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City of Phoenix Personnel Department

The Personnel Department partners with departments and employees to hire, compensate, support, and develop a diverse workforce that is dedicated to delivering high-quality services to the community.

Administration
Benefits
Classification and Compensation
Employee Development
Employment Services
Human Resources Information Services
Labor Relations
Support Services
Records and Placement
Safety
Wellness and Employee Assistance

Back

We are…
Administration

The Administration Division develops and manages the delivery of personnel services and programs including employment, recruitment and testing; compensation, benefits, health, and safety; training and development; collective bargaining and labor-management relations; classification, records, placement, and automated support.

Major functions of Personnel Administration are

• Providing day-to-day administration of the department

• " Overseeing a staff of over 100 employees and serving approximately 14,000 full-time and part-time City of Phoenix employees

• Developing and directing high-level projects and programs that have citywide impact

• Advising departments on the interpretation and application of city policies and procedures

• Establishing discipline guidelines and providing advice to departments

• Coordinating the threat assessment and response team, and critiquing cases for improvements

• Providing staff assistance to the Civil Service Board

• " Providing budgetary, financial, and facilities management for a $15 million operating budget, a six-story building, and the Employee Driver Training Academy

• Providing high level research and analysis, and technical, secretarial, and administrative support

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Benefits

The Benefits Office designs and administers a variety of programs that comprise a large portion of an employee's total rewards package

We offer comprehensive, affordable insurance options.

• Health Coverage - Health coverage is offered to all benefit-eligible employees, retirees, survivors, and their eligible dependents including qualified domestic partners. The city pays for approximately 80% of an employee's health coverage premium.

• Dental Coverage - Eligible employees can enroll in one of two dental plans: a dental HMO or a dental PPO/indemnity plan. Single coverage provided at no cost. The city shares the cost of family coverage with the employee.

• Basic Group Life (and Accidental Death & Dismemberment Insurance) – The city provides basic group life and accidental death and dismemberment insurance to benefit-eligible employees in varying amounts based on job classification.

• Occupational Accidental Death and Dismemberment Insurance – The city provides "on the job" accidental death and dismemberment coverage to all benefit-eligible employees. The coverage amount is based on the employee's job classification.

• Commuter Insurance – The city provides $200,000 in commuter life insurance coverage for any covered accidental death that occurs during an eligible employee's commute between their home and their normal work location within a two hour window.

• Voluntary Supplemental Life (VSL) Insurance – Benefit-eligible can additional term life insurance at group rates. Coverage for a spouse, qualified domestic partner and children is also available.

• Continuation of Group Life – An employee's basic group life insurance coverage is continued when an employee becomes permanently disabled. Eligibility rules apply.

• Flexrap - Our flexible reimbursement account program, known as Flexrap, allows eligible employees to use pre-tax earnings to pay for eligible out-of-pocket health and dependent care expenses. Flexrap is administered according to IRS code.

• Prepaid Legal Plan - This voluntary program provides employees and their eligible dependents access to legal representation at an affordable price. While not all legal services are covered, coverage does include wills, powers of attorney, living wills, trusts, and other personal legal services.

• Long Term Disability – Benefit-eligible employees with at least 12 months of continuous full-time employment may be eligible for up to 66.67% of their salary to age 80 if totally disabled. A 90 day waiting period is required and all accrued paid leave must be exhausted. Long-term disability payments are offset by retirement payments, VA benefits, and social security benefits.

We help you plan for the future.

• The Deferred Compensation Program (DCP - 457 and 401a Plans) provides eligible employees with voluntary investment options designed to supplement income at retirement. For full-time and job-share employees, the city contributes a percentage of salary to the 401a plan and employees can set up an irrevocable pre-tax contribution from their earnings (if the contribution is set up within the first 90 days of hire). There is no city contribution to the 457 plan, but employees have more flexibility in setting up or changing a pre-tax contribution from their earnings to that account.

