2006
Highlights
Information Technology
upgraded the town’s email
system for increased
functionality, security and
controls.
Implemented the Mobile Data
Terminal (MDT) Module of the
Police Department’s Computer
Aided Dispatch and Records
Management System. This
allows patrol officers
access to police
applications from their
vehicles.
Risk
Management purchased a
“Hazard Perception
Simulator” to provide
defensive driving training
to truck and bus drivers.
This system simulates
differing road conditions to
point out problems during
different seasons as well as
day and night conditions.
Hazard
materials training has been
provided to all employees
who might encounter a
situation while working on
the roads. This includes
Public Works, Engineering,
and Solid Waste employees.
Risk
Management provided safety
orientation to all new hires
full time and part time
hires.
The Tax
Office added a list of
“Frequently Asked Questions”
to the Town of Windsor’s
web-site. This has enabled
taxpayers to quickly get
answers to general concerns
about their taxes.
A real
estate tax sale was held
which generated just under
$100,000 in revenue. These
revenues were offset due to
adjustments to three
commercial taxpayers.
The
Assessor’s Office prepared
and executed an aggressive
marketing strategy to inform
senior citizens of tax
exemptions and credits
available to them.
Human
Resources participated in
negotiations resulting in
successor contracts for two
unions that included health
insurance plan design
changes that will mitigate
increases in future premium
costs.
Human
Resources participated in
the Connecticut Public
Sector Purchasing Coalition
to get bids on employee life
insurance, resulting in a
reduction in the premium
cost.
Human
Resources continued to hold
meetings with employees to
discuss the rising cost of
health insurance, the town’s
efforts to control costs and
the financial results of
changing the prescription
plan to a self-funded plan.
These sessions help increase
awareness of how employees'
behavior as consumers can
impact costs.
Human
Resources provided nine
“Lunch and Learn” seminars
that focused on employee
wellness topics. Sexual
harassment prevention
training was provided for
all seasonal hires.
Thirty-seven full-time and
thirty-six part-time
recruitment processes were
coordinated by Human
Resources. The department
has also coordinated
seasonal and temporary
hirings, resulting in
approximately 100 employees
being hired.
Twenty-four employees were
recognized at the town’s
annual employee service
awards ceremony. Twelve of
the twenty-three employees
have worked for the town for
over twenty years.
