The Department of Human Resources is responsible for attracting, developing, and retaining a diverse and quality workforce. In order to accomplish its mission, the Department develops, implements, and administers the City’s human resource policies, regulations, programs, and related special projects. The Department is comprised of seven divisions through which it operates and delivers its services. The divisions are Classification and Compensation, Employee Benefits, Training, Employee Assistance, Recruitment, and Systems Support. The Director’s Office provides leadership, management, technical and administrative oversight for the Department, ensuring that the staff has the tools, skills, and support to perform their jobs as strategic business partners to City agencies.
The Department also serves as support to the Civil Service Commission. Established by the City Charter, the Civil Service Commission advises the Mayor on personnel issues and investigates and rules on appeals of termination, suspensions over 30 days, and demotions of civil service employees. While the Commission is responsible for the final determination of personnel rules and regulations, the Department of Human Resources’ responsibilities span the daily operations of the City.
The Department of Human Resources provides data on the following topics in its monthly template:
Managing a workforce of several thousand employees spread across the city of Baltimore is challenging. Not having accurate data that’s easily accessible makes it even more challenging. Using a new electronic management system, the Department of Human Resources now has more accurate, more accessible records of City employees. The best part: this data is at the fingertips of agency managers and Human Resources personnel so that they can make better decisions and prepare for coming trends. The chart above shows one of the first examples of this newfound ability. There are many employees approaching retirement age, which has prompted agencies and the Department of Human Resources to work to create more succession planning and training. Another example of how the CitiStat process increases the accurate and timely intelligence shared by all.