Hi HR Team,
I want to extend my sincere thanks to each of you for your thoughtful participation in our recent survey. We received 298 responses, which is an 85.6% response rate! It is appreciated that so many of you took the time to provide your valuable feedback.
I am sharing the summarized results of the survey that the Learning & Organizational Development (L&OD) Team provided to the Executive team. This is the primary content we are reviewing to understand the current state of our Department, identify where challenges may exist, and to help guide us on what actions we may take to make our Department an even better place to work. Something I have heard since I joined the HR team is the Department has been continuously improving over the past few years and we are still continuing to improve. The responses from the survey match this sentiment and I hope we can continue that momentum.
I wanted to address the questions in the survey about the successes and challenges of telework. I know asking questions about teleworking may make some nervous and wonder if something would happen to telework. My intent in asking these questions was to hear from you all on how it is going and how we can make telework the most effective it can be for HR. My approach is to assess and tweak as needed to continuously improve how we telework to ensure all employees feel productive, capable, and connected, not just to their team but to the entire department.
The Executive team and I are committed to maintaining transparency regarding the actions we will take based on your feedback from the survey. We will keep you informed as we take actions and how those actions connect with the feedback you provided. While we are still discussing and evaluating actions to take based on the results, I do have some immediate takeaways I plan to address. The survey clarified that you would like consistent communication from me on the state of the Department and that many of you wanted more all staff activities and/or opportunities to connect as a Department. The Executive team and I are discussing how to best address these items so stay tuned for more information.
Thank you once again for your engagement and honesty. Your input is crucial in helping us continue to improve as a Department.
Hi HR Team,
I’m thrilled to have the opportunity to connect with you via the Our Voices Newsletter! Having worked with the HR team for some time, I know what a dedicated and hardworking group of HR professionals we have in this department, and I am honored and excited to be able to serve and support the department in my new role as Assistant HR Director. Working alongside this dynamic and dedicated team has always been an honor and a joy, and in my new capacity, I’m eager to continue contributing to the fantastic work we do every day.
A little about me – I started my career with the County in June of 2007, as a Professional Student Intern in the office of County Supervisor John Tavaglione. This opportunity helped me to understand how important public service is and the wide scope of services we provide to the residents of the County. What started as a quarter-long internship, which was a requirement for my degree, turned into a passion for providing public service. This is proof that our very own Internship Program helps connect students to the vast array of opportunities the County offers. I eventually joined HR in March of 2013, and have been here since that time, occupying positions such as HR Analyst, Senior HR Analyst, HR Business Partner, and Senior HR Business Partner. I have been very fortunate to work with such great HR team members and have had mentors at different levels along the way, which has helped me to learn and grow as a professional.
What excites me most about this new role is the opportunity to collaborate closely with each of you as we continue to support and enhance our organization’s most valuable asset: our people. In my spare time, I love spending time with my hubby Jason and our pets (Duchess the Mini Schnauzer and Autumn the furry feline, both pictured above), friends, and family. I also am a fairly adventurous foodie and will seize any opportunity to enjoy a good meal and try a new delicacy. I love to travel to far off destinations and enjoy camping.
I’m looking forward to continuing to work together on our shared goals, expanding on the exceptional service we provide to the County’s departments, and serving as a resource and support for the team.
Six Random Facts:
• First HR Team: LOI Team
• Favorite Travel Destination: Japan
• Favorite Food: Crudos of all kinds
• First Job: Lake Arrowhead Resort Pool Attendant / Kids Club Helper
• Desired Superpower: Ability to communicate with animals and understand them
• Favorite TV Genre: Anything involving crime, murder, or the law
Our HR team celebrates the dynamic nature of our workforce! We welcome talented new hires who bring fresh perspectives, honor the welldeserved retirements of our valued colleagues, and applaud the career advancements of our dedicated employees. These metrics represent the continuous evolution of our team, shaping HR culture and driving our success.
How HR Acuity’s Case Management System Empowers Effective Resolutions
Imagine an HR department where employee concerns are addressed swiftly and efficiently, with all documentation centralized and easily accessible. This is the reality offered by HR’s innovative case management system - HR Acuity. Read more on Employee Relations below.
What is HR Acuity, Key features, etc.
How does HR-Acuity benefit the division who use it?
