2017-18 Unit Plan
Human Resources

Mission Statement

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.

Program Description

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 nine (9) individuals, representing a total of 8.50 full-time equivalent employees.  Position titles include Executive Director for Human Resources (1.0 FTE), Assistant Director for Human Resources (1.0 FTE), HR Analyst Academic/Classfied (2.0 FTE), Benefits Analyst (1.0 FTE), , HR Personnel Specialist (3.0 FTE) and HR Clerk/Receptionist (.50 FTE).  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

Student Learning/Administrative Unit Outcomes

The Human Resources Department outcomes listed below will be evaluated during the spring 2018 term through a survey(s) to indicate level of success:

Employees will report that they have had the opportunity to provide feedback and input into the District’s recruitment and hiring processes.

EEO representatives and hiring committee chairs will report that they have received hring committee training utilizing a newly revised module.

Employees will report that workflow responsibilities within the Human Resources Department are easier to decipher and that requests are processed in a more efficient and effective manner.

Employees will report that they are satisfied with the professional development opportunities provided by or facilitated by the Human Resources Department.

Departments and hiring committees will report that they have seen improvement in the size and efficacy of recruitment applicant pools.

Standards/Goals for Student Achievement (OSLED Departments)

Standards/Goals for Student Achievement (All Other Departments)

The Human Resources Department supports the college in meeting its student achievement standards by providing the infrastructure for recruiting, hiring and retaining a diverse faculty and staff. Our goal is to seek innovative approaches to hiring demands while providing outstanding customer service. While we are not directly involved with students earning degrees and certificates, we provide support indirectly by fostering an environment conducive to student learning and achievement.

Strategic Direction

The Human Resources Department will support the college in meeting its Strategic Direction and Priorities by providing overall support to:

Initiative 2 - Supporting Student, Faculty, and Staff Success;

Initiative 3 – Using Data-Informed Processes for Continuous Improvement; and

Initiative 6 - Enhancing a Culture of Inclusiveness, in the following ways:

Supporting processes and procedures to hire and retain qualified and diverse administrators, faculty and staff members who are dedicated to student success;

Engaging in ongoing dialogue and review of processes and procedures to ensure compliance and operational efficiency;

Supporting student success and retention through student employment both on and off campus in coordination with various other campus resources; and

Being responsive to the overall human resources needs of instructional, student services and administrative departments

Program Review

Department Goals

The Human Resources Department will work toward implementing/achieving the following:

Pursue staffing modifications to increase or enhance customer service provision. Utilize technology to streamline and automate forms/process to best support efficient and effective workflow and sustainability.
Ensure cross-training and professional development opportunities are afforded to Human Resources Department staff in order to provide more robust customer service to the campus community.
Provide and support employee benefit plans including maintaining and continually updating processes in accordance with the Affordable Care Act, as well as assisting employees and dependents throughout the District’s transition to a different health benefits program (Self-Insured Schools of California).
Review and improve processes to support student success, and instructional, student services, administrative goals across campus.

Future Development Strategies

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.

Initiatives

Supporting Student, Faculty and Staff Success
Using Data-Informed Processes for Continuous Improvement

Supporting Rationale

Legally required

Supporting Rationale Alignment
Supports Previous Program Review Recommendations: No
Supports Changes from Student Learning Outcomes Assessment: No

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.

Initiatives

Modeling Sustainability
Supporting Student, Faculty and Staff Success
Using Data-Informed Processes for Continuous Improvement
Maximizing Resources to Support Student Learning
Enhancing a Culture of Inclusiveness

Supporting Rationale

Focusing on continuous improvement.

Supporting Rationale Alignment
Supports Previous Program Review Recommendations: Yes
Supports Changes from Student Learning Outcomes Assessment: No

Strategy 3 - Evaluation Procedures and Processes

Create task force to examine the Classified/Confidential/Supervisory and Management evaluation forms and processes.

