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Bureau of Human Resources -- Intro

Source: PDF pp. 438-442 ↗ · raw: 438 · 439 · 440 · 441 · 442

City of Portland Fiscal Year 2026-27 Proposed Budget City Operations > Bureau of Human Resources Bureau of Human Resources Budget Revenues by Major Object 2023-24 Actuals 2024-25 Actuals 2025-26 Revised Budget 2026-27 Proposed External Revenues Charges for Services $150,666,047 $165,918,245 $184,091,488 $217,249,591 Intergovernmental $10,000 $190,922 $10,000 $10,000 Miscellaneous $3,087,456 $3,089,112 $4,141,404 $2,940,799 Miscellaneous Fund $0 $0 $247,107 $0 Allocation Internal Revenues Beginning Fund Balance $28,413,541 $21,806,591 $8,035,035 $9,387,181 Fund Transfers - $0 $1,885,669 $0 $0 Revenue General Fund $8,012,338 $8,124,842 $11,159,587 $318,826 Discretionary General Fund Overhead $8,677,350 $10,072,061 $9,474,481 $21,588,955 Interagency Revenue $975,705 $1,389,070 $1,907,106 $1,580,266 Miscellaneous Fund $0 $0 $0 $0 Allocation Grand Total $199,842,437 $212,476,512 $219,066,208 $253,075,618 Expenses Expenses by Major Object 2023-24 Actuals 2024-25 Actuals 2025-26 Revised Budget 2026-27 Proposed Bureau Expense $177,321,457 $204,021,005 $210,858,119 $226,214,276 Personnel $17,624,922 $18,726,082 $20,007,669 $23,016,982 External Materials and $157,363,546 $182,736,258 $187,075,416 $200,174,544 Services Internal Materials and $2,332,989 $2,558,666 $3,775,034 $3,022,750 Services Fund Expense $748,741 $494,893 $8,208,089 $26,861,342 438

City of Portland Fiscal Year 2026-27 Proposed Budget 2023-24 Actuals 2024-25 Actuals 2025-26 Revised Budget 2026-27 Proposed Debt Service $53,419 $55,558 $57,780 $15,060,087 Contingency $0 $0 $7,645,953 $11,286,886 Fund Transfers - $695,322 $439,335 $504,356 $514,369 Expense Unappropriated $21,806,591 $8,035,037 $0 $0 Ending Fund Balance $21,806,591 $8,035,037 $0 $0 Grand Total $199,876,789 $212,550,935 $219,066,208 $253,075,618 Expenses by Program Offer 2023-24 Actuals 2024-25 Actuals 2025-26 Revised Budget 2026-27 Proposed Administration $0 $0 $0 $0 Benefits $0 $0 $0 $0 Classification,Compensation $1,496,128 $1,604,133 $2,342,058 $1,900,029 & Pay Equity Employee & Labor $4,591,609 $4,964,838 $5,142,902 $5,858,780 Relations Health and Financial $182,226,819 $192,945,976 $196,436,914 $231,166,338 Benefits Health Insurance $0 $0 $0 $0 HR Systems & Records $0 $0 $0 $0 Operations & Strategic $6,336,215 $7,265,644 $8,852,431 $7,200,756 Support People & Culture $1,366,429 $1,292,473 $1,671,857 $0 Professional Development $0 $0 $165,000 $615,000 Special Appropriation - City $0 $0 $0 $0 Support Services Well-Being & Occupational $573,611 $925,537 $695,094 $1,064,562 Health Workforce Recruitment $3,285,979 $3,552,335 $3,759,952 $5,270,153 Training Grand Total $199,876,789 $212,550,935 $219,066,208 $253,075,618 Positions - FY 2026-27 Proposed Budget FTE Administrative Specialist I - CPPW 1.0 Administrative Specialist II 3.0 Administrative Specialist III 5.0 Analyst II 1.0 Analyst II - CPPW 2.0 439

City of Portland Fiscal Year 2026-27 Proposed Budget FTE Analyst IV 1.0 Coordinator II 1.0 Coordinator II - CPPW 1.0 Director II 1.0 Human Resources Analyst I 19.0 Human Resources Analyst II 29.0 Human Resources Analyst III 12.0 Human Resources Generalist 12.0 Human Resources Systems Specialist 9.0 Manager I 3.0 Manager II 7.0 Manager III 1.0 Medical Assistant 1.0 Occupational Health Specialist 1.0 Office Support Specialist I 1.0 Supervisor II 5.0 Systems Analyst, Senior 1.0 Grand Total 117.0 Performance Performance Metrics - Fiscal Year FY 2022 - FY 2023 - FY 2024 - Program Offer Measure Polarity 23 24 25 Bureau-wide TIME TO FILL A VACANT CITY POSITION: Lower Is 89 84 79 Average number of calendar days to ll a Better vacant City position by recruitment Bureau-wide EMPLOYEE RACIAL AND ETHNIC No Polarity 30.0% 30.4% 30.8% DIVERSITY: Percentage of employees and management who self-identify as Black, Indigenous or People of Color Bureau-wide EMPLOYEES WITH DISABILITIES: No Polarity 9.7% 9.8% 9.9% Percentage of employees and management who self-identify as having a disability Classication,Compensation & Pay Average number of business days to Lower Is 2 4 2 Equity complete pay equity reviews Better Classication,Compensation & Pay Average number of business days to Lower Is 23 55 34 Equity complete classication reviews Better Classication,Compensation & Pay Number of applications processed for the No Polarity 382 196 184 Equity Language Pay Differential program Employee & Labor Relations Number of personnel investigations closed No Polarity 160 186 110 440