• The HR Acuity platform helps Employee Relations streamline the HR investigative process, collecting all the information from our investigations in a single place to make finding data easier and faster. This employee documentation software helps professionals keep track of issues in the most consistent and comprehensive manner.
How does HR-Acuity help HR as a whole?
• HR Acuity is a case Management system that assists several HR Divisions collectively manage and track personnel matters by documenting employee complaints, investigations, grievances, and ADA leave management cases. Keeping all of this information in one central location makes it easier for our department’s various teams to identify connections between the various issues involving an employee, both past and current, being handled by the various division with in HR. This allows us as a whole to identify patterns of behavior, improves internal communication and collaboration, which ultimately reduces risk and liability to the county by enhancing HR staffs shared awareness of all matters involving every county employee.
Development/Integration Process’
• After several attempts over a number of years to move ER case information into other systems such as Peoplesoft, iVos/Ventiv/Riskonnect, and ServiceNow, the domain expertise and analysis on the HR side rather than system or technical details ensured the successful implementation of HR Acuity.
1. Improved collaborative communication makes everyone’s job easier. HR Acuity allows for teams to communicate in through chat messages, notifications and alerts. Stakeholders can quickly access and share the appropriate levels of information between HR professionals, managers, legal teams and other relevant stakeholders.
2. Case management keeps everyone on task and remain accountable to deadlines and stay on track.
3. Evidence management keeps legal cases airtight. An HR Case Management System provides for the secure and organized storage of important documents and investigative evidence. When it’s time to pull a legal defense together, compliance teams have easy access to exactly what they need.
4. Real-time analytics and reporting helps everyone stay proactive. An HR Case Management system makes it easier to keep HR-related risks and trends at the forefront for everyone by capturing employee concerns, gathering real-time analytics and automating reports.
Source: https://www.hracuity.com/blog/10-reasons-whyan-hr-case-management-system-is-a-win-win-for-er-andcompliance-teams/
County of Riverside interns are essential to the transformative growth and development of our departments. They inject new life into our workplace culture, inspiring us with their boundless enthusiasm and unquenchable thirst for knowledge. As they embark on their journey of professional growth, they embark on a parallel path of shaping our collective future. In honor of Internship Month, we higlighted intern testimonials, where they shared their unique experiences, each week via social media platforms.
The County of Riverside Internship Program provides hands-on, real-world projects and experience in the public sector in relation to a student’s course of study. This is a great way for students to explore the world of public service and the array of careers available with the County of Riverside. We currently have 262 active interns throughout 21 County of Riverside departments. Participating departments include:
• Agricultural Commissioner
• Assessor Clerk Recorder
• Auditor Controller
• Behavioral Health
• Board of Supervisors
• County Counsel
• Department of Child Support Services
• District Attorney
• Department of Public Social Services
• Environmental Health
• Executive Office
• Housing & Workforce Solutions
• Flood Control
• Human Resources
• Public Defender
• Public Health
• Information Technology
• Registrar of Voters
• Sheriff
• Transportation & Land Management Agency
• Waste Management
The HR L&OD Internship Team is dedicated to the growth and development of RivCo interns. We encourage interns to participate in Lunch ‘n Learn sessions on topics related to career development such as resume writing, interview prep, LinkedIn workshop, professionalism, seeking and receiving feedback, project management and public speaking.
We
extend our gratitude
to all HR Divisions that play a role in the success of our Internship Program!
Please join us in congratulating our Human Resources Employee Recognition Program Spring 2024 winners and overall HR 2023 – 2024 award winners!
Spring 2024 Winners
Brittany Cobb
Kevin Cobb
Naomi Marin Chadley Butler
Labor Relations (Clorissa Cacho, Marni Fitzpatrick, Aaron Cyr, Jessica Urban, Pamela Zogg, and Beatris Ordaz)
2023 – 2024 overall HR winners will go on to compete in the county-wide Employee Recognition Program. Winners of the county-wide Employee Recognition Program are recognized at a Board of Supervisors meeting each September. We wish our overall HR winners the best of luck as they move forward in the county-wide program!
Overall HR 2023 – 2024 Award Winners
Michael Fredendall
Naomi Marin
Kevin Cobb
Corina Laffond
Labor Relations (Clorissa Cacho, Marni Fitzpatrick, Aaron Cyr, Jessica Urban, Pamela Zogg, and Beatris Ordaz)
Congratulations to all of our 2023 – 2024 HR Employee Recognition Program winners!
