safety training programs. For 2025, the department planned to add 40 more
training sessions and track employee compliance with training requirements.
Wybensinger noted that DAS updated all Automated External Defibrillators
(AEDs) in the park system and city vehicles, ensuring consistent technology
and proper placement. The department required safety training on all newly
acquired specialty equipment. For example, when the city purchased a wood
chipper, DAS mandated that expert trainers provide on-site instruction to
staff. Wybensinger reported that the city’s in-house CDL program, initiated
as a cost-saving measure, had proven successful. Outsourcing the program
would have cost between $7,500 and $8,000 per participant. Last year, five
employees completed the program, and another five to six employees were
expected to begin this year. The program increased control over training
quality and better prepared participants for the CDL exam. One graduate
had already won the Mayor’s Rodeo, demonstrating the program’s
effectiveness. Wybensinger credited Melissa Jackson with revitalizing the
city’s Safety Committee. The committee, which included employees from
various departments, met quarterly to review statewide and local insurance
trends, discuss safety concerns, and recommend training. DAS also
expanded cardiopulmonary resuscitation (CPR), first aid, and AED training
beyond seasonal staff to all city employees.
Technology
Wybensinger outlined DAS’s work on technology projects, including the
OpenGov platform, which streamlined building, zoning, and permitting
processes and improved property claims management. The department also
implemented TrueComp, a labor cost software that facilitated real-time cost
analysis during labor negotiations with the Fraternal Order of Police (FOP)
and Fraternal Order of Police, Ohio Labor Council (FOP-OLC), improving
efficiency and reducing delays. DAS supported the rollout of TeleStaff, a
time and attendance system for police and communications technicians,
allowing electronic tracking of time off and shift changes. The Workforce
Ready system handled time and attendance for unclassified employees,
using geofencing to ensure accurate clock-ins for seasonal staff.
Wybensinger described Centurisk, the city’s new appraisal software, as a
tool for managing real-time appraisals. DAS also supported the Munis
system for human resources and finance, migrating data to a secure cloud
environment to centralize and protect sensitive information. Wybensinger
reported that DAS had nearly completed a paperless onboarding system,
which would improve efficiency by allowing seasonal employees to submit
paperwork electronically rather than visiting City Hall. NeoGov Learn, the
city’s new learning management system, would allow for personalized
training plans, better tracking, and consistent training through recorded video
and voiceover presentations.
Professional Development:
Senior Deputy Director Wybensinger reported on professional development
activities. Wybensinger stated that the city prioritized professional
development as part of its employee retention strategy, ensuring that
employees felt supported in their professional growth. The Department of
Administrative Services assumed responsibility for tracking and overseeing
professional development to ensure accuracy and consistency. The
department revised travel and training policies, established clear regulations,