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Human Resources is committed to partnering with County leaders and employees in carrying out the vision of leadership while optimizing the potential of our greatest asset – our employees. We embrace our commitment to continuous improvement and the opportunities it brings while focusing on delivering value-added services through recruiting, developing, rewarding and retaining the quality and quantity of County employees needed to meet its goals.


  • Remain competitive in the labor market including both wages (direct) and benefits (indirect)
  • Administers county’s self-funded medical plans
  • Oversees dental, vision, life, disability, and wellness plans
  • Administers flex spending accounts
  • Facilitates Family Medical Leave Act (FMLA)
  • Monitors Health Insurance Portability and Accountability Act (HIPAA) privacy policy
  • Administers military leave


  • Support the county’s strategic goals and objectives by being competitive both internally and within comparable labor markets
  • Develops and administers classification, reclassifications, classification studies, job descriptions and job evaluations
  • Compensation, wage analysis, appropriate placement
  • Oversee performance process for employee evaluations


  • Recruit and retain a talented workforce essential to providing the county’s high-quality services
  • Manages recruitment, job fairs, job postings, selection, and hiring process


  • Ensure that the county is complying with employment laws
  • Administers issue resolutions between management and employees
  • Administers Americans with Disabilities Act (ADA) interactive process
  • Provides pre-employment screening
  • Compliance with the county’s Drug and Alcohol Policy
  • Routes and track employee complaints and inquiries


  • Provide training programs to improve efficiency, morale and overall ability to serve the public through prudent training and educational assistance investments
  • Oversees training needs of employees
  • Manages Educational Assistance Plan

ID Objective Status Accomplished Date


Employment: Improve Recruitment Model to support hiring managers and communicate recruiting services




Electronic Onboarding: To improve the onboarding experience for new employees with electronic onboarding fully developed- completed/roll out in phases- Total of five (20% each phase)




Employee Development:  Provide a variety of both instructor led and online training courses to meet learning needs countywide (MyBLC new training)




Equal Employment Opportunity Compliance (EEOC)/Labor Relations: Provide countywide mandatory training to managers and supervisors on sexual harassment identification, prevention, elimination, and responsibilities 


Not Tracking*

* Converted to Performance Measure

The Matrix is used during the Build Foundation and Developing Framework phases of the performance reporting process. While developing the Matrix the mission, services, projects, and performance measures are reviewed, updated, and/or established for the upcoming cycle. The Meeting Agenda and Industry Research are used during the Analyze & Review phase of the performance reporting process. The Meeting Agenda tracks questions and follow up items addressed during the DCM Performance Meetings, while the Industry Research is reviewed for industry trends and benchmarking opportunities.   


The legend below illustrates the alignment to the Strategic Plan Goals across the objectives and performances measures per department.

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