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Needs Addressed <br />In the 10 years since staff last was added in the Personnel Department, the County's workforce, <br />programs and policy initiatives have grown significantly. Examples include: <br />Workforce Growth <br />It was noted in the June budget work session Commissioners' discussion that workforce growth <br />has had a major impact on the Personnel Department. In the 10-year period, the number of <br />permanent employees has grown by 41 percent (from 575 to 810) along with the increase in <br />temporary employees (previously ranging from100 to 150 and now ranging from 250 to 300). <br />The workforce growth coupled with the new programs and policy initiatives (examples below) <br />has more than doubled Personnel's encounters, inquiries and transactions involving employees. <br />Examples of New Programs/Policy Initiatives Added <br />• Organization - Transfer to the County of Chapel Hill's Solid Waste department (now <br />made up of 38 permanent and 19 temporary employees), the Orange County Rescue <br />Squad emergency transportation function (to be made up of 27 permanent employees <br />and about 75 temporary employees) and the Animal Shelter (made up of 15 permanent <br />and 4 temporary employees) <br />• Training -Cultural Diversity, Spanish Language, Computer Skills <br />• Recruuitment - Bi-lingual recruitment, Hispanic/Latino recruitment <br />• Policy -Work Place Violence Prevention, Drug and Alcohol Testing <br />• Pay -Pay and Benefits Work Sessions and associated analyses, Living Wage, Housing <br />Wage, Classification and Pay Study <br />• Benefits -Family and Medical Leave Act, Personal Leave Days, Shared Leave, 401(k) <br />Employer Contribution, Benefits and Wellness Fairs <br />• Other Current Initiatives -Animal Services, Mental Health reform, Benefits for Domestic <br />Partners <br />Job Functions <br />Attachment 1 lists the major job functions planned for the Human Resources Technician. <br />Outcomes <br />Attachment 2 shows in more detail outcomes to be achieved with the additional position. In <br />summary, Personnel provides three tiers of service - to individuals, to the employee group as a <br />whole and to the department heads, Manager and County Commissioners, The requested <br />position is necessary to respond to the service needs and maintain quality outcomes for those <br />at all levels of service. <br />• Service tc individuals is critical yet requires many hours of staff time. Needs may be <br />straightforward or extremely demanding and complex. For example, in the past year <br />Benefits Manager Mike Edmonds has made home visits and spent many hours with several <br />terminally ill employees and their families to provide support, be sure that they understand <br />