Human Resources: Workforce Resources and Diversity (1750P)

Program Outcome Statement

Increase individual potential and foster a productive work-environment.
Program Services
  • 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

Overview

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 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 the fiscal year there were 9 formal grievances, which represents less than one 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 to enhance performance have included: promoting succession management initiatives by launching an Executive Leadership Academy (ELA) for high performing leaders interested in promoting into department head or assistant department head positions, creating a Stepping Up and Leading Up Academy for all employees, and re-launching the Management Development Program and Essential Supervisory Skills (ESS) Academy; redesigning New Employee Welcome orientation to allow for more interaction, dialogue and connection; promoting academic development by offering an Academic Open House with local academic community partners and developing a new Tuition Reimbursement process; supporting the County LGBTQ Commission that included the development of a strategic plan; launching an Employee Relations (ER) App that provides resources for supervisors and managers; and offering an extensive array of training sessions, including employee relations and EEO sessions; and enhanced access to the County’s Learning Management System by deploying single sign on.

Priorities

Priorities for the Workforce Resources and Diversity Program will focus on:
  • Expanding employee relations and EEO training for supervisors and managers;
  • Continuing to collaborate with the Training Consortium for Public Agencies;
  • Conducting labor negotiations; and
  • Expanding workforce diversity and inclusion services.

Author: Rocio Kiryczun, Deputy Director     Contact Email:rkiryczun@smcgov.org     Date Updated: 1/29/18