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6.2B <br /> programs were identified for the first year of consortium offerings, inc�ix�ing <br /> leadership and supervisor academies, communicatian skills, and online programs <br /> for mandatory harassment prevention training and ethics training. <br /> • Selected an integrated, fully automated Learning Management System (LMS) to I <br /> easily communicate training program offerings to all member agencies and <br /> employees and to efficiently and effectively track the registration and enrollment <br /> of employees. The LMS wifl also enable agencies to share additional training <br /> opportunities with other agencies at cost. <br /> • Developed an agreement for adoption and signature by all member agencies of <br /> the Training Consortium (attachment 1) and an equitable funding/cost sharing <br /> formula for member agencies for consortium membership (attachment 2). <br /> Tentative agreements from twelve cities and the County of San Mateo to become <br /> members of the consortium have been obtained. <br /> • Identified methods for program evaluation, including quality and cost- <br /> effectiveness of programs offered and overall efficacy of consortium operations. <br /> • The City of Redwood City, on behalf of the consortium, applied for and was <br /> awarded the 2010 CPS/IPMA HR Innovation Grant of $25,000. Costs associated <br /> with the implementation of the consortium and learning management system in <br /> its first year will be paid for by this grant. <br /> The Governing Board and working committee endorsed Redwood City as the potential <br /> fiscal agent for the Regional Training and Development Consortium. As the fiscal <br /> agent, the City will be responsible for billing agencies for membership and training fees, <br /> payment of service providers, and acquisition of grants and other external funding <br /> where available. This service will be pravided by existing staff in the Human Resources <br /> Department, as it is anticipated that automation will reduce training coordination <br /> workload. <br /> ALTERNATIVES <br /> Council could approve the City's membership in the Regional Training and <br /> Development Consortium, without the City being the fiscal agent of the consortium. <br /> Council could direct staff to continue providing staff development programs without <br /> affiliation with the Regional Training and Development Consortium. <br /> FISCAL IMPACT <br /> The City's consortium membership fees, including the learning management system, <br /> will be $11,100 annually and will be paid for by existing budget for staff training and <br /> development. In anticipation of efficiencies associated with membership in the <br /> consortium, Human Resources budget adjustments in FY 2010-11 included a$15,000 <br /> reduction in training and a reduction of a staff member who was partially responsible for <br /> training coordination. <br /> ��� � � � � <br /> Leah Lock rt Robert Bell <br /> Senior Human Resources Analyst Interim City Manager <br />