Human Resource Management

Mid-Year Performance Report

Kenneth Hermon, Jr., Chief Human Resources Officer
The Human Resource Management Department administers a centralized merit system for the entire County in accordance with established laws, rules, regulations, policies and procedures. 

Performance Measures

Measure
Priority Area:  All People Trust Government is Effective, Efficient and Fiscally Sound
Objective: The level of trust and satisfaction in County government is increasing
Goal: Percentage of trainees who report that the quality of the training experience was “Excellent” or “Very Good”
Target: 85 percent
Comments:

Measure
Priority Area: All People Trust Government is Effective, Efficient and Fiscally Sound
Objective: The level of trust and satisfaction in County government is increasing
Goal: Percentage of payroll checks that are accurate
Target: 99 percent
Comments:

Measure
Priority Area:  All People Trust Government is Effective, Efficient and Fiscally Sound
Objective: The quality of the County's workforce is improving
Goal: Average number of days from the requisition approval date for a new-hire to be on-boarded
Target: 60 days
Comments:

Measure
Priority Area:  All People Trust Government is Effective, Efficient and Fiscally Sound
Objective: The level of trust and satisfaction in County government is increasing
Goal: Increase County Employee Engagement level by 15%
Target: 20
Comments: 

Measure
Priority Area:  All People Trust Government is Effective, Efficient and Fiscally Sound
Objective: The level of trust and satisfaction in the County government is increasing
Goal: Percentage of department heads who report that the quality of the services that they received from the HR Department was “Excellent” or “Very Good”
Target: 85 percent (annual)
Comments: 

Measure
Priority Area:  All People Trust Government is Effective, Efficient and Fiscally Sound
Objective: N/A
Goal: Achieve a slot in the top 25 of the AJC Annual Best Places to Work publication
Target: 25 place
Comments: 

Total Obligations* vs Budget
Department
Primarily, the HR Department held positions vacant for the 1st half of the year to generate the salary savings necessary to procure the Employee Performance Management software.  We are now moving forward with enhancing of staffing by creating and filling only those positions that are necessary to improve on service delivery.   
Total Obligations* vs Budget
Programs
* Total obligations are the sum of expenditures and encumbrances.