Human Resources: Workforce Resources and Diversity (1750P)
Program Outcome Statement
Increase individual potential and foster a productive work-environment.
- Employee Relations Consultation and Training
- Performance Management
- Labor Negotiations
- Equal Employment Opportunity Consultation, Investigations, and Training
- Equal Employment Opportunity Advisory Committee
- LGBTQ (Lesbian, Gay, Bisexual, Transgender, and Queer) Commission
- Countywide Training Program
Workforce Resources and Diversity is comprised of Employee and Labor Relations (ELR), Equal Employment Opportunity (EEO) and Training & Development Divisions of the Human Resources Department. Employee and Labor Relations provides guidance, training, and recommendations on managing performance, conduct issues, and contract interpretation, resolves complaints at the lowest level, and negotiates timely and fiscally responsible agreements. EEO promotes a diverse and inclusive workforce and EEO compliance by providing custom and state mandated harassment and bullying prevention training, guidance, updating EEO policies, and investigating complaints of harassment and discrimination. Training and Development creates, promotes, and fosters individual and organizational effectiveness by developing and offering an array of innovative and diverse programs in support of the organization’s commitment to employee development, partnerships, and organizational enrichment.
Ratio of Employee Grievances per Employee Subject to Grievances
SMC vs. ICMA
Percent of Training Participants Utilizing Skills or Reporting Change in Behavior After Attending Classes
Percent of Complaints Resolved Prior to Formal Process - EEO and ELR
Story Behind Performance
Over ninety-five percent (95%) of employee relations and equal employment opportunity cases continue to be resolved prior to the formal process. Caseloads have become increasingly complex and require increased staff time to research, conduct investigations, and prepare for hearings. During this fiscal year there has been 1 formal grievance, which represents virtually zero percent of represented employees and is lower than the ICMA benchmark. Program staff continue to offer a diversity of training to assist departments in meeting their goals. Ninety-nine percent (99%) of training participants indicate that they are utilizing the skills they learned during training sessions.
Recent program accomplishments include: launching a Countywide Diversity & Inclusion Initiative to take a proactive strategic approach toward identifying and fostering shared diversity and inclusion goals; promoting succession management initiatives by launching and completing an Executive Leadership Academy (ELA) for high performing leaders interested in promoting into department head or assistant department head positions; supporting the County LGBTQ Commission that included the development of a strategic plan; and offering an extensive array of training sessions, including employee relations and EEO sessions.
Priorities for the Workforce Resources and Diversity Program will focus on:
EEO training for supervisors and managers;
to collaborate with the Training Consortium for Public Agencies;
learning technologies such as streaming live and recorded sessions;
labor negotiations; and
Countywide diversity and inclusion efforts through the strategic
initiative and task force.