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HR seeks classification-and-compensation study and HRIS to reduce admin burden, support succession
Summary
Human Resources presented a multi-year plan calling for a citywide classification and compensation study (one-time cost estimated under $150,000), phased HRIS implementation to cut manual payroll and admin time, and a succession and leadership-development program to address a wave of retirements.
Human Resources Director Veronica told the council workshop that the city needs a modern HR foundation — a current classification and pay study, an HR information system, and a formal succession plan — to reduce administrative burden and stem turnover.
Veronica said the last full classification-and-compensation study dated to 2007 and recommended council authorize a professional market study to update job descriptions, create pay bands and embed competencies. She estimated an initial outside study cost not to exceed $150,000 and said follow-up updates would be less frequent (every 3–5 years).
On technology, HR asked the council to approve phased procurement of an HRIS system to unify applicant tracking, payroll interfaces, benefits administration and performance management. Veronica said multiple systems are currently used for different HR functions and that an integrated platform could cut manual entry and speed hiring, benefits access and employee self-service. She estimated an implementation phase cost (for software and deployment) plus additional modules phased in later.
Veronica also highlighted succession and leadership development needs: as of the end of the month, 6 of 17 director-level positions are eligible to retire now and 10 of 17 will be eligible within five years; across departments, some divisions (fire, police) have nontrivial retirement exposure. HR proposed a leadership academy, hybrid training modules, and targeted intern/apprenticeship partnerships with local schools and colleges to build pipelines.
Veronica acknowledged budget constraints and urged a phased approach, noting the city is self-insured for benefits and that targeted wellness and claims-management programs could reduce health-care costs over time.
Ending
HR requested council consider the classification-and-compensation study and HRIS groundwork in the budget process; staff will return with specific procurement options, phased cost estimates and an implementation timeline.
