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METROPOLITAN WATER RECLAMATION DISTRICT OF GREATER CHICAGO 2009 BUDGET HUMAN RESOURCES 2009 BUDGET NARRATIVE (continued) 4. Ensure that the District workforce has the knowledge, abilities and skills to meet the organization’s current and future needs. The District provides its employees with training and development opportunities through tuition reimbursement, attendance at seminars and conferences, and in-house training. Employee Training Participation Tuition In-House Reimbursement Training 2006 67 306 2007 73 288 Projected 2008 83 2,260 Projected 2009 95 5,230 Note: In 2006 Tuition Reimbursement count was changed from number of classes to number of participants. The Training Section ensures that the District’s workforce has the knowledge, skills, and abilities to meet the organization’s current and future needs by providing a continuum of professional development for employees. The Human Resources Department has partnered with e-Path Learning System, a vendor-hosted e-learning and training class management system. The initial use for e-Path will be delivery of the Supervisory Skills/Management Practices (SSMP) training program for 200 new supervisors. The Human Resources Department launched a Management and Leadership Program in 2008. This program is targeted towards approximately 180 mid- to upper-level managers representing every department. The purpose of this program is to provide critical management and leadership skills to these managers, and better prepare them to assume future leadership positions at the District. The 2009 Human Resources Department budget includes an expansion of leadership training to include first-line supervisors and middle managers. Each year, the Training Section budgets for eight Engineer Trainee positions. These short-term assignments are filled by engineering students currently enrolled in an appropriate engineering discipline, in their second or third year of college. This diverse group of Engineer Trainees is given various developmental assignments in the Maintenance & Operations, Engineering or Monitoring and Research Departments. The Engineer Trainee program provides the engineering students with valuable, practical experience to augment their educations, while helping the District develop its relationship with engineering schools that contribute to our highly-skilled workforce. Additionally, in 2008 a Mentor Program was established for new engineers at the District. The Mentor Program pairs new engineers with more experienced District engineers and provides developmental programs for the participants. The Training Section has budgetary and administrative responsibility for a Machinist Apprentice position which was reestablished in 2008, and is assigned to the M&O Department. The apprenticeship is a four- to five-year program that combines practical on-the-job training with specialized technical classes relating to the machinist trade. As the District works towards the goal of a representative and diverse workforce, the Apprentice program provides an avenue to gain the training and experience necessary to become a journeyman Machinist. In 2008, the Training Section provided customer service training to ninety employees who, as part of their regular assignments, have direct contact with employees, retirees, vendors or the general public in a service capacity. The program addressed the basics of effective communication to help deliver superior customer service to internal and external customers. A one-day technical writing course was also provided to thirty engineers and scientists. Both programs were well received and will be expanded in 2009. Both programs will be included in a multi-vendor RFP for various in-house programs as part of the ongoing professional development of all District employees. In 2008, ethics training was provided to all District employees. The objective of this training was to encourage the ethical conduct of all District employees, to raise awareness of ethical issues and challenges and to further strengthen the District’s commitment to conducting business in an ethical manner. This program also encouraged employees to bring ethical concerns, questions and issues to managers without fear of retaliation. In 2009, a consultant will be selected to provide District-wide workplace violence training which will focus on strategies for preventing workplace violence. 186 186
METROPOLITAN WATER RECLAMATION DISTRICT OF GREATER CHICAGO 2009 BUDGET 25000 HUMAN RESOURCES OBJECTIVES AND PROGRAM SUMMARY OBJECTIVES BY PRIORITY: Cost Percent 1. Review employment applications and develop and administer 50 examinations to meet Civil Service requirements and current operational needs. Oversee the certification process to fill positions. $2,039,289 3.8% 2. Maintain comparative wage and salary data, administer non-represented and management compensation systems, and recommend changes to the Civil Service Board and the Board of Commissioners, in order to ensure internal pay equity and external competitiveness. $416,423 0.8% 3. Administer six collective bargaining agreements, covering 850 employees, and manage employee relations programs, which include investigation of employee complaints and performance rating reviews on behalf of the Director of Human Resources, and administrate the District's Combined Charities Campaign and the unemployment compensation program. $794,152 1.5% 4. Provide health insurance benefits and administration for retirees and annuitants, which includes OPEB pre-funding for retiree health care expenses. $24,865,500 46.0% 5. Establish a highly competitive employee benefits package, including health, life, and dental insurance, vision plan, and Deferred Compensation Plan, and administer other related benefit programs, such as Employee Assistance Program (EAP) services, flexible spending account (FSA) plan, voluntary insurance products, and tuition reimbursement. $20,601,528 38.0% 6. Implement the District's equal employment opportunity (EEO) and affirmative action objectives through targeted recruitment, counseling, and complaint investigation. $246,766 0.5% 7. Provide the necessary administrative support to the District and Human Resources Department sections by maintaining centralized files on all employees; oversee the hiring, promotion, transfer, termination, return to work, or any other action affecting an employee's status; manage computerized information to perform Departmental functions with greater efficiency at less cost; and coordinate the Performance Management Program and probationary reporting. $1,083,141 2.0% 8. Maintain a highly-skilled work force by offering professional development courses, technical training programs, and administering the performance management system. $974,493 1.8% 9. Comply with State Civil Service Statutes, by arranging for hearing of complaints from employees or other persons, the hearing of charges against employees for discharge, and the ratification of amendments to the Personnel Rules and the compensation and classification plan. $258,225 0.5% 10. Comply with Federal regulations for matching employee Social Security and Medicare contributions (payroll tax). $2,205,000 4.1% 11. Develop and maintain a targeted advertising program necessary to establish recruitment resources, and administer college and campus recruitment activities and diversity outreach activities. $516,883 1.0% Total $54,001,400 100.0% MEASURABLE GOALS: 2007 2008 2009 Actual Estimated Proposed 1. Process personnel requisitions within an average of three working days. 100% 100% 100% 2. Administer targeted number of Civil Service examinations, in order to replenish Eligible Lists.* 100% 100% 100% 3. Process EEO recommendations within three days. 99% 100% 100% 4. Process merit increases on completed files within the pay period in which they are due. 100% 100% 100% * Number fluctuates based on the needs of the departments and vacancy rates. 187 187
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2009 Budget Metropolitan Water Recl
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Metropolitan Water Reclamation Dist
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METROPOLITAN WATER RECLAMATION DIST
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SECTION I BUDGET FOREWORD BUDGET FO
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Mr. Richard Lanyon October 21, 2008
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Five-Year Financial Forecast, 2009-
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Five-Year Financial Forecast, 2009-
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SECTION III FINANCIAL STATEMENTS BY
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GENERAL ADMINISTRATION BOARD OF COM
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SECTION VII OTHER FUNDS Other funds
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Tunnel Access Pump Station Grit Fac
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