Human Resources and Labor Relations Centralization

Overview

Even before the pandemic, DAS had already started the process of centralizing human resources functions statewide at the direction of Governor Lamont, and we know that it has been an important part of supporting Connecticut’s pandemic response. The initiative also helps us keep a closer eye on cost-saving measures to incorporate into our HR activities and to prepare for the anticipated wave of retirements in 2022.

 

In July of 2019, Governor Lamont signed Executive Order #2 in an announcement where he discussed the State’s effort to provide a high-quality, cost-effective human resources program.

Even in early stages, the centralized HR organization is demonstrating several significant benefits:

  • Speed and flexibility: Ability to load balance work across the state has led to the elimination of backlogs and increased the ability to pivot to emerging priorities, such as emergency hiring for pandemic response
  • Digital files: Over 100,000 paper files (note: average 100 pages per file) have been digitized, and processes are now paperless through the HR service delivery system
  • Complete and accurate records: All transactions are tracked, executed, and coded consistently and correctly
  • Consistent policies: Relevant laws and negotiated benefits are interpreted consistently
  • New capabilities: Dedicated, specialized teams have developed new capabilities and built subject matter expertise

This centralization process has allowed the HR team to balance work across a larger pool of individuals, rather than in smaller groups of staff at agencies, and ensure that polices across state agencies are consistent.

 

For more details on HR Centralization check out the What’s Next and Related Resources section of this website.