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1 RiversideCA.gov
1 RiversideCA.gov
City Council
August 16, 2022
Departmental Update and
Employee Recognition
Human Resources Department
RiversideCA.gov
2 The Human Resources Department is committed to being
a professional strategic business partner that values
innovation, integrity, confidentiality and diversity; while continuing to provide a variety of resources to past,
present and future employees.
MISSION STATEMENT
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2 RiversideCA.gov
3 HR STRATEGIC PLAN ALIGNMENT
High Performing Government
Provide world class public service that is efficient, accessible, and responsive to all.
Attract, develop, engage and retain a diverse and highly skilled workforce across the entire City organization.
Utilize technology, data and process improvement strategies to increase efficiencies, guide decision making, and ensure services are accessible and distributed equitably throughout all geographic areas of the City.
Enhance communication and collaboration with community members to improve transparency, build public trust, and encourage shared decision-making.
Achieve and maintain financial health by addressing gaps between revenues and expenditures and aligning resources with strategic priorities to yield the greatest impact.
Foster a culture of safety, well-being, resilience, sustainability, diversity, and inclusion across the city organization.
5.2 5.3
5.4 5.5
5.1 RiversideCA.gov
4 HR
Administration
Benefits &
Wellness
Employee &
Labor
Relations
Recruitment &
Selection
Safety
Training &
Organization
Development
Workers’
Compensation
KEY HR FUNCTIONS
Career/Succession Planning
Employee Engagement
Compliance & Labor Law
Health & Safety
Performance Management
Compensation & Benefits
Change Management
Union Management Relationships
Policy Administration
Diversity & Inclusion Collective Bargaining
MOU Compliance Administrative Investigations
Class & Comp Industry Equity
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5 Amended CalPERS contract to
implement cost‐sharing for all
Tier 1 and Tier 2 Fire employees
Identified and selected a
provider for Critical Illness
Insurance
Offered 3 flu shot clinics, at no
cost to all City employees at
various locations
Re‐launched Learning
Communities, an online, self‐
directed training site
Reduced the City paid, basic life
insurance premium for all
benefited employees saving the
City 65k
The Wellness program
sponsored a Kaiser Mobile
Health Vehicle that offered
biometric screenings
Administered DEI training to all
employees with a 95%
compliance rate
Administered the City’s second
employee engagement survey
and developed a follow‐up
strategy that will ensure the City
takes action on the survey
Re‐launched Emerging Leaders
Academy to align with the City
Strategic Plan and Cross‐Cutting
Threads
DEPARTMENTAL ACCOMPLISHMENTS
RiversideCA.gov
6 Launched EPIC Training offers
employees the opportunity to
earn any or all 5 certificates in
each of the Cross Cutting‐
Threads
Recommended organizational
change management strategies
for PBB, the City Strategic Plan,
and the Trible Bottom Line
implementation, with a focus on
culture change and sustainment
strategies
Navigated & managed COVID‐19
Pandemic. Created CPP Policy
Established and managed
contact tracing procedure
Increased outreach efforts to
attract diverse talent pools and
underserved populations
Enhanced internal/external
partnerships to foster
communication and
collaboration with department
hiring managers
Successfully developed Safety
Stand‐Down presentations to
deliver COVID‐19 information
Established Safety online
training program
Successfully passed three
external audits County
Hazardous Waste, FTA Triennial
Audit, and CHP Audit
DEPARTMENTAL ACCOMPLISHMENTS
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7 Continue to revise all Human Resources Policy &
Procedures
Provide required compliance training for Harassment
Prevention
Provide DEI Training to all employees hired since last years’ training and incorporate into new employee
orientation
Develop and launch new employee orientation
program
GOALS FOR FY 2022/23
RiversideCA.gov
8 Develop a strategy and plan to conduct exit and stay interviews with City employees
Transparently communicate results of the Employee
Engagement Survey to all Employees and implement
strategy to act on the survey at both the City level and the Department level
Implement a Training Registration System
Continue to re-establish Safety Culture
Decrease injury incidents citywide by analyzing the root cause
Establish an internal procedure to assist employees in procuring a Commercial Drivers License
GOALS FOR FY 2022/23
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9 Colene Torres
Deputy
Human
Resources
Director
Adriana Parga
Principal
Human
Resources
Analyst
Chuck
McDonald
Safety
Manager
Kristle Tucker
Human
Resources
Analyst
Oswaldo
Galdamez
Sr. Human
Resources
Analyst
Jennifer
Brown
Sr. Human
Resources
Analyst
2021 HRD PROMOTION RECOGNITION
RiversideCA.gov
10 Miriana Gonzalez
Deputy Human Resources Director
Miriana is an exceptional professional who has taken on many new tasks in 2021, including sitting at the table for negotiations for multiple bargaining partners. She has also been instrumental in the creation of the DEI Officer position/role and securing a vendor to start us down the path of the DEI initiatives and alignment with the City Strategic Plan. Miriana is truly passionate about what she does, and challenges staff everyday to be our best. Miriana is always engaged, supportive and highly deserving of this award. We are so thankful for her leadership and dedication to our team. We are proud to have her represent the department as the 2021 Employee of the Year…
HUMAN RESOURCES DEPARTMENT EMPLOYEE
OF THE YEAR
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