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File #: 12-963    Version: 1 Name: Compensation Update to Committee 12-2012
Type: Informational Report Status: Placed on File
File created: 11/26/2012 In control: Milwaukee County Board of Supervisors
On agenda: Final action: 12/20/2012
Title: 2011 Budget Amendment 1A015: From the Director, Department of Human Resources, relative to an update on Total Compensation at Milwaukee County. (INFORMATIONAL UNLESS OTHERWISE DIRECTED BY THE COMMITTEE)
Attachments: 1. Report, 2. Audio FPA 12/13/12, 3. CB Resolution
Related files: INF 11-499, 12-610
Title
2011 Budget Amendment 1A015: From the Director, Department of Human Resources, relative to an update on Total Compensation at Milwaukee County. (INFORMATIONAL UNLESS OTHERWISE DIRECTED BY THE COMMITTEE)

Body

Background
As directed in the 2011 Adopted Budget, the Department of Audit coordinated an evaluation of total employee compensation to identify the total compensation of County employees and to compare the compensation with other public and private sector employers in the community with particular attention to the County’s ability to attract and retain the workforce needed to provide key services. The Department of Audit presented findings in December 2011 and the Department of Human Resources (DHR) presented a status report in July 2012.

At the July 2012 meeting of the Committee on Finance, Personnel and Audit, DHR indicated that a report outlining the Department’s future strategy with regard to Total Compensation would be provided to the Finance, Personnel and Audit Committee in December 2012.

Defining Total Compensation
A Total Compensation, or Total Rewards, philosophy translates an organization’s vision, strategy and values into a framework that guides the design and decision-making with regard to 5 key areas: compensation, benefits, work-life balance, career development, and recognition. At Milwaukee County, our mission statement drives our service to the public, and in Human Resources we believe the most effective way to serve the people of Milwaukee County is through attracting and retaining qualified staff and building a culture that values high performance. Ultimately, building an engaged workforce will dramatically enhance our ability to be good stewards of taxpayer dollars, while providing efficient, high-quality services to those we serve. The five components of Total Rewards are key to attracting, retaining and engaging our employees. Below is a summary of our efforts in 2012 to improve in these areas.

Action Item Summary
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