• Post Employment Health Plan (PEHP) – Eligible employees enrolled in the city's medical coverage receive a monthly contribution of $150 to a PEHP account. The employee can select from a number of investment options for this account. These funds are used for out-of-pocket medical expenses upon retirement.

We help you take care of your loved ones.

• Dependent Care Program – Worries over family matters can often interfere with responsibilities at work. That's why the city has assembled a variety of programs that may offer solutions to employees' family concerns.

• Dependent Care Connection:
  Monthly Financial Aid for Child Care – Some parents feel that all their earnings go toward child care expenses. To ease this burden, the city offers monthly financial aid for benefit-eligible city employees based on total annual family income. The amount of financial aid is determined on a sliding scale. Funds are limited and are provided on a first-come, first-served basis.

  Dependent Care Subsidy – A dependent care reimbursement account subsidy is available to eligible employees based on annual income. This subsidy is only available to employees who enroll in the Flexrap Dependent Care Account during the annual fall open enrollment, and can only be received once.

• Elder Care counseling and Referral Services - This program provides free assistance to eligible employees and retirees who need resources for their older immediate family members. The Elder Care Connection provides assistance with:
  • Referrals
  • In-home assessments
  • Transition care management
  • Care management and counseling/consultations for the whole family

• Survivor Benefits Coordination – The Benefits Office coordinates a "one stop shop" for survivors to receive information and complete paperwork for insurance, deferred compensation, and retirement benefits upon the death of an employee, a retiree, or a dependent.

Other benefits for City of Phoenix employees

• Service Award Program – We recognize employees for their years of service to the city of Phoenix. This program promotes the continued productivity and retention of employees by letting them know the city appreciates their efforts.

• Executive and Middle Manager Physicals – The city provides comprehensive physicals. Offering these physicals to senior management promotes a high level of productivity for the organization by ensuring the continued good health of its management staff.

• Mortgage Incentives – We partner with specific outside mortgage companies for the "Welcome to Phoenix" program, which provides mortgage incentives for employees to live in Phoenix.

• City Store – The City Store offers city logo items for sale to employees. These items can also be purchased as gifts and used to recognize exemplary performance. By displaying and/or wearing these items, we show our pride in working for the City of Phoenix.

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Classification & Compensation

The City of Phoenix employs more than 14,000 employees in a multitude of areas and functions. Each job is included in a classification that defines its job description and level in the organization. The system of classifications partners with our compensation structure to determine pay levels and ensure that the employees are working and being paid at the appropriate levels.

Our responsibilities include conducting studies of positions and making recommendations on proper job classification and pay, and writing and revising job descriptions. The City of Phoenix uses a "point factor" job evaluation system that consists of three elements common to all jobs--know-how, problem solving, and accountability.

Staff also has responsibility for updating and maintaining the city's Pay Plan, Pay Ordinance, and administrative regulations that relate to classification and compensation. In addition, we conduct and respond to pay and benefit surveys, provide advice on FLSA issues, provide management and supervisory training, and support labor negotiations with the city's unions and employee associations.

Additionally, we provide consultation and advice to departments in a variety of areas, including changes in positions; the application of city contractual policies relating to compensation practices; performance management programs; salary review and adjustment programs; and resolution of classification and compensation disputes.

• Benefits Reference Guide http://phoenix.gov/EMPLOY/BENEFITS/index.html
• Job Descriptions and Pay Ranges – http://phoenix.gov/EMPLOY/DESCRIP/index.html

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Employee Development

We facilitate learning and performance improvement.

New Employee Orientation (NEO)
NEO is held on a regular basis and is two-day session for all new city employees. This orientation provides new employees with an excellent overview of the city of Phoenix programs, benefits, and certain policies and procedures.

