Program Descriptions
Director's Office
The Director's Office provides services to the Department: executive management and recruitment; policy direction; strategic and financial planning; communications and public relations; and resources management. In addition, the Office provides consultation services on human resources matters to the County Executive and other department directors. The Director's Office is responsible for...
Read More Business Operations and Performance
The Business Operations and Performance Division is comprised of the Classification, Compensation, and Workforce Performance teams. The Classification and Compensation team reviews and evaluates the duties and responsibilities of individual positions and occupational classes in response to employee, department, and union requests to assure that positions are correctly assigned at...
| Program Performance Measures | Actual
FY19 | Actual
FY20 | Estimated
FY21 | Target
FY22 | Target
FY23 |
|---|
| Job classification activities completed 1 | 166 | 162 | 149 | 159 | 161 |
| Number of new hire salary equity analyses completed | 160 | 341 | 197 | 233 | 287 |
| Average days to complete new hire salary equity analyses 2 | 16 | 18 | 16 | | |
| Average days to complete non-study job classifications related to hires 3 | N/A | 25 | 18 | | |
| Percent of job classifications reviewed/studied within the past 10 years 4 | 25% | 24% | 28% | | |
Read More Recruitment and Selection
The Recruitment and Selection Team is responsible for attracting, hiring, promoting and retaining candidates for County departments and agencies that result in a highly skilled, competent, and diverse workforce. The team engages in a wide variety of outreach activities designed to ensure quality and diversity in the candidate population including...
| Program Performance Measures | Actual
FY19 | Actual
FY20 | Estimated
FY21 | Target
FY22 | Target
FY23 |
|---|
| Number of people hired | 1,369 | 1,382 | 1,173 | 1,308 | 1,345 |
| Percent of vacancies filled within target duration | 40% | 51% | 70% | | |
| Average number of days to fill a vacant County position | 104 | 108 | 89 | | |
| Percent of new hires who are racial minorities (compared to county labor force: 56%) | 57% | 57% | 56% | | |
Read More EEO Compliance and Diversity Management
The Equal Employment Opportunity (EEO) and Diversity Management team ensures compliance with local, State, and Federal discrimination laws, as well as Montgomery County Personnel Regulations Section 5, related to Equal Employment Opportunity. The Division provides mandatory and customized training to employees and managers concerning equal employment and diversity management. The...
| Program Performance Measures | Actual
FY19 | Actual
FY20 | Estimated
FY21 | Target
FY22 | Target
FY23 |
|---|
| Number of Equal Employment Opportunity complaints/inquiries received | 184 | 145 | 173 | 180 | 198 |
| Number of participants in Equal Employment Opportunity and diversity management trainings | 1,788 | 1,288 | 1,500 | 1,600 | 1,700 |
| Percent of Equal Employment Opportunity cases with successful resolution | 37% | 26% | 32% | | |
| Percent of trainings that are customized for departments 1 | 34% | 41% | 45% | | |
Read More Health & Employee Welfare
The Health Insurance team manages and administers the County's health and welfare plans in accordance with County policy and local, State, and Federal laws. In addition to maintaining operations associated with annual open enrollment and program eligibility, the team provides customer service, communications, education, and counseling to County employees, participating...
| Program Performance Measures | Actual
FY19 | Actual
FY20 | Estimated
FY21 | Target
FY22 | Target
FY23 |
|---|
| Number of employees enrolled in Virgin Pulse wellness program | 5,881 | 6,081 | 6,300 | 6,087 | 6,200 |
| Percent of employees actively engaged in Virgin Pulse wellness program | 63% | 51% | 49% | | |
| Percent of Virgin Pulse wellness program users whose chronic disease risk decreases | 82% | 82% | 79% | | |
Read More Occupational Medical Services
The Occupational Medical Services team (OMS) (including Fire and Rescue Occupational Medical Services) provides multi-disciplinary occupational medical services, such as work-related medical and safety-hazard assessments to promote the health, wellness, and productivity of the County workforce. OMS also administers the County's drug and alcohol and centralized Family and Medical Leave...
| Program Performance Measures | Actual
FY19 | Actual
FY20 | Estimated
FY21 | Target
FY22 | Target
FY23 |
|---|
| Number of mandatory incumbent physical exams performed by Occupational Medical Services | 3,050 | 2,424 | 2,545 | 3,000 | 3,150 |
| Number of candidates processed for medical clearances | 2,174 | 1,808 | 1,898 | 2,150 | 2,258 |
| Percent of medical encounters processed within five days of visit | 70% | 74% | 78% | | |
| Average patient length of stay from sign in to discharge (minutes) | 71 | 70 | 70 | | |
| Percent of mandatory incumbent physical exams completed within required timeline | 72% | 78% | 80% | | |
Read More Training and Organizational Development
The Training and Organizational Development team provides training, workforce planning, and organizational effectiveness programs and activities that increase the knowledge, skills, and abilities of the County's workforce. The team offers professional development opportunities to employees and managers through online learning and instructor-led classes and designs performance improvement strategies and specialized...
| Program Performance Measures | Actual
FY19 | Actual
FY20 | Estimated
FY21 | Target
FY22 | Target
FY23 |
|---|
| Number of training classes offered | 743 | 745 | 750 | 750 | 750 |
| Percent of employees who participate in at least two non-mandatory training/development programs 1 | 3.5% | 19.5% | 15.0% | | |
| Percent of training courses geared toward leadership development | 3.8% | 4.0% | 4.0% | | |
| Percent of computer skills trainees who report applying skills to current position | 94% | 98% | 95% | | |
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