City of Portland Fiscal Year 2026-27 Proposed Budget FY 2022 - FY 2023 - FY 2024 - Program Offer Measure Polarity 23 24 25 Employee & Labor Relations Average score on the Annual Stakeholder Higher Is 4.3 4.2 8.9 Survey for level of satisfaction with the Better support received from HR Business Partners Employee & Labor Relations Number of attendees at trainings provided Higher Is 1,852 990 3,374 by Employee Relations Better Employee & Labor Relations Number of grievances submitted to the No Polarity NA NA 56 City by labor unions Employee & Labor Relations Number of information requests submitted No Polarity NA NA 20 to the City by labor unions Employee & Labor Relations Number of collective bargaining No Polarity 9 5 7 agreements open Operations & Strategic Support Number of personnel actions processed No Polarity 12,631 12,816 12,982 for employees Operations & Strategic Support Number of manual corrections made to No Polarity 3,641 3,864 5,183 employee quota balances Operations & Strategic Support Number of paychecks issued to employees No Polarity 186,688 198,972 203,481 through regular payroll processing Operations & Strategic Support Number of off cycle payments processed No Polarity 1,766 1,748 1,766 for employees Well-Being & Occupational Health Number of employee engagement Higher Is 1,977 3,716 2,355 connections made through workplace well- Better being events Well-Being & Occupational Health Percentage of employees who participated Higher Is 88% 82% 79% in the Annual Open Enrollment Survey who Better reported feeling that the City supports their health and well being Workforce Recruitment Training Percentage of applicants to City job No Polarity 46% 44% 42% postings who self-identied as female Workforce Recruitment Training Percentage of applicants to City job No Polarity 38% 40% 41% postings who self-identied as Black, Indigenous or People of Color Workforce Recruitment Training Percentage of managers and supervisors Higher Is 36% 46% 54% who have completed at least one Better Leadership Engagement and Development (LEAD) training Workforce Recruitment Training Percentage of employees who self-identify No Polarity 5.8% 5.7% 5.5% as veterans Workforce Recruitment Training Percentage of focused outreach clients on Higher Is 46% 76% 93% at least one referred eligible list Better Workforce Recruitment Training Number of SummerWorks and Learn & No Polarity 58 44 31 Earn interns placed with City bureaus Workforce Recruitment Training Number of community organizations No Polarity 62 61 80 supported with partnerships and sponsorships through the We Are Better Together outreach program. 441

City of Portland Fiscal Year 2026-27 Proposed Budget Overview Bureau Mission The Bureau of Human Resources works to sustain a healthy workforce and workplace by developing and delivering programs and offerings that support City employees and efficient City services. Bureau Overview The Bureau of Human Resource’s vision is for the City of Portland to be an employer of choice. A helpful, responsive, knowledgeable and centralized service provider, the bureau supports and leads current and future City employees and employment processes. The bureau models the City’s core values and its own values including involvement, diversity development, accountability, stewardship and creativity. These combined values support a safe and equitable work environment, compliance with applicable laws and regulations and strategic leadership, development and management for citywide human resources systems, programs and policies. BHR is a business partner and service provider for strategies and programs related to the employee experience, including the civil service board, human capital management system processes, operations, classification and compensation, health and financial benefits, employee and labor relations, payroll and timekeeping, wellness, people and culture and workforce recruitment and training. Major Work Groups Director’s Office: Models the City’s core values by coordinating daily operations to support the bureau mission with executive leadership and communications for all City employees. Classification and Compensation: Manages the City’s classification and compensation plans and systems to support internal equity in market competitiveness with employee wages. Health and Well-Being & Financial Benefits: Manages compliance with health and welfare programs to support, protect, retain and attract employees. Supports workplace safety by offering programs for healthy lifestyle choices, employee economic stability and retirement. Employee and Labor Relations: Provides citywide strategic consultation for people, performance and effectiveness, including employee groups and unions. This includes support for systems and decision impacts, especially during organizational changes. HR and Payroll Services: Administers human capital management systems and processes to ensure appropriate pay for the City’s workforce and third-party fund recipients. Workforce Recruitment and Training: Delivers strategic consultation, recruitment services and training opportunities in and for the City. Summary of Budget Decisions The following is a summary of budget decisions for the Bureau of Human Resources:

  • Realign 1 FTE and general fund overhead to the Office of the Deputy City Administrator for project management and planning (-$194,440, -1 FTE)
  • Add one-time general fund for 1 limited-term staff to complete the ProTec17 and AFSCME Classification and Compensation studies as agreed to by the City during bargaining ($144,000, 1 LTE)
  • Recognize new one-time health fund admin revenue for the development and execution of a Request for Proposals (RFP) for a potential onsite or near-site clinic as part of the City’s self-insured medical plans. ($125,000, Fund 700) 442

Parent: Bureau of Human Resources