Employee Training and Development Opportunities
Each spring and fall we publish the Employee Training and Development course catalogs. We offer a variety of programs, classes, and services including management and supervisory training, computer skills, workplace development, financial management, retirement planning, and office professional development courses. Other employee-focused programs include consultation and facilitation, tuition reimbursement, mediation services, and a trainers' reference library.

Language and Cultural Training Opportunities
At the City of Phoenix, we strive to communicate effectively and provide seamless service to diverse populations. To accomplish this, we have developed a broad language and cultural training program. The language and cultural training courses are included in the Employee Training and Development catalogs issued in the spring and fall of each year. We offer multiple levels of Spanish instruction that include more than fifty courses, grammar workshops, and a local immersion program. Language and cultural training workshops offered include Chinese, Vietnamese, Korean, Bosnian-Serbian-Croation, Muslim, Navajo, and Somalian.

Management Academy
The Management Academy is a 7-day series of learning and development opportunities designed to create thoughtful City leaders who utilize applied and effective managerial tools and techniques to address public sector challenges. Participants learn how to work effectively with others, develop behaviors that improve their managerial effectiveness, value, celebrate and leverage differences, and learn innovative problem solving and decision making strategies.

Supervisory Development Program
The Supervisory Development core curriculum is designed for new supervisors. Five pre-requisite classes lead up to a ten-day Supervisory Academy. The prerequisite classes cover important supervisory information on performance appraisal, coaching, discipline, hiring, workplace violence prevention, equal opportunity, and other human resources topics. The Supervisory Academy features supervisory skills including teamwork, delegation, conflict management, change management, and "big picture" topics including city growth, budget, and a message from the City Manager.

Pre-Supervisory Development Program
The Pre-Supervisory Development Program is designed to help prepare employees for supervisory positions. The class curriculum covers key concepts of supervision and also offers training on a range of other skills necessary for supervisory success.

Customer Service Academy for Front Counter Professionals
The academy, a program of eight sessions conducted over six weeks, provides professionals with the information, resources, and tools to ensure seamless service to internal and external customers. The academy sessions cover topics such as the operation of City government, positive communication strategies, managing multiple bosses, Quick Spanish for Customer Service, and more.

Office Professional Development
This program helps office professionals meet and maintain the highest quality of service necessary to be successful in their position by enhancing their skills. The 7-day academy includes such topics as budgeting and purchasing overviews, the City Council agenda process, Effectively Taking Minutes, and more.

Civil Treatment for Managers
Managing fairly and legally in today’s challenging and changing workplace is a high priority for the City of Phoenix. More than sexual harassment training, Civil Treatment® for Managers is a model-driven approach to addressing all forms of harassment and discrimination and gives managers the tools hey need to manage fairly and effectively in today’s workplace. Behavioral models provide the foundation for managing the workplace environment and making appropriate business decisions.

Civil Treatment for Employees
This training focuses on the employee’s expectations and responsibilities as a citizen of our organization. It provides guidelines for appropriate workplace behaviors as well as practical skills for effectively working with supervisors, co-workers, and customers.

Workplace Violence Prevention Program
This program trains supervisors on issues related to workplace violence prevention. The goal of the program is to inform supervisors of their roles and responsibilities in reducing the risk of workplace violence and their "duty to act" in response to an incident.

Consultation and Facilitation Services
Employee Development staff provides internal consulting services to departments in the areas of needs assessments, problem solving, and retreat planning. We facilitate process improvement and strategic planning efforts, teambuilding events and other problem solving and organizational development programs.

We support and reward continuous improvement, both for individuals and the entire organization.

Employee Suggestion Program
The Employee Suggestion Program provides a formal system to identify, evaluate, and implement cost-saving ideas for customer service and operational improvements. Employee generated ideas have resulted in major cost savings and cost avoidance for the city, as well as improvements in customer service, employee morale and workplace safety.

Employee Reimbursement Program
We offer a tuition and training reimbursement program to assist employees in becoming more effective and efficient at work by expanding job knowledge and upgrading their skills. The program provides tuition reimbursement for costs associated with taking job-related courses at accredited institutions. It also provides reimbursement to eligible employees for job-related memberships and seminars.

