People & Culture 2024-25 Impact Report

Putting Employees at the Center of Reclassification The department launched a new employee-centered approach to position reclassification in November. It prioritizes transparency, collaboration, and employee voice. When a department requests reclassification for a filled position, supervisors will notify the incumbent employee and follow steps outlined in the Position Reclassification Process . Our goal is to reimagine roles not just based on organizational needs, but also with meaningful input from the employees who fill them. Once the steps are completed, the compensation team reviews and shares findings with relevant parties, including the employee. Employees are encouraged to share comments or concerns with their leadership. At the end of the process, employees will complete a brief survey to measure satisfaction and improve future experiences. This approach ensures evolving roles reflect both individual growth and the City’s mission. Giving Back People & Culture employees showed their commitment to people-centeredness by volunteering at Backpack Beginnings in the last year. Staff packed food and supplies to help children and families in need. Our team used the City’s Service-to-Others Leave policy, which lets employees volunteer during work hours while still getting paid. It was a great way to support our community and build teamwork. Giving back is part of who we are, and we’re proud to serve our neighbors, not just through our jobs, but also through our actions in the community. New Civil Service Board The City launched a new Civil Service Board in 2025. The independent board gives sworn Police and Fire employees below the rank of assistant chief an additional route to review important personnel actions they previously didn’t have. It promotes fairness, consistency, and transparency in the workplace.