FY2024 Proposed Budget

Human Resources The Human Resources Division provides services in the areas of employee & labor relations, collective bargaining, civil service compliance, employee benefits administration, recruitment of prospective employees, personnel policy development & administration, and administration of applicable employment laws. General Fund Activities: The Human Resources activity strives to provide quality, comprehensive Human Resources services to the City of Iowa City and its employees in the areas of:  Employee and labor relations for approximately 1,000 City employees, both permanent and hourly  Collective bargaining and contract administration for three collective bargaining agreements: AFSCME, Police, and Fire unions  Civil Service compliance per Chapter 400 of the Code of Iowa  Comprehensive benefits administration for approximately 600 permanent employees  Internal and external recruitment for permanent and hourly positions in compliance with Chapter 400 of the Iowa Code, collective bargaining agreements, and Personnel Policies  Personnel policy development and administration  Administration of applicable state and federal employment laws Boards and Commissions: The Civil Service Commission approves all entrance and promotional examinations used by the City of Iowa City for civil service positions; holds appeal hearings involving the suspension, demotion, or discharge of employees holding civil service rights. Ascertains to the best of its ability the facts of the case to determine matters involving the rights of civil service employees and may affirm, modify, or reverse any case on its merits per Chapter 400 of the Code of Iowa. Recent Accomplishments:  Created Vaccination, Testing, and Face Covering Policy and related procedures in compliance with the Federal OSHA COVID-19 Vaccination and Testing ETS. Policy implementation was suspended indefinitely on January 19, 2022 due to Supreme Court action.  Participated in successful termination arbitration process with former Fire union employee.  Settled 2-year wage and insurance re-opener with Fire union.  Successfully completed 1-year trial period of approved rolling application and testing cycle process for Police Officer, resulting in two certified hiring lists. Granted ongoing authorization by Civil Service Commission.  Coordinated recruitments for Finance Director and Fire Chief. 64