procedures that ensure the City's workforce is comprised of the highest quality employees representative of the City’s diverse population.


GOALS AND OBJECTIVES:

  • Provide a recruitment experience that produces the highest caliber of employee within an optimal time-frame;
  • Provide appropriate compensation and benefits plans for employees;
  • Ensure employees are properly trained to do their jobs, leveraging a City-wide Training Council;
  • Provide pro-active communication and guidance to employees and managers that ensure consistency and fairness in the execution of Human Resources & Talent Development policies and procedures;
  • Maintain positive relationships with the collective bargaining units that represent our City employees;
  • Recognize employees for their contributions; and
  • Maintain all HRMS data to ensure accurate processing of payroll and personnel transactions.

CURRENT OPERATIONS AND INITIATIVES:

  • Continue to build on improvements to the recruitment process, including both internal efficiency and communication with applicants;
  • Expand diversity recruiting efforts to increase the talent pool with more diverse applicants;
  • Provide organizational design expertise to City departments that ensure efficient operations;
  • Implement City-wide training initiatives that support core values, and equip employees to excel in their roles;
  • Continue to improve our human resources data analytics capabilities using the Oracle Enterprise Resource Planning (ERP) solution; and
  • Maintain the employee "Know Your Role" system in support of the City's Emergency Preparedness Program.

Department Performance Measures

PERFORMANCE CHART STORY: https://stories.opengov.com/tampa/published/AfIVRrS4j



Annual Hires by Department

This graph displays the number of annual hires by department.

Risk & Insurance Division

DEPARTMENT WEBSITE: https://www.tampagov.net/human-resources/risk-management

VISION AND MISSION:

Risk & Insurance is committed to providing comprehensive risk management, insurance, and employee wellness and benefit programs to all City of Tampa departments, employees, and retirees.


GOALS AND OBJECTIVES:

  • Provide a safe workplace that meets all state and federal guidelines, using training, consultation and inspections, accident investigations, and health screenings to identify, evaluate, and control workplace hazards;
  • Manage the City’s liability and property and casualty exposure in a cost-effective manner with policies that identify, eliminate, transfer, and as a last resort, insure risk to which the City is exposed;
  • Control healthcare costs by working closely with plan participants, City Wellness Centers, and healthcare providers to find the best programs for the City, while encouraging best practices through employee wellness programs;
  • Support employee total compensation with dental, life, disability, vision and retirement benefit programs; and
  • Provide balanced workers’ compensation coverage, including medical case management and a light duty program, so that affected employees experience as little disruption as possible and are able to return to work as soon as medically eligible.

CURRENT OPERATIONS AND INITIATIVES:

  • Build upon the successful reduction in injury costs through implementation of safety programs, supporting departmental safety committees, a Citywide Risk Council, and by embedding safety into training;
  • Updating the claims management system and implementing a document management system;
  • Control costs by using negotiated care arrangements, case management, negotiated provider discounts, and light duty status to encourage injured workers’ timely return to work;
  • Support continued employee wellness screening programs, lunch-and-learn seminars, and targeted programs including smoking cessation, diabetes prevention/management, and weight loss support;
  • Expanded wellness program and incentive rewards to include health literacy and financial wellness; and
  • Implemented proactive healthcare strategies such as virtual physician visits, COVID-19 testing and vaccinations, and after hour appointments, to optimize the City Wellness Centers’ service offerings.

Operating Budget Analysis

Revenues for this department are generated by services billed to other City departments. General revenues provide the remaining funding.


Personnel Expenses increase from Revised FY2021 is due to increase in salaries, pension contributions, and healthcare costs.

Total Budget

Budgeted Position Counts