We honor employees for excellence and service.

City Manager’s Employee Award for Excellence in Public Service Program
This award program recognizes City employees for exceptional contributions to city government and public service. Nominations are solicited and evaluated on multiple criteria by a committee appointed by the City Manager. Awardees are honored at an annual event.

Employee Memorial Event
This annual event memorializes and recognizes employees who have died in the course of their duties, and honors their contributions to public service.

How are we doing?

Performance Evaluation Systems
In order to ensure that we are providing the best services possible, we have performance evaluation tools for all employees.

The Performance Achievement Program is a performance management system for executives and middle managers to plan, track, evaluate, and reward performance. Employee Development provides citywide and individualized training and support in the use of this system.

For all other employees, we use the Performance Management Guide (PMG). We provide training and a telephone hotline for supervisors and employees to get answers on the PMG and other aspects of performance management.

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Employment Services

Attracting the best and brightest to our organization and helping to create an environment in which employees can flourish is our goal. The Employment Services staff meets this goal through daily commitment to integrity, customer service delivery, results, responsiveness, change, growth, teamwork, and quality customer information and education.

The Applications Office is the "first stop" to identify employment and career opportunities with the city. Applicants experience first-hand seamless customer service as they peruse our job board and our easy-to-use self-service bins. Applicants also may apply for jobs via the Internet through our electronic application, "ezAPP." Our staff assists with recruitment questions and provides career guidance and information about the city's hiring and selection methods.

Recruiting and Testing strives to identify qualified applicants to fill job vacancies at all levels. We do this by developing recruitment plans, identifying appropriate labor markets, composing and placing advertisements, identifying essential job requirements, and developing valid job-related testing and evaluation instruments in compliance with local and federal guidelines. Applicants are given the opportunity to demonstrate their employment strengths through their ability to successfully pass each phase of the recruitment process. The end result is an eligible list of qualified, diverse candidates that is delivered to operating departments.

Filling key executive and middle manager positions is a priority for Employment Services' recruitment efforts. Consulting assistance is provided to operating departments by screening resumes for "star" applicants; writing interview questions; identifying qualified, diverse interview panel members; and providing interview panel instruction and informational packets for both the panel and candidates. These processes are monitored closely, with Employment Services staff providing on-the-spot assistance on the day of the interview.

Key recruitments conducted by this section include the administration of ongoing, monthly Police Recruit exams and an annual Firefighter Recruit exam. These exams draw thousands of applicants over the course of each year. Other key recruitments are conducted for the Management Intern Program and cluster recruitments.

Getting new employees into vacancies helps departments maintain a high level of cost-effective and timely service to city residents, which is a goal we all share at the City of Phoenix.

Other Assistance Offered Includes:

• Investigating and coordinating responses to Affirmative Action/EEO complaints, and other testing and selection questions and complaints.
• Evaluating results for quality and compliance with city, state, and federal regulations.
• Advising departments on the proper interpretation of Personnel Rules and regulations as well as with policies and procedures related to the evaluation and selection of employees.

Career information sessions are held monthly to provide applicants not currently employed with the city with an overview of our recruitment and selection process. Applicants are encouraged to attend these sessions to obtain general information to assist them in their career decisions.

Other programs and functions:

• Employment-related training is available to city employees to enhance their career opportunities within our organization. Courses include best practices for resume writing, hiring, and supervising.
• Transfers enable qualifying employees to be placed on eligible lists for other city positions. Employment Services staff reviews transfer requests to determine if an employee's experience and education meet the minimum qualifications of the desired position. If an employee is deemed qualified, his or her name is placed on the eligible list along with other potential candidates.
• Employment Services reviews reinstatement requests, which are an option for employees who have recently left city employment in good standing within a two-year timeframe.
• We also coordinate relocation services for approved out-of-state or out-of-town employees. Employment Services assists by contacting the appropriate agencies through a competitive bidding process. We serve as the liaison between the new employee and the moving company to ensure that she or he receives cost-effective, efficient, quality service.
• Opportunities for Employment – http://phoenix.gov/EMPLOY/index.html

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Human Resources Information Services

Human Resources Information (HRIS) is committed to using innovative ideas and technology to provide our diverse customer base with the skills, technology tools, and access to information they need to meet the city's goals and objectives.

