HomeMy WebLinkAbout22 - Recruitment & Selection SupervisorCITY OF NEWPORT BEACH
CITY COUNCIL STAFF REPORT
Agenda Item No. 22
May 27, 2008
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: Human Resources Department
Barbara Ramsey, Human Resources Director
949 - 644 -3303, bramsevO- cltv.newaort- beach.ca.us
SUBJECT: RECLASSIFICATION OF SENIOR HUMAN RESOURCES ANALYST TO
RECRUITMENT AND SELECTION SUPERVISOR
RECOMMENDATION
Approve the City Manager's recommendation to reclassify the Senior Human
Resources Analyst to the new classification of Recruitment and Selection Supervisor.
Over the past few years Human Resources (HR) has changed the way we do business,
and some of the old embedded practices have been eliminated. We have developed
more updated efficient processes and are becoming increasingly more paperless with
our systems. Our revised recruiting practices, on -line recruiting and application system
and our on -line benefits open enrollment are examples of this progress.
Some of our priorities have also changed with the development of benchmarking and
performance measurements. We asked our customers (departments) what they felt
were our most important functions to assist them In serving the public. It was
unanimous that recruiting and selection was their top priority with employee relations
and counseling listed second. Not only is recruitment and selection a top priority, but it
is also the area where our workload has increased the most.
We are continuing to experience a tremendous increase in the number of recruitments
conducted, as well as the number of candidates applying for each position. For
example, in FY 05/06, we conducted 88 recruitments; this fiscal year, we anticipate
conducting 177 recruitments. It is not uncommon to receive over 400 applications for
entry-level positions, and so far this fiscal year we have processed 7,742 applications
and administered 21 written and /or performance exams. In addition, just this fiscal year
alone, we have hired 170 new employees which includes129 part-time and 41 full -time
positions. We have changed some of our processes to accommodate this increased
Reclassification Council Report
May 27, 2008
Page 2
volume by using on -line applicant tracking and test development, holding large written
examinations at the Costa Mesa Community Center and having one, full -time high -level
employee responsible for recruitment and selection as well as supervision of employees
in the Recruitment Center.
Our recruitment staff consists of one Senior HR Analyst, two full -time employees and
two temporary part-time HR Analysts. The Senior HR Analyst supervises and
coordinates the schedules of the recruitment staff and is totally responsible for timely
and efficient recruitment and selection for all city departments. It has become evident
that because of the high level of responsibility and busy workload in recruiting and
hiring, it is critical that we have one staff member dedicated to the oversight of the entire
recruitment and selection function. Our Senior HR Analyst has been serving in that
capacity since December, and the recruitment and selection function is running very
smoothly. This is a major increase in her duties and responsibilities and we are
recommending that her position be reclassified and paid comparable to staff in other
organizations with comparable duties and responsibilities.
Because we are removing the recruitment function from the HR Manager's
responsibilities, we anticipate a review of that classification in the future which may
create some salary savings. The HR Manager is currently on leave and therefore, we
will not be making any recommendations at this time. The HR Manager position will
continue to maintain higher level responsibilities such as labor relations, employee
disciplines and grievances, investigations, training, reclassifications and compensation,
benchmarking, employee relations, performance evaluations, budget and special
projects.
The new recommended salary for the Recruitment and Selection Supervisor is a 10%
increase over the Senior HR Analyst with a salary band of $7663 - $8930. The City
Manager has reviewed the information and approved the proposed reclassification.
This new salary fits well within our current classification and compensation system and
is slightly above the median of classifications in other cities with the same duties and
responsibilities.
Funding Availability:
The increase for FY 07 -08 can be absorbed in salary savings. The annual cost of the
increase is $11,660 (Including benefits) which would be added to the FY 08/09 budget.
Prepared and Submitted b
Barbara Ramsey,
Human Resources Director