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CONSENT CALENDAR
City of San Bernardino
Request for Council Action
Date: February 21, 2024
To: Honorable Mayor and City Council Members
From: Charles A. Montoya, City Manager;
Suzie H. Soren, Deputy City Manager
Department: Human Resources & Risk Management
Subject: Human Resources & Risk Management Department
Staffing
Recommendation:
Adopt Resolution No. 2024-033 of the Mayor and City Council of the City of San Bernardino, California, approving the addition of the following positions to support the employee relations functions of the Human Resources & Risk Management Department:
1. One (1) Supervising Human Resources Analyst
2. One (1) Human Resources Analyst II
Executive Summary
Adding two (2) positions to the Human Resources & Risk Management Department would allow for in-house staff to be dedicated to employee relations matters responsible for handling workplace investigations, training and coaching, and union matters.
Background
As the Human Resources & Risk Management Department continues its efforts of improving service delivery, staff recommends adding two additional positions to address employee relations, and union matters. These employee relations focused staff will address workplace conflict and concerns; coach supervisors and managers through progressive discipline and employee performance improvement processes; resolve labor contract disputes; conduct workplace investigations, participate in other employee relations matters on behalf of the City; and coordinate and facilitate City- wide training and development.
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The approval of additional staffing will better position the Human Resources & Risk Management Department to meet the needs of the City and its current and potential employees. Staff focused on employee relations will take a neutral leadership role in serving both employees and managers and would require the addition of the following positions to run an efficient operation: one (1) Supervising Human Resources Analyst, and one (1) Human Resources Analyst II.
Discussion
In recent years, the Human Resources & Risk Management Department has experienced high turnover as employees must shift their focus between multiple high-volume areas and carry a workload equivalent to that of more than one employee. The department is constantly losing employees to other agencies who offer better compensation packages, work-life balance, and focused assignments with manageable workloads.
In addition, a high number of employee relations cases, investigations, and miscellaneous duties are currently outsourced due to the shortage of staff that can dedicate the necessary time to completing such sensitive tasks. Over the last three (3) fiscal years, we have spent approximately $305,583 outsourcing investigations and other employee relations duties, yet are still falling short in providing important retention strategies such as consistent training and development opportunities to employees. In the current fiscal year, we have already spent $134,649 as of January 2024, and we anticipate spending well over $500,000.00 should the volume of investigative needs remain constant.
Adding the 2 additional staff members will create a structure that includes adequate staffing to support all employee relations related functions. This in turn will give us greater oversight and better control of timelines in administrative investigations.
Funds currently spent on outside assistance will now support an in-house employee relations function, resulting in a more efficient and manageable department operation. In addition, it will result in a major cost savings for not outsourcing as many investigations that are currently being sent to outside vendors. It is important to note that outside investigators will still be utilized in the event of extremely sensitive topics that require special handling.
The Supervising Human Resources Analyst will assign, review, and evaluate the work of analysts assigned to employee relations matters while taking responsibility for the most difficult, sensitive, and confidential matters; and provide guidance to department management and assigned staff on any areas of concern.
The Human Resources Analyst II will have intense involvement in all aspects of employee relations including labor negotiations and contract administration, advising department staff on disciplinary matters, providing guidance to employees regarding provisions of their labor agreements, and representing the City’s position in all employee relations disputes.
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In addition, these positions will consult with, advise, and make recommendations to City departments regarding routine employee relations matters, research and identify training needs and plan training programs related to supervisory techniques, orientation, and other human resources areas; develop training, write course outlines, prepare and facilitate training programs, and identify and recommend external training programs for the development of City employees. 2021-2025 Strategic Targets and Goals
Adding staff to support the employee relations functions within the Human Resources & Risk Management Department aligns with Key Target No. 2: Focused, Aligned Leadership and Unified Community by enabling the City to improve service delivery and function more efficiently; and Key Target 2b: Focused, Aligned Leadership and Unified Community by building a culture that attracts, retains, and motivates the highest quality of talent.
Fiscal Impact
It will cost $133,494 to add the 2 positions for the remainder of FY 23/24 and $272,425 in FY 24/25. We will utilize the cost savings of outsourcing investigations to outside firms to fund these positions.
Conclusion
Adopt Resolution No. 2024-033 of the Mayor and City Council of the City of San Bernardino, California, approving the addition of the following positions to support the employee relations functions of the Human Resources & Risk Management Department:
1. One (1) Supervising Human Resources Analyst
2. One (1) Human Resources Analyst II
Attachments
Attachment 1 Resolution 2024-033
Ward:
All Wards
Synopsis of Previous Council Actions:
N/A