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Department of Human Resources seeks subscriptions, training position and tools to support recruitment and remote work
Summary
DOHR asked for recurring subscriptions for HR research and market data, an instructional designer position to expand ADA-compliant training and supervisory readiness programs, and reported that about 6.7% of state employees work fully remote while 38% use some alternative-work arrangement.
Commissioner Williams presented the Department of Human Resources' fiscal 2026 request to the Finance committee, focusing on technology and talent-management tools, a new instructional-designer position for ADA-compliant training, and continuing remote-work policies intended to improve recruitment and retention.
DOHR asked for recurring funding of $112,100 to maintain a Gartner HR subscription for research and best-practice tools and $14,000 for a market salary survey capability. The department also requested one instructional-designer position with total cost about $138,800 to expand ADA-accessible training and supervisor readiness programs. The department proposed a $256,000 reduction in operating funds targeted at noncritical expenses and said the net budget change would be $5,000.
On workplace policies, Commissioner Williams said the state established alternative-work solutions (AWS) beginning in 2014 and that approximately 6.72% of the state workforce work from home full time (about 2,000 employees), while about 38% work a minimum of two days under AWS. The commissioner said agencies determine which job classifications are eligible for full-time remote work and that alternative arrangements are monitored through performance expectations.
Why it matters: DOHR's tools and training aim to strengthen recruitment, reduce turnover and ensure accessibility for employees with disabilities. Committee members asked how DOHR will measure recruitment success; the commissioner cited improved applicant volume and quality after recent compensation investments and said the new subscriptions will support targeted recruiting for hard-to-fill positions such as corrections officers and child-services case managers.
Implementation detail: the commissioner and staff said the department is prepared to apply research and vendor tools to help agencies with targeted recruiting and retention plans, and emphasized that the instructional-designer role would create ADA-compliant learning resources and leadership development opportunities for new supervisors.
