10.A. Human Resources Update
Chris Clevenger, Interim Director of Human Resources, provided the Committee with an update
from the Human Resources offfice. Ms. Clevenger and Nick Kottmeyer, Chief Administrative
Officer, met with County Board Offices and Elected Officials to discuss existing concerns,
questions, and/or needs from the HR office. The top five themes of the discussions were
recruitment, training, compensation, engagement with the HR team, and outreach from the HR
office. For recruitment, HR will review and update the recruitment process to offer a more
interactive approach. The HR department is also working on hiring additional HR staff who will
focus on promoting job opportunities, attend job fairs, and explore other recruitment resources.
For training, HR will assemble a video catalog of trainings for employees to use, as well as
promote webinars and information from the County's vendors and EAP. For compensation, HR
will work with departments and offices to provide information and guidance regarding pay
structure, as well as assist with preparing a compensation analysis and helping others understand
the results. For engagement with the HR team, HR will offer "meet and greets" to departments
for open engagement with the HR team, as well as allow appointments for HR staff to meet with
employees to address employment or benefits questions and needs. For outreach from the HR
office, HR will work on increasing outreach to employees through various methods such as
articles from the County's monthly newsletter, utilization of resources on the County's new
intranet, and creation of communication tools such as a "roadmap to retirement".
Ms. Clevenger also discussed some proposed policy updates to several different policies. The HR
office is working with the State's Attorney's office to bring the policy suggestions before the
County Board members.
The County's new payroll system, Dayforce, has been going through testing of the data and the
configuration of the County's payroll rules. Throughout July, the Information Technology team
will be working with departments that use time clocks as a part of their time capture to make sure
timekeeping needs are met. After successful parallel testing, HR will begin County Department
staff training in August. The first payroll through Dayforce is slated for October 4, 2024.
Committee members suggested that HR consider conducting a staff survey, as well as provide
some on-site trainings for employees to attend in-person.
10.B. ARPA Reallocation Presentation
Mary Catherine Wells, Deputy Chief Financial Officer, provided the Committee with an update
on spending for the major ARPA categories. An estimated $1,145,097 will need to be reallocated
from the regular ARPA fund, and an estimated $1,305,182 will need to be allocated from the
ARPA interest fund. Reallocation recommendations from the regular ARPA fund include:
Infrastructure Investment Grant Program, Round 2 - Part 2 ($356,685), Campus Stormwater
Design ($342,000), and 421 HVAC ($446,412). By a show of hands, Committee members
supported moving forward with the regular ARPA reallocation recommendations. Allocation
recommendations from the ARPA interest fund include: DuComm Shortfall ($458,000), Food
Insecurity ($500,000), COD/MAC Future Programs ($50,000), Choose DuPage's Connect
DuPage Program ($50,000), and additional future funding for various initiatives ($247,182). By a
show of hands, Committee members supported moving forward with the ARPA interest
allocation recommendations. Committee members were encouraged to submit a list of initiatives
to fund for their districts for future review.
11.
OLD BUSINESS
No old business was discussed.
