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The mission emphasizes delivering personnel services, benefits, compensation, and labor relations support to the Authority. The document lists 2015 achievements including FMLA compliance, Oracle benefits enhancements, supervisory discipline training, diversity awareness expansion, HR business partner development, succession planning, process mapping, and automated performance appraisal updates. It also presents 2016 objectives and strategic plan critical initiatives with timelines and completion targets.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":11,"@type":70,"position":76},"https://docshare.wps.com/template/presentations/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/human-resources-division-2015-achievements-2016-objectives-strategic-plan-initiatives/302647/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/human-resources-division-2015-achievements-2016-objectives-strategic-plan-initiatives/302647.png","ImageObject",442,249,{"name":88,"@type":89},"Ava Thompson","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-09-27","2026-09-19",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",8,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What responsibilities does the Human Resources Division cover?","Question",{"text":109,"@type":110},"It handles labor and employee relations, recruitment, compensation and benefits, training and employee development, and medical and wellness programs, while ensuring equal employment opportunities.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"What were the major 2015 achievements?",{"text":114,"@type":110},"Key achievements include tracking attendance trends and complying with FMLA, enhancing Oracle Standard Benefits and Employee SelfService, expanding diversity awareness training, developing the HR Business Partner model, launching succession planning, mapping processes, and improving the performance appraisal process through form automation.",{"name":116,"@type":107,"acceptedAnswer":117},"What are the FY2016 objectives for the Human Resources Division?",{"text":118,"@type":110},"The objectives include launching the second succession planning selection process, completing additional process maps, continuing performance appraisal/management enhancements with digital signatures and an appraisal review board pilot, and reviewing and recommending changes to non-bargaining salary structure and compensation plan.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},302647,1789794828,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":8,"category_name":11,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":136,"language":137,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":61,"update_tm":126,"read_time":79},1649267921044,"https://us-avatar.wpscdn.com/avatar/1800007509477c92dfb?_k=1786009248482753345","Human Resources Division  \nDivision Summary  \nBruce E. Hampton, Deputy General Manager  \nThe Human Resources Division is responsible for the organization, coordination, and administration of labor and employee relations; recruitment, compensation and benefits of personnel; training and employee development; and medical and wellness programs, as well as ensuring equal opportunities in the Authority’s employment practices.  \nMission Statement  \nThe Human Resources Division provides personnel services, benefits, compensation, labor, and employee relations, training, and employee development to support the Authority.  \n2015 Achievements  \n􀁩 Continue to track and monitor attendance trends and comply with revised Family Medical Leave Act (FMLA), thereby reducing absence duration and lowering employer costs.  \n􀁩 Continue enhancements of Oracle Standard Benefits and Employee SelfService modules to provide policy information and decision support information to employees and managers in a timely fashion.  \n􀁩 Continue Positive Discipline and Labor Relations supervisory training.  \n􀁩 Continue to expand the Diversity Awareness Training program. Program instructors will provide monthly training schedules to accommodate Diversity Training program needs.  \n􀁩 Continue the development of the HR Business Partner model to include the expansion of individual HR job responsibilities to provide prompt, efficient, and personalized service to the operating districts.  \n􀁩 Succession Planning Program launched where 5 out of 16 applicants were selected. All applicants were offered an opportunity to have an individual development plan created for them.  \n􀁩 Process Mapping Initiative continued where 57 processes were mapped. Lessons learned from the first round of mapping were collected and adjustments will be made before the 2nd round of mapping begins.  \n􀁩 Performance Appraisal Process was enhanced revising the form to promote alignment with RTA’s Strategic Plan. The form was automated to increase reporting capability and improve tracking.  \n197  \nFY2016  \nHuman Resources Division  \n2016 Objectives  \n􀁩 Launch 2nd Succession Planning Program selection process for potential participants  \n􀁩 Complete second group of process maps identified as a part of the Process Mapping Initiative  \n􀁩 Continue performance appraisal/management enhancements, including adding the use of digital signatures and piloting an appraisal review board concept  \n􀁩 Review and recommend changes to Non-Bargaining Salary Structure and Compensation Plan  \n198  \nFY2016  \nHuman Resources Division  \n2015-2025 Strategic Plan Critical Initiatives and Measures  \n\n| Critical Initiative | Division Champion(s) | \u003Cbr>\u003Cbr>Team |  |\n| --- | --- | --- | --- |\n| \u003Cbr>Outcomes |  |  |  |\n| Activities | Plan Start | Plan End | %\u003Cbr>Complete |\n\n\n| \u003Cbr>\u003Cbr>Refine HR Policies and Practices | \u003Cbr>\u003Cbr>Bruce Hampton | Ron Baron, Scott Ferraro, George Fields, Angela Smith,  Carolyn Young  |  |\n| --- | --- | --- | --- |\n| \u003Cbr>Achieve X% NPS on Employee Engagement Survey for 2015 (% to be determined) |  |  |  |\n| \u003Cbr>Implement improved performance appraisal process that allows us to measure the overall performance of our organization – set baseline for improve Performance Management VFO |  |  |  |\n| \u003Cbr>Improve quality and time to fill to X (to be determined once initiative work is completed) |  |  |  |\n| Define 2015 plan for refresher training process for Operations on positive discipline process (align with  performance evaluation process)  | 9/1/2014 | 12/31/2014 | 50% |\n| Define and implement employee engagement survey –  launch in early December  | 9/1/2014 | 12/31/2014 | 100% |\n| Define and implement measurement process for time‐ to‐fill | 9/1/2014 | 12/31/2014 | 25% |\n| Define selection process for “high potential employees”to build bench strength | 9/1/2014 | 12/31/2014 | 100% |\n| Define top improvements for recruiting and hiring to  improve quality and time to fill  | 9/1/2014 | 12/31/2014 | 80% |\n| Imple","cbCaiuvrYPB1kFF0","https://ap.wps.com/l/cbCaiuvrYPB1kFF0","pdf",166259,10,"English","# Division Summary\n## Mission Statement\n## 2015 Achievements\n# FY2016 Human Resources Division\n## 2016 Objectives\n## 2015-2025 Strategic Plan Critical Initiatives and Measures\n# FY2016 Operating Budget Summary Department 14 - Human Resources","[{\"question\":\"What responsibilities does the Human Resources Division cover?\",\"answer\":\"It handles labor and employee relations, recruitment, compensation and benefits, training and employee development, and medical and wellness programs, while ensuring equal employment opportunities.\"},{\"question\":\"What were the major 2015 achievements?\",\"answer\":\"Key achievements include tracking attendance trends and complying with FMLA, enhancing Oracle Standard Benefits and Employee SelfService, expanding diversity awareness training, developing the HR Business Partner model, launching succession planning, mapping processes, and improving the performance appraisal process through form automation.\"},{\"question\":\"What are the FY2016 objectives for the Human Resources Division?\",\"answer\":\"The objectives include launching the second succession planning selection process, completing additional process maps, continuing performance appraisal/management enhancements with digital signatures and an appraisal review board pilot, and reviewing and recommending changes to non-bargaining salary structure and compensation plan.\"}]","Human Resources Division - 2015 Achievements & 2016 Objectives - Strategic Plan Initiatives | PDF"]