ADMINISTRATIVE REPORT

DATE: June 17, 1999

Author/Local: M. Zora/7666
RTS No. 818
CC File No. 1379

Council: June 22, 1999

TO: Vancouver City Council

FROM: General Manager, Human Resource Services

SUBJECT: Staffing Request

RECOMMENDATION

THAT Council authorize the conversion of two(2) temporary full-time Human Resource Advisor positions to regular full-time status.

COUNCIL POLICY

Council approves additions to the regular full-time staff complement of departments.

PURPOSE

This report seeks Council approval to convert two (2) temporary full time Human Resource Advisor positions to regular full time status. To date these positions have been funded through staff vacancies – primarily related the position of Manager, Compensation and Benefits.

DISCUSSION

There have been and continue to be a number of major corporate and departmental issues that have impacted on the ability of the existing staff complement to adequately meet the service demands of the organization. These include:

· Significant Departmental Reorganizations
· Development and Introduction of the SAP HR/Payroll System
· Compressed Work Week Policy Grievances and Arbitrations
· Preparation for Year 2000 Contract Negotiations

· IBEW Strike Issues and Conclusion of 1997-1999 Negotiations
· Section 54 Discussions with CUPE 15 on Technological Change
· Job Evaluation Arbitrations/Labour Relations Board Appeal
· A complete review of the use of temporary staff,
· A joint union/management examination of the hours of work and status of auxiliary and part-time employees in the City/Parks Board,
· Discussions and negotiations with the Labour Relations Board on the standard Essential Services Order used by the Board in the event of a Municipal strike,
· Preparation of an overall strike plan for the City,
· Development of consistent HR policy guidelines for Managers to complement changes in policy and practice related to SAP.
· A significant increase in the number of grievances and grievance arbitrations.

In practice, two additional Human Resource Advisors were hired on a temporary basis to assist the departments. In order to fund the above positions, the position of Manager, Compensation and Benefits was left vacant following the incumbent leaving to join another employer. Confirmation of the funding for these two positions on a regular full time basis will enable the department to confirm the regular status of the incumbents and fill the Manager, Compensation and Benefits position. The Manager, Compensation and Benefits position is, in addition to the regular work of the position, being assigned responsibility for SAP system issues. With the continuing work load of the department, the upcoming contract negotiations and the number of outstanding projects and on-going issues, it is imperative to confirm the above requested positions on a full-time basis and to fill the position of Manager, Compensation and Benefits.

FINANCIAL IMPLICATIONS

The funding implications for the balance of 1999 for the two (2) Human Resource Advisor positions is anticipated to be approximately $63,000. The annual recurring cost of the two positions is $137,650 including 17.5% for fringe benefits.

SUMMARY

Two additional temporary Human Resource Advisors were hired to assist in the ongoing work of the departments and central Human Resources. These were funded by holding vacant the position of Manager, Compensation and Benefits. Given the on-going workload of central HR, the decentralized issues occurring in the departments and the need to fill the Manager, Compensation and Benefits it is strongly recommended that these two positions be confirmed on a regular full-time basis.

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(c) 1998 City of Vancouver