Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Human Resources topic
No spam. Unsubscribe anytime.
HR director briefs commissioners on TCP/Humanity rollout, pay adjustments and staffing trends
Summary
Washington County’s HR director updated the commissioners on ongoing implementation of the TCP/Humanity scheduling and payroll project, cybersecurity training completion, a proposed 3% wage adjustment for 2026 and vacancy/turnover rates; several operational follow-ups and director evaluations were discussed.
Washington County’s human-resources director delivered the quarterly HR report at the Sept. 30 Commissioners Court meeting, detailing a multi-month implementation of a new payroll and scheduling system, cybersecurity training completion, staffing changes and proposed pay actions for 2026.
On the payroll and scheduling platform (referred to in the meeting as TCP and its Humanity scheduling component), the director said the county went live on the system in March but has continued to work with the vendor to address additional development needs. An enhancement agreement was executed in August with vendor development work expected to take several more weeks; staff said they completed a test cycle in week five of the vendor’s modifications and that vendor engineers continue to adjust calculations, particularly overtime and incentive-pay rules that involve many pay-step permutations.
The director reported that 911 and the sheriff’s criminal-investigation division are using the Humanity scheduling tool; 911 staff praised the system for shift bidding, swaps and time-off requests, while some other departments continue to use Excel schedules and are working on user adoption.
On compensation, the director summarized budget proposals included earlier in the budget process: a 3% wage adjustment for employees (excluding those paid from SB22 grant funds) and a merit program offering up to a 3% increase for employees who have been in their position at least six months, guided by performance evaluations. The director said departmental performance-evaluation metrics are being developed and that the court will see a workshop on evaluations ahead of applying merit increases.
Staffing metrics presented: an average quarterly headcount of 263 and a turnover rate of about 6% for the reported period. Vacancy details were shown by department, with specific shortages cited in the sheriff’s office (CID, deputy sergeant, deputies) and county jail (transport, part-time bailiffs).
The director also reported completion of the county’s annual cybersecurity training by 233 users, noted ongoing onboarding and applicant-tracking work for Tyler/HR components, and announced plans for job-description training and a countywide safety/fire-extinguisher training pilot.
Ending: The HR director asked commissioners to expect follow-up on implementation milestones for payroll/scheduling fixes, rollout of performance-evaluation tools and recruitment initiatives tied to the 2026 budget.
