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• Facility rentals for testing and interviews <br /> • Written materials and testing resources <br /> • Additional manpower requirements <br /> • Hire-back of Emergency Medical Personnel <br /> • Annual membership fees for recruitment associations <br /> In FY2026, Human Resources staff will begin exploring the use of artificial intelligence <br /> (Al) to improve the quality of job descriptions, employment postings, and social media <br /> campaigns to enhance recruitment efforts. <br /> 2. Tuition Reimbursement <br /> This line item supports professional development through certifications and <br /> academic coursework, with the intent to build capacity and promote career <br /> growth. As of FY2025: <br /> • Reimbursement increased to $5,000 for coursework directly related to the <br /> employee's current position. <br /> • Reimbursement of up to $2,500 is available for coursework indirectly related <br /> to the employee's role. <br /> Performance Outcomes <br /> The Human Resources Department utilizes performance outcomes to assess the <br /> effective use of resources and to evaluate the success of service delivery. Key metrics <br /> include: <br /> 1. Succession Planning <br /> The department continues to partner with directors to develop individualized <br /> succession plans across all departments. There is currently a lack of interest in <br /> the Director role, attributed to concerns about compensation and role stress. This <br /> highlights the need for a strategic review of leadership compensation to ensure <br /> these positions are viewed as both competitive and sustainable. <br /> 2. Annual Performance Review Completion <br /> Ongoing monitoring and tracking of the percentage of employees receiving <br /> complete annual performance evaluations and goal-setting plans will continue. <br /> This metric is critical in aligning workforce performance with organizational <br /> objectives. <br /> 25 <br />