City of Stockton
HR Process Improvement
May 1, 2023
Attachment A
01 02
03 HR Process Improvement
PROJECT OVERVIEW
SCOPE AND APPROACH
DELIVERABLES
2 Overview
Attachment A
Project
Overview
HR Process Improvement
Following the 2020 Human Resources
Operational Review, the City of Stockton
requested HR process improvement support as
part of its 2022 internal audit workplan.
The primary objective of this engagement was to
assist the HR team in identifying opportunities to
streamline workflows and develop a
comprehensive plan to update its: Recruitment,
Onboarding, and Performance Evaluation
processes.
After reviewing recommended process
improvement opportunities for recruitment, HR
transitioned to a more fulsome workforce
planning transformation. The resulting work
served to support a comprehensive
transformation effort.
3 Attachment A
INITIATION
• This phase concentrated
on comprehensive project
planning and
management, including:
• Identifying staff to
interview.
• Identifying documents
to review.
• Establishing regular
reports on project
status.
Timing and Approach
HR Process Improvement
FIELDWORK
• Interviews: with HR staff
and leadership involved in
select process groups.
• Document review
including policies, guides
procedures, checklists,
calendars, process maps,
and desk manuals.
• Systems and software
review with NeoGov.
• Best practice and
standards research.
ANALYSIS
• Information gathered
during fieldwork was
assessed against
industry standards and
best practices.
• People, procedures, and
technology were
evaluated to identify
opportunities to improve
processes, streamline
workflows, and increase
the effectiveness of each
area.
DELIVERABLES
• Workforce Planning
Department transformation
implementation plan
prioritized by process area.
• 30/60/90- day orientation
and onboarding plan.
• NeoGov module demos
with associated expansion
pan including costs.
• Recruitment process
improvement plan.
TIMING
This project occurred between October 2022 and April 2023 and consisted of the following four phases. 4 Attachment A
Implementation
Plan
HR Process Improvement5
Moss Adams provided HR with a working implementation
plan including task, dates, cost, task leader, task approver, and dependencies.
The plan integrates process improvement opportunities for recruitment and onboarding in addition to other Department initiatives such as:
• Review Civil Service Rules
• Expand systems environment
• Update recruitment processes
• Review job descriptions and workloads across workforce planning
• Conduct data assessment and gap analysis
• Establish KPIs
• Update orientation and onboarding processes
• Update performance evaluation processes
• Enhance City-provided professional training
Attachment A
Process
Improvement
Moss Adams provided HR with
a framework detailing the
following recruitment process
improvement opportunities.
HR Process Improvement6
Theme Description
Standardization Streamline the steps, communication,
and decisions regarding where to open
roles are posted.
Communication Automate candidate communication to
enable HR to increase touchpoints and
provide transparency into timelines, and
status in the recruiting process.
Review and
approvals
Evaluate opportunities to transition
select approval items to informational
items.
Testing Assess which roles are eligible for online
testing to increase accessibility for
candidates and streamline timelines.
Technology Conduct supplemental training for HR
staff on NeoGov Insight module.
Attachment A
Process
Improvement
Moss Adams provided HR with
a 30/60/90-day orientation and
onboarding plan including the
following elements.
HR Process Improvement7
Theme Description
30-days
Learning
• Introduce buddy
• Review team basics
• Share team processes
• Provide relevant internal materials and
logins
• Establish goals and start training
60-days
Training
• Deepen work proficiencies
• Increase autonomy
90-days
Autonomy
• Review progress and address any gaps
• Complete 90-day review
Attachment A
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HR Process Improvement8
Attachment A