Denise (last name not specified), Balch Springs’ chief administrative officer and HR director, presented the city’s recruitment, retention and separation metrics for the five most recent fiscal years and described HR initiatives underway.

The presentation covered staffing totals, recent hiring and separation counts, benefits and compensation changes, and programs intended to improve retention and development. Key figures presented from the transcript: 212 authorized positions for fiscal 2025 with roughly 199 active employees as of Sept. 30, 2025; annual new-hire and separation counts by fiscal year (FY21: 44 hires/45 separations; FY22: 81/37; FY23: 56/47; FY24: 92/44; FY25: 61/43). Staff said cultural and organizational changes since 2023 have contributed to turnover patterns and that cultural stabilization typically takes 18–36 months.

HR described several operational changes already implemented: a new ADP human-resources and payroll platform to replace earlier manual and error-prone processes; introduction of standardized interviews and assessments for screening candidates; an updated compensation structure and benefits expansion (including out-of-network medical coverage and short- and long-term disability); and a third-party reporting/investigation platform (WorkShield) to handle employee complaints and investigations. The HR director reported that WorkShield has recorded 13 reports since implementation and estimated cost-avoidance benefits from using a third-party investigative system.

The department also said it is launching a leadership academy, formalizing succession planning, introducing mandatory trainings and strengthening performance-review timelines including 30/60/90-day and six-month probation reviews. HR reported 35 employees eligible for retirement as of Sept. 30, 2025, and flagged several critical roles across police, fire, public works and administrative leadership among those eligible. The director said the city’s focus is to identify internal successors, formalize knowledge transfer and align training and recruitment accordingly.

During council Q&A, members requested more detailed turnover metrics (for example, how many employees leave before completing probation), clarification about whether uniform grievance reporting covers public safety personnel, and confirmation of pay-grade changes that accompanied recent compensation studies. The director said legal and budget work was underway to extend WorkShield coverage and independent investigators to police and fire matters if council authorizes those costs. Council members praised HR’s progress but asked for further data and continued focus on succession planning.

Later in the meeting council recessed to an executive session that listed the city manager and duties of the human resources department as topics for deliberation; the council reconvened into open session with no action taken and adjourned.