The mission of the 人力资源 Department is to empower the human capital of Butte College to create a student-centered, 基于社区的学习环境. 我们的使命是通过以下项目和服务来完成的: 人事管理 雇员关系及协助 组织发展 专业发展 劳动关系 平等机会和公平劳动法规 人力资源部门在以下核心价值观下运作: 客户至上-我们重视为客户提供周到的服务, 保密, 及时性和持续的沟通. 问责制——我们对所有的决策和服务负责，以确保合规, 准确性和完整性. 尊重——我们以无条件的尊重对待自己和他人, dignity and equity; embracing diversity, 我们相信，我们的差异使我们的社区更加强大. Empowerment - We believe personal growth and professional development enables Butte College employees to foster student excellence.
The 人力资源 Department is responsible for developing and administering all programs and services associated with the employment of faculty and staff and fulfillment of compliance requirements.
组织
人力资源部雇佣了九(9)个人，总共9人.0名相当于全职的雇员. 职位头衔包括人力资源执行董事(1).人力资源助理处长(1).人力资源分析师学术/分类(2).福利分析员(1).人力资源人事专员(3名).人力资源文员/接待员(1名.0 FTE). 学生雇员也被部门利用.
The 人力资源 Department strives to achieve our mission in a variety of ways to support student success both directly and indirectly by empowering faculty, 教职员及学生. The standards of the 人力资源 Department and a description of major program activities for achieving this mission include the following:
1.人事管理
a. 劳动管理与人员配置
b. 薪酬及福利
c. 记录及系统
d. 人员评估
2.雇员关系及协助
a. 调解及解决冲突
b. 员工援助
3.组织和专业发展
4.劳动关系
5.平等机会和公平劳动法规
1. 员工会报告说，招聘申请人的数量越来越大, 更加多样化的, 更有资格, and that the EEO representatives are better trained to mitigate any Equal Employment Opportunity concerns.
2. Employees will report that 人力资源 has developed or is developing processes intended to streamline employee transactions.
3. Employees will report that 人力资源 has provided increased opportunities for professional development regarding HR-related issues.
4. Union leadership will report that 人力资源 leadership is operating in a transparent and collaborative manner.
The 人力资源 Department supports the college in meeting its student achievement standards by modifying and maintaining processes that are equity minded to insure that all faculty and staff transactions, 包括但不限于:招聘, 选择, 培训, 评价, 分类, 补偿, 等. 处理是否公平公正.
倡议2 -支持学生，教师和员工的成功
Initiative 3 - 使用数据为依据的过程进行持续改进; and
措施六-加强包容性文化
人力资源部将努力实现以下目标:
策略1 -平价医疗法案
Review and modify (根据需要) ACA implementation plan and document all processes for compliance with the Affordable Care Act given forseeable changes to the Act itself.
法律规定
策略2 -招聘和招聘程序/流程
评估和修正, 根据需要, 与适当的利益相关者团体合作的招聘程序.
审核并简化部门流程和表格.
专注于持续改进.
策略3 -主管/管理培训
Continue working with Leadership and District management to assess the needs of supervisors and managers to help inform strategic workforce development planning focused on 评价, 纪律, 以及其他与人力资源相关的话题.
专注于持续改进.
策略4 -政策和程序
审查7000系列BP/AP以确定需要的更新.
法律规定.
专注于持续改进.
策略五:高效人力资源部
Support a productive 人力资源 Department that allows the staff to provide efficient and effective services to District employees, 学生与社会.
与所有AUO保持一致
没有一个.
人力资源 Department operations are supported by un-restricted District Funds and Work Study funds. Some advertising and interview candidate travel is subsidized by Diversity funds provided by the State. 学生权益 funding has been used to pay for additional recruitment sites centered around diversity in hiring. 人力资源部还管理分类替代品的资金, 入职前体检, 指纹识别, 后续结核病检测, 强制性的培训, 面试候选人的差旅费报销以及支持所有员工的ADA预算.
