People Operations details hiring, training and civil‑service testing; market study to begin in November

A staff member from the City of Temple's People Operations delivered a departmental update at a council workshop, outlining recruiting, training and employee‑engagement work for the fiscal year to date and announcing a general‑government market study that staff plans to start in November.

The People Operations presenter (name not specified in the transcript) said the department has hired a benefits specialist, launched an internship program and implemented an employee recognition program called "You Make the Difference." "It is time for us to kick off the general government market study," the presenter said, adding that the market study will begin in November and will lead to updates in job descriptions, position compensation forms and other changes approved during the budget process.

Staff reported a range of training and engagement efforts completed in the first three quarters, including internally run new‑manager trainings, leadership training (29 attendees at a September session), customer‑service classes and safety trainings (stop‑the‑bleed, hazardous communications and hands‑on CPR in conjunction with fire). Employee events reported included a holiday party with roughly 392 attendees, an employee‑and‑volunteer appreciation event with 173 attendees, a bring‑your‑kids‑to‑work day with about 110 attendees and a family water‑park night with approximately 287 attendees.

On recruiting, staff described changes to civil‑service testing and the department's effort to expand applicant sourcing. The presenter said the city continues to run civil‑service entrance exams and that a large entrance exam was scheduled for the month of the workshop; about 113 people had registered to take that test, the presenter said. The presenter explained the basic mechanics of civil‑service lists: candidates receive a score that combines written, physical and any qualifying points (for example, military or education points), the highest combined scores are ordered on a ranked list, and the city hires from that list when openings occur. The presenter also noted the city maintains separate lateral lists to allow experienced officers to be considered more directly.

Council member Ms. Kendall asked about the benefits waiting period for new hires; the presenter replied that new employees have a 60‑day waiting period before enrollment in city benefits. The presenter also reviewed KPIs: application surges by quarter, top applicant sources (the city website and other job sources), hires by month (with summer hiring spikes) and new‑hire orientation attendance. Staff estimated the city's workforce scales between roughly 900 and 1,000 persons depending on summer seasonal hires and said lifeguards account for about 100 summer part‑time hires.

Staff said turnover was low citywide when measured against the whole workforce, but that department‑level turnover can vary. For separations between October and June, staff said 204 employees separated and 21 responded to an exit survey; among those responders pay and personal reasons were leading causes cited.

No formal decisions were recorded in the workshop transcript. The presenter said People Operations will: implement the market study results by updating job descriptions and compensation forms, continue civil‑service testing and recruiting events, expand the learning management system, and enhance volunteer and talent‑acquisition processes.

The presenter closed by noting safety plans (building evacuation maps) and recruitment successes such as sourcing an HVAC technician certified through the Texas Department of Licensing and Regulation (TDLR) to meet a department need.