Public Agency Audit: Human Resource Management in Arkansas

School: Capella University - Course: MPA 5420 - Subject: Accounting

Public Agency Audit Amanda R Kirklin MPA5420 - Leadership and Human Resource Management in Public Services 7901 N Pinewood Dr. Pine Bluff, Ar 71603 501-240-0072 [email protected] Instructor: Dr. Brad Kissell

Public Agency Audit2 The mission of the Arkansas Department Human Resources Department is to support county departments in recruiting, developing, and maintaining a qualified workforce. The Human Resources Department (HR) is a support function of the county that partners with other county departments to provide specialized assistance in five functional areas. The HR Department administers and monitors the Arkansas Personnel Policy for compliance. Policy manuals are distributed to all county managers and supervisors. As additions, revisions, or changes are made by the state; notices of such changes are forwarded to all policy holders. The Director of Human Resources is responsible for interpreting policy for all officials and employees to ensure consistency of administration and to advise county officials and department heads regarding specific personnel actions proposed. The five functional areas are discussed below. 1.Recruitment and Employment These are two key functions of the Human Resources Department. The state of Arkansas has more than 7500 employees who work in 13 different divisions. As job vacancies occur in the county departments, the particular department notifies the Human Resources department to begin the recruitment process. Recruitment of applicants may be limited to county employees only or simultaneously to the public. Positions are advertised on a weekly basis through the local news media (statewide newspaper), on the county web site and a twenty- four hours, seven days a week job information line. Vacancy announcements are prepared and distributed throughout county departments. Applications and resumes are received in the Human Resources department via walk-ins, fax and/or e-mail for a specified period of time. They are ultimately

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Public Agency Audit3 referred to the department's hiring officials. Following the selection of applicants to fill positions, new employees are scheduled for orientation, which occurs on a weekly basis. 2.Classification and Compensation The state of Arkansas has adopted a point factor system (Coulter Classification System) to evaluate and classify jobs. There are approximately 300 different positions under the "classified" structure. The job analysis process involves a collection of information from the job incumbent and/or the supervisor regarding the nature of the work and the specific tasks to be performed plus other relevant background information such as organizational charts. This collection of information is done in writing and by conducting interviews (job audits) with supervisors and/or the position incumbent. The collected information is evaluated using the established point-factor system. Positions are placed into a job classification with a "grade" assigned. The "grade" assignment determines the compensation for the particular position. 3.Benefits Administration and Special Programs Administration of benefits includes explanation of benefits, enrollments and termination of benefits. On-going communication between employees and providers of benefits is also involved. Arkansas provides a generous employee benefits package. Employee fringe benefits are often indirect financial compensation given to employees, which include a) health and life insurance, b) vacation accrual, c) Employee Assistance Program (EAP), d) pension, e) workers' compensation, f) training and education funds. Pulaski County also provides