4b) Discussion and Possible Action Including Approval or Denial of Requests from Department Heads and Elected Officials Regarding the Funding and Recruitment of Vacant or New Positions Following the Strategic Hiring Process
(Sponsor: Human Resources)
It does not work for me that the Board and CEO gave themselves raises while certain departments can not get the staff they need to provide essential services to the community.
The agenda item to approve or deny requests for funding and recruitment of vacant or new positions following the Strategic Hiring Process should be opposed because the process is too basic and lacks sufficient detail. The current plan outlines a very general, step-by-step approach to hiring that doesn't go beyond common knowledge or best practices. It reads more like a generic human resources textbook than a tailored strategy for a specific organization. The document, "Strategic Hiring Process," lists six phases: job analysis and design, workforce planning, approval to hire, recruitment, onboarding, and evaluation. These are standard stages in any hiring cycle. A truly strategic plan would include innovative, forward-thinking elements or specific metrics and benchmarks that demonstrate how this process is an improvement over the existing one. For instance, it mentions "metrics to support the hiring needs" but provides no examples of what these metrics might be, making the plan difficult to implement or evaluate.
Furthermore, the process is reactive in some aspects, despite being labeled "proactive". It requires department heads to justify their requests by explaining what work isn't getting done due to a vacancy or why current staff can't absorb the duties. This implies that the need for a new position is only considered when a problem has already arisen, which is the opposite of a proactive approach. The plan also states that requests will be presented monthly to the Board of Supervisors, which could create a bottleneck and delay the hiring process, rather than streamlining it. The "Strategic Hiring Process" is a good starting point, but it's not a complete or detailed plan. It's too basic and lacks the original thought and specific details necessary to be considered a truly strategic and effective tool for a county government. It honestly looks straight out of ChatGPT. Do better HR!
It does not work for me that the Board and CEO gave themselves raises while certain departments can not get the staff they need to provide essential services to the community.
The agenda item to approve or deny requests for funding and recruitment of vacant or new positions following the Strategic Hiring Process should be opposed because the process is too basic and lacks sufficient detail. The current plan outlines a very general, step-by-step approach to hiring that doesn't go beyond common knowledge or best practices. It reads more like a generic human resources textbook than a tailored strategy for a specific organization. The document, "Strategic Hiring Process," lists six phases: job analysis and design, workforce planning, approval to hire, recruitment, onboarding, and evaluation. These are standard stages in any hiring cycle. A truly strategic plan would include innovative, forward-thinking elements or specific metrics and benchmarks that demonstrate how this process is an improvement over the existing one. For instance, it mentions "metrics to support the hiring needs" but provides no examples of what these metrics might be, making the plan difficult to implement or evaluate.
Furthermore, the process is reactive in some aspects, despite being labeled "proactive". It requires department heads to justify their requests by explaining what work isn't getting done due to a vacancy or why current staff can't absorb the duties. This implies that the need for a new position is only considered when a problem has already arisen, which is the opposite of a proactive approach. The plan also states that requests will be presented monthly to the Board of Supervisors, which could create a bottleneck and delay the hiring process, rather than streamlining it. The "Strategic Hiring Process" is a good starting point, but it's not a complete or detailed plan. It's too basic and lacks the original thought and specific details necessary to be considered a truly strategic and effective tool for a county government. It honestly looks straight out of ChatGPT. Do better HR!