recruitment employee recognition
TRANSCRIPT
Recruitment
Training and Development Benefits Administration
Labor Relations
Employee Recognition
Health Management Safety and
Compliance
Payroll
Contract Negotiations Tuition
Reimbursement
Contract Administration Applicant Testing
FMLA Administration
EEO Compliance
Human Resources Team
Performance Management
Back Row (L to R): Jocelyn Garris, Laura Mousseau, Marcie Ver Beek, Jennifer Orme Front Row (L to R): Taci Casey, Andrea Dumbrell, Kelli Rantz, Erin Rotman
Mission Statement
The Human Resources Department serves the County of Ottawa by focusing efforts on the county’s most
valuable asset, its employees. Human Resources does this through recruitment, hiring, and retention of a diverse, qualified workforce. The Human Resources Department provides human resource direction and
technical assistance, training and development, payroll administration, equal employment
opportunities and employee/labor relation services to the county.
“GREAT VISION WITHOUT
GREAT PEOPLE IS
IRRELEVANT”
JIM COLLINS
In 2013 the county posted 114
positions, and 3977 applications were
received and screened. The department
conducted 641 employment interviews
resulting in the hiring of 238 employees.
Of those hired, 46 were promotions or
transfers of existing employees and 192 were new (external) hires.
Recruitment
0
50
100
150
200
250
Positions Hired
Training & Development The GOLD (Growth Opportunities in Learning and
Development) Standard Training Program has become an integral part of the Ottawa County
employee culture since its inception in 2008. We have had a total of 208 graduates through our
three-month GOLD Leadership program, and at the end of 2013, 99% of all employees had completed
at least one training class through the GOLD program. As we look toward the future, plans are
in place to expand our online training offerings, further develop our classroom course catalog,
work with teams and departments to utilize the DiSC and Kolbe assessment results, and continue to meet new training and development needs as
they arise.
115 Classes
26 GOLD Leader Graduates
166 New Employees in Orientation
434 Hours of Instruction
1707 Trainees in Classes
Behavioral Styles with DiSC
Presentation Skills
Business Writing and Grammar
Behavioral Interviewing
FMLA for Supervisors Ottawa County
Information
Verbal Defense
Office Graphics
GOLD Leaders
Documentation and Discipline
Ottawa County Information
• ABOUT THE PRESENTER:
• "Great upbeat attitude to keep the audience's attention and engaged with various activities."
• ABOUT THE CLASS:
• "I think that learning about the county parks and what each county department is responsible for was the most beneficial. The park information was valuable to me as a resident of Ottawa County. The department information was valuable because I like being able to direct people to the right places when they need help."
• "The exercises were great. I learned a lot from doing them and testing my own knowledge. Sometimes, you are sure you know something and it turns out you had a misconception."
Behavioral Interviewing
• ABOUT THE PRESENTERS:
• "Very engaging & friendly. Made it very comfortable to ask questions."
• "Excellent teamwork presenting the material."
• ABOUT THE CLASS:
• "(Learned how) to be a 'STAR' in an interview. Both what to listen for and how to present."
• "(Learned how) to develop effective questions."
Business Writing & Grammar
• ABOUT THE PRESENTER:
• "You made grammar fun. I did not think that was possible. Really enjoyed the class."
• Laura made the class fun! It was nice to be refreshed on my grammar and writing."
• ABOUT THE CLASS:
• "It was not your typical grammar class. I learned a lot but it didn't seem like work."
• "The class was a good refresher of what I've forgotten. It also brought up issues I never knew about."
• "(I liked) doing the exercises and practice examples. It helped apply the knowledge learned in the course."
What Ottawa
County Employees
Are Saying About
Training!
Quick Facts
In 2013 an average of 1091 employees, working 1.7 million
hours, only had 6 injuries that resulted in days away from work.
