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Sarpy County HR presents 2024 staffing, hiring and benefits figures to personnel board
Summary
Human resources staff reported 2024 totals including hires, applicants, benefit take-up and separations; board did not take action on the annual report.
Sarpy County human resources staff presented the department's 2024 annual report to the Sarpy County Personnel Policy Board on Feb. 19, summarizing staffing levels, hiring activity, benefits enrollment and separations.
The report, delivered by Carrie of the HR office, said Sarpy County had "a total of 684 full‑time employees" in 2024 and processed 137 new hires, including temporary workers tied to the election season. Carrie said the county received 2,920 job applications and posted 113 positions during the year. She also reported 205 employees participated in flexible spending accounts totaling $443,516.32.
The annual report noted workplace safety and separation figures: HR recorded 65 workplace injuries for the year and said the county completed 20 Department of Transportation drug random tests (quarterly DOT testing) and related alcohol screens. Separations totaled 99 across all reasons; Carrie listed roughly 67 resignations and 8 involuntary separations and said there were retirements reported (the report contained slightly inconsistent retirement counts across slides and will be clarified in the final version).
Carrie described benefits and training activity. Of 684 employees eligible for benefits, she reported 555 enrolled in health insurance and 662 in dental coverage. She said 57 employees completed the online defensive driving course and 564 (spoken as "600 or 564" in the presentation) completed annual harassment and safety training through the NEOGOV system. The HR presenter also said the county ran an on-site mammogram van provided by Methodist and recognized employees for years of service as part of retention efforts.
The presenter noted work on job descriptions and compensation: HR updated four job descriptions, revised 15, and is working with Gallagher on a compensation study that will lead to additional job-description updates next year. Carrie also outlined that NEOGOV serves as the county's HRIS to store employee files and deliver training.
Board members asked no substantive follow-up questions. HR and the board agreed the annual report required no formal board action.
Documents and legal context referenced during the meeting included the Nebraska Open Meetings Act (posted in the County Boardroom) and county administrative policies on personnel. Carrie said a final version of the annual report will correct a missing exit‑interview count and other minor inconsistencies.
