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Franklin County commissioners hear detailed HR report on recruitment, benefits and training
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Summary
Human Resources division leader Tiffany Bloyer briefed the Franklin County Board of Commissioners on hiring, benefits, payroll and training programs, citing recent application volumes, wellness participation and efforts to recruit local students and interns.
Tiffany Bloyer, division leader for Human Resources in Franklin County, gave commissioners a roughly 10-minute overview of the department’s operations and initiatives on April 23, outlining recruitment, benefits, payroll, training and safety work that supports roughly 700 county employees across 52 departments and two 24/7 facilities.
Bloyer said the county moved to an applicant tracking system within the past year and that, since May 2024, the county had received 2,312 applications across 511 job postings. "It takes about an average of 12 minutes to complete the application," Bloyer said.
The presentation emphasized internal promotion and retention. Bloyer said there were 32 internal promotions in 2024 and 39 former employees who returned to county employment since 2020, a phenomenon she described as "boomerang employees." She also noted ongoing outreach to high schools and colleges to attract candidates who are not college-bound.
On benefits and leave administration, Bloyer said the HR team manages new-hire enrollments, invoices, leave accommodations and wellness programming. She said benefits staff process about 32 invoices per month and manage an average of 41 active medical-leave or accommodation cases weekly. "We have approximately 22 continuous FMLA or ADA accommodations pending cases," Bloyer said, describing the mix of pending, approved and accommodation cases.
Bloyer described the county’s payroll cadence and systems. Payroll is processed every two weeks for about 700 employees; she said the HR shop begins processing on Friday and typically passes payroll to the controller’s office the following Tuesday. The county uses Kronos for 9-1-1 and jail timekeeping and Munis for other employees.
Training and development programs were a major focus. Bloyer said the county’s in-house leadership development program has graduated 44 employees and that eight graduates have been promoted into leadership roles. She described other training offerings — a manager boot camp, supervisor training, and countywide classes such as CPR, active-shooter response and Microsoft Office — and said the number of offered trainings increased from 16 in 2020 to 42 in 2024.
On workforce engagement, Bloyer said Franklin County hosted 20 interns and 22 job shadows in 2024, compared with 18 interns and three job shadows in 2021. She also said the county awarded six $2,500 nursing scholarships to high school seniors and that county employees raised more than $75,000 for local nonprofits over four years.
Bloyer closed with compliance and safety notes: workers’ compensation is a state requirement, she said, and the county averaged about 43 workers’ compensation claims per year from 2019–2024. She described cooperation with risk management and the importance of complying with federal and state employment laws, including the Fair Labor Standards Act and FMLA.
Commissioners praised the HR team’s work; no formal action was taken during the presentation.
The HR staff who appeared with Bloyer included recruitment and compensation staff and specialists in benefits, payroll and training who were named during the presentation.