HDHP, 75%
HIGH, 13%
LOW, 1%
OPT OUT, 11%
2013 Insurance Selection
A Healthier Workforce
Health Management Over 90% of our covered employees and spouses were compliant with the Health Management Plan activities, which is a HUGE accomplishment, especially when the
national average of "wellness plan" compliance or
participation is approximately 50%. We attribute the success of our plan to strong education efforts, clear
communication of required activities, disincentive amounts for non-compliance, and the fact that this initiative is
backed so strongly by county leadership.
Wellness Classes Held In 2013 Strength Training Made Easy
Build a Better Lunch Stress Management- Beyond the Basics
Wellness Challenges Held In 2013 "Hold it for the Holidays" (105 participants)
"Healthy Steps" pedometer challenge (209 participants)
Tuition Reimbursement
The Tuition Reimbursement program was reinstated for the Fall Semester 2012. There was a
significant response from employees in 2013. Nearly 90% of the employees participating are
seeking advanced degrees in areas such as Business Administration, Social Work, and Criminal Justice. The tuition program enables us to develop our employees, increasing their skill level in their
current roles and preparing them for future advancement within the county.
The 2013 Service Awards Banquet was held on October 23 at the Pinnacle
Center in Hudsonville. Employees were honored for their milestone years of service from five to thirty-five years.
Thirty retirees were also recognized for their loyal dedication to Ottawa County.
Employee Recognition
Quick Facts 49 employees received reimbursement
Employees attended 27 universities 150 classes were approved and completed
$ 224,587.82 was paid to employees
Labor Relations
Two grievances, concerning contract
interpretation, were filed in 2013. Both were resolved at “Step 2” (at department level) of the Grievance Process. Two arbitrations were filed
in 2013, one was dismissed prior to
the hearing and the other was a split decision.
Contract Negotiations
In 2013 we successfully negotiated all 7 collective
bargaining agreements which expired at the end of
2013. These negotiations were all completed prior to
the end of 2013.
The Michigan Nurses Association became Group N (non-represented) as of January 1, 2013.
Grievances
Contract Administration
Throughout 2013, Human Resources worked closely
with county departments, elected offices, and court supervisors on various contract interpretation issues.
Payroll
Quick Facts In 2013 the average number of
employees being paid each pay period
was 1090. The total payroll and payroll invoice amounts for 2013 were
$69,728,445.73 for an average of
$2,681,863 each payroll.
After a year of transition, preparing for the move from an AS400 system to the new MUNIS system, the
Human Resources Department went live with the new HR/Payroll database system on January 1, 2013.
The new system provides much greater access to information, easier reporting capabilities, and
increased automation of payroll processing and other tasks. However, in order to achieve these results,
many long-established systems and processes have had to change. It has been a year of learning,
adapting, and rethinking old methods. Even with the new system, processing payroll for 1100 employees every other week involves maintaining and updating
electronic master files and tables, insurance contributions, employer premiums, retirement
contributions, union dues, step increases, and all other payments, deductions, and accruals. All of this
must be done in strict compliance with state and federal tax laws, labor laws, contracts, benefit
manuals, and other payroll regulations and best practices.
Training & Development
• RFP for a new Learning Management System
• Assessment of collaboration of training local entities
Compliance of Health Care Reform
• Strategize, consult, and plan to ensure we meet all requirements
Planning for the Future
• Wage and Classification Study in 2014
• Implementation of an electronic human resources access system
In the upcoming year, our priorities and major initiatives include:
The activities and programs of this department are brought to you by the members of the Ottawa County Board of Commissioners
Commissioner James Holtrop, Chairperson, District 5
Commissioner Joseph Baumann, Vice-Chairperson, District 2 Commissioner Stu Visser, District 1
Commissioner Allen Dannenberg, District 4 Commissioner Greg DeJong, District 8
Commissioner Dennis Van Dam, District 6 Commissioner Donald Disselkoen, District 3 Commissioner Matthew Fenske, District 11
Commissioner Jim Holtvluwer, District 7 Commissioner Philip Kuyers, District 9
Commissioner Roger Bergman, District 10