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Home My WebLink AboutFY 2020 Budget Presentation (Department of Human Resources)DEP A RTMENT OF HUMAN RESOURCES TH E COU N T Y O F KA UA'I D ER EK S. K. KAWAKAM I, MAYOR M ICH AEL A. D A HILI G, M ANAGING DIRECTOR FY2020 BUDGET AND OPERATIONS SYNOPSIS 1. FY 2019 to FY 2020 Budget Comparison Department: HUMAN RESOURCES F Y 2 0 1 9 FY 2 020 $+I - Salary and Wages 1,413,620 1,399,272 -14,348 Benefts 687,899 849,17 3 161,274 Utiiies 0 0 0 Vehi.'.:e/Equp, Le ase 0 0 0 Opera tons 436,651 476,452 39,801 2,538,1 70 2,7 24,897 186,727 J AN INE RAPOZO ACTING DIRECTOR Ofo+f - -1.0% 23.4% 0 .0% 0.0% 9.1 % 7.4% FY 2019 Operating Bud get FY 2 0 20 Operating Budget •Sa la ry a nd W ages • Be n efits Utilit ies • V eh icle /Equ i p , I • Sa la ry a nd W ages 1 •Be n e fi ts u ·ti liti es •V e hic le/Eq ui p , Lease Lease JI ---------·-----~~e ra ti o: __ l ___ _ •Op e rati o ns 1 ,600,000 1 ,400,000 1,200,000 1 ,000,000 800,000 600,000 400,000 2 00,000 0 FY 2019 and FY 2020 Comparis on -·-~ - - t- r- t l Sa la ry a n d W ag es .......-; ~ ! l Benefits ~ Utilities www.kau a i.gov V eh icle/Equi p, lease -1 - - i Operations 4444 Rice Street Suite 140 • Llhu'e, Hawai'i 96766 • (808) 241 -4956 (b) • (808) 241 -6593 (f) An Equal Opportunity Employer FY 2019 FY 2020 2. Major Changes and/or Variances in Operating Budget Overall, the Department of Human Resources' (OHR) FY 2020 budget request reflects an $186,727 or 7.4% increase from FY 2019. While Salaries and Wages showed an aggregate decrease of $14,348or1%, Benefits showed a marked increase of $161,27 4 or 23.4%. Salaries decreased as new staff started with the department at entry level wages versus employees with salaries reflective of their years of service with the County. The Benefits' aggregate increase of 23.4% or $161,27 4 reflects the increase in Employee Retirement System's (ERS) contribution amount and an allowance for pending collective bargaining raises. Operationally, there is a cumulative increase of 9.1 % or $39,801 over the previous budget. A decrease of $26,500 was made to reflect historical trends in the various contracts for Consultant Services. Increases include $31,550 to the R&M Computers account for annual maintenance costs for our NeoGov recruitment and on-boarding programs, a cost being transferred from Finance-IT. Other increases include an additional $12,000 in Office Supplies for the purchase of Police promotional exams, and an increase of $22,750 in Other Commodities to centralize the payment of Hepatitis B vaccinations ($18,000) and an increase of $4,750 for Countywide drug testing due to the increase in the federal random testing rate. 3. Operational Challenges • Staff departures during the first part of this fiscal year brought with it personnel shortages and along with it, institutional knowledge being lost. After previously losing an HR Technician in August to the State, an HR Specialist Ill transferred to the Fire Department in November and our Central Payroll Accountant retired after forty ( 40) years of service in December. 4. Top 3 Operational Highlights from FY 2019 • One of the goals in creating a Department of Human Resources was to centralize services to increase standardization and efficiencies. During the current fiscal year, payroll data entry and leave accruals for another two (2) departments (KFD and KEMA) were transferred to the OHR. The centralization of these processes allows for greater efficiencies as well as consistent contract interpretations for pay and leave accruals. (' ' 4. Top 3 Operational Highlights from FY 2019 (cont.) • Training continues to be a top priority for the OHR and various trainings have been scheduled for all levels. Various safety training videos are viewed by all new hires during on-boarding and supervisory training is offered throughout the year to provide supervisors with the necessary resources to succeed. While these training tools and resources provide for a good foundation for supervisors and managers, the OHR provides guidance to departments as situations arise. The next scheduled training will be in June for all Department Head and Deputies focused on DiSC-a behavioral assessment tool to help our staff gain insights into their own behavior and that of others, in hopes of being able to communicate and work more effectively with others. • Aside from helping the Water Board, Police Commission and Fire Commission in recruiting for and selecting their department heads during this past year, the OHR has worked tirelessly with the KPD to fill their Police Officer vacancies as soon as possible. The OHR continues to test qualified applicants monthly and also modified the test trying a standardized Police Officer test to see if the success rate would increase . Unfortunately, this was not the case and therefore, the department reverted back to tests generated by DHR's Recruitment staff. For Fire Fighter trainee positions, unlike previous years, all Fire applicants that passed the written test were invited to the performance testing this past year. While definitely more labor intensive, this was deemed to be a fairer method of determining an applicant's eligibility.