The mission of the Human Resources Department is to empower the human capital of Butte College to create a student-centered, community-based learning environment. Our mission is accomplished through the following programs and services: Personnel Management Employee Relations and Assistance Organizational Development Professional Development Labor Relations Equal Opportunity and Fair Labor Compliance The HR Department operates under the following core values: Customers First - We value serving our customers with sensitivity, confidentiality, timeliness and ongoing communication. Accountability - We take ownership of all our decisions and services to ensure compliance, accuracy and integrity. Respect - We treat ourselves and others with unconditional respect, dignity and equity; embracing diversity, we believe our differences strengthen our community. Empowerment - We believe personal growth and professional development enables Butte College employees to foster student excellence.
The Human Resources Department is responsible for developing and administering all programs and services associated with the employment of faculty and staff and fulfillment of compliance requirements.
Organization
The Human Resources Department employs ten (10) individuals, representing a total of nine full-time and one part-time equivalent employee(s). Position titles include Executive Director for Human Resources (1.0 FTE), Supervisor HR Analyst (1.0 FTE), HR Analyst Academic/Classfied (2.0 FTE), Benefits Analyst (1.0 FTE), , HR Specialist (2.0 FTE), HR Specialist, Sr. (1.0 FTE), Administrative Secretary (1.0 FTE), and HR Clerk/Receptionist (.5 PTE). Student employees are also utilized by the department.
The Human Resources Department strives to achieve our mission in a variety of ways to support student success both directly and indirectly by empowering faculty, staff and students. The standards of the Human Resources Department and a description of major program activities for achieving this mission include the following:
1.Personnel Management
a. Labor Management and Staffing
b. Compensation and Benefits
c. Records and Systems
d. Evaluation of Personnel
2.Employee Relations and Assistance
a. Mediation and Conflict Resolution
b. Employee Assistance
3.Organizational and Professional Development
4.Labor Relations
5.Equal Opportunity and Fair Labor Compliance
HR Reorganization -
The reorganization has benefited our department along with allowing our productivity to increase in all areas. This will be an ongoing benefit to all staff and faculty.
Security for HR office
Replacing our 1/2 door into the HR office with a full locked door has created a much safer environment for our staff.
Two New Laptop Computers
The addition of these two new laptops has increased productivity of interviews by allowing the applicants out of the area to interview via Skype.
The Human Resources Department will work toward implementing/achieving the following:
Strategy 1 - Affordable Care Act
Review and modify (as needed) ACA implementation plan and document all processes for compliance with the Affordable Care Act given forseeable changes to the Act itself.
Legally required
Strategy 2 - Recruitment and Hiring Procedures/Processes
Evaluate and amend, as needed, hiring procedures in collaboration with appropriate stakeholder groups.
Review and streamline department processes and forms: Digitize the P1, Update the reference check form, and revising the EEO training.
Focusing on continuous improvement. We are no longer printing applicatons.
Strategy 3 - Supervisor/Management Training
Continue working with Leadership and District management to assess the needs of supervisors and managers to help inform strategic workforce development planning focused on HR-related topics.
Focusing on continuous improvement.
Strategy 4 - Policies and Procedures
Review 7000 series BP/AP to determine updates and creating new ones when necessary.
Legally required.
Focusing on continuous improvement.
Strategy 5 - Productive Human Resources Department
Support a productive Human Resources Department that allows the staff to provide efficient and effective services to District employees, students and the community.
Aligned with all AUO's
None.
Human Resources Department operations are supported by un-restricted District Funds and Work Study funds. Some advertising and interview candidate travel is subsidized by Diversity funds provided by the State. EEO funding has been used to pay for additional recruitment sites centered around diversity in hiring. Human Resources also manages the funds for classified substitutes, pre-employment physicals, fingerprinting, subsequent TB testing, mandatory trainings, travel reimbursement for interview candidates and the ADA budget which supports all employees.
