Goal complete.

Goal complete.

Goal complete.

This is an ongoing goal for the unit.  Each member of the budget team is required to respond to emails within 24 hours of receiving it. 

This is an ongoing goal for the unit.  Each member of the budget team is required to respond to emails within 24 hours of receiving it. 

This is an ongoing goal for the unit.  Each member of the budget team is required to respond to emails within 24 hours of receiving it. 

October is the first month of the new fiscal year; actuals acquired during this month will be used to formulate FM5 and FM8 projections. 

November is month two in the fiscal year and for the quarter.  Expenses made during this month will be used for quarterly reporting (internal) and towards FM5 & FM8 projections. 

December is the third month of the first quarter.  Expenditures and revenue generated during this quarter will be used to complete the 1st quarter projections. 

Quarterly forecasting (which has now been moved to FM05 and FM08) has not yet occurred; once the process begins, command staff will be updated on the status of the budgets. 

Quarterly forecasting (which has now been moved to FM05 and FM08) has not yet occurred; once the process has starts command staff will be updated on the status of the budgets. 

PD will be conducting quarterly projections and will meet with the divisions to review any potential issues in January.  Budget updates are provided to command staff and OT reports are provided on a bi-weekly basis.

Budget development meetings do not occur in the month of October.

Budget development meetings do not occur in the month of November.

Budget development meetings do not occur in the month of December.

Due to the need of redistributing overtime funds in the FY19 budget, command staff budget reviews have been planned. 

OT distribution was submitted and approved in the November.  Budget review with Command Staff have not yet occurred. 

The adopted budget will be reviewed with the division during the 1st quarter projection meeting.  Meetings are slated for the 3rd week of January.  

Process ongoing; Purchasing Division will revise methods to field.

Process ongoing; Purchasing Division will revise methods to field.

Process ongoing; Purchasing Division will revise methods to field.

On target at 90% on average.

On target at 90% on average.

On target at 90% on average.

Process ongoing; Purchasing Division will revise methods to field.

Process ongoing; Purchasing Division will revise methods to field.

Process ongoing; Purchasing Division will revise methods to field.

Process ongoing; Purchasing Division will revise methods to field.

Process ongoing; Purchasing Division will revise methods to field.

Process ongoing; Purchasing Division will revise methods to field.

These have been done at approximately 90%.

These have been done at approximately 90%.

These have been done at approximately 90%.

All accounts were monitored and reconciled regularly and timely. Journal entries were submitted and posted within deadlines of month end closing.

All accounts were monitored and reconciled regularly and timely. Journal entries were submitted and posted within deadlines of month end closing.

All accounts were monitored and reconciled regularly and timely. Journal entries were submitted and posted within deadlines of month end closing.

Goal complete.

Goal complete.

Goal complete.

CCPD Quarterly Report and Quarterly Crime Reports were developed and provided for distribution purposes.

CCPD Quarterly Report and Quarterly Crime Reports were developed and provided for distribution purposes.

CCPD Quarterly Report and Quarterly Crime Reports were developed and provided for distribution purposes.

35% of Program Support Division employees received one or more training opportunities.  

47% of Program Support Division employees received one or more training opportunities.  

36% of Program Support Division employees received one or more training opportunities.  

Implementation anticipated in FY19.

Implementation anticipated in FY19.

Implementation anticipated in FY19.

Goal complete. 

Goal completed.

Creating a tracking tool to determine goal and progress and to show progress on goal in dashboard.  Entering past years' data into tracking tool.

Creating a tracking tool to determine goal and progress and to show progress on goal in dashboard.  Entering past years' data into tracking tool.

Creating a tracking tool to determine goal and progress and to show progress on goal in dashboard. Entering past years' data into tracking tool. Still not fully staffed due to promising candidates not accepting offers. Prepared to interview again in Feb.

Creating a tracking tool to determine goal and progress and to show progress on goal in dashboard.  Entering past years' data into tracking tool.

Creating a tracking tool to determine goal and progress and to show progress on goal in dashboard.  Entering past years' data into tracking tool.

Creating a tracking tool to determine goal and progress and to show progress on goal in dashboard. Entering past years' data into tracking tool.

Grant not awarded.  Researching the awareded applications for lessons learned.

Grant not awarded.  Researching the awareded applications for lessons learned.

Grant not awarded. Researching the awarded applications for lessons learned. 

Made several small adjustments to contracts and goals within contracts.  Adding PWSM data to grants tracking tool.

Conducted debriefing sessions with various participants of PWSM processes to find opportunities for improvement.

Conducted debriefing sessions with various participants of PWSM processes to find opportunities for improvement. Hiring contractor to convert old files into usable data in evaluating programs.

