HomeMy WebLinkAbout20250143.tiffMINUTES
WELD COUNTY COUNCIL
August 19, 2024
The Weld County Council met in regular session in full conformity with the Weld County Home
Rule Charter at 6:30 p.m., Monday, August 19, 2024, at the Weld County Administration
Building, 1150 0 Street, Greeley, CO.
ROLL CALL:
a The meeting was called to order by President Nancy Teksten. Councilmembers Cindy
Beemer, James Welch and Trent Leisy were present, constituting a quorum of members. Elijah
Hatch had an excused absence. Also present was Council Secretary Linda Kane.
APPROVAL OF AGENDA :
Councilmember Beemer made a motion to approve the agenda, seconded by
Councilmember Welch, and the motion carried.
APPROVAL OF DOCUMENTATION:
Approval of July Minutes
Councilmember Beemer made a motion to approve the
Councilmember Leisy, and the motion carried.
2nd quarter RTTP
Councilmember Beemer made a motion to approve the 2nd
seconded by Councilmember Leisy, and the motion carried.
June minutes, seconded by
quarter Report to the People,
REVIEW PROGRAM:
Jill Scott, Chief Human Resources Officer
Ms. Scott reviewed her department's mission and vision statement. Her department supports
employees, department heads and the county.
She said the county recognizes how important employees are and they provide support from
"hire to retire."
Human resources has been working for a while on a new Workday program which replaced
the 25 -year -old PeopleSoft.
Ms. Scott said turnover is expensive and it's at the forefront of the county's approach to a
successful career. She said retention is about 20 percent. She said a lot of employees leave the
county because their spouse is moving out of state or they are following a spouse to another
job. The county employs about 1,900 people.
The county is currently undergoing a compensation study that was launched earlier this year.
Ms. Scott said goals for 2025 include recruiting and retaining employees. She wants to see
Weld County become an employer of choice.
For more information, please see Addendum 1.
PUBLIC COMMENT:
There was no public comment.
OLD BUSINESS:
There was none.
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2025-0143
NEW BUSINESS:
Coordinator Reports/Councilman Reports
There were none.
Bills
Councilmember Leisy made a motion to approve bills, it was seconded by Councilmember
Welch and carried. The bills were paid as follows:
o Weld County Phone Bill for July $25.24
o Prairie Mtn. Media, RTTP 1st quarter $132.00
ADJOURNMENT:
By acclamation, the meeting was adjourned at 7:03 p.m.
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Council P esident. Nancy Teksten
Council Secretary, Linda Kane
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8/19/2024
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Agenda
Mission and Values
• Core Functions
• Home Rule Charter
Organizational Chart
• New ERP — Workday
• Addressing Turnover
Baker Tilly Classification & Compensation Study
2023/24 Accomplishments
2024/25 Goals
Questions
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8/19/2024
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Mission Statement
Weld County Human Resources is a strategic business partner dedicated to enhancing the employee
experience, collaborating with individual departments, and supporting the values and goals of Weld
County Government.
Vision Statement
To Cultivate a thriving workforce through exemplary leadership and strategic talent management,
ensuring organizational success and employee fulfillment.
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We support our employees
throughout their entire career cycle.
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8/19/2024
Essential functions of Human Resources
The Division of Human Resources shelf:
(1) Assist the Board in the preparation of a system of employment policies, rules, lob
classification and compensation plans
(2) Such system shall include at least the following:
(a) Employment and promotion
(b) Classification and compensation
(c) Standards of employment based on conduct and performance of work and the
procedures for creating and abolishing positions
(dl Dismissal, disciplinary, and employee grievance procedures.
(hl The Personnel system shall comply with the provisions of pertinent Colorado and
Federal statutes
(3) The Personnel Policies, rules and regulations and classification and compensation plans
(4) The Board of County Commissioners shall implement a Personnel system
(6) Elected officials shall make appointments to fill vacancies in their departments
(7) The Board of County Commissioners shall appoint an appeals board to which an
employee may appeal his dismissal, suspension, demotion, or other grievance.
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8/19/2024
Workforce Planning
Employee Benefits
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Human Resauce Management
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Dashboards & Analytic,
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Talent Management
Recruitment Management
Implementation
of new ERP
Workday
Efficiency: Integrated data and streamlined processes
Visibility: Real-time Insights into financials & workforce
Employee experience: Self-service tools
Talent management: Continuous and periodic feedback
Integration: Brings data together in one place
Payroll: Automated and compliant
Analytics and reporting: Unmatched reporting tools
ERP: Unlocking processes, data, and people
Data analysis: Support decision -making
Time tracking: Lower labor costs & compliance risk
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What we are
doing to address
turnover and
gain retention.
Turnover is expensive, it is at the
forefront of our approach.
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5 Year Turnover History
Sc- S 2020 'LJ21 3722 202)
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Proactively reviewing compensation and
benefits to ensure we are competitive in the
labor market Currently in a compensation study
with Baker Tilly.
We have added additional resources to our
recruitment team to stay ahead of the
demands Effective recruitment efforts
strengthen employee buy -In which is key to
retention of top talent
Focusing on the employee experience to
achieve our target of becoming and employer of
choice in Northern Colorado
Investing in our training and development efforts
countywide including specific curriculum on
leadership development.