The CCCTC provides some funding that helps to offset a small percentage of one employee in the office.
| 最初的优先级 | 程序，单位，区域 | 资源类型 | 帐号 | 目标代码 | 一次增广 | 持续的增加 |
| 描述 | 支持的理由 | 潜在的替代资金来源 | 优先级标准 | |||
| 1 | HR | 人员 | 110001501673000 | 52120 | $0.00 | $23,000.00 |
| 人力资源重组 | 随着现有员工的离职, 有机会重组人力资源部门的人员配置. 离开办公室的是助理总监(msc - 14d)和人力资源专员(msc - 5f)。. 这两个范围/步骤都将于2018年7月1日生效. 人力资源重组将包括以下内容: 1. 聘请第三名人力资源分析师代替助理总监(MSC-10) 2. 代替替换人力资源专员，聘请一名高级人力资源专员(MSC-7) -新职位 3. 在助理/副院长(CSEA-26) -新职位上增加一个行政助理职位 截止到7月1日，每月总费用为人事专员(msc - 14d)和人力资源专员(msc - 5f), 2018年将是11美元,999.54(假设COLA没有增加). 包括人力资源分析师在内的拟议重组职位的每月总成本(msc - 10a), 高级人力资源专员(msc - 7a), 从7月1日起担任助理院长/副院长(csea - 26a)的行政助理, 2018年将是13美元,905.80(假设COLA没有增加). 注:3月28日, 2018年的会议, Leadership approved the concept of increasing the Assistant Director position from an MSC-14 to an MSC-22. 如果为预算目的考虑到这一核可, 那么拟议中的人力资源重组实际上会为地区节省1美元,121.在2018-19年期间增加40名(假设COLA没有增加). |
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| 2 | HR | 人员 | 110001501673000 | 55100 | $250,000.00 | $0.00 |
| 分类研究 | 该区多年来没有进行全面的分类和补偿审查. The expected outcomes of an comprehensive review will allow us to have accurate and up-to-date job descriptions which will enable the following: 1. 确保更有效和合规的招聘工作 2. 确定员工的培训和发展机会 3. 允许在管理员工休假和/或住宿方面增加和更有意义的参与 4. 允许增加工作类别之间的一致性 5. 为分类和薪酬管理开发更健壮的基础结构 HR will submit an RFP for consulting services during the late spring/early summer and engage in a 分类 and 补偿 review for all job 分类s during fall 2018. |
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| 3 | HR | 设备 | 110001501673000 | 54500 | $3,200.00 | $0.00 |
| 两台新的笔记本电脑 | 招聘活动期间的笔记本电脑(Skype面试), 招聘会)以及入职培训和其他人力资源活动需要被取代. 一台笔记本电脑目前无法操作，另一台也即将报废. |
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| 4 | HR | 营业费用 | 110001501673000 | 55200 | $20,000.00 | $0.00 |
| 人力资源人员的专业发展 | 人力资源 leadership has identified professional development opportunities for 人力资源 staff including areas of recruitment/hiring, 好处, 劳动关系, 以及绩效管理. It is critical for human resources professionals to be offered professional development in order to stay up-to-date on current best practices and compliance information. The current 培训 allocation has remained consistent over the past several years and it has been demonstrated over that time that the level of funding is insufficient as demonstrated by multiple augmentations that end up taking place. |
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| 5 | HR | 设备 | 110001501673000 | 56410 | $2,995.00 | $0.00 |
| 小隔间的卷帘门 | Many conversations that take place between the recruitment team and hiring committee chairs and/or EEO representatives require a heightened level of 保密. 因为人力资源办公室没有会议室, 卷帘门将允许一些隐私发生. 此外，这些门也不会让你在谈话时分心. |
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| 6 | HR | 设施 | 110001501673000 | 56220 | $50,000.00 | $0.00 |
| 人力资源办公室保安 | 为了人力资源工作人员的安全. 由于人力资源人员处理的问题有时具有争议性, 在办公环境中内置安全装置是很重要的. Estimate is to create glass enclosure for 人力资源 front lobby area similar to that which is utilized in Business Services. |
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