HomeMy WebLinkAbout01/19/1999, C9 - CHANGING THE NAME OF THE PERSONNEL DEPARTMENT TO THE DEPARTMENT OF HUMAN RESOURCESFROM:
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C I T Y OF S A N L U I S O B I S P O
Ann Slate, Personnel DirectoA1111
0 /19/99
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CHANGING THE NAME OF THE PERSONNEL DEPARTMENT TO
THE DEPARTMENT OF HUMAN RESOURCES
CAO RECOMMENDATION
Approve a change in the name "Personnel Department' ' to "Department of Human Resources"
DISCUSSION
On a motion by Councilmember Jorgensen in September of 1977, the City adopted its first
Personnel Ordinance which created a department of personnel. The term "personnel department"
was customary at that time and was used to identify the City's department that dealt with
employment matters, including recruitment, selection, classification, compensation, discipline,
grievance, employee responsibilities and benefits and the Personnel Board. Since that time, the
department has evolved to what it is today, a full- service department. It continues to administer
the traditional personnel functions but has expanded to include risk management (including City
liability), organizational development, a number of employee programs such as Trip Reduction
Incentive Program, Catastrophic Leave, Wellness, Tuition Reimbursement, and a comprehensive
employee benefit program.
Standard practice in the private sector, and somewhat newer to the public sector, is the use of the
term "human resources" to identify those functional areas that the City's personnel department
directs. Staff is recommending that the City Council approve changing the name of the
Personnel Department to Department of Human Resources. The name change would place the
focus where it belongs —on the human resources that the City organization relies upon to provide
service to the community. Staffing costs represent the bulk of City expenses, accounting for over
75% of the General Fund's operating expenditures. The Personnel Department's role in
providing, sustaining and supporting the employees to carry out the various organizational
objectives is its most critical function. Linking its identity to that human resource is important.
Upon Council approval, the department would begin using the term "human resources"
exclusively in its communication internally and externally. Because the department wants this
action to be cost neutral, existing documents, e.g. MOA's, employee hand -outs, application
forms, etc., would be changed as they are reprinted. All new policy documents and department
publications would include the new name. The department's web pages will be modified as part
of the new construction and with the development of the on -line employment application
process.
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Council /Agenda Report—Report Title
Page 2
Because the Charter establishes the Personnel Board, staff is not recommending changing the
name of the Personnel Board. Also, the Personnel Rules and Regulations, Chapter 2.36 of the
Municipal Code, will not be retitled. Changes in references to the Personnel Department and
Personnel Director that are contained within the rules and regulations will occur at such time as
the rules are modified for substantive changes since it requires amending the municipal code.
This will enable the department to absorb the costs of the name change as part of the printing
costs that are associated with regular departmental activities.
CONCURRENCE
Changing the department's name was discussed by the Personnel Board on December 2, 1998.
The Board overwhelmingly supports the concept and believes a name change would emphasize
the human contribution to the City's mission in a significant way. More than just symbolism,
however, "human resources" accurately reflects what the department does and is consistent, in
the individual Board members' experience, with current private and public sector practices.
FISCAL EMPACT
None as stated above.
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