Initiatives

Supporting Student, Faculty and Staff Success
Using Data-Informed Processes for Continuous Improvement

Supporting Rationale

Focusing on continuous improvement.

Supporting Rationale Alignment
Supports Previous Program Review Recommendations: Yes
Supports Changes from Student Learning Outcomes Assessment: No

Strategy 4 - Supervisor/Management Training

Assess the needs of supervisors and managers to help inform strategic workforce development planning focused on evaluation, discipline, and other HR-related topics.

Initiatives

Supporting Student, Faculty and Staff Success
Using Data-Informed Processes for Continuous Improvement
Enhancing a Culture of Inclusiveness

Supporting Rationale

Focusing on continuous improvement.

Supporting Rationale Alignment
Supports Previous Program Review Recommendations: Yes
Supports Changes from Student Learning Outcomes Assessment: No

Strategy 5 - Policies and Procedures

Review 7000 series BP/AP to determine needed updates.

Initiatives

Supporting Student, Faculty and Staff Success
Using Data-Informed Processes for Continuous Improvement
Enhancing a Culture of Inclusiveness

Supporting Rationale

Legally required.

Focusing on continuous improvement.

Supporting Rationale Alignment
Supports Previous Program Review Recommendations: Yes
Supports Changes from Student Learning Outcomes Assessment: No

Strategy 6 - 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.

Initiatives

Enhancing a Culture of Completion and Academic Achievement
Supporting Student, Faculty and Staff Success
Using Data-Informed Processes for Continuous Improvement
Enhancing a Culture of Inclusiveness

Supporting Rationale

Aligned with all AUO's

Supporting Rationale Alignment
Supports Previous Program Review Recommendations: No
Supports Changes from Student Learning Outcomes Assessment: No

Requested Non-Financial Resources

None.

Current Financial Resources

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. Student Equity 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.

Augmentation Requests

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	52120	$0.00	$35,000.00
Increase HR Receptionist from part-time (20 hrs/wk) to full-time (40 hrs/wk) with benefits	To efficiently staff the Human Resources Department, a full-time Human Resources receptionist is needed. Without a full-time receptionist in place, we do not have office coverage, causing other Human Resources professionals to staff the front counter and all incoming calls for up to 4 hours per day and all morning on Fridays. This causes issues with workload for the entire office. Front counter coverage by professional staff is not an optimal use of District resources, as highly skilled staff are deployed in the provision of clerical support. Much of the work performed by Human Resources staff requires significant focus. Being frequently interrupted to cover the front counter makes performing those distinct more challenging.				Maintaining core programs and services Directly supporting meeting department standards/goals for student achievement and/or supporting the college in meeting its student achievement standards and/or goals Recruiting, hiring, and retaining a diverse workforce
2	HR	Equipment	110001501673000	54500	$2,500.00	$0.00
Printers and Electronic Equipment	Human Resources staff print confidential information but print only to shared printers. This is less than ideal given that non-Human Resources employees are frequently in our office. Also, having multiple staff waiting at a printer to pick up their material is not important.
3	HR	Operating Expenses	110001501673000	55200	$45,000.00	$0.00
Professional Development for HR Staff	Human Resources leadership has identified professional development opportunities for Human Resources staff including areas of recruitment/hiring, benefits, labor relations, and performance management. It is critical for human resources professionals to be offered professional development in order to stay up-to-date on current best practices and compliance information.		Student Equity		Supports Previous Program Review Recommendations Maintaining core programs and services Recruiting, hiring, and retaining a diverse workforce
4	HR	Facilities	110001501673000	56220	$90,000.00	$0.00
Security for HR office	For the safety and security of the Human Resources staff. Due to the at times contentious nature of the issues the Human Resources staff deals with, it is important to have security built in to the office setting. Estimate is to create glass enclosure for Human Resources front lobby area similar to that which is utilized in Business Services.				Resolving health, life, and safety issues Maintaining core programs and services Supports Previous Program Review Recommendations