HomeMy WebLinkAboutFIN 2021-10-11 Item 1C - Funding - Staffing Request from Human Resources DepartmentCity of Tukwila
Allan Ekberg, Mayor
INFORMATIONAL MEMORANDUM
TO: Finance & Governance Committee
FROM: Juan Padilla, Human Resources Director
Eric Drever, Chief of Police
CC: Mayor Ekberg
DATE: September 30, 2021
SUBJECT: Transfer of funds to create a new HR Position
ISSUE
The City Human Resources Department (HR), in collaboration with the City of Tukwila Police
Department (PD), is requesting Council authority to transfer funding from a vacant Police
Department FTE to the HR to create a new FTE in HR. This position would be a Human
Resource Analyst.
BACKGROUND
Over the last couple of years HR has seen an influx in work and assignments across all lines of
business. This includes Recruiting, Civil Service hiring, Protected Leaves, Safety and Claims
(L&I), Safety Program, Employee and Labor Relations, managing of the Self -Funded Healthcare
Plan, and Labor negotiations.
DISCUSSION
HR staff have been performing at a very high operational tempo going on 18 months with the
current FTE authority. Staff is proposing to bring on a HR Analyst to ensure the appropriate
staffing level to increase productivity in the following key areas.
Police: We are projecting that Police Recruiting (Civil Service) will need to ramp up
exponentially in the coming months and maintain a continuous surge until the changes being
made by the Federal and State level become the new normal in Police Operations. Due to
pending vaccine mandates from the Federal Government, the City may lose additional officers
that choose not to be vaccinated. We are currently recruiting for multiple positions in PD that
include entry, lateral, or certified entry Police Officer positions, while preparing to also fill the
currently frozen (8) PD positions, and 5 current vacancies.
Recruiting: Just in the last year alone, the City HR Department has revamped or hiring process
to lead the way in creating more inclusive hiring practices to align with our City's Equity policy.
We have hired 95 new staff members in 2021 to date, while continuing to work over 20 hiring
processes currently.
Safety Program: As a by product of the increased operational tempo in HR, the City's Safety
Program has not had the attention it needs. Our safety program works cross departmentally and
helps us mitigate risk across the City and as mentioned by our Emergency Manager it is needed
to help coordinate Safety and be a conduit for all employees. Some of the tasks are maintaining
our Accident Prevention Program, managing our City Safety Committee, creating and managing
training for all City Employees such as Blood Borne Pathogens, Drivers Safety policy, CDL and
random drug testing, AED management across the City, and working as a key member with the
City's Wellness Committee.
INFORMATIONAL MEMO
Page 2
FINANCIAL IMPACT
The proposed position is banded at the C-41 pay band, which is $157,715 a year with benefits.
This is $16,747 a year more than a frozen patrol position in PD ($140,967), and the difference
can be absorbed in the budget amendment process. The police department would keep one
patrol position frozen indefinitely. The Police budget would reduce by $140,967 and HR would
increase by $157,715.
RECOMMENDATION
Staff is seeking committee approval to include this request in the proposed budget amendments
scheduled for the Finance and Governance Committee on October 25, 2021.
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