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2018 Human Resources Approved Budget Overview

Mission

The mission of the Human Resources Department is to provide quality employment services, effective training, and technical human resources assistance for the Franklin County Board of Commissioners' and other designated agencies so they can continue efficient agency operations. The mission of the Department of Benefits & Wellness division of the Human Resources Department, is to provide affordable and sustainable health and wellness benefits to the members of the Franklin County Cooperative Health Improvement Program. The ultimate goal of the Cooperative is to improve the health of all our members.

Strategic Initiatives

  1. To recruit, retain and develop high performing individuals in order to improve the quality of services provided by the County.
  2. To provide organizational stability and support to the agencies by development of policies and procedures that provide for fair compensation, equitable treatment of employees, and reduced turnover and greater succession planning.
  3. Develop and administer a sustainable health and life benefits program that optimizes quality, access and cost. The program should also be responsive to and valued by plan members.
  4. Improve the health status of Franklin County Cooperative Health Improvement Program members through data-driven, evidenced-based wellness programs.
  5. Recommend risk reduction measures to lessen occupational risk for Franklin County employees through worksite assessments and claims analysis.

Strategic Issues

  1. Healthcare Cost Containment - Impact of health care cost and quality drivers: Internal cost drivers include budget constraints and vendor contracting; external cost drivers include member utilization and trend.
  2. Employee Performance - Maintaining positive morale and employee relations with employees who are challenged to provide quality service to the Franklin County community.
  3. Succession Planning - Changes in retirement programs and the aging of the employee population that impacts retention, succession planning, and fiscal stability.
  4. The Challenge of Change - Combating complacency in unhealthy behaviors.
  5. Employee Training and Development - Balancing the need for training with the need for employees to be at their work assignment, and simultaneously guiding them through the process of growing, developing, and taking steps toward fulfilling their own personal unique potential.
  6. Employee Retention and Recruitment - Processing new hire packets in a timely manner so that vacant positions are filled quickly.
  7. Employee Training and Development - Making the most use of training time by presenting classes which have shown to be of an interest to employees.
  8. Developing methods of effective communication - Barriers to effective communication and education of members which include a lack of access to electronic media: e-mail, personal computers, etc., and possibly literacy issues, and the need to focus on the tone and style of messaging. Additionally, the need for interagency communications and receiving appropriate cooperation.
  9. Promoting Healthy Behavior Change - Barriers to behavior change, i.e., health concerns not personally relevant/identifiable, prospect of behavior change too overwhelming, lack of support from peers/managers towards facilitating behavior change, etc.

Full Time Equivalents (FTEs)

Program 2017 Approved Budget 2018 Approved Budget
Health and Wellness 10.45 12.45
Employee Recruitment, Retention & Development 14.15 14.15
Risk Management 4.40 4.40
Total Agency FTEs 29.00 31.00

Full Time Equivalents (FTEs)

Program: Health and Wellness
2017 Approved Budget 10.45
2018 Approved Budget 12.45
Program: Employee Recruitment, Retention & Development
2017 Approved Budget 14.15
2018 Approved Budget 14.15
Program: Risk Management
2017 Approved Budget 4.40
2018 Approved Budget 4.40
Program: Total Agency FTEs
2017 Approved Budget 29.00
2018 Approved Budget 31.00

Budgeted Revenue

Fund 2016 Actual 2017 Approved Budget 2018 Approved Budget Change 2018 Approved vs. 2017 Approved
General Fund $96,156 $190,092 $64,000 -66.3%
Workers' Compensation Fund $5,044,340 $4,842,175 $4,568,000 -5.7%
Employee Benefits Self Insurance Fund $109,451,573 $111,843,259 $117,534,817 5.1%
Total $114,592,069 $116,875,526 $122,166,817 4.5%

Budgeted Revenue

Fund: General Fund
2016 Actual $96,156
2017 Approved Budget $190,092
2018 Approved Budget $64,000
Change 2018 Approved vs. 2017 Approved -66.3%
Fund: Workers' Compensation Fund
2016 Actual $5,044,340
2017 Approved Budget $4,842,175
2018 Approved Budget $4,568,000
Change 2018 Approved vs. 2017 Approved -5.7%
Fund: Employee Benefits Self Insurance Fund
2016 Actual $109,451,573
2017 Approved Budget $111,843,259
2018 Approved Budget $117,534,817
Change 2018 Approved vs. 2017 Approved 5.1%
Fund Total
2016 Actual $114,592,069
2017 Approved Budget $116,875,526
2018 Approved Budget $122,166,817
Change 2018 Approved vs. 2017 Approved 4.5%

Expense Budget

Program 2016 Actual 2017 Approved Budget 2018 Approved Budget Change 2018 Approved vs. 2017 Approved
Health and Wellness $116,484,691 $112,853,650 $117,993,636 4.6%
Employee Recruitment, Retention & Development $1,057,917 $1,244,729 $1,283,723 3.1%
Risk Management $3,811,777 $4,882,676 $4,619,255 -5.4%
Total $121,354,385 $118,981,055 $123,896,614 4.1%

Expense Budget

Program Health and Wellness
2016 Actual $116,484,691
2017 Approved Budget $112,853,650
2018 Approved Budget $117,993,636
Change 2018 Approved vs. 2017 Approved 4.6%
Program Employee Recruitment, Retention & Development
2016 Actual $1,057,917
2017 Approved Budget $1,244,729
2018 Approved Budget $1,283,723
Change 2018 Approved vs. 2017 Approved 3.1%
Program Risk Management
2016 Actual $3,811,777
2017 Approved Budget $4,882,676
2018 Approved Budget $4,619,255
Change 2018 Approved vs. 2017 Approved -5.4%
Program Total
2016 Actual $121,354,385
2017 Approved Budget $118,981,055
2018 Approved Budget $123,896,614
Change 2018 Approved vs. 2017 Approved 4.1%

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