HRIS is the focal point for technological change and improvement for the city's human resource business processes. HRIS has responsibilities three primary responsibilities:

• Maintenance of the Personnel Department's Local Area Network (LAN).
• Selective development, reporting, security administration, training, and coordination with the city's web-based personnel and payroll system, e-CHRIS (e-City Human Resources Information System). This includes maintaining the training administration and health and safety modules; performing mass information updates (cost of living increases, mass department transfers); and making sure that system changes are tested and serve the needs of our internal customers.
• Exclusive responsibility for certain stand-alone, peripheral computer information systems inside the Personnel Department, including the drug and alcohol testing program, tuition reimbursement, the Employee Suggestion Program, and the applicant tracking system.

HRIS staff realizes that systems must be well understood by users in order to be useful. With this in mind, we share and publish information to more than 500 users citywide, using an electronic monthly bulletin and quarterly information-sharing meetings.

We are internal consultants to our colleagues in Personnel, departments throughout the city, and external counterparts. We strive to develop innovative, labor-saving, timely, and effective business procedures so that departments can better serve their customers - it's one of the ways we contribute to delivering excellent service to the residents of Phoenix.

Staff fulfills hundreds of requests for special reports every year from city management and various departments, the media, and bargaining units. HRIS provides information on pay and leave data, discipline and grievance trends, Equal Opportunity and Affirmative Action statistics, and other personnel-related information.

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Labor Relations

At the City of Phoenix, we recognize and support the right of a majority of our employees to be part of collective bargaining units. The Labor Relations Division strives to promote and maintain a positive labor relations climate between the unions and management.

Negotiations
We plan and conduct collective bargaining sessions with our five unions. We collect and analyze information year-round to prepare for negotiations. Negotiations formally begin in December when the unions submit their proposals, and end in May or June when agreements are reached and the City Council approves the negotiated agreements.

Memorandum of Understanding (MOU) Administration We provide assistance to departments and unions with questions or concerns regarding the interpretation of provisions contained within the five MOUs.

Labor/Management Committee We ensure that labor/management committee meetings are conducted in a fair and open manner. Our goal is to discuss and address issues timely and support positive labor/management relationships. We strive to provide prompt and accurate responses to requests for information and decisions.

Grievance and Arbitration Process
Labor Relations staff assists departments in resolving grievances at all steps of the process. We facilitate settlement meetings between unions and department managers. If internal resolution is not achieved, we participate in grievance committee hearings and represent the City in arbitrations.

Unfair Labor Practice Charges (ULPs)
We actively attempt to prevent the filing of ULPs, and when a charge is filed we try to resolve the issue informally prior to the case being set for a formal hearing before the Phoenix Employment Relations Board (PERB).

Supervisory Training
Upon the conclusion of every negotiation, we provide MOU training for supervisors so that they are familiar with the changes. Our staff also develops and conducts general labor relations training for supervisors.

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Support Services

Support Services staff provide the following services/support to City departments:

Investigations and Discipline Review
We advise departments on appropriate discipline. We review and approve formal discipline and provide support to the Civil Service Board. We assist all departments and functions with resolving complaints and conducting investigations.

Policy Review/Interpretation
We advise departments on the interpretation of the City’s personnel policies and we review and revise personnel policies on an ongoing basis.

