APA’s Human Resources (HR) Department, under the direction of Linda Neely, focuses its efforts on a broad range of activities including employee relations, recruiting and employment, compensation, benefits, performance management, training and development, and regulatory compliance. It provides advice and consultation to managers and supervisors on hiring, disciplinary action, legal issues, termination, and all other employee-relations issues to ensure compliance with all mandated federal, state and local workplace laws and regulations related to employment, in addition to equity and fairness to employees.
HR has five full-time employees, with an annual budget of $1,128,510.
In 2002 the department initiated a three-part diversity program for APA employees. The first part included a staff survey to determine the current level of awareness of issues of diversity at APA. The second part addresses the need to diversify APA management through the use of a variety of recruiting initiatives, including targeted recruiting to identify and hire talented managers with racially or culturally diverse backgrounds. The third part addresses the need to hire employees who could be included in a pool from which to promote to senior professionals and/or managers.
This year, a new compensation structure was developed using local and national surveys to create a system of grades and rate ranges that will be updated annually. Also in process is creating a more flexible, more efficient, and less costly benefits program for staff.
HR staff are now revising APA’s employee handbook and anticipate that it will be available to staff within the next couple of months. Other major activities undertaken this year include publishing a compensation manual, developing the HR section of APA’s Intranet, and employee training. The focus of the training efforts will be on both management and technical topics. Management training will focus on leadership skills, team building, and conflict resolution. Technical training involves the creation, in collaboration with APA’s Office of Information Systems, of an in-house assessment and development program for staff to upgrade skills and to equip them to make the greatest use of technology.
In 2004 HR will add a career-development program to assist staff members in planning their careers. Managers will work with staff members to identify promotional opportunities within their division and across the Association. Each staff member will have a development program outlining the knowledge, skills, and abilities he or she must acquire to take the next step toward advancement and promotion.
APA is fortunate to have such a hard-working and dedicated staff of 235 employees. The 219 full-time and 16 part-time employees comprise one of the most professional groups of employees with whom I have ever had the pleasure to work.
Feel free to send your questions, comments, and suggestions to me at
[email protected]. ▪
