Recruitment

Training and Development Benefits Administration

Labor Relations

Employee Recognition

Health Management Safety and

Compliance

Payroll

Contract Negotiations Tuition

Reimbursement

Contract Administration Applicant Testing

FMLA Administration

EEO Compliance

Human Resources Team

Performance Management

Back Row (L to R): Jocelyn Garris, Laura Mousseau, Marcie Ver Beek, Jennifer Orme Front Row (L to R): Taci Casey, Andrea Dumbrell, Kelli Rantz, Erin Rotman

Mission Statement

The Human Resources Department serves the County of Ottawa by focusing efforts on the county’s most

valuable asset, its employees. Human Resources does this through recruitment, hiring, and retention of a diverse, qualified workforce. The Human Resources Department provides human resource direction and

technical assistance, training and development, payroll administration, equal employment

opportunities and employee/labor relation services to the county.

“GREAT VISION WITHOUT

GREAT PEOPLE IS

IRRELEVANT”

JIM COLLINS

In 2013 the county posted 114

positions, and 3977 applications were

received and screened. The department

conducted 641 employment interviews

resulting in the hiring of 238 employees.

Of those hired, 46 were promotions or

transfers of existing employees and 192 were new (external) hires.

Recruitment

0

50

100

150

200

250

Positions Hired

Training & Development The GOLD (Growth Opportunities in Learning and

Development) Standard Training Program has become an integral part of the Ottawa County

employee culture since its inception in 2008. We have had a total of 208 graduates through our

three-month GOLD Leadership program, and at the end of 2013, 99% of all employees had completed

at least one training class through the GOLD program. As we look toward the future, plans are

in place to expand our online training offerings, further develop our classroom course catalog,

work with teams and departments to utilize the DiSC and Kolbe assessment results, and continue to meet new training and development needs as

they arise.

115 Classes

26 GOLD Leader Graduates

166 New Employees in Orientation

434 Hours of Instruction

1707 Trainees in Classes

Behavioral Styles with DiSC

Presentation Skills

Business Writing and Grammar

Behavioral Interviewing

FMLA for Supervisors Ottawa County

Information

Verbal Defense

Office Graphics

GOLD Leaders

Documentation and Discipline

Ottawa County Information

• ABOUT THE PRESENTER:

• "Great upbeat attitude to keep the audience's attention and engaged with various activities."

• ABOUT THE CLASS:

• "I think that learning about the county parks and what each county department is responsible for was the most beneficial. The park information was valuable to me as a resident of Ottawa County. The department information was valuable because I like being able to direct people to the right places when they need help."

• "The exercises were great. I learned a lot from doing them and testing my own knowledge. Sometimes, you are sure you know something and it turns out you had a misconception."

Behavioral Interviewing

• ABOUT THE PRESENTERS:

• "Very engaging & friendly. Made it very comfortable to ask questions."

• "Excellent teamwork presenting the material."

• ABOUT THE CLASS:

• "(Learned how) to be a 'STAR' in an interview. Both what to listen for and how to present."

• "(Learned how) to develop effective questions."

Business Writing & Grammar

• ABOUT THE PRESENTER:

• "You made grammar fun. I did not think that was possible. Really enjoyed the class."

• Laura made the class fun! It was nice to be refreshed on my grammar and writing."

• ABOUT THE CLASS:

• "It was not your typical grammar class. I learned a lot but it didn't seem like work."

• "The class was a good refresher of what I've forgotten. It also brought up issues I never knew about."

• "(I liked) doing the exercises and practice examples. It helped apply the knowledge learned in the course."

What Ottawa

County Employees

Are Saying About

Training!

Quick Facts

In 2013 an average of 1091 employees, working 1.7 million

hours, only had 6 injuries that resulted in days away from work.