Alcohol and Drug Testing Programs
We manage employee drug and alcohol testing programs to ensure compliance with federal regulations and city policies and procedures for reasons of pre-employment, random, and reasonable cause.

Workplace Violence
We provide guidance to city departments regarding workplace violence situations.

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Records and Placement

We maintain official personnel files and performance evaluations of every city employee, and manage all internal and external inquiries about city employees (subpoenas and public records requests). We also maintain accurate personnel records of former employees.

Records and Placement staff also answer questions about civil service rules, employment status, and other important dates and employment milestones. Records and Placement staff is responsible for coordinating and facilitating reductions-in-force, and calculating seniority for City of Phoenix employees.

We also serve as the business experts on human resource functions for the human resource system, e-CHRIS, and are involved in the testing and implementation of system changes, MOU updates and other enhancements.

Staff also process and review transactions for hiring, promotions, demotions, or terminations, and advise departments in the areas of pay, employment status, civil service rights, leave, and placement.

Our staff also ensures that the proper paperwork is in place to fill positions, and intervenes when appropriate to facilitate employee transfers for medical or budgetary reasons.

At times, employees may suffer from an injury or illness that prevents them from doing their regular jobs. When this occurs, the city does everything it can to allow an employee to return to a job that is compatible with his or her physical limitations. Records and Placement staff also collaborates with the city's Benefits Office and Retirement Office to place employees being released from long term disability or applying for disability retirement.

Another type of placement program focuses on employees who need to be moved from one position to another for a variety of non-medical reasons. Reasons include layoff, demotion, return from long-term leave status, civil service mandate, and other special situations.

We administer the Family and Medical Leave Act (FMLA) by reviewing requests and medical documentation, training supervisors and other staff, and responding to questions or problems relating to the Act. We also monitor the city's compliance with the Americans with Disabilities Act (ADA).

We administer the Job Share Program which encourages a family-friendly work environment and is evaluated by department heads and the Personnel Director on a case-by-case basis. Our staff meets with the job share employees, explains their benefits, and processes related paperwork.

Finally, the Records and Placement Section is the Personnel Department's liaison to the Equal Opportunity Department, handles hiring and payroll for the department, and processes immigration and visa applications for all departments for prospective employees who are foreign nationals.

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Safety

A safe work environment is critical to providing excellent service and a workplace that values the health of employees.

General safety services

• Our Safety staff reviews and investigates industrial accidents to determine causes and identify prevention measures.
• We conduct safety inspections of city operations to ensure compliance with Occupational Safety and Health Administration (OSHA) standards and to identify unsafe work conditions and practices.
• We provide safety training to prevent employee injuries and property damage. Training programs include hazard communication, fall protection, confined workspace, traffic barricading and proper use of personal protective equipment, etc. We also provide consultative services to assist City operations with safety-related problems. This includes regulation interpretation, work practice review, accident trend analysis, loss prevention recommendations, etc.

Industrial Hygiene – Your health is important to us

• We review and investigate employee industrial illness, including heat exhaustion, chemical exposure, blood exposure, hearing loss, etc.
• Our staff conducts industrial hygiene surveys in response to employee complaints and to determine compliance with OSHA standards, including surveys for chemical exposure, indoor air quality, asbestos, lead, bioaerosols, noise, dust, and particulates.

Safety in motion – vehicles and equipment

• We investigate vehicle and equipment accidents to determine cause and responsibility, and make recommendations for corrective actions.
• Safety staff conducts vehicle and equipment inspections citywide to identify and remedy problems.
• We provide training on how to operate and inspect vehicles and equipment.
• We manage the Employee Driver Training Academy which is a central location to test and train the City's employee drivers and equipment operators.
• Our staff performs annual driver's license record checks of all employees in positions that require driving, and notifies departments of employees who have unacceptable driving records.

