HomeMy WebLinkAbout2 PT to 1 FT Analysis in HR-PRAnalysis of Converting 2 PT PERSI Employees to 1 FT PERSI Full Benefit Employee
Current Budgets for 2 PT PERSI Employees Proposed Budget
FY 2024 Grade 12 FY 2024
Finance PT Wage 23,900$
Finance Benefits 5,160$ Hourly Wage $20.76 step 1
Human Resources PT Wage 28,000$
Human Resources Benefits 6,045$ Wage 47,800$
Misc. Operations 3,500$ Benefit-Exclude Health/Dental 12,431$
Total Current Budget 66,605$ Operations 4,500$
Sub Total 64,731$
Health/Dental-Family 31,700$
New Sub Total 96,431$
Increased Cost to Convert 2 PT to
1 FT 29,826$
Discount if Hire current PT and
they take health reimbursement
option-very likely (21,700)$
New Likely Subtotal 74,731$
Add Back to Finance PT Labor 4,000$ additional intern pt help finance
Would split time/wages 1/3 payroll and 2/3 HR New Subtotal w/PT Labor 78,731$
Likely Increase to Convert 2 PT
positions to 1 FT Position 12,126$
Benefits of Converting 2 PT to 1
FT Position:
Provide stable backup for payroll which is lacking now. PT backup difficult to retain staff. Critical area and would also allow us to get to projects/processes to improve efficiencies
Would ensure that the Tyler expertise and knowledge that Kathryn has brought over the last year 16 months is not lost-very technical HR tasks and knowledge
Allow us to roll out HR processes and functions for onboarding and processing much quicker and create efficiencies throughout other departments as we roll out these programs
Would allow us to create stability in the HR/PR functions that are very complex and with the growth needs we continue to see in the HR/PR areas
Allow us to utlize this person more effectively to address mental health issues w/training and education. This is a growing health concern/cost area in the industry and for our City
Other Considerations:
Although this would only provide Finance about half the hours a PT person does, we believe that these hours would be much more efficient than a PT person that is regularly being retrained by FT staff.
We can address some of our AP/AR work load by rebalancing some of those duties to other PT staff and FT staff if we keep the core responsibilities related to Payroll with this new FT hire
We have invested a tremendous amount of dollars into Kathryn and she is a known commodity and we feel this could help ensure that she does not find other employment elsewhere, which
she has actively been pursuing as she desires FT work/Career.
It is likely that we would need to hire a new Full Time person within a few years anyways as Terri prepares to retire.
It is very likely that Kathryn would stay in this position for several years, but there are no guarantees, so if we were to lose her and rehire someone who took full benefits, than
the cost increase is closer to $30,000, which both Terri and I are comfortable with knowing and recommending to ensure stability in the HR and PR areas. We also believe
this would be less expensive in the long run in terms of the inefficiencies related to retraining/rehiring part time staff
The request would be to make this transition effective 7/1/23 which would require a budget adjustment in FY 23 of $8,000 and the moving of $12,000 out of contingency
to the proper line items in FY 2024.