Goal complete.

Goal complete.

Goal completed.

Cross training planned for FY19.

Grants manager is applying for trainings locally and nationally.  Grants team is meeting weekly to create and sustain cross-training opportunities.

Grants manager is applying for trainings for himself and his team locally and nationally. Grants team is meeting weekly to create and sustain cross-training opportunities.

Goal complete.

Goal complete.

Goal complete.

Staff is developing training materials and working with training division to host a class.

Staff is developing training materials and working with training division to host a class.

Staff is developing training materials and working with training division to host a class.

Staff is developing training materials and working with training division to host a class.

Staff is developing training materials and working with training division to host a class.

Staff is developing training materials and working with training division to host a class.

Staff responds to multiple open records requests each week and typically responds within one day. Staff also processes multiple departmental and City requests for data.

Staff responds to multiple open records requests each week and typically responds within one day. Staff also processes multiple departmental and City requests for data.

Staff responds to multiple open records requests each week and typically responds within one day. Staff also processes multiple departmental and City requests for data.

FWPD website will have a similar platform as a new City website that is in development. In the interim, FWPD has updated the content and overall look of the current website. Strategic Plan progress, patrol division information, and crime data are included on the redesigned site.

FWPD website will have a similar platform as a new City website that is in development. In the interim, FWPD has updated the content and overall look of the current website. Strategic Plan progress, patrol division information, and crime data are included on the redesigned site.

FWPD website will have a similar platform as a new City website that is in development. In the interim, FWPD has updated the content and overall look of the current website. Strategic Plan progress, patrol division information, and crime data are included on the redesigned site.

Staff created a Strategic Plan Implementation Dashboard in ClearPoint for monthly reports; provided monthly updates for Business Plan, and finalized quarterly CCPD Performance Reports.

Staff created a Strategic Plan Implementation Dashboard in ClearPoint for monthly reports; provided monthly updates for Business Plan, and finalized quarterly CCPD Performance Reports.

Staff created a Strategic Plan Implementation Dashboard in ClearPoint for monthly reports; provided monthly updates for Business Plan, and finalized quarterly CCPD Performance Reports.

Goal completed.

Goal completed.

Goal completed.

Strategic Plan includes prioritized list of major facility needs. Worked with Executive Staff to prioritize all facility projects and include in Strategic Plan Two-Year Progress Report.

Strategic Plan includes prioritized list of major facility needs. Worked with Executive Staff to prioritize all facility projects and include in Strategic Plan Two-Year Progress Report.

Strategic Plan includes prioritized list of major facility needs. Worked with Executive Staff to prioritize all facility projects and include in Strategic Plan Two-Year Progress Report.

Managing several projects including Tactical Center, West Division/Joyce, and Public Safety Complex records warehouse.

Managing several projects including Tactical Center, West Division/Joyce, and Public Safety Complex records warehouse.

Managing several projects including Tactical Center, West Division/Joyce, and Public Safety Complex records warehouse.

Provided updates to the Budget Unit. Updates included in Strategic Plan Two-Year Progress Report.

Provided updates to the Budget Unit. Updates included in Strategic Plan Two-Year Progress Report.

Provided updates to the Budget Unit. Updates included in Strategic Plan Two-Year Progress Report.

Completed 4th quarter CCPD Program Performance Report for November CCPD Board meeting.

Worked on the FY19 overview document. Began collecting data for the 1st quarter CCPD Program Performance Report for February CCPD Board meeting.

Worked on the FY19 overview document. Began collecting data for the 1st quarter CCPD Program Performance Report for February CCPD Board meeting.

Senior Planner reviews and makes updates to city limits, Neighborhood Police Officer (NPO) names, facility updates, and other data monthly as needed.

Senior Planner reviews and makes updates to city limits, Neighborhood Police Officer (NPO) names, facility updates, and other data monthly as needed.

Senior Planner reviews and makes updates to city limits, Neighborhood Police Officer (NPO) names, facility updates, and other data monthly as needed.

Continue to review.

Continue to review.

Continue to review.

Continue to review.

Continue to review.

Continue to review.

Technical support provided as required. 

Due to IT Consolidation, the 2 needs assessments were pulled and will be submitted with new titles.

Due to IT Consolidation, the 2 needs assessments were pulled and will be submitted with new titles.

Implementation planned for FY19.

Implementation expected in FY19.

Implementation expected in FY19.

No new technologies researched this month.

3 new technologies reviewed so far this fiscal year.

5 new technologies reviewed so far this fiscal year.

