Human Resources Department (1700B)
Through strategic partnerships and collaboration, the Human Resources Department recruits, develops, and retains a high performing and diverse workforce and fosters a healthy, safe, and productive work environment for employees, their families, departments, and the public in order to maximize individual potential, expand organizational capacity, and position San Mateo County as an employer of choice.
Department Headline Measures
Percent of Customer Survey Respondents Rating Overall Satisfaction with Services as Good or Better
Percent of County Employees Stating They Would Recommend the County as a Great Place to Work
- Total Sources: $10,178,489
- Total Requirements: $18,173,393
- Net County Cost: $7,994,904
- Funded FTEs: 72.53
- Total Sources: $9,621,784
- Total Requirements: $18,218,808
- Net County Cost: $8,597,024
- Funded FTEs: 72.41
Time-to-Fill (External Recruitments) SMC vs. ICMA
Workers' Compensation Claims per 100 Employees
SMC vs. ICMA
Percent of EEO and ELR Complaints Resolved Prior to Formal Process
Percent Completion Rate of Employees who Participated in High-Risk Wellness Services
Cost per Capita
Percent of HR Employees Rating Experience Working for County as Very Good
Percent of Performance Goals Met
Percent of Employee Evaluations Completed Annually
Fiscal Year 17-18 Highlights
- Provided outreach, education, and training on Employee and Labor Relations and Equal Employment Opportunity (EEO), including launching the
Countywide Diversity and Inclusion Initiative.
- Expanded wellness offerings and
efforts for department leadership support, and expanded health benefits
options, including Blue Shield Trio HMO as well as buy up plans for dental
the employee experience through events and programs such as the Innovation
Summit, Career Development Day, Career Development Assessment Center,
Mentoring, Heart Walk and Casual Coaching.
- Continued the implementation of
the Agile Organization Initiative to expand alternative work-delivery
options, including limited-term employment and management fellowships and
Fiscal Year 18-19 Priorities
- Continue efforts on the new performance management pilot.
- Expand Succession Planning and employee engagement initiatives.
- Implement recommendations from the labor-management Benefits Committee.
- Negotiate new contract agreements with several labor organizations.
- Research additional technologies
to further enhance applicant and employee experiences.