All winners were selected by our 2023 – 2024 HR Employee Recognition Program Committee. Thank you to our 2023 – 2024 Committee members! We appreciate you and the important role you played in recognizing the excellent work of our RC1HR team!
2023 – 2024 HR Employee Recognition Program Committee Members
Carly Obenberger
Nicole Minnis
Anita Pacheco
Esteven Sanchez
Brianna Ogunsemi-Dorsey
Laura Young
Natalie Hagen
Thank you for your participation in HR’s Employee Recognition program and for recognizing the outstanding contributions of your colleagues. The next nomination period for HR’s Employee Recognition Program will open in November of this year. We look forward to our next award cycle and to once again celebrating the accomplishments of our fabulous HR team!
For more information on HR’s Employee Recognition Program, please visit the link below: S:\HR Employee Recognition Program
For more information on the County of Riverside Employee Recognition Program, please visit: https://rc-hr.com/EmployeeRecognitionProgramCERP
Employee Assistance Program Ser vice Summary
PRISM - Public Risk Innovation, Solutions and Management
Available 24/7, 365 days a year
Everything you share is confidential*
Life can be full of challenges. Your Anthem Employee Assistance Program (EAP) is here to help you and your household members. EAP offers a wide range of no-cost support services and resources, including:
Counseling
Up to 6 visits per issue
In-person or online visits
Call EAP or use the online Member Center to initiate services
Legal consultation
30-minute phone or in-person meeting
Discounted fees to retain a lawyer
Free legal resources, forms, and seminars online
Financial consultation
Phone meeting with financial professionals
Regular business hours; no appointment required
Free financial resources and budgeting tools online
ID recovery
Help reporting to consumer credit agencies
Assistance with paperwork and creditor negotiations
Emotional Well-being Resources
Digital tools to improve emotional well-being
Team up with an experienced clinical coach
Practice mindfulness on the go
Dependent care and daily living resources
Online information about child care, adoption, elder care, and assisted living
Phone consultation with a work-life specialist
Help with pet sitting, moving, and other common needs
Other anthemEAP.com resources
Well-being articles, podcasts, and monthly webinars
Self-assessment tools for emotional health issues
Crisis consultation
Toll-free emergency number; 24/7 support
Online critical event support during crises
, or go to anthemEAP.com and
When something unexpected happens, EAP can help you figure out your next steps. Contact us today.
On August 24, the DAO team enjoyed a sunny afternoon at our annual backyard barbecue. The event was a perfect blend of fun, family, and camaraderie. As colleagues and their families gathered, the air was filled with the delicious aroma of grilling food. Kids splashed in the pool while adults mingled and enjoyed the music. The barbecue was a resounding success, a reminder that sometimes, the simplest team-building activities are the best.
1. Tell us a bit about the work your team does and how it impacts the HR Department.
• The Safety Loss Control Division is uniquely part of this journey by providing departments with safety loss control guidance. The Safety Loss Control Division serves as the prevention branch for protecting our most valuable county asset, our employees, and enhances the impact that Human Resources provides the County. The Safety Loss Control Division provides services all 40+ departments containing various types of facilities. Our team provides recommendations and guidance to mitigate risk and liability for the organization. This is done through training, educational opportunities, and the implementation of policies designed to protect County property and ensure employee safety. These safety policies clearly define the expectations for departments, managers, supervisors, and employees regarding safety. Covering topics such as: hazard reporting processes, accident investigation procedures, and basic safety rules.
2. What does a normal day with Safety look like?
• No two days are the same for our Division, as we respond to the Safety and Loss Control needs of all departments! A typical day can involve conducting thorough workplace inspections at any one of our 1500+ locations, identifying potential hazards, an industrial hygiene assessment, doing trend analysis, assisting a department with a regulatory inspection such as: Certified Unified Program Agencies (CUPA), Office of the State Fire Marshall (OSFM), National Pollutant Discharge Elimination System (NPDES), Environmental Protection Agency (EPA), or Cal/OSHA, recommending effective risk management strategies, conducting ergonomic evaluations, and/ or providing ongoing training and support to ensure all employees understand and adhere to County safety policies and protocols.
