Our Services

Stafford HR Consulting (SHRC) was formed to assist public sector agencies navigate the complexities of our current employment environment.

Whether your biggest human resource challenges come from administration overload, resolving workplace grievances, or keeping up with constantly changing government regulations, our team of experts can help. With services tailored to your unique public sector needs that cover the entire employee life cycle, Stafford HR Consulting allows you to simplify processes, improve efficiency, reduce risks, and cultivate a healthy work environment for your employees.

With more than 30 years in public sector HR, SHRC was formed, with the mission to provide our clients with customized human resources solutions and exceptional, personalized customer service. We cover everything from compliance to investigations, labor relations to recruiting, to class and comp and engagement.  Outsourcing your HR projects with SHRC will allow your professional HR staff to focus on the day-to-day activities of a public agency.

Recruiting

Effective executive search solutions can help you reach, attract, hire and retain executives so your agency can continue to meet the mission and goals of your elected officials, community members and stakeholders.

We approach recruiting with transparency, with the object of providing a diverse applicant pool for our clients.  We know that no two agencies are alike and tailor our recruitment process to match your agency’s culture and needs, while staying true to a recruitment process that is inclusive and fair.

Our process includes the following:

      1. Meet with our client to discuss your hiring process and clarification of your requirements. We arrange an in-depth virtual or face-to-face meeting to discuss your requirements. If you don’t have a job description, we can help with the preparation at this stage.
      2. Market update: We provide an honest appraisal about market conditions, the availability of candidates and how attractive your role and compensation package are.
      3. Full understanding: It’s not all about the technical requirements on paper, so we take the time to understand your agency and the type of individuals that would thrive in your culture.
      4. Recruitment timeline: Project timelines and milestones are agreed to beforehand and stuck to throughout the recruitment process.
      5. Access to the best candidates: Our access to top candidates is provided by range of advertising solutions, active networking with key contacts in the public sector and our extensive social media network.
      6. In-depth interviewing: We conduct extensive interviewing to select your preferred candidates from a group of people who’ve been qualified against all of your technical, creative and personality requirements. We are also able to use an assessment tool as part of your vetting process.
      7. We present a short list (2-4) of candidates to your agency for you to interview.
      8. Interview coordination:  We can coordinate the interviews with your agency, including scheduling the candidates, creating the interview books, developing questions and participating in the final selection process.
      9. References: We perform full referencing for your potential new employee to guarantee their credibility.
      10. Offer management: We manage offers to make sure that you secure your new hire in your ideal timescales at the right salary level.

 

Class + Comp

Having an up to date classification system is critical to an effective human resources program. SHRC can assist agencies with updating their classification and compensation system.

The overall goals of a classification and compensation study include:

  • To ensure market/internal structure alignment
  • To simplify classification structures
  • To identify paths for career progression
  • To address recruitment and retention needs
  • To review minimum qualifications to facilitate recruitment of talent

Not sure you need this service?

  1. Is employee turnover high due to low salaries or salaries not at market rates?
  2. Has it been years since job descriptions were reviewed or revised and the positions have changed?
  3. Is there no rhyme or reason on why employees are in certain pay grades and others are in lower pay grades?
  4. Do you want to provide equal pay for equal work?
  5. Do personnel rules or MOUs require revised classification and compensation systems?

Agencies engage SHRC to analyze and update competitive classification and compensation plans that attract, retain, and reward high performing employees. The benefits of effectively structured plans include:

  • Reduce overall labor costs
  • Attract, retain and rewarding top talent
  • Increase workforce engagement
  • Align the organization for internal equity, reducing employee complaints

SHRC’s 30+ years of class and comp analysis, enables us to provide a wide range of classification and compensation services including:

  • Compensation program development, benchmarking and analyses
  • Job descriptions and performance evaluations
  • Employee benefit program benchmarking and analyses
  • Performance management strategies
  • Classification benchmarking and analyses

Complaint Investigations

SHRC has 30+ years of conducting harassment and misconduct investigations in compliance with FEHA, Title VII, ADA, POBAR/FOBAR and Skelly provisions. Our firm has conducted investigations ranging from a simple complaint with two witnesses to one involving a systemic culture of bias and workplace harassment.

SHRC has investigated allegations against employees, elected and appointed officials. Investigations include matters involving allegations of harassment, discrimination, retaliation, misconduct, theft, accidents, policy violations, poor performance, dishonesty, bullying, and violations of ethical and professional codes. Cyndi, in her 30+ year public sector career, has conducted hundreds of investigations and developed nearly as many Skelly packages and Skelly Hearings. SHRC’s extensive experience in the complaint investigations arena can assist public agencies in the timely, accurate and neutral resolution of complaints.

After meeting with the agency to determine the scope of the investigation, our process includes:

  • Interview of the complaining party
  • Interview of the witnesses
  • Interview of the accused
  • Interview of the supervisor/subject matter expert, if applicable
  • Review and analysis of the evidence, including any photos, videos, emails, text messages, documents, GPS data, etc.
  • Summary of the witness statements
  • Analysis of the facts and areas of dispute
  • Assessment of the witness credibility
  • Written report, including conclusions reached as a result of the investigation
  • Recommendations, if requested by the public agency

Labor Relations

SHRC has 30+ years in managing complex labor relations environments.  We have worked with many public oversight agencies, including proceedings before the Public Employer Relations Board (PERB), arbitrators, mediators, fact-finders, and other government regulatory agencies. Projects included arbitrations on a number of grievances, MOU negotiations, meet and confers, and mediation/fact-finding on labor disputes.

SHRC has successfully conducted MOU negotiations and meet and confer processes with multiple employee associations, including sworn bargaining units, over new/updated policies, schedule changes, Personnel (Civil Service) Rule changes, drug testing, and layoff/concession bargaining, to name a few.

