Human Resources Management

About the Department
The Human Resources Department administers a centralized merit system for the entire County in accordance with established laws, rules, regulations, policies and procedures. It provides personnel administration and support for all County departments.  
Activities in Human Resources include centralized recruitment, examination and certification for all departments. The department also conducts a wide variety of personnel transactions, such as wage and salary administration, appointments, promotions, transfers, separations, leaves of absence and many other functions involving personnel administration and management.
The department prepares, maintains and secures a wide variety of personnel records, rosters, tests and action documents pertaining to all County employees. It also recommends appropriate classes and salary ranges for new or reclassified positions and prepares, publishes, administers and maintains a County-wide Pay Schedule and Compensation Plan.  

We are measuring the accuracy with which the department processes payroll checks. The total number of payroll checks processed includes departmental requests for typed checks because an automated check contained an error(s) or because an automated check was not generated.

We are measuring the increase in Fulton County's employee engagement level. Employee engagement is the emotional connection an employee feels toward his or her employment organization, which tends to influence his or her behaviors and level of effort in work related activities. The more engagement an employee has with his or her organization, the more effort they put forth. Employee engagement also involves the nature of the job itself - if the employee feels mentally stimulated; the trust and communication between employees and management; ability of an employee to see how their own work contributes to the overall company performance; the opportunity of growth within the organization; and the level of pride an employee has about working or being associated with the company. This measure is highly dependent on how supervisor and managers apply the training they have received related to performance management.