Travis County Commissioners Court
February 23, 2010,
Item 4
Four is to consider and take appropriate action regarding revisions to the job description of director of the human resources management drept.
>> judge, it would go on consent probably, but I have no problem with it except abstaining.
i need to abstain on it.
>> on four?
>> yes.
>> okay.
pretty straightforward.
>> think a couple other members have questions.
>> thank you very much.
i'm danny hobby, and I'm the executive manager of art and services.
however, I'm a representative of the organizational planning team.
in this particular presentation.
to my left is tracy calloway, who is the interim human resources management director.
and the organizational planning team along with I think some of tracy's staff in hr, as well as tracy.
we have been roughing the job description of the permanent director of human resources management department.
and you approved a job description last October 1.
and since that time, we have taken a look at it and made some revisions to it.
so what you should have in your packet is the copy that actually shows you the job description but also behind that, what we received yesterday, the red line of where you could actually see what changes were put in as well as what changes were taken out.
and then also attached to that was time line in regards to be the hiring process and the time of that which is approximately four months.
because our goal is to have you approve the job description.
so therefore we can start the hiring process.
i'm going to let tracy go ahead and review with you some of the highlights of the revisions.
>> tracy calloway, interim director.
there were four major highlights of the changes to this particular job description.
the first being clarifying the roles and responsibilities relative to the Commissioners court erse have us those appointed in and ee lengths officials.
the second recommended change was the description of existing reporting arrangement.
the third thing was the elimination of minimum requirement which allowed combination of experience to substitute for education.
then the last is addition of preferred qualification around professional certifications with human resources as well as an advanced degree.
those were the four overall changes, highlights to this particular job description.
given those changes, and the approval of the court, you would see that we would like to begin the marketing of that role immediately.
the role would be marketed for 30 days of which screening would begin mid March.
the top 5-6 candidates would then be referred in mid April to the office and planning team.
the top three would then be presented to this court around early to mid may.
with a selection to late may and start date in mid June for the candidate.
>> questions?
>> I think you all have done a fabulous job.
>> thank you.
>> this is impressive.
i have several lets --bullets I would like for the court to consider add okay.
>> under knowledge skills and abilities, knowledge of, the fourth let reads --fourths bullet reads county procedures, I would like to consider putting in place of that current hr policies and procedures.
actually, you could just leave that hr policies and procedures.
>> so you are adding public and private sector.
>> policies and procedures.
in place of county policies and procedures.
>> in place of?
>> uh-huh.
>> public sector includes county.
>> I see.
so current.
public and private sector hr policies and procedures.
got it.
>> actually, I could take the hr out.
i had done that and then said it.
because there may be other policies and procedures worth knowing about beyond h r.
just broadens that line a little bit.
>> I think if you make it too broad you make a whole lot of people eligible who otherwise would not be.
>> then hr is fine with me.
>> I would leave hr in there.
>> hr wasn't in there before.
but we can certainly put it in.
>> let me find what you have.
>> bullet number 4 under knowledge.
>> red lined.
>> not.
>> in addition to county policies and procedures.
>> in place put current serth policies and procedures.
>> the first is very narrow.
you're talking about counties.
we broaden that to say public and private sector.
i think we need to put hr there.
i don't know that your expertise in transportation will help.
>> I was thinking of things like finance.
hr at county is wellness, risk management.
>> okay.
>> that is about as broad as those responsibilities get.
>> tracy brings up a good point, the first bullet, all areas of resource management.
perhaps, I'm just, you know, perhaps we're wordsmithing from the dias.
>> we wount do that.
>> I know.
>> perhaps that is the area to put it if we left county policies and procedures alone and instead put it in the bullet all areas of human resources management both public and private.
>> I can go with that.
>> all areas of public and private sector human resource management.
>> any objections?
okay.
>> under skill in, I would add a bullet of change management.
>> how would you word it?
>> change management.
>> familiarity with principles?
>> they are bulleted.
it's skill in.
and the bullet would be change management.
another bullet under that category, leadership development.
>> if you say change management, we will all know what that means.
>> okay.
>> those include writing with verb, it can be delivering change management and leadership solutions.
>> we figure if you apply for the job you ought to know what that means.
>> yes, just a format.
>> you can add the on the other three --verbs on the other three as well.
>> next one is skill and leadership development.
next one is collaboration and team building.
next one is meeting management.
>> four bullet.
>> I would have done this earlier.
i didn't see a copy of this.
my apologies.
under ability to, I would, about five or six down, a bullet work independently.
to me that seems more appropriate for a lower level position.
in place of that, I would take that one out and I would put two bullets in.
one is to initiate and lead, ability to initiate and lead.
and the neck --next one is to think independently.
i would also add, accept responsibility.
then just matter of clean-up, on my copy, about midway down, communicate goals to a wide and diverse audience is in there twice.
>> good thing I read it.
>> that is it.
>> any objection to those changes?
any other questions, comments?
>> that is it.
>> I had a question with regard to the reporting requirement.
i notice that it reports to, looking for the specific spot, the role reports to the Commissioners court or designated executive manager.
at this point, say this position were hired today, would the position report to the management team?
or have we clarified at this point?
>> at this particular moment we actually, for instance, tracy's position, we have a liaison, executive manager off the organizational planning team, a liaison with tracy.
then of course you still have the hr and the subcommittee.
so I think the position currently ideas the liaison as well as the subcommittee.
>> turning to the subcommittee, at this point, after hiring, who would the human resources management director report to?
>> unless we change the organizational scheme in place, this director would report to the executive manager.
>> to which?
>> a position that is now vacant.
it would be team, hopefully the team won't be there forever.
hopefully we will have a scheme in place and decide who that person reports to.
but until we do that, the current system is for this position to report to the executive manager.
a position that is vacant.
see what I'm saying?
>> so would it report to rodge jeffreys at this point?
>> yes.
>> that was the clarification I was looking for.
>> actually roger jeffreys and one or two ogs.
roger is kind of day to day person, right?
>> that.
>> it would be roger immediatel.
>> and I'm backing him up.
that is why I'm hearing today.
>> okay.
>> okay.
>> anything else?
thank you all very much.
move approval.
>> second?
discussion?
all in favorment show Commissioner Davis abstaining.
the rest of the cort voting in favor of the motion to approve the proposed job description.
>> thank you.
The Closed Caption log for this Commissioners Court agenda item is provided by Travis County Internet Services. Since this file is derived from the Closed Captions created during live cablecasts, there are occasional spelling and grammatical errors. This Closed Caption log is not an official record the Commissioners Court Meeting and cannot be relied on for official purposes. For official records please contact the County Clerk at (512) 854-4722.
Last Modified:
Tuesday, February 23, 2010 2:15 PM