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8/19/2024
Baker Tilly Classification and Compensation Study
COMPLETE
✓ t)u a Coilection: project planning meetings, data requested from
Lake County. Position Analysis Questionnaires (PAQs) completed by
employees and reviewed by supervisors
✓ Positron kevh wr PACe used to review titles and conduct job
evaluation using our point factor tool, called SAFE!. This process
establishes a hierarchy of jobs within the organization that is
reflective of internal equity. FLSA analysis
✓ I'i]arketAs!;cssrrinra: collection of base pay, pay practice, and
benefit data from peer organizations.
IN PROGRESS
Pay Plan Development: pay plan development, grade assignments,
and implementation calculations.
NEXT
Project i,oirrplullorr: final report delivered, final presentation, project
documentation delivery training for HR.
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• The County identified 14 peer organizations to be included in the study.
• Data was collected or compiled from 12 of those,
• Data from 3 published surveys included to represent the "private sector".
1. Adams County
2. Larimer County
3. Boulder County
4. Douglas County
5. Broomfield County
6. Arapahoe County
7. City of Greeley
8. City of Fort Collins
9. City of Loveland
10.City of Evans
11. State of Colorado
12. University of Northern Colorado
13. Town of Windsor
14. Town of Johnstown
15. Comp Analyst
16. Economic Research Institute (ERI)
17. Bureau of Labor Statistics (BLS)
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8/19/2024
„ arket
Assessment:
'i
Cost }of
Labor•
a "' n iI
.13 ea
.1.s
Where cost of living is a measurement
of goods and services in each area, the
cost of labor is a measurement of
compensation paid
Cost of labor can be impacted by the
cost of living but is mainly influenced by
the supply and demand of labor in each
area (rate of unemployment and
number of qualified laborers).
612N2024
Weld Cnimty. Gnlnrydo
1 AdamsCauay
2 Lertmer County
3 Boulder County
4 Douglas County
5 Broomfield County
6 Arapahoe County
7 City of Greeley
6 City of Fort Collins
B City of Loveland
10 City of Evens
11 Slate of Colorado
12 University of Northern Colorado
13 Town of Windsor
14 Town of Johnstown
15 Bureau of Labor Statistics (BLS)
16 Economic Research Institute
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r3rediey CO
Gnomon. CO
Fort Collins, CO
Boulder, CO
Castle Rock, CO
Broomfield, CO
Lttlleton, CO
Greeley, CO
Fort Collins, CO
Loveland, CO
Evans. CO
State of Colorado
Greeley, CO
Windsor, CO
Johnstown, CO
Stele of Colorado
State of Colorado
State of Colorado
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Hunan Resource Successes
Always striving to achieve better results 2024 successes:
Workday Implementation
• Created new HRIS leam-1a month with Workday metrics
• tie nu., :y,I-_ MI ,In-. .� .�...,
E -Verity Implemented and Integrated
• EMclencles gained; 401 cased entered YTO
Implemented bilingual differential
Implemented employee appreciation program
Currently engaged In a countywide compensation study — Baker Tilly
Implementation of JDX forjob description compliance
Utilization of a point factoring system to assign compensation
Remaining compliant with new laws and regulations— POWR
• 33 cases successfully managed and closed
Improving turnover rates across the county
• Decreased by 3% from 2022 I.' 2023; 2024 trending positively YTD
Reducing number of open positions —averaging 30 open positions
Implemented new wellness portal — Propel
Implementing new MVR monitoring program - Samba
Implemented Linkedln Learning end Integrated into Workday
Conducting DiSC lralnings throughout the county— 2ge completed
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8/19/2024
Human Resource Successes
Always striving to achieve better results 2024 successes continued:
• Cardiovascular -screenings completed for over 500 employees
• Partnering with Facilities on ADA audit and continuous efforts
• Partnered with IT on ADA Accessibility requirements affective 711/2024
• Partnered with new benefits broker —HUB
• Added physical Therapy session to enhance medical benefits
• Updates to the Weld County Pension Plans
• Better management ofbeneril plans
• Proscription drug maintenance
Better management of Employee Clinic (Everslde)
• Added Melon as a value add al no cost to county
• 208 Jobs posted YID
• 5,675 applicants
• 925 urnevsreunts .vlminietoged
2024 (6/W20241— 1,951 725 budgeted positions; 1,564 43 occupied; 116 termed; 172 hired
2023 1,567 95 budgeted positions; 1,757 22 occupied; 299 terms: 304 hired
Implemented HireRfght for background screenings on all new hires
Campaigned on Linkedin for recruiting efforts
Increased our participation allot, fairs —20 in 2023 and 15 'ITO in 2024
Finalizing Chapter 3 update
WELD COUNTY, CO
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Department Goals for 2O25
Continued efforts with
recruiting and retention.
OStabilizing and fully
utilizing Workday
Certification and
development of Human
Resources team
Enhance total rewards
offerings —such as an
HSA
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Leadership Development
for all levels of leadership
Succession planning Updated compensation
development philosophy and program
RFP for Leave
Management software to
enhance leave processes
4111 Create meaningful
Performance
Management program
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Strategic
Initiatives
° Human Rr %ourt.ras supports all
the county sir atogir initiatives
by hiring and .r5.isting in
retaining top t:rlcrrl to deliver
services to the citizens of Weld
County.
• Being an employer of
choice in Northern Colorado is
ovr frrcus as everything revolves
around our people. A positive
enyir>yment experience has a
sign'f,,:ant ROI and lowers
expensive turnover costs.
Questions
16
Jill Scott
Chief Human Resources Officer &
Director of Administration
1150 O Street
Greeley, CO 80634
970-400-4230
jscott@weld.gov
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