FY2021 Adopted Budget

FY2021 Adopted Budget Organizational Budgets

Human Resources Division

Human Resources Division The Frederick County Department of Human Resources is responsible for the administration of employee benefits, recruitment and selection, wage and salary administration, affirmative action, employee/labor employee relations, training, employee counseling and assistance, and support to the County Executive and Management. Human Resources develops policies and procedures; provides training and development in areas of effective leadership and employment law and government regulation. The recruitment and selection of the most qualified candidates is supported by providing pre-planning staffing services, ensuring an effective internal interview process, identifying the best and most cost effective recruitment sources, and conducting thorough reference checks.

Retaining our valued employees is supported by assuring effective leadership qualities in our managers; providing competitive wages and benefits; furnishing technical, interpersonal and career development training and coaching; conducting exit interviews and supplying relevant feedback to management; and enhancing two-way communication between employees and management. The department provides services in a fair and equitable manner and provides accurate, efficient, and timely services to both employees and County agencies, all in accordance with policies and procedures as adopted by the County Executive.

Strategic Goals Comprehensive Classification and Compensation Study

Complete a total com SUHKHQVLYH UHYLHZ RI WKH &RXQW\¶V Classification and Compensation System by an independent contractor/vendor. This study will be the basis to realign our compensation levels to ensure that we will be competitive in attracting and retaining employees. Ensure Fairness, Consistency in Position Classifications Conduct review of promotional policies and work hours. Review promotional policies and determine whether the County is competitive. Compare County polices to peer organizations to evaluate whether the policies serve their purposes. Evaluate reclassification process versus upgrade process to validate the competitiveness (service/credentials) of the upgrade process. A low turnover rate and good survey results will measure competiveness resulting from retaining the existing workforce through fair and consistent treatment. Diversity Initiatives Conduct a complete review and analysis of our recruitment and selection policies and practices to ensure we develop and promote having an inclusive/diverse workforce. Human Resources will partner with Frederick County Government leadership/directors to make improvements in areas that we determine we have an underrepresentation of groups of employees.

260