2025-26 ACCOMPLISHMENTS Completed digitization of all employee personnel files Launched an online onboarding platform to modernize and streamline new hire onboarding Organized and implemented a Citywide employee service awards event Initiated the Tustin Leadership Development Academy in collaboration with an external leadership development consultant Conducted live, in-person harassment prevention training for over 300 employees Executed a property damage subrogation agreement with the City’s third-party administrator to increase cost recovery and reduce staff time Contracted with a new Tustin-based provider to conduct pre-employment medical evaluations and assess industrial injuries Processed over 1,500 personnel actions, including more than 87 new hires, 28 promotions and position changes, and 76 separations Reviewed over 7,000 job applications across more than 63 recruitments Conducted comprehensive compensation surveys for more than 35 job classifications Actively managed over 150 bodily injury and property damage claims against the City Actively managed more than 66 workers’ compensation claims involving employee injuries and illnesses
Coordinated over 41 non-industrial leaves of absence and modified duty assignments Settled more than 10 litigated general liability claims pre-trial, minimizing costs to the City
2026-27 GOALS: Promote fair and compassionate employee relations practices to reduce grievances, appeals, claims, and litigation Implement fair, objective, and legally defensible recruitment and selection processes that identify high-quality candidates Focus on staff development and succession planning within the department Continue documenting department processes and procedures to support staff training and development Negotiate successor memoranda of understanding with the Tustin Municipal Employees Association (TMEA), Tustin Police Support Services Association (TPSSA), and Tustin Police Support Services Management Association (TPSSMA) Finalize and implement updates to the City’s Personnel Rules Establish enhanced CalPERS retired annuitant guidelines and procedures to further educate managers and employees and provide the City with additional liability protection Develop a new performance evaluation tool and coordinate professional training for supervisors and managers on the evaluation process Establish an informal employee appreciation committee to provide additional input and support for employee recognition activities Continue auditing Human Resources practices and procedures to identify risks and recommend improvements from a legal and risk management perspective Explore opportunities to incorporate artificial intelligence and other emerging technologies into department practices to enhance service and improve efficiency HUMAN RESOURCES 2022-23 Actual 2023-24 Actual 2024-25 Actual 2025-26 Projected 2026-27 Budget
EXPENSES HUMAN RESOURCES ALL Funds Salaries & Benefits
873,620 49,600 915,854
922,568 66,800
1,075,356
1,177,330
1,424,339
Internal Service Charges
79,400
55,332
92,252
Operating Expense
1,552,893 3,417,006
1,476,148 3,520,657
1,348,125 4,877,988
1,742,825 5,155,000
Claims, Premiums, Insurance
3,011,444
Furniture & Equipment
9,538
5,137
19,522
15,000
15,000
Total HR Expenditures
4,860,055
5,964,404
6,171,083
7,473,775
8,429,416
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