Manager and Employment Specialist met with Assistant Director to review the upcoming Civil Service Promotional process; Manager participated in an interview panel for the City HR Talent Acquisition Manager position; the Employment Specialist created six job postings for civilian positions, producing 601 candidates. She conferenced with hiring managers on eight occasions to discuss the interview & selection processes.

Manager and Employment Specialist meet to finalize the interview process for the Section's Administrative Technician position; held interviews; and worked through the selection and background processes. Employment Specialist opened three job postings; conferenced with civilian hiring managers on seven occasions; and conferenced with one sworn hiring manager regarding the interview process.  Manager reviewed eight interview questions for sworn to ensure compliance with employment law standards.

Manager and Employment Specialist met with the Assistant Director and Financial Management Division supervisor to strategize recruitment options for the Grants Specialist position.  Manager met with the City Talent Acquisition representative and a PD hiring manager to discuss a new recruitment job posting for a new Planner vacancy. The Employment Specialist created six job postings for civilian vacancies; conferenced with four hiring managers to discuss interview questions and criteria for job postings; met with City Recruiter and hiring manager to strategize recruitment efforts.  Manager reviewed interview questions for four sworn vacancies to ensure compliance with employment laws.

Manager met with Assistant Director to review upcoming training/conferences for staff; Employment Specialist participated in two webinar trainings (pay equity & inclusion efforts).

Manager attended the Pre-Retirement Seminar and shared this information with Section staff.  The Employment Specialist attended a webinar - Gaining Project Support from your Team.  Manager, Employment Specialist & MRU participated in the ELRD/HRC Monthly Conference Call. 

Employment Specialist and staff attended two FWEU trainings - Crucial Conversations and Building Trust in a Diverse Environment; and one with the Police Records Management Center - Liaison Training. 

Manager met with City HR, Employee & Labor Relations representative to discuss employee performance management cases; Manager and Assistant Director met with City HR Class & Comp to discuss Employment Services Section staff job functions to facilitate a formal assessment of this Section; MRC Supervisor participated in the HRC/ELRD conference call discussion regarding benefits, wellness, performance, HRIS and Legal updates; Employment Specialist met with City HR Class & Comp to discuss the Civil Service hiring process, testing schedule & promotional lists.

Manager & MRC Supervisor met with Legal and City ADA Coordinators regarding a civil service employee request for permanent accommodation.  Manager sat on a selection panel for the City HR Talent Acquisition Manager (second round). Employment Specialist conferenced with Fire Department staff regarding a tentative  plan to fingerprint their administratvie staff; conferenced with City Benefits regarding retirees applying from civilian positions and the impact on their pension benefits; met with City Class & Comp regarding the progress of the request to upgrade the salaries for the Traffic Control Technicians; and met with Talent Acquisition to plan workflow with the departure of the PD representative.  MRC Supervisor participated in four Legal Meetings regarding pending Benefit Review Conferences & Contested Case Hearings. MRC Supervisor discussed disability cases and Employment Option referrals.

Manager and MRC Supervisor attended the Management Team Forum facilitated by the CMO. Manager participated in a conference call with the City ADA Coordinator to plan next actions for the ADA interactive process on an active sworn case and an active civilian case. Employment Specialist conference with City HR, Employee Relations regarding a PRR interpretation; conferenced with City HR, Class and Comp (the Commission) regarding the Captain promotional letters; conferenced with City HR Records regarding options employees have for employment verification when signatures are needed; met with City HR, Talent Acquisition regarding the recruitment process and past roadblocks with the Crime Analyst position.  

Manager, Employment Specialist and MRC Supervisor planned the facilitation of the City's Pay for Performance Calibration Meetings with civilian staff supervisors/managers; MRC Supervisor and Section Manager met with the spouse of an officer killed in the line of duty to assist with death benefit applications and headstone selection/payment; MRC Supervisor provided workers' compensation training to civil service personnel in the Leadership 40 hour track; the Employment Specialist, Manager, & Assistant Director met with the Assistant Chief to discuss the status of the sworn promotions; the Employment Specialist met with supervisors regarding military leave, military supplemental pay, professional growth and development, and employee appraisals.

The Section Manager, Employment Specialist and MRC Supervisor conducted 29 Pay for Performance Calibration Meetings, over two weeks, with supervisors, managers, and PD executive staff who supervise civilian employees, and guided them through the pay increase system entry process.  Employment Specialist provided consultation regarding military leave, the Reserve Officer process, promotional testing, acting pay, reclassifications, and professional growth opportunities.

Manager participated in a conference call with the City ADA Coordinator and the affected employee to discuss the interactive process.  All staff provided daily guidance to employees and managers in their areas of responsibilities - transfers, promotions, retirement, pay and overpayment issues, medical leave, recruitment,  performance/discipline issues, exit interviews, and internships.