Plans for Human Resources >> 2013 - 2014 Human Resources District Program Review >> Objective Priority List

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Id Priority Title Details
1.1 1 Increase HR Generalist presence at the campus.

HR Generalist on-site for more accessibility.

Start Date:
07/01/2014
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
3. Resource Management for Efficiency, Effectiveness and Excellence
Impact Type:
Institutional
Goal

1 - Providing excellent customer service to our clientele

Priority Rank:
1
Details
1.2 2 Effectively and consistently communicating information to our clientele.

(1)  Enhance the HR Newsletter publication.

(2)  Enhance the HR website for accessibility.

Start Date:
07/01/2014
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
3. Resource Management for Efficiency, Effectiveness and Excellence
Impact Type:
Institutional
Goal

1 - Providing excellent customer service to our clientele

Priority Rank:
1
Details
2.1 3 Begin the recruitment process for vacant and new HR positions
Start Date:
04/01/2014
End Date:
07/01/2014
Responsible Person:
Vice Chancellor, Human Resoures
Strategic Direction:
3. Resource Management for Efficiency, Effectiveness and Excellence
Impact Type:
Department
Goal

2 - Hire Additional Human Resources Staff - 1 - Vice Chancellor, Human Resources & Employee Relations, 1 HR Director, 1 HR Generalist, 1 Benefits Specialist and 1 Recruitment Specialist

Priority Rank:
2
Resource Requests
  • 2.1.r1 - 1 - HR Generalist (Existing Vacancy)
    Description

    The recruitment of HR Generalist is an existing vacancy.  This position will be assigned to Crafton Hills College and the District Offices, Police, KVCR, TESS, and EDCT.

    Rationale

    The survey indicated that there was concensus throughout the District that the Human Resources department is understaffed. Filling the vacancies will provide overall efficiency and effectiveness of the HR department.
     

    Resource Type:
    Ongoing
    Expenditure Category:
    Personnel
    First Year Cost/Savings:
    $53,508.00/$0.00
    Second Year Cost/Savings:
    $56,154.00/$0.00
    Third Year Cost/Savings:
    $58,992.00/$0.00
  • 2.1.r2 - 1 - Recruitment Specialist
    Description

    The recruitment of a Recruitment Specialist is needed to assist the HR Generalist in all the recruitment process.

    The survey indicated that there was concensus throughout the District that the Human Resources department is understaffed. The addition of this position will provide overall efficiency and effectiveness of the HR department.
     

    Rationale

    The additional staff will promote to the efficiency and effectiveness of the department.

    Resource Type:
    Ongoing
    Expenditure Category:
    Personnel
    First Year Cost/Savings:
    $47,316.00/$0.00
    Second Year Cost/Savings:
    $49,680.00/$0.00
    Third Year Cost/Savings:
    $52,164.00/$0.00
  • 2.1.r3 - 1 - Benefit Specialist
    Description

    This will be a new position for the HR department.  A Benefit Specialist position is essential to the overall operation of the HR department.  The Benefit Specialist will be the main contact person for all benefit questions for all employees and retires of the District.  The Benefit Specialist will also handle all workers compensation injuries and claims.  This position will oversee the processing of all benefit eligible employees and retirees; work closely with Keenan & Associates regarding health and welfare matters and workers compensation injuries, claims, and case management; facilitate and coordinate all benefit open enrollments; process and verify all invoices from carriers; process and handle all leave of absences for all District employees; and any other duties associated with benefits and workers compensation.

    Rationale

    With this position, the HR Generalist are able to focus on the other operational areas in human resources. With this position in HR, the employees and retires have one person to contact for all matters concerning benefits, leaves of absence, and workers compensation.

    Resource Type:
    Ongoing
    Expenditure Category:
    Personnel
    First Year Cost/Savings:
    $53,508.00/$0.00
    Second Year Cost/Savings:
    $56,154.00/$0.00
    Third Year Cost/Savings:
    $58,992.00/$0.00
  • 2.1.r4 - 1 - Vice Chancellor, Human Resources & Employee Relations
    Description

    Hiring the following vacant positions is critical to the efficient and effective operations of the Human Resources Department.

    The Vice Chancellor, Human Resources & Employee Relations provides leadership and direction to the District’s human resources programs and services.  This position is critial and strategic to the effective and efficient operations of the San Bernardino Community College District.

    Rationale
    Resource Type:
    Ongoing
    Expenditure Category:
    Personnel
    First Year Cost/Savings:
    $141,192.00/$0.00
    Second Year Cost/Savings:
    $148,248.00/$0.00
    Third Year Cost/Savings:
    $155,664.00/$0.00
  • 2.1.r5 - 1- Director, Human Resources
    Description

    Re-establish the Director, Human Resources position and recruit for the vacancy.  This position directs, manages, supervises, and coordinates the daily activities and operations of the Human Resources Division including personnel operations, employee health and welfare programs, employee relations, risk management, Worker’s Compensation, ADA compliance, and equal employment opportunity compliance and administration; coordinates assigned activities with other departments, divisions, and outside agencies; and provides highly responsible and complex administrative support to the Vice Chancellor, Human Resources & Employee Relations.  This position is critical to the efficient and effective operation of the department.

