e e o l a b o r m e r i t o p e r a t i o n s p a y r o l l p e o p l e d e v e l o p m e n t

Human Resources Update: FY2017-18

Department of Public Health

Health Commission

May 21, 2019

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Key Components

❑ Equity at HR:o Current status

o Future plan

❑ FY17-18 HR updates:o Merit and Recruitment

o Operations

o People Development

o EEO Programs (EEO & ADA)

o Labor Relations

o Payroll

❑ Key Initiatives in FY18-19

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Equity at HR: A Framework

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HR is here

• Leadership commitment

• Foundational equity trainings for all HR staff

• Learn from equity partners across CCSF

• People Development Team to lead internal

and external HR equity initiatives

• Equity trainings & tools for HR staff

• Benefit-Burden assessment of HR policies & procedures

• Revise/ strengthen HR functions from equity lens

Small steps toward an equitable HR

Workforce Recruitment & Hiring:

▪ Two recruiters that focus on diversifying pathways

▪ Fair and Equal Hiring Memo and Practices

• Implicit Bias video

• Diverse interview panels

▪ Rule of the List

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Small steps toward an equitable HR

Workforce Development:

▪ HR Career Coach

▪ HR trainings on career advancement and test prep

▪ HR Management Coaching and Buddy Program for new managers

▪ HR partnership with Mayor’s Opportunities for All internship program

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HR trainings on equity, inclusion and diversity

✓ Trained and consulted 500+ managers and staff through various trainings

2019 HR Brown Bag Series:

▪ Advancing Diversity, Inclusion and Equity at DPH (for managers)

▪ Bullying in the Workplace: Identify, Address, Report

▪ Effective Communication for Teams

▪ Managing your Power (for managers)

2019 Bi-Monthly Learning & Development Sessions for Managers:

▪ Ethical Standards and Employee Conduct

▪ Advancing Equity, Inclusion and Diversity at DPH

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HR Equity Plan for FY19-20

HR People Development Team will lead equity initiatives within HR

Key Internal Functions:

❑ Collaborate with DPH Office of Equity and CCSF/GARE initiatives to

streamline and standardize HR equity initiatives

❑ Organize mandatory equity trainings for all HR staff

❑ Analyze HR policies, procedures, communications from an equity lens

❑ Integrate equity tools and practices in all HR functions

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HR Equity Plan for FY19-20

HR People Development Team will lead HR equity initiatives across DPH

Key External Functions:

❑ Institute a centralized exit interview process for all DPH divisions

❑ Create an Alternative Dispute Resolution function for DPH workforce

❑ Develop and Disseminate Diversity and Inclusion Assessment Reports

❑ Grow and standardize internship opportunities across DPH

❑ Facilitate ongoing HR trainings with a focus on equity and inclusion

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HR Updates for FY17-18

HR Merit & Recruitment Services

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27,43825,286 26,117

20,776

0

5,000

10,000

15,000

20,000

25,000

30,000

FY14-15 FY15-16 FY16-17 FY17-18

Number of Applications Received in FY14-15 to FY 17-18

FY17-18: Of the 20,776 applications received, 11,284 applicants referred to hiring managers

HR Operations

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45

9

21

6

63

8

13

13

57

0

26

7

62

1

14

58

63

5

23

1

86

0

17

26

64

8

20

2

63

0

14

80

CENTRAL LHH ZSFG TOTAL

DPH NEW HIRES BY DIVISION: FY14-15 TO FY17-18

FY 14-15 FY 15-16 FY 16-17 FY 17 -18

HR Operations

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19

9

18

3

17

7 17

9

19

3

FY 14-15 FY 15-16 FY 16-17 FY 17-18 FY 18-19

DPH RETIREMENTS: FY14-15 TO FY18-19

Projection

DPH Workforce Demographic DataFY14-15 to FY18-19

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Source: DHR Citywide Workforce Demographics

Total DPH workforce = 7388

DPH New Hires Demographic DataFY14-15 to FY18-19

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Does not include 3rd quarter

data for May and June 2019

30 27 27 27 24

11 12 12 15 18

19 18 16 14 15

11 15 16 14 15

28 26 26 25 21

0

20

40

60

80

100

120

FY 14-15 FY 15-16 FY 16-17 FY 17-18 FY 18-19

Perc

ent

by

Race

Fiscal Year

Percent of New Hires by Race by Fiscal Year

WHITE

HISPANIC

FILIPINO

BLACK

ASIAN

HR People Development Team

From July 1, 2017 to June 30, 2018:

Key trainings co-created and co-facilitated by HR staff:

▪ Race Ethnicity and Language (REaL)

▪ Sexual Orientation and Gender Identity (SOGI)

▪ Cultural Humility (HR)

▪ Performance Planning and Appraisal (HR)

▪ Crucial Conversations (certified trainers, facilitation)

▪ Racial Humility (550 staff. Coordination. Report. Call to action and toolkit)

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HR EEO

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BHS, 5 Central

Admin, 2

Jail Health, 3

LHH, 9

Not

Applicable, 3

Population

Health, 2

Primary

Care, 9MCAH, 2

ZSFG, 33

FY17-18: 69 EEO complaints received

128

90

69

0

20

40

60

80

100

120

140

FY15-16 FY16-17 FY17-18

NUMBER OF EEO COMPLAINTS RECEIVED IN FY15-16 – FY17-18

A L L C O U N T S / R E C O R D S S H O U L D B E C O N S I D E R E D A N E S T I M A T E , W H I C H M A Y C O N T A I N E R R O R S A N D A R E S U B J E C T T O R E V I S I O N S .

HR ADA

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Behavioral

Health, 23

Central

Admin, 10

Health at

Home, 2Jail

Health, 5

LHH, 52

Population

Health, 11

Primary

Care, 29

MCAH, 6

ZSFG, 155

FY17-18: 293 ADA requests received

309

291293

280

285

290

295

300

305

310

315

FY15-16 FY16-17 FY17-18

NUMBER OF ADA REQUESTS RECEIVED IN FY15-16 - FY17-18

HR Labor Relations

19

From Jan 1, 2019 and April 26, 2019:

325: open labor cases

Ongoing labor case data collection

and analysis:

• Compliant with Mayor’s Executive

Directive (9.18.18)

• DPH HR will report all labor data to

DHR in July 2019

Select Labor Relations Open Cases: 1/1/2019 - 4/26/19

Arbitration 10

Abuse/Harassment/Retaliation 13

Discipline 83

Grievance 40

Inappropriate Conduct 1

Investigation 51

Meet and Confer 15

Probation - Extension 2

Release 3

Separation 4

Separation - Medical 8

Skelly 6

Subpoena 3

Whistleblower 5

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15

Employees Completes Time Card

Manager’s Approval

Forward to Payroll

Input in Payroll System

Preview Payroll

Approve Payroll Totals

Run Payroll

Distribute Payroll

Pay Cycle

starts here

HR Payroll

From July 1, 2017 to June 30, 2018:

➢$796 million: Gross Pay

➢$29 million: Average total

salaries per pay period

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Key HR Initiatives in FY18-19

❑ Employee Engagement Survey

❑ Comprehensive HR training program for managers and staff

❑ Management Coaching for new managers

❑ Partnership with Mayor’s Opportunities for All Initiative

❑ Equity trainings for HR staff starting July 2019

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65%: 2019 Employee Engagement Survey Response Rate

22

Employee Engagement Survey

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Employee Engagement Survey

Response Rate Comparisons (from 2015 to 2019)

Suvey Year Invited Responses Response Rate

2015 8,022 3,220 40.10%

2019 7,618 4,956 65.10%

Thank you!

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