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TOWN OF DARIEN DEPARTMENT OF HUMAN RESOURCES PERFORMANCE MEASURES 2010.

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Presentation on theme: "TOWN OF DARIEN DEPARTMENT OF HUMAN RESOURCES PERFORMANCE MEASURES 2010."— Presentation transcript:

1 TOWN OF DARIEN DEPARTMENT OF HUMAN RESOURCES PERFORMANCE MEASURES 2010

2 The Human Resources Department is responsible for the management of all personnel transactions for Town employees such as recruitment, interviewing and hiring of employees as well as insuring that the required documentation is properly completed and maintained. The Human Resources Director serves as the liaison with the third party carriers that provide the Town with employee benefits such as health, dental, life, and workers’ compensation insurance. The Director is responsible for advising and counseling department heads and supervisors relative to human resource and labor relations issues and for maintaining the Employee Guide. Additionally, the Human Resource Director serves as the Town’s labor counsel in collective bargaining matters and as its advocate in grievance/interest arbitrations and prohibited practices filed with the state labor board.

3 Human Resources FIRST SELECTMAN ADMINISTRATIVE OFFICER DIRECTOR OF HUMAN RESOURCES HR and AO share An Administrative Assistant Executive Assistant

4 One of the most important Human Resources roles is the recruitment and hiring of qualified candidates. Professional (Non-Union) Employees. In the calendar year of 2009, the Town successfully recruited a new Senior Center Coordinator, Executive Secretary and the following part-time positions: Public Health Nurse, Case Manager, Park and Recreation/Youth Commission Clerk, and Senior Program Aid. Town Hall Employees Union. The full-time Maintainer assigned to the Police Department retired in December and the position was filled by a part-time employee. Public Works. No new employees hired in the Public Works Union. Police Department. Two officers retired from the Police Department in 2009 and the Police Department gave a test for new officers resulting in and one officer currently hired with other candidate(s) waiting for an academy class.

5 POSITIONS HIRED EACH YEAR In 2009, the Department recruited and filled seven positions, three due to retirement, one due to a promotion and and three newly created positions; Public Health Nurse, Case Manager, Senior Program Aid. A full-time Senior Center Coordinator position was created by combining the part-time Senior Center Director and Assistant Senior Center Director positions and the creation of a new Senior Program Aid position.

6 JOB RESPONSIBILITES PREVIOUSLY PERFORMED BY LABOR COUNSEL: ASSISTED NEGOTIATOR IN NEGOTIATIONS FOR SUCESSOR COLLECTIVE BARGAINING AGREEMENT, DEVELOP, PREPARE, AND PRESENT THE TOWN’S POSITION AT INTEREST ARBITRATION, DRAFT TOWN RESPONSE AND DEFEND TOWN AT STATE BOARD OF LABOR RELATIONS UNFAIR LABOR PRACTICES, SERVE AS THE TOWN’S REPRESENTATIVE AT GRIEVANCE ARBITRATIONS, AND ADVISE AND COUNSEL DEPARTMENT HEADS ON LABOR RELATION ISSUES.

7 LABOR COUNSEL EXPENDITURES

8 Public Works Grievance concerning holiday pay. 2.MPP concerning election for Pension Board 3.Police Grievance concerning date of sergeant exam 4.MPP concerning date of sergeant’s exam 5.Police Grievance concerning assignment of midnight shift 6.MPP concerning the Town’s creation of a non- union Park Supervisor Public Works Grievance concerning work assignment 2.Police Grievance concerning elimination of sergeant position 3.Police Grievance concerning assignment of officer 4.MPP concerning elimination of sergeant position. 5.MPP concerning reduction in hours of full time maintainer 6.Police Contract opens 7/1/2010.

9 WORKERS COMPENSATION CLAIMS In 2008, the Town implemented two changes to its workers compensation coverage. It replaced CIRMA with MIRMA and implemented a managed care program for the medical treatment of workers’ compensation injuries. The managed care program requires employees to utilize physicians/health care providers on the preferred provider network for treatment beyond the initial treatment. In addition to reduced fees in changing carriers, it is anticipated that the PPN will result in cost savings to the employer by returning employees to work sooner. 8 POLICE AND 1 FIREFIGHTER

10 LIGHT DUTY  In 2009, the Town began enforcing a light duty policy whereby employees who cannot perform the duties of their job are returned to work to perform light duties consistent with their physical limitations.  PW employee injured shoulder in March and was returned to work on light duty June 1, The employee worked light duty until 12/9/2009.  PR employee injured back in March and was returned to work on light duty on July 8, The employee worked light duty until 7/30/09.

11 Examples of light duty Inventory tools, equipment and parts Perform custodial duties Clean and polish vehicle Perform routine maintenance on vehicle Answer telephones Drive trucks for parts run Inspect roads, street signs, parking signs Painting Light carpentry work Litter collection Trim brush Attend video-tape safety or other training Inventory supplies Update material safety books

12 Number of Weeks Persons on Light Duty 2009

13 The Human Resources Department will continue performing traditional human resources functions in the fiscal year with additional labor counsel responsibilities as a result of the expiration of the Police Union contract on June 30, 2010.


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