When accidents happen…

Workers' Compensation Program

• We process industrial injury/illness claims and review them to determine if they are work related.
• Industrial injury cases are managed by a Third-Party Administrator and our staff ensure that employees are provided prompt, appropriate medical care. This includes treatment and bill review, fraud investigations, return to work evaluations, light duty placement, and rehabilitation.
• Third-party claims are pursued in order to recover city funds spent for accident injuries in which the city was not at fault.
• We provide claims processing training to supervisors and payroll clerks to ensure that all paperwork is handled properly.

Medical monitoring and return-to-work issues

• We provide medical monitoring to ensure compliance with Occupational Safety and Health Administration (OSHA) standards and to medically evaluate employees in certain hazardous work conditions. We coordinate contracted occupational medical services and review service charges. Services include Department of Transportation (DOT) medical exams, audiometric tests, respiratory examinations, blood tests, drug and alcohol tests, etc.
• Our staff also assists departments with work fitness evaluations. We evaluate employees with temporary or permanent medical restrictions to determine if they can perform the essential functions of their current position, and assist with placement efforts when appropriate.

We strive to prevent mishaps with potentially dangerous materials

The Hazardous Materials/Waste Program

• We help departments properly handle, transport, store, and dispose of hazardous materials and waste including asbestos, petroleum products, fuels, paint, cleaning solvents, pesticides, PCBs (polychlorinated biphenyls), acids, and others.
• We pursue cases of illegal dumping of hazardous materials on city property, partnering with our Fire Department and outside agencies to ensure clean up and disposal is in compliance with environmental regulations.
• Our staff provides training to employees for pesticide application, hazard communication, hazardous materials management, handling of asbestos and lead, etc.

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Wellness and Employee Assistance

Feel, Live, Work better!

The Wellness Program coordinates, promotes, and provides services that assist and encourage employees to be healthy in mind and body. The Wellness Council, comprised of employees from all city departments and one member representing our health insurance providers, serves as liaison between the Workplace Wellness program and the departments. It participates in monthly meetings and shares information about wellness opportunities with the rest of the organization.

Wellness Program Services

• Coordinates free wellness classes provided by our BlueCross BlueShield of Arizona and CIGNA on various topics including disease management, stress management, weight management, back care, cholesterol control, nutrition, and hypertension.

• Manages the wellness classes scheduled in the city's employee course catalog. In addition to classes offered by the insurance providers, education is provided by other valley agencies on topics such as money management, parenting, anger control, domestic violence, eldercare, relaxation.

• Manages 28 self-help Health Stations located at worksites throughout the city. These stations enable employees to check their blood pressure, weight, and receive other health information. They are paid for by BlueCross BlueShield of Arizona, CVS Caremark, and CIGNA.

• Provides special wellness events such as wellness challenges, health and wellness studies, health screenings, and guest speakers.

• Promotes and encourages employee participation in nation-wide events such as National Employee Health and Fitness Day in May, the Great American Smokeout in November and others.

• Coordinates the annual fall employee flu shot program.

• Coordinates bi-annual employee blood drive.

• Coordinates community college fitness center enrollment through payroll deduction and coordinates fitness center discounts.

• Maintains an up-to-date website at

We help you get through difficult times.

Employee Assistance Program (EAP) opportunities

Helpful, compassionate professionals are available to employees who need counseling services, crisis intervention, training, management and supervisor consultations, and assessments and referrals. Some of this is provided in-house, while most services for employees and their household members are available through EAP Preferred, (602) 534-5433 (Fire Department contracts with Contact, 1-800-222-8335). EAP staff coordinates the Health and Productivity Management Team which addresses complex employee issues comprehensively with representatives from Safety, Benefits, Records and Placement, Labor Relations, Equal Opportunity, and Law. Distributes two monthly newsletters, "The FrontLine Supervisor," and "The FrontLine Employee". Coordinates mediation information and referral services.

If you have any questions or comments regarding EAP/Wellness, please call 602-262-7216.

If you have other questions or comments, please call 602-534-3467. We are here to assist you!

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