Agenda

Return

C. 21

To:	Board of Supervisors
From:	Dianne Dinsmore, Human Resources Director
Date:	May 23, 2017

Contra

Costa

County

Subject:

INTRODUCE Ordinance No. 2017-07 to exempt the classification of Human Resources Manager-Exempt from the Merit System

APPROVE	OTHER
RECOMMENDATION OF CNTY ADMINISTRATOR	RECOMMENDATION OF BOARD COMMITTEE

Action of Board On: 05/23/2017

APPROVED AS RECOMMENDED

OTHER

Clerks Notes:

VOTE OF SUPERVISORS

AYE:

John Gioia, District I Supervisor
Candace Andersen, District II Supervisor
Diane Burgis, District III Supervisor
Karen Mitchoff, District IV Supervisor
Federal D. Glover, District V Supervisor

Contact:	Dianne Dinsmore, (925) 335-1766
cc:	Dianne Dinsmore, Human Resources Director

I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors on the date shown.
ATTESTED: May 23, 2017
David Twa,

BY:	, Deputy

RECOMMENDATION(S):

INTRODUCE Ordinance Code 2017-07 amending the County Ordinance Code to exclude from the Merit System the new classification of Human Resources Manager - Exempt, WAIVE READING and Fix June 6, 2017, for adoption.

FISCAL IMPACT:

No Fiscal Impact.

BACKGROUND:

On October 16, 2016, Contra Costa County appointed a new Human Resources Director after the position had been vacant for two and one half years. Since that time, the Director has been reviewing the needs of the Human Resources Department, including its organizational structure. On March 15, 2017, the Assistant Human Resources Director left Contra Costa County to head the Human Resources Department for the City of Emeryville. While her departure is a loss to the County, it provides the opportunity to reorganize the management structure to meet the immediate needs and support the future needs of the department. The recommended change in management structure is to re-title Employee Benefits Manager-Exempt to Human Resources Manager-Exempt and add a Human Resources Manager-Exempt position to the Personnel Services Unit. The incumbent Employee Benefits Manager-Exempt will be retitled to the new classification. The reasons for the recommended reorganization are three-fold. The Human Resources Department is made up of three divisions: 1) Employee Benefits Services Unit (EBSU; 2) Personnel Services Unit (PSU); and 3) Administration. Employee Benefits is led by the Employee Benefits Manager-Exempt. Personnel Services does not have a manager and as a result, a significant amount of the Assistant Human Resources Director’s time was spent overseeing the PSU. The department is undertaking several significant initiatives in PSU to modernize and streamline its services. Focused management is needed to plan, organize and drive the operations of the PSU. There is minimal crossover between the EBSU and PSU. As a result, there is a knowledge vacuum if an individual departs, which happened when the former Employee Benefits Manager left the County with short notice, jeopardizing the department’s ability to provide effective and compliant services. Establishing two Human Resources Managers will allow for crossover and knowledge transfer to minimize the impact of a departure and provide coverage during vacations and other absences. The Assistant Human Resources Director and Human Resources Director require knowledge of all aspects of Human Resources. The current structure does not support employee development and succession planning. Although one Human Resources Manager will have primary responsibility for PSU and one for EBSU, the Managers will be given assignments in both areas and cross-training will be employed to broaden and develop their skill-sets.

CONSEQUENCE OF NEGATIVE ACTION:

Without approval, the Human Resources Department organizational structure will not effectively meet its current and future organizational needs.