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Human resources presents flat FY26 budget, flags turnover and recommends training and compliance work
Summary
Interim HR Director Toya Martin presented a flat fiscal‑year 2026 budget and highlighted turnover, exit‑interview processes, compliance audits to avoid Department of Labor fines, training for managers and the city’s benefits profile.
Interim Human Resources Director Toya Martin presented a flat fiscal‑year 2026 budget to the council and told members the department will not seek additional operating funds this cycle. Martin said HR is focusing on compliance, training and staffing stabilization after elevated turnover.
Martin said HR is responsible for recruiting, classification and compensation, employee relations, training and benefits administration, and that the department includes 15 staff members. “We are not asking for any increases this budget year. This is a flat budget,” Martin said.
Nut graf: HR reported elevated turnover in some departments, noted the city has an exit‑interview process, and described compliance work to reduce wage and hour infractions, while recommending leadership training and a review of benefits structure to consider whether employees would prefer salary increases over expanded dependent coverage.
Martin gave a departmental breakdown of separations since Oct. 1, 2024, totaling 240 employees citywide in the period covered by the report; she said that many losses in some units reflect seasonal hires and senior‑aide programs. She also said HR has instituted compliance audits after a pattern of Department of Labor inquiries over wages and overtime and that HR has a dedicated compliance and compensation officer to help avoid fines and back‑pay liabilities.
On benefits, Martin noted the city pays 100% of employee premiums and about 85% of a plus‑one in some tiers. She said most employees are enrolled in the city’s platinum plan and that, if given a tradeoff, many employees would likely prefer salary increases instead of reduced dependent coverage; Martin urged the council to weigh that against the risk of leaving employees with inadequate coverage.
Ending: Martin said HR offers leadership training modules that include performance management, FMLA, conflict management and harassment prevention. She closed by saying HR will support the civil service commission as it resumes hearings and will provide requested data on administrative leave counts and exit reasons.