3. What advice would you provide someone wanting to join your team?
• My advice for someone wanting to join our team is to develop a strong foundation in data analysis, safety regulations, risk management practices, and to stay proactive in learning about the latest industry standards. Embrace a collaborative mindset and be prepared to contribute to a culture of continuous improvement, safety excellence, and customer service.
4. If you and your team had a theme song, what would it be and why?
• Our theme song would be “Stayin’ Alive” by the Bee Gees because it humorously captures our mission to keep everyone safe and sound in the workplace! P.S. it is also the perfect rhythm for CPR compressions!
5. Can you share any funny stories about your team or perhaps any team rituals/jokes?
• A “joke” that is also part of our purpose is: “Working Safely may get old, but so do those who Practice it.”
Beat the summer heat with a refreshingly light cucumber salad! This versatile dish can be enjoyed alongside meals, as a delightful appetizer, or even packed in a lunchbox. With just a handful of ingredients and minimal prep time, you can whip up a crowd-pleasing cucumber salad that’s bursting with cool, crisp flavor.
INGREDIENTS:
• 1 Pack (about 6) Persian Cucumbers
• 1 Green Onion
• 2 Cloves Garlic (Minced)
• 1/4 Cup Rice Vinegar
• 2 TBSP Soy Sauce
• 1 TBSP Sesame Oil
• 1 TSP Sesame Seeds (Optional)
• 1/2 TSP Sugar
• 1-2 TBSP Chili Flakes (Optional)
INSTRUCTIONS:
1. Slice cucumbers to preferred shape
2. ln a bowl, add cucumbers, garlic, rice vinegar, soy sauce, sesame oil, sugar and chili flakes. Mix well.
3. Serve and top with green onion and sesame seeds.
4. Enjoy!
Last day to enroll: 9/16/2024
Dive into the everevolving world of social media with our latest statistics! From the platforms seeing explosive growth to how users are engaging with content, this data will equip you to understand the current social media landscape and position yourself for success.
16k followers
3.3k followers
4.6k followers
29.1k followers
2.8k followers
The Learning & Organizational Development (L&OD) team is thrilled to announce the relaunch of the Human Resources department’s cross-training initiative, the Passport Program. The program relaunched on July 1st of this year. Be on the lookout for additional travel alerts as we embark on this exciting journey!
WHAT IS THE PASSPORT PROGRAM?
The Passport Program provides employees with the opportunity to gain exposure to all functional areas of the HR department. For instance, an employee with extensive experience in recruiting can explore new areas such as leave management or employee relations. Through this program, participants (the “travelers”) will work alongside experienced colleagues or teams in different HR functions for a designated period, learning to execute specific tasks and projects based on the department’s itinerary.
HOW IT WORKS
1. Pre-boarding Notices: Pre-boarding notices are sent out two weeks before a travel opportunity is released. This notice informs employees about upcoming openings in different HR areas so they can have all required documents ready to apply when travel is released.
2. Meeting with your Manager: Employees interested in participating will meet with their managers to discuss their interest and obtain a “boarding pass.” This boarding pass is submitted with their application to join the Passport Program.
3. Eligibility Requirements: To be eligible for the Passport Program, employees must:
• Be a full-time regular employee (not TAP).
• Not be on initial probation.
• Not be on a Performance Improvement Plan.
BENEFITS OF THE PROGRAM
This program is a win-win for both our employees and our department. It nurtures future talent, supports professional development, and enhances our collective understanding of the various functions within HR. By participating, employees will expand their skill sets, explore new areas of expertise, and build valuable connections across our department.
JOIN THE JOURNEY
For any questions or suggestions about the Passport Program relaunch, please get in touch with our HR Learning & Organizational Development Division at HRLOD@Rivco.org. Your feedback is crucial to the success of this initiative.
We look forward to welcoming you “aboard” as you embark on new travel destinations within our HR department!
EPISODE 4: PERFORMANCE MANAGEMENT SYSTEM
Feeling trapped in a cycle of outdated performance reviews? Fear not, HR warriors! The Resourceful Humans podcast throws the door open on this crucial topic. Host Victoria Santos dives deep with the L&OD team, shredding the traditional review system and discussing the more engaging, Learning Management System - RivCo Talent. Get ready for actionable advice on setting clear goals, fostering continuous feedback conversations, and unleashing the potential in your team. So, grab your headphones and ignite a performance revolution!
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