Jeremy Wiggins, the city's new human-resources director, outlined department objectives for streamlining open enrollment and improving HR information systems.

Wiggins said staff will implement a benefits-enrollment platform (paid through carrier-broker arrangements, he said) to replace paper enrollment packets; staff aim to use the tool to simplify enrollment and new-hire onboarding with zero direct software cost to the city. Wiggins said HR will also work with BS&A, finance and IT on employee self-service features and to identify efficiencies around payroll, direct-deposit updates and performance management.

He described a dip in use of the city-run employee health clinic. Staff reported utilization at about 82% of prior capacity and projected lower utilization for the coming fiscal year (staff estimated 77% in one slide). Wiggins and other staff said utilization has been inconsistent and the current third-party clinic operator has had staffing and service shortfalls; the city is evaluating alternative clinic providers. Wiggins noted the clinic continues to provide occupational health, pre-employment physicals, flu vaccinations and instant-access medication for covered employees and is used for post-accident screening.

Wiggins reiterated that the city is due for a compensation/classification study per charter requirements; he said the HR team will coordinate the study and review total-rewards components (salary, benefits and leave) and that the study will be part of the upcoming budget-year work.

Commissioners asked about succession planning and whether the city's benefit-selection options are available to commissioners as self-pay members; staff said commissioners can self-pay for the city's plan but the commission would need to decide whether to subsidize such coverage. Wiggins said HR will provide open-enrollment materials and a study plan when the procurement and implementation steps are scheduled.