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DEPARTMENT OF HUMAN RESOURCES
FY 2023 BUDGET AND OPERATIONS SYNOPSIS
Annette L. Anderson
Director
rtment: HUMAN RESOURCES
Fund: GENERAL FUND
1. FY 2022 to FY 2023 BUDGET COMPARISON
I)L`Dar1r51Cn1: H11MAN RESOURCES
F'r2OZ2
FY2U23
$*f-
%4*1-
Salary and Wages
1,649,559
1.fi59,0G5
10,476
O_f3%
Benefits
457,917
1.039,636
71,769
7_A%
Utilities
700
700
0
OJO%
Vehicle/Equip, Lease
1
L
O
0j0%
Operations
390,209
743,208
402,999
1033%
3,037.116
3,442,660
485,244
16.1%
FY 2022 Operating Budget
■salary and wages
496 ' ii ■ Benefits
Utilities
■ Vehidp-lq uip,
Lease
■ operations
FY 2023 Operating Budget
■Salary and wages
■ Benefits
0%
Utilities
C%i-d
■ VehidP-Iquipr
Lease
■ operatians
FY 2022 and FY 2023 Comparison
1,604,044
1,604,004
1,104,000 —
1,204,040
1,004.000
■ FY 2022
844.444
■ FY 2423
604,080
.1100,000
204,400
0 ! - L
Salary and wages Benefits Utilities vehicJR"uip, -operations
Lease
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2. MAJOR CHANGES AND/OR VARIANCES IN OPERATIONS BUDGET
Although the overall Department of Human Resources' (DHR) FY 2023 budget request reflects a
$485,244 (16.1%) increase from FY 2022, it is important to understand that DHR is only seeking
$353,000 for the Human Resources Management System (HRMS) project as discussed below, and
the remainder of the increase in the budget request is due to increased Salaries and Benefits
resulting from reallocations and promotions that occurred in FY 2022 and an increase in Other
Post Employment Benefits (OPEB).
The charts and tables on the preceding page reflect an increase to "Operations" in the amount of
$402,999, which includes the $353,000 for the HRMS project. However, the remaining $49,999 is
not a true increase in expenses. Instead, DHR took $49,999 from the Unemployment Benefits
account and applied the funds to various "Operations" accounts to better reflect the funding
needs of DHR.
Thus, the only increase requested by DHR involves the $353,000 for the HRMS project, except for
the increase to salaries/benefits/OPEB as mentioned above. The $353,000 will cover the cost of
the annual subscription and maintenance fees for the HRMS. This annual expense, which was
noted in last year's budget narrative to the administration, provides the necessary funding for
subscription and maintenance fees, which are required by vendors of software systems. Without
maintaining the subscription and maintenance fees, the system would soon become outdated,
and unusable. The HRMS is comprised of three separate software products. A breakdown of the
$353,000 annual fee is as follows:
1) $317,000 for Workday (human capital management, time & attendance, payroll, benefits)
2) $18,000 for ADP (payroll tax/unemployment insurance)
3) $18,000 for TimeClock Plus (automated work schedules for police and fire)
As mentioned above, the other increases to Salaries and Benefits resulting from reallocations and
promotions and OPEB are $10,476 (0.6%) for Salaries and $71,769 (7.4%) for Benefits and OPEB.
Finally, there were no increases in Utilities and Vehicle/Equip, Lease.
3. OPERATIONAL CHALLENGES
Throughout FY 2022, numerous personnel have dedicated many hours working towards the HRMS
project to assure a successful implementation for when go -live occurs. The amount of resources
and time expended has been challenging because the regular work must also be completed, e.g.,
payroll still needs to pay employees on time while being trained, engaging in testing, and analyzing
issues for the new HRMS.
4. TOP 3 OPERATIONAL HIGHLIGHTS FROM FY 2022
• DHR staff has engaged in extensive HRMS training, assisted with tasks pertaining to data
extraction from the current system into the new system and corresponding post validation of
data, engaged in hundreds of testing scenarios to validate that the various business processes
were configured correctly, worked with third party vendors to assure that the data from the
new system can be successfully integrated, and communicated with the more than sixty
"Change Ambassadors" who work in various departments and agencies and will assist with
implementation of the HRMS.
• Despite the many challenges and hurdles faced due to COVID-19, DHR staff has provided
advice and guidance to employees to assure a safe and healthy work environment. DHR staff
continues to adhere to policies and guidance from our Department of Health partners.
Throughout FY 2022, DHR was able to quickly adapt to the ever -changing times and addressed
each issue/concern with the goal of the reaching the best resolution possible.
• DHR has recently established two new critical positions that will benefit the County as a
whole. A new Safety Officer has been hired, which will be a tremendous asset for all County
employees. Safety policies will be updated, trainings will occur, and additional support will be
provided for the Workers' Compensation unit. A new Human Resources Management System
Administrator position has been established, which will provide much needed support during
the final stages of the HRMS implementation project, and continuing after the go -live date,
which will assure that employees understand the new system and how it benefits each
individual employee.
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