HDHP, 75%

HIGH, 13%

LOW, 1%

OPT OUT, 11%

2013 Insurance Selection

A Healthier Workforce

Health Management Over 90% of our covered employees and spouses were compliant with the Health Management Plan activities, which is a HUGE accomplishment, especially when the

national average of "wellness plan" compliance or

participation is approximately 50%. We attribute the success of our plan to strong education efforts, clear

communication of required activities, disincentive amounts for non-compliance, and the fact that this initiative is

backed so strongly by county leadership.

Wellness Classes Held In 2013 Strength Training Made Easy

Build a Better Lunch Stress Management- Beyond the Basics

Wellness Challenges Held In 2013 "Hold it for the Holidays" (105 participants)

"Healthy Steps" pedometer challenge (209 participants)

Tuition Reimbursement

The Tuition Reimbursement program was reinstated for the Fall Semester 2012. There was a

significant response from employees in 2013. Nearly 90% of the employees participating are

seeking advanced degrees in areas such as Business Administration, Social Work, and Criminal Justice. The tuition program enables us to develop our employees, increasing their skill level in their

current roles and preparing them for future advancement within the county.

The 2013 Service Awards Banquet was held on October 23 at the Pinnacle

Center in Hudsonville. Employees were honored for their milestone years of service from five to thirty-five years.

Thirty retirees were also recognized for their loyal dedication to Ottawa County.

Employee Recognition

Quick Facts 49 employees received reimbursement

Employees attended 27 universities 150 classes were approved and completed

$ 224,587.82 was paid to employees

Labor Relations

Two grievances, concerning contract

interpretation, were filed in 2013. Both were resolved at “Step 2” (at department level) of the Grievance Process. Two arbitrations were filed

in 2013, one was dismissed prior to

the hearing and the other was a split decision.

Contract Negotiations

In 2013 we successfully negotiated all 7 collective

bargaining agreements which expired at the end of

2013. These negotiations were all completed prior to

the end of 2013.

The Michigan Nurses Association became Group N (non-represented) as of January 1, 2013.

Grievances

Contract Administration

Throughout 2013, Human Resources worked closely

with county departments, elected offices, and court supervisors on various contract interpretation issues.

Payroll

Quick Facts In 2013 the average number of

employees being paid each pay period

was 1090. The total payroll and payroll invoice amounts for 2013 were

$69,728,445.73 for an average of

$2,681,863 each payroll.

After a year of transition, preparing for the move from an AS400 system to the new MUNIS system, the

Human Resources Department went live with the new HR/Payroll database system on January 1, 2013.

The new system provides much greater access to information, easier reporting capabilities, and

increased automation of payroll processing and other tasks. However, in order to achieve these results,

many long-established systems and processes have had to change. It has been a year of learning,

adapting, and rethinking old methods. Even with the new system, processing payroll for 1100 employees every other week involves maintaining and updating

electronic master files and tables, insurance contributions, employer premiums, retirement

contributions, union dues, step increases, and all other payments, deductions, and accruals. All of this

must be done in strict compliance with state and federal tax laws, labor laws, contracts, benefit

manuals, and other payroll regulations and best practices.

Training & Development

• RFP for a new Learning Management System

• Assessment of collaboration of training local entities

Compliance of Health Care Reform

• Strategize, consult, and plan to ensure we meet all requirements

Planning for the Future

• Wage and Classification Study in 2014

• Implementation of an electronic human resources access system

In the upcoming year, our priorities and major initiatives include:

The activities and programs of this department are brought to you by the members of the Ottawa County Board of Commissioners

Commissioner James Holtrop, Chairperson, District 5

Commissioner Joseph Baumann, Vice-Chairperson, District 2 Commissioner Stu Visser, District 1

Commissioner Allen Dannenberg, District 4 Commissioner Greg DeJong, District 8

Commissioner Dennis Van Dam, District 6 Commissioner Donald Disselkoen, District 3 Commissioner Matthew Fenske, District 11

Commissioner Jim Holtvluwer, District 7 Commissioner Philip Kuyers, District 9

Commissioner Roger Bergman, District 10