    With the re-establishment of this position, the Vice Chancellor position becomes more strategic focused.

    Rationale
    Resource Type:
    Ongoing
    Expenditure Category:
    Personnel
    First Year Cost/Savings:
    $100,344.00/$0.00
    Second Year Cost/Savings:
    $105,360.00/$0.00
    Third Year Cost/Savings:
    $110,628.00/$0.00
Details
3.1 4 Efficient Recruitment and Hiring

This goal and objective is ongoing to improve HR employment services.

Start Date:
07/01/2014
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
3. Resource Management for Efficiency, Effectiveness and Excellence
Impact Type:
Institutional
Goal

3 - Efficiently recruiting and hiring qualified individuals.

Priority Rank:
4
Resource Requests
  • 3.1.r1 - Human Resources Information System (HRIS)
    Description

    Purchase of a Human Resources Information System (HRIS).

    Rationale

    The purchase of the Human Resources Information System (HRIS) will greatly improve the HR department's operations and it will provide a system that will integrate with Fiscal Services.  And the Human Resources Department will be working solely with one system as opposed to multiple systems.

    Resource Type:
    One-time
    Expenditure Category:
    Software
    First Year Cost/Savings:
    $500,000.00/$0.00
Details
3.2 5 Develop a Mentoring Program for New Hires

Mentoring program was developed.  Implementation of the program ongoing.

Start Date:
07/01/2014
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
3. Resource Management for Efficiency, Effectiveness and Excellence
Impact Type:
District
Goal

3 - Efficiently recruiting and hiring qualified individuals.

Priority Rank:
4
Details
4.1 6 Reduce the number of worker's compensation claims files

This is an ongoing goal and objective to promote safety awareness and trainings.

Start Date:
07/01/2014
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
3. Resource Management for Efficiency, Effectiveness and Excellence
Impact Type:
District
Goal

4 - Ensure a safe and healthy working environment

Priority Rank:
5
Details
6.1 7 Board Policies and Administrative Procedures
Start Date:
07/01/2014
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources & Employee Relations
Strategic Direction:
3. Resource Management for Efficiency, Effectiveness and Excellence
Impact Type:
District
Goal

6 - Human Resources Policies and Procedures

Priority Rank:
6
Details
7.1 8 Conduct a Training Needs Assessment

Develop and conduct a training needs assessment through SNAP to determine the kinds/types of trainings needed by mangers and classified employees.  Work with Research & Planning Department to develop the assessment tool.

Start Date:
07/01/2014
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
3. Resource Management for Efficiency, Effectiveness and Excellence
Impact Type:
District
Goal

7 - Enhance the District's Training Program

Priority Rank:
7
Details
7.2 9 Develop a training program for managers and classified employees.

Develop a training program based on the results of the Training Needs Assessment.

Start Date:
07/01/2014
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
3. Resource Management for Efficiency, Effectiveness and Excellence
Impact Type:
District
Goal

7 - Enhance the District's Training Program

Priority Rank:
7
Details
7.3 10 Develop a training evaluation tool.

Develop an evaluation tool for feedback of trainings.

Start Date:
07/01/2014
End Date:
01/31/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
3. Resource Management for Efficiency, Effectiveness and Excellence
Impact Type:
Department
Goal

7 - Enhance the District's Training Program

Priority Rank:
7
Details
4.2 11 Develop a Health and Wellness Program

Health & Wellness program currently being developed.

Start Date:
07/01/2014
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
3. Resource Management for Efficiency, Effectiveness and Excellence
Impact Type:
District
Goal

4 - Ensure a safe and healthy working environment

Priority Rank:
5
Details
6.2 12 Human Resources Standard Operating Procedures Manual

The only cost associated with this objective is the printing cost of approximately $2,000.00

Start Date:
07/01/2014
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
3. Resource Management for Efficiency, Effectiveness and Excellence
Impact Type:
Department
Goal

6 - Human Resources Policies and Procedures

Priority Rank:
6
Resource Requests
  • 6.2.r1 - Procedures Manual and Employee Handbook
    Description

    Printing costs for the Standard Operating Procedures Manual and Employee Handbook.

    Rationale

    In order to distribute the Standard Operating Procedures Manual and Employee Handbook, printing cost will be incurred.

    Resource Type:
    Ongoing
    Expenditure Category:
    Supplies
    First Year Cost/Savings:
    $5,000.00/$0.00
    Second Year Cost/Savings:
    $1,500.00/$3,500.00
    Third Year Cost/Savings:
    $750.00/$4,250.00
Details
6.3 13 Develop Employee Handbook

Draft handbook for managers, classifieds and short-term/hourly.

Start Date:
07/01/2014
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
3. Resource Management for Efficiency, Effectiveness and Excellence
Impact Type:
District
Goal

6 - Human Resources Policies and Procedures

Priority Rank:
6
Details