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HomeMy WebLinkAboutFY 2026 (Department of Human Resources) DEPARTMENT OF HUMAN RESOURCES FY 2026 BUDGET AND OPERATIONS SYNOPSIS Annette L. Anderson Director 1 Department: HUMAN RESOURCES Fund: GENERAL FUND 1. FY 2025 to FY 2026 BUDGET COMPARISON 2 2. MAJOR CHANGES AND/OR VARIANCES IN THE BUDGET Employee Benefit Account Increase Account 001-0601-512.05-10, Other Employee Benefits, increase of $500,000 for Wellness and Productivity Incentive. • Last year, with the Council’s support, the County committed to paying the full premiums and administrative costs of the Kaiser Standard or HMSA 72/25 PPO health plans, and the Verdegard Supplemental Medical and Prescription Drug plan, for single, 2-party or family coverage. • In our continued efforts to focus on recruitment and retention to remain competitive in the challenging labor market, the Recruitment Division of the Department of Human Resources is collaborating and working with the Office of the Mayor to develop an employee wellness and productivity program. Employers across the country are utilizing wellness and productivity programs, with the goal of retaining employees by offering various benefits designed to improve employee physical and mental health, and to assure a positive work culture, overall well-being and job satisfaction. The administration is considering a monetary incentive program to increase attendance along with productivity, thereby reducing absenteeism, sick leave abuse, all of which will ultimately reduce overtime costs. • An additional increase in Benefits is requested in the amount of $170,225 or 14.7%. To ensure we are adequately positioned to meet future obligations, we have made a strategic decision to increase the allocation of our Other Post-Employment Benefits account across the board. This will provide for flexibility in addressing any potential increases. Salaries Account Adjustments • Increase the Internship Budget Account 001-0601-512.01-02, Wages and Hourly Pay, increase of $30,000. After the success following the increased FY25 internship budget, which allowed for a greater number of interns as well as a higher hourly compensation, we seek to increase the FY26 internship budget by $30,000. We anticipate that this will allow us to increase the number of weeks from six to eight, resulting in more gainful experience, better retention and engagement, and more time to develop skills and work on complex projects, as well as account for the expected statutory minimum wage to $16.00 per hour in 2026. • Transfer of Position Number 582 from KPD to DHR Payroll Division Account 001-0601-512.01-01, Regular Salaries, transfer of $52,908 from Kauai Police Department (KPD) budget to Department of Human Resources (DHR) for the transfer of position number 582. The transfer of position number 582, Accounting Technician, from KPD to DHR Payroll Division will provide additional resources to take over the timekeeping duties of KPD. No additional funding is requested by DHR and KPD concurs with the transfer of the position and its funding. The position is currently vacant. Operations Accounts Adjustments The following Operations Accounts have been increased: 3 • Account 001-0601-512.56-04 Other Travel General – increase by $3,999.00 for anticipated training registrations. • Account 001-0601-512.56-07 Travel/Airfare Training – increase by $2,000 for airfare to attend trainings. • Account 001-0601-512.56-08 Travel/Per diem Training – increase by $1,211 for per diem (note: Although $1,500 is the total, the difference of $289 is coming from other adjusted accounts). • Account 001-0601-512.62-02 Computer Peripherals/Supplies – increase by $7,499.00 for computer laptops that are close to the end of their life span. After reviewing the other operating accounts, DHR made various additions and subtractions to more accurately reflect where the funds are needed. 3. OPERATIONAL CHALLENGES A significant number of vacancies within DHR contributes to additional workload for others. As of the submittal of this Budget Synopsis, out of 25 DHR positions, there are 4 vacancies, which equates to a 16% vacancy rate. Staff have continued making improvements in the Workday payroll and time and attendance system to ensure the best end-user experience, while continuing to attend to their regular job duties. Depending upon the issue, discovery of the problem can take months or excess of a year. 4. OPERATIONAL HIGHLIGHTS FROM FY 2025 Successful implementation of the new Workday Recruitment and Talent modules, following training of end users on the new system and retirement of the Neogov system. Successful implementation of the free medical plans wherein the County covered the full premiums and administrative costs of the eligible plans. Continued our expanded training programs for associates with an emphasis on leadership trainings.