The CCCTC provides some funding that helps to offset a small percentage of one employee in the office.
| Original Priority | Program, Unit, Area | Resource Type | Account Number | Object Code | One Time Augment | Ongoing Augment |
| Description | Supporting Rationale | Potential Alternative Funding Sources | Prioritization Criteria | |||
| 1 | HR | Personnel | 110001501673000 | 55100 | $250,000.00 | $0.00 |
| Classification Study | The District has not engaged in a comprehensive classification and compensation review in many years. The expected outcomes of a comprehensive review will allow us to have accurate and up-to-date job descriptions which will enable the following: 1. Ensure more effective and compliant recruitment efforts 2. Identify training and development opportunities for employees 3. Allow for increased and more meaningful engagement in managing employee leaves and/or accommodations 4. Allow for increased consistency amongst job classes 5. Develop a more robust infrastructure for classification and compensation administration 6. Evaluate minimum qualifications to ensure clarity and consistency with business necessity. This will allow the District to better recruit a diverse and well qualified pool of applicants. HR will submit an RFP for consulting services during the late spring/early summer and engage in a classification and compensation review for all job classifications during fall 2019. |
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| 2 | HR | Operating Expenses | 110001501673000 | 55200 | $0.00 | $27,000.00 |
| Professional Development for HR Staff | Human Resources leadership has identified professional development necessary for Human Resources staff needing updated training in recruitment/hiring, benefits, labor relations, performance management, etc.. The laws are constantly changing and it is critical for Human Resources to receive training in order to stay current. Failure to provide adequate training can increase District liability. The current training allocation has remained consistent over the past several years and it has been demonstrated over that time that the level of funding is insufficient. |
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| 3 | HR | Personnel | 110001501673000 | 52120 | $0.00 | $81,500.00 |
| EEO Representative | Keep the District current on EEO Trainings and sit as EEO Representative on hiring committees. Will also engage in workforce planning and conduct investigations. |
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| 4 | HR | Equipment | 110001501673000 | 56410 | $7,800.00 | $0.00 |
| Ergonomic Benefit | The Human Resources office has conducted numerous ergonomic evaluations of our work stations. Those evaluations have identified several items that may decrease the chance of potential future worker's comp claims. These changes consist of reducing some work stations from two monitors to one curved Dell monitor, new office chairs and adjustable desks. Human Resources is therefor requesting three curved monitors, eight office chairs and two adjustable desks. |
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| 5 | HR | Personnel | 11.000.150.1.673000 | 52120 | $0.00 | $23,705.00 |
| Reorganization - increase Clerk/Receptionist to full-time | Moving our clerk/receptionist to full-time would allow us to increase the productivity in recruitments. The extra hours would create time for our clerk to assist the recruiters in some of the following area: clerical, screening of the applications for completeness, digitizing the process, attend job fairs, and receive and respond to routine calls that currently get routed to recruiters. Helping the recruiters in these areas would allow them to have a quicker turnaround time with posting job announcements. |
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| 6 | HR | Operating Expenses | 110001501673000 | 55890 | $3,000.00 | $0.00 |
| Recruitment Outreach | We are increasing our presence at offsite job fairs. The current materials we offer are insufficient, need to be replaced and/or upgraded. |
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| 7 | HR | Personnel | 110001501673000 | 55890 | $2,300.00 | $0.00 |
| Livescan Machine | The District pays out approximately $3000 per year to CA State University-Chico for rolling the fingerprints ($17.00 per livescan). Once the HR office performed about 126 livescans, the initial cost would be reimbursed and elliminate the monthly bill from CSU-Chico. Having livescan capability on campus would increase the convenience for applicants. |
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| 8 | HR | Equipment | 110001501673000 | 56410 | $2,995.00 | $0.00 |
| Rolling Doors for Cubicles | Many conversations that take place between the recruitment team and hiring committee chairs and/or EEO representatives require a heightened level of confidentiality. Since there is no conference room in the Human Resources office, the rolling doors will allow for some privacy to occur. In addition, the doors will allow for lack of distraction during those conversations. |
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| 9 | HR | Equipment | 110001501673000 | 56410 | $2,500.00 | $0.00 |
| 55" Samsung Smart TV | Having this smart TV would allow us to more effectively access webinars, create an easier interview process for applicants out of the area, and enhance the new hire orientation process. |
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| 10 | HR | Operating Expenses | 110001501673000 | 55890 | $0.00 | $11,000.00 |
| Miscellaneous: Fingerprints and TB Tests | Current funding for fingerprinting and TB testing is insufficient to meet demand. Historically, the HR department has requested one time augmentations to cover this District cost. Newly hired employees reimburse the District for the DOJ fee; however, those funds are not returned to the HR department budget to offset future costs. |
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| 11 | HR | Equipment | $6,100.00 | $2,600.00 | ||
| ID Badge Machine | Will be easier to identify staff/faculty on campus along with heightened security and strengthen employee morale by potentially allowing them to experience great savings to theme parks, attractions, and entertainment venues throughout the country. (Some places require a school ID to be shown for the savings.) |
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