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Budget Year / Version:
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Program Description

  Talent Acquisition & Management

The Talent Acquisition and Management Division attends to the full scope of an employee's career, from onboarding to future growth and development. The Recruitment and Selection Team serves as the strategic hub for attracting and securing top talent and is often the first contact jobseekers have with County government. The team proactively sources and engages highly skilled, competent, and diverse candidates who possess the qualifications necessary to deliver on the County's workforce needs. The team's expertise extends beyond traditional recruitment, as it provides guidance and support to departments and agencies aligned to their specific service needs. Services include strategic workforce planning, advisory services related to sourcing tools and platforms, and comprehensive training on interviewing and selection techniques.

Furthermore, the team plays a pivotal role in facilitating career growth and mobility within County government, through administration of transfers, demotions, promotions, and noncompetitive reappointments. Their commitment to fairness and transparency is evident in their efforts to develop and validate candidate qualifications, ensuring a level playing field for all applicants. By delivering informative community and employee briefings on the County's employment process and interview/resume preparation, the team empowers individuals to navigate the application process successfully. This dedication to fostering a well-informed and engaged applicant pool strengthens the County's ability to attract and retain top talent and promote a high-performing workforce.

The Classification and Compensation Team plays a crucial role in assuring competitive alignment of the County's classification and compensation plan. The team ensures that all positions are accurately classified and graded in accordance with the County's Classification Plan and compensation policies through a rigorous process of evaluation. This work guarantees that employees receive equitable compensation that aligns with their contributions and the market value of their roles.

Further, the team actively monitors and ensures compliance with all applicable Federal, State, and County laws, as well as the County's personnel regulations, collectively bargained agreements, and industry best practices. This proactive approach safeguards the organization from potential legal issues and fosters a positive employee experience.

The Professional Learning and Organizational Development team fosters a successful and full employee life cycle for all County employees, from new employee orientation and onboarding, through emerging and new supervisor development, and culminating in employee offboarding. The team administers employee orientation and onboarding, tuition assistance, performance planning and appraisals, learning and development design and delivery, mandatory and voluntary skills training, and employee engagement and recognition activities.

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Program Contacts

Contact Jennifer Shovlin of the Office of Human Resources at 240-777-5039 or Shantee Jackson of the Office of Management and Budget at 240-777-2751 for more information regarding this department's operating budget.

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Program Performance Measures

Program Performance MeasuresActual FY23Actual FY24Estimated FY25Target FY26Target FY27
Number of job applications28,83638,47940,00042,00044,000
Number of people hired1,0041,0111,0501,1001,150
Average number of days to fill a vacant County position99100908070
Percent of vacancies filled within target duration27%26%32%38%45%
Percent of new hires who are racial minorities72%66%60%60%60%
Number of training classes offered911740700730760
Percent of employees who participate in at least two non-mandatory training/development programs8%8%8%8%8%
Percent of training courses geared toward leadership development5%19%15%15%15%
Percentage of training attendees who report that training was helpful to their job93%94%95%95%95%
Job classification activities completed271226270270270
Number of new hire salary equity analyses completed192373250300350
Average days to complete new hire salary equity analyses455777
Average workdays to complete non-study job classifications related to hires126101010
Percent of job classifications reviewed/studied within the past 5 years10%7%13%15%15%
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Program Budget Changes

FY26 Recommended ChangesExpendituresFTEs
FY25 Approved272196313.00
Enhance: Countywide Management Training Programs1200000.00
Increase Cost: NEOGOV Applicant Tracking System Subscription Modules320750.00
Shift: LEAP4MCG Resources from OHR to Department of General Services-100505-1.00
Multi-program adjustments, including negotiated compensation changes, employee benefit changes, changes due to staff turnover, reorganizations, and other budget changes affecting multiple programs.434015923.90
FY26 Recommended711369235.90