HUMAN RESOURCE DEPARTMENT
The Human Resource Department has continued to pursue the challenges and goals set in the 2003 annual report.
- Support of the executive staff and the Board in encouraging and fostering staff development through the agency’s tuition reimbursement program
- Support Specialist Program
The Human Resource Department, one of the driving force departments in the agency, has continued to respond to many requests as well as required assistance to our employees without limitation.
The Human Resource Department took the lead in advancing professional and organizational development. Support for professional development through professional affiliates such as the American Public Human Services Association (APHSA), tuition reimbursement, regional and national conferences remained steady with board member participation specifying related programs to serve our customers.
Another aspect that is pursued by the Human Resource staff is the organizing of the Employee Awards Luncheon and the American Red Cross Blood Drives, which allows everyone in the agency to participate.
The Human Resource Department is also designed to provide to the agency diversity in recruiting and hiring professional staff which leads to ongoing career investment, ensuring that the agency is secured with prime resource.
Throughout 2004, the Human Resource Department has continued to provide support and maintain the primary focus on employee needs and assessments, improve effectiveness of the services that are provided through customer service etiquette.
One of the major projects accomplished in 2004 was the retirement incentive program with fifty one employees retiring and the vast majority (29) retiring as early as January 1, 2004. The project included extensive research with much communication and collaboration with retirees and the staff of the New Jersey Division of Pensions regarding all the features of the retirement program, and increased the knowledge of the Human Resource Department. The Human Resource staff was on board to provide the expertise and assistance with preparation of various documents and resolutions in order for the program to be approved by the Board and by the New Jersey Division of Pensions.
Other customer service challenges that the Human Resource staff is responsible for is follow up with the New Jersey Department of Personnel on behalf of employees of the Mercer County Board of Social Services regarding discipline, status, intergovernmental transfers, promotions certifications and much more.
Challenges and Goals for 2005
- Pursue succession planning that would allow opportunities
- Focus on skills inventory that aids in planning future employees in training and management development as well as cross training
- Identify employees to fill key jobs throughout the department and agency
The Human Resource staff is committed to continue its mission and to provide a service relationship to the employees and the Agency that is in accordance with the laws, policies and procedures.[ Table of Contents ]