that required extensive workarounds, the HR team eliminated dependency on spreadsheets and paper forms, streamlining operations and reducing the administrative burden. 2. Encourage ongoing communication: The new system emphasizes continuous communication between employees and managers to boost morale and foster success. This culture of ongoing feedback and collaboration enables individuals to receive timely, relevant guidance and support. 3. Leverage automation: By leveraging automation, the HR department significantly enhanced efficiency.The new system automates routine tasks and customizable workflows, providing HR professionals with more time to focus on strategic initiatives and employee development. The transformed approach to performance management has saved the sheriff’s office more than 2,100 hours of manual HR work, boosted evaluation completion rates by 30%, and given employees and managers alike a more meaningful way to collaborate and grow. Additionally, the transparency and visibility provided by this approach has fostered a more collaborative environment. Employees and managers now have a clearer understanding of performance expectations and can work together more effectively to achieve their goals. In the public sector, accreditation is always top of mind. In addition to enhanced efficiencies, the HR team can now rest assured that accreditation requirements are met with the accountability and consistency of performance evaluation processes and ensure all employee information is always up to date. LOOKING AHEAD As Manatee County continues to grow, the sheriff’s office is now well-equipped to handle the evolving needs of its community. The improved performance management system provides a solid foundation for ongoing development and improvement. By staying ahead of the curve and embracing a techforward approach, the agency is poised to better service its employees and its community and maintain its commitment to excellence in public service. it could not fill. For example, the system was not automatically updated when employee information changed, so employee payroll information, evaluation schedules and future promotional actions had to be updated by hand. 2. Determine the needs of supervisors and employees. An audit of the software system showed the obvious gaps in manual vs. automated workflows; however, no input is as valuable as the supervisors and employees in an agency. The HR team held roundtables with employees at all levels to learn about what they needed in preparation for an overhaul of their performance management system. EMBRACING A TECH-FORWARD APPROACH After identifying its specific needs, the HR team evaluated and chose a public sector-specific software system that could accommodate these nuances and simplify its performance management processes. By doing so, the HR team eliminated outdated spreadsheets and paper forms, encouraged ongoing communication, and leveraged automation to enhance efficiency. 1. Eliminate outdated practices: By moving away from the private sector-specific software system 12 CIVIL AND MUNICIPAL VOLUME 05, ISSUE 08
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