Human Resources Board

Summary

This document is a presentation by the Riverside Police Department to the Human Resource Board on February 2, 2026. It outlines the department's mission, vision, and organizational structure, detailing its divisions and units. The presentation highlights current staffing levels, noting 578 out of 633.25 positions filled (including Measure Z funding) as of January 2026, with 408 sworn officers and 170 civilian positions filled. It also provides demographic data for sworn officers, showing 88.2% male and 11.8% female, and a racial/ethnic breakdown indicating 49.5% White and 42.2% Hispanic or Latino. Employee development programs for sworn officers, dispatchers, and other civilian staff are detailed, along with turnover and recruitment efforts over the past year (January 2025 to January 2026). The department lists successes such as near full staffing and updated technology, while challenges include competition with other agencies and attrition.

Citizen Impact

The presentation indicates the Police Department is near full staffing, which can contribute to improved public safety response times and community engagement. It also details ongoing recruitment and development efforts aimed at ensuring a professional and diverse workforce serving the city.

Confidence

high

Summary

This report presents the Human Resources Department's performance metrics for the fourth quarter (October 1, 2025 - December 31, 2025) and the full year of 2025. The Human Resources Board requested this data to review departmental activities. The presentation includes data on employee distribution across departments, appointments, turnover rates, employee demographics, tenure, retirement eligibility, promotions, transfers, telecommuting statistics, and workers' compensation claims. Key highlights include a total of 2,751 employees citywide, 318 total appointments for the year, and 312 total turnovers. Over half of the workforce has been with the City for over 5 years, with 638 employees eligible for retirement. The report also details $3.174M in total incurred workers' compensation costs across 203 claims for the year. A new category, 'Citywide Grant Positions,' has been added to track grant-funded roles.

Citizen Impact

This report provides transparency into the city's workforce management and employee services. Residents can see how city departments are staffed and track trends in hiring, employee retention, and workplace safety, which indirectly impacts the efficiency and cost of city services.

Confidence

high

Summary

The Human Resources Board met on January 5, 2026, and approved several policy updates:

• Appointment and Selection of City Attorney Classification and Salary Placement (I-17): This policy was revised to clarify effective dates for merit increases, allowing special merit increases outside of normal anniversary dates, but not during an employee's probationary period. The Chief Assistant City Attorney position was confirmed as an at-will, non-classified role.
• Leave of Absence (Military) (V-5): Updated to reflect current California Military and Veterans Code and the Federal Uniformed Services Employment and Reemployment Rights Act (USERRA). It clarifies eligibility and provisions for National Guard members activated during a state of emergency, aligning with Government Code 395.05.
• Section 125/Cafeteria Plan (V-11): This policy was updated to ensure continued compliance with the Internal Revenue Code (IRC) and to reflect the implementation of new plans, including a High-Deductible Health Plan (HDHP) and Health Savings Account (HSA) option for eligible employees in 2026.

The Board also discussed and approved advancing changes to the 2025 Human Resources Board Workplan and the development of the 2026 Workplan to the Governmental Process Committee (GPC). Minutes from the December 1, 2025 meeting were approved, and absences for two board members were excused. The Human Resources Director provided updates on high-level recruitments, new benefits offerings for 2026 (including the HDHP/HSA), upcoming training, and the approval of the Youth Services Core Grant ($1.8 million for 70 interns).

Citizen Impact

These updates primarily affect city employees by clarifying policies on merit increases, military leave, and health benefits, including the introduction of a new Health Savings Account option for 2026. No direct impact on residents is indicated, as these are internal HR policies.

Confidence

high

Summary

This item addresses whether to excuse the absence of Board Member Jadie Lee from the Human Resources Board's regular meeting on January 5, 2026. Staff was notified of the absence on the day of the meeting due to a schedule conflict. The Board is required to officially record absences as excused or unexcused. Failure to have absences excused can lead to an office being declared vacant if a member misses three consecutive meetings without permission.

Citizen Impact

This is an administrative matter concerning board member attendance. There is no direct public impact as it does not involve policy changes, budget allocations, or services affecting residents.

Confidence

high

Summary

This item is a procedural matter for the Human Resources Board to determine if Board Member Joshua Fleming's absence from the January 5, 2026, meeting should be officially excused. Staff was notified on the day of the meeting that Fleming could not attend due to a work meeting. The Board is required to record absences as either excused or unexcused according to Resolution No. 23618. City Charter Section 805 states that missing three consecutive meetings without excused absence can lead to the office being declared vacant. There is no fiscal impact associated with this report.

Citizen Impact

This is an administrative matter concerning board member attendance and has no direct impact on residents.

Confidence

high