FY 2021 2122 ADOPTED OPERATING AND FY 2021 2526 CIP BUDGETS

Human Resources (continued)

Recruitment and Selection • Conducted recruitment and selection processes for 26 regular positions classifications, which resulted in the hiring of 27 new teammates • Continued to partner with the City Manager's office to conduct annual one-day Onboarding Orientation for new hires that included a tour of all new facilities • Enhanced the new teammate orientation with the use of flipping book • Enhanced the City oral board interview process by going paperless and using surface pro computers Safety and Wellness • Partner with various departments on the Citywide Safety Program along with chaired and met quarterly with the Citywide Safety Committee • Partnered with various departments on developing and implementing Citywide COVID-19 • Partnered with a third-party vendor to replace first aid kits at all City locations • Continued to support Work on Wellness (WOW) by providing on-site seminars on various health related topics and supporting wellness initiatives • Enhanced the Health and Wellness fair to include benefit and outside health and wellness providers • Offered free flu-shots to all employees during the Health and Wellness Fair Training and Organizational Development • Coordinated the mandated biennial AB1825 Harassment Prevention training by offering in- person training to all non-supervisory, managers/supervisors, elected officials and commission members with a plan to schedule quarterly trainings for new teammates • Three teammates were certified by Liebert Cassidy and Whitmore to train the AB1825 Harassment Prevention training to non-supervisor and manager/supervisor teammates • Coordinated and scheduled various trainings and webinars on a range of Human Resources topics • Served on the Citywide Emergency Operations Center’s (EOC) Logistics and Supply Teams • Partnered with Sedgwick to create a safety training schedule on various topics • Offered trainings through the Liebert Cassidy and Whitmore Consortium FY 2020-21 and 2021-22 Activity Goals • Partner with NEOGOV to launch new performance evaluation module-Perform (Fostering a Positive Organizational Culture) • Negotiate fiscally responsible labor agreements with the City's three bargaining groups, American Federation of State, County, and Municipal Employees (AFSCME), Local 101, Community Service Officers Association (CSOA), and Morgan Hill Police Officers' Association (POA) for contracts expiring in December 2021, while continuing to provide salaries and benefits that attract and retain a qualified workforce (Fiscal Sustainability) • Update City of Morgan Hill Personnel Rules (Preserving and Cultivating Public Trust, Fostering a Positive Organizational Culture)

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ADMINISTRATIVE SERVICES