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: $8,964,116
- Total Requirements: $15,895,570
- Net County Cost: $6,931,454
- Funded FTEs: 70.24
- Total Sources: $10,178,489
- Total Requirements: $18,173,393
- Net County Cost: $7,994,904
- Funded FTEs: 72.53
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 15-17 Highlights
- Continued the implementation of the Agile Organization Initiative to
expand alternative work-delivery options, including limited-term
employment and management fellowships and internships.
- Expanded employee engagement and succession planning efforts, including launching an Executive Leadership Academy.
- Enhanced recruitment process through branding and implementation of technology initiatives.
- Provided outreach, education, and training on Employee and Labor Relations and Equal Employment Opportunity (EEO).
- Introduced new technology and processes, including an Employee Relations App and Risk Management System.
- Offered wellness health screenings and expanded health benefits options, including implementation of the Affordable Care Act.
- Implemented new human resources/payroll system (Workday).
Fiscal Year 17-19 Priorities
- Expand Agile Organization pilot.
- Continue Workday roll-out and implementation.
- Implement a 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.
- Implement a new Contracts Management System.
- Expand workforce and diversity services.