Taking a proactive approach, SHRC can:

  • Develop employee handbooks, supervisory and HR policy manuals, employee orientation programs and conduct the meet and confer with employee bargaining units to ensure proper adoption of said policies.
  • Modify and modernize Civil Service and/or Personnel Regulations and conduct meet and confer with employee bargaining units.

Employee Relations

Building an engaged and inclusive work environment that serves your community is not easy or quick and it requires guidance from experienced HR professionals, but it is well worth the undertaking, since it creates a positive workplace that in turn creates a successful workforce.

At SHRC we work with your agency to create high-performing work environments built on trust, inclusivity, and accountability that is proven to lead to greater organizational success.  Our Employee Relations services ensure your agency will be equipped to handle the complexities of public sector responsibilities, while at the same time create an environment that’s inclusive and well-aligned with your agency’s culture.

SHRC offers a variety of programs.  Our Employee Relations services include:

  1. Organization Assessments and Capacity Studies
  2. DEIB Program Development and Training
  3. Team Assessments
  4. Succession Planning (both organization planning and individual plans)
  5. Employee Engagement
  6. Management/Leadership Development
  7. Regulatory Compliance
  8. Human Resource Operations Audit
  9. Job Description Development
  10. CliftonStrengths Assessments

Organizational Assessment + Development

Our organizational assessments provide actionable recommendations that you can use, not just put on a shelf. We pinpoint key issues by assessing the strengths, weaknesses, opportunities, and barriers of a program, department or organization.

Our recommendations are based on:

  • Surveys
  • Interviews with staff, leadership, service providers, and community partners
  • Focus groups
  • Research and analysis
  • Data evaluation
  • Trends and best practices

Policy Formulation + Updates

Many unnecessary workplace headaches and legal battles can be easily avoided when agencies have effective and current HR policies and procedures.  Policies  must be designed with consideration of an agency’s unique culture, and provide employees and supervisors clear expectations and direction.

SHRC has a track record of developing highly effective personnel policies and procedures and we can specifically tailor these items to your agency’s needs.  We have also successfully taken dozens of complicated policies through multi-labor group meet and confer process in a reasonable time frame.

Here’s why personnel policies and procedures matter:

    • Promotes fair and consistent treatment of your staff
    • Sets staff expectations, which helps to maintain morale
    • Provides a uniform system of human resource administration throughout your agency.
    • Assists managers in the development of sound management practices and procedures.
    • Promotes effective communication among managers, supervisors and employees.
    • Ensures, protects, and clarifies the rights and responsibilities of both the employer and employees.

Sample Policies

SHRC can developing the following policies + procedures, tailored to your organizational culture:

1. General Employment Information

    • Employment eligibility
    • Job classifications/roles
    • Employee records
    • Compensation and overtime
    • Work hours and schedules, including attendance expectations and guidelines for working remotely
    • Performance reviews and salary increases
    • Promotions and transfers
    • Progressive discipline and disciplinary action
    • Termination (voluntary and involuntary)
    • Complaints, grievance and conflict resolution
    • MOU

2. Benefits

    • Health insurance and COBRA benefits
    • Disability and life insurance
    • Accrual and use of paid and unpaid leave, including leave for illness, disability, military service, maternity and holidays
    • Employee assistance
    • Tuition reimbursement

3. Standards of Conduct

    • EEO/Harassment/Discrimination
    • Alcohol and drug use
    • Fraud, waste and abuse
    • Bullying
    • Dress code
    • Anti-smoking
    • Vehicle use

4. Safety and Security

    • Applicable laws (such as Cal/OSHA regulations)
    • Emergency procedures
    • Potential safety hazards
    • Working in inclement weather
    • Workplace violence

5. Technology and Social Media

6. Accommodations

7. Flexible Work/Work from Home

8. Leaves 

    • FMLA
    • PDL
    • CFRA
    • Military leave
    • Crime victim statutes

HR Program Assessment and Auditing

SHRC is able to conduct an assessment and analysis of your agency’s human resources programs, policies, processes and staffing to ensure that you are legally complaint, implementing the industry’s best practices for talent management, efficient in operations and providing appropriate and quality customer service.

What? 

An HR Assessment is a comprehensive review and evaluation of the human resources programs and services that are delivered in your agency. An HR Assessment can:

  • Provide a strategic and operational analysis of existing workplace policies, programs, and practices.
  • Evaluate the compliance and effectiveness of those policies, programs, and practices.
  • Evaluate the structures and competencies of an HR department’s workflow, roles, and responsibilities.
  • Address the strengths and gaps in service and how those services align with the needs of the employees and the goals of your agency.
  • Provides actionable recommendations for measurable change and best practices.

Why? 

An HR Assessment can be a valuable way to determine whether HR needs are being met in your agency and making changes based on data and recommendations will create trust and confidence in the HR function and your agency’s commitment to improving its practices.  Assessment can include:

  • Compliance with changing laws
  • Equitable and consistent policies and practices
  • Inventory of HR Programs
    • The recruitment, hiring, onboarding, and offboarding processes.
    • Performance management.
    • Employee development and training.
    • Diversity, equity, inclusion and belonging for all existing and prospective employees.
    • Communication tools.
    • Employee access to information through up-to-date technology.
    • Employee retention and engagement programs.
  • HR skills, expertise, and resources
    • If there are gaps in service delivery, it may be a result of HR skill or competency deficiencies among team members that may require further education, reorganization, or possibly replacing staff.
    • It may also uncover a need for additional education, more resources, and a need to implement/upgrade HR-related technology.

How?

Contact SHRC for further information.