FY2022 Adopted Operating and Capital Budget

FY2022 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

County Strategic Goal Alignment: Ensure Fairness and Consistency in Position Classification Good Governance Review position classification and policies for competiveness and fair treatment

FY 2019 FY 2020 FY 2021 FY 2022 33% 33% 33% 33%

Percentage of Position Classification Reviewed Percentage of Policies Reviewed

Target Actual Target Actual Target Actual

33%

0% 100%

--

10% 10% 10% 10%

--

--

--

--

Turnover Rate

<10% <10% <10% <10%

15% 12%

6%

--

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. The FY22 budget includes implementation of a new Comprehensive Classification & Compensation Study. This includes installing a new salary plan, salary adjustments for certain classifications and using the Segal Evaluator (classification software) to classify our positions moving forward.

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