Institutional portal - Municipality of Milan

HUMAN RESOURCES ADMINISTRATION AREA 

• Management of the employment relationship of the organization's staff (managers and employees) and the related administrative aspects linked to the various contractual institutions, with particular reference to the rules regulating absences, expectations, trade union prerogatives and terminations
• Regulatory analysis and definition of the legal aspects linked to the management of the staff employment relationship
• Drafting of individual employment contract templates 
• Management of proceedings for disciplinary responsibility of employees and managers as well as proceedings for managerial responsibility
• Management of activities relating to the part-time institution
• Employee performance registry: control and monitoring of the legislation regarding extra-institutional assignments
• Management, control and payment of salary items connected to the application of the rules regulating the additional salary: extraordinary services, productivity and various allowances (risk, inconvenience, etc.)
• Management and payment of the economic treatment relating to staff in service in its contractual, fiscal, contributory and social security aspects
• Support upon request from the Departments responsible for the legal management of the Administrators of the Municipality of Milan
• Management of the economic treatment of the remuneration of the Administrators of the Municipality of Milan
• Planning and monitoring of overtime budgets for the Directorates
• Management of the preliminary investigation of procedures for loans and grants
• Management of the organisation's tax and withholding tax obligations
• Management of activities aimed at reporting personnel expenditure
• Management of pensions and supplementary retirement benefits paid by the municipality
• Management of severance pay and INPS severance pay
• Issuance of certifications and attestations for social security purposes 
• Consultancy to employees and other organizational structures of the Institution on social security matters
• Analysis, studies, research and legal consultancy to the Management Areas/Units regarding personnel organization and management
• Support to the Areas/Units of the Management in relation to disputes and disputes relating to the various issues in the matters within the competence of the Management, also in relations with the municipal attorney's office
• Taking care of jurisdictional and administrative disputes in the matters falling within the competence of the Management in conjunction with the Municipal Attorney's Office and the other Areas of the Administration 
• Participation in disputes on behalf of the organisation, both out of court before the Provincial Labor Directorate and in court
• Management of procedures for the execution and settlement of jurisdictional measures in the field of labor law
• Management of the proceedings relating to requests for legal aid advanced by employees and, in agreement with the General Management, of requests advanced by managers subjected to civil or criminal liability proceedings
• Management of the proceedings relating to requests for reimbursement of legal expenses incurred in proceedings before the Court of Auditors
• Support to the Top Director, in coordination with the Organization and Professional Development Area, for the management of regulatory aspects related to the valorisation and quantification of the additional variable resources intended for the increase of the Fund for Human Resources Development Policies

ORGANIZATION AND PROFESSIONAL DEVELOPMENT AREA

• Liaison with the General Management for:
  - the definition of the organisation's organizational policy, in line with the strategic lines and priorities of the Mayor's mandate
  - the planning and management of analysis, innovation and organizational development interventions
  - the definition of the organizational structures of the institution (macro, meso and micro structure), in coordination with the top management
  - the development of general level organizational discipline interventions
• Coordination and management of procedures for the assignment of organizational and highly professional positions, in collaboration with the other Units/Areas of the Management
• Support to the Top Director for the valorisation and quantification of the additional variable resources intended for the increase of the Fund for Human Resources Development Policies, for the purposes of the definitive establishment
• Quantification of the variable resources of the funds for the additional salary of the sector staff and the separate management area
• Establishment of the additional salary funds for management personnel and the sector, with reference to the stable part and the variable part
• Monitoring of the destination and uses of the additional salary funds of management personnel and the sector
• Development of the training strategy, in line with the organisation's guidelines and priorities: identification of needs and preparation of the three-year training and refresher plan
• Planning, planning, organization and delivery of interventions and training courses on an annual basis, aimed at encouraging the development and constant updating of professionalism
• In coordination with the General Management, definition of the policies, model and system of planning, measurement and evaluation of organizational and individual performance
• Management of the planning, measurement and evaluation cycle of organizational and individual performance
• Design and management of the development and supervision process of quality systems, also through the definition of methodologies, the adoption of indicators and quality standards 
• Identification of measures aimed at the simplification, homogenisation, optimization of processes and procedures relating to the Management and related implementation also through the production of circulars, internal provisions, handbooks, ...
• Support to the Top Director for the management of relations with the Independent Evaluation Unit

HUMAN RESOURCES ACQUISITION AREA

• Support to the Top Director, in collaboration with the Organization and Professional Development Area and with the Programming and SIP Unit, for the planning and definition of the quantitative need for financial resources, for the purposes of determining personnel spending in compliance with regulatory limits
• Preparation / approval of the Institution's Requirements Plan and Employment Plan
• Implementation and governance of human resources recruiting policies through:
  - Planning and management of competitive and selective procedures aimed at the recruitment of employees with permanent and fixed-term employment relationships
  - Planning and management of competitive and selective procedures aimed at the recruitment of managerial staff with permanent and fixed-term employment relationships
  - Planning and management of selective processes for the recruitment of personnel hired pursuant to art. 110 with managerial or highly specialized qualifications
  - Planning and management of competitive and selective procedures related to the PNRR / funded projects 
  - Planning and management of external mobility procedures aimed at selecting permanent sector employees and/or managers
  - Recruitment pursuant to law 68/99 
  - Recruitment through collaboration with employment centres
  - Procedures for the stabilization of employees with fixed-term employment relationships 
• Collaboration with the Personnel Information System Office for the performance of control activities related to the assignment of organizational position and high professionalism tasks 
• Management of requests for access to documents 
• Management of tender procedures for the supply of goods and services functional to the activities of the Area
• Implementation of human resources development policies relating to:
  - Promotion, planning and management of procedures relating to the internal mobility of employees
  - Management of horizontal mobility and changes to professional profiles
• Management of procedures relating to incoming and outgoing commands and detachments
• Management of outgoing mobility procedures
• Implementation of the Institution's Employment Plan through the deployment/assignment of newly hired resources at the Directorates
• Stipulation and management of individual employment contracts
• Management of procedures for the hiring of employees assigned to the support offices of political bodies
• Management of activities relating to the printing of the first issue and renewal of the badges of the staff employed by the Municipality of Milan

STAFF ENHANCEMENT AREA

• Definition of policies, systems and disciplines aimed at promoting the professional growth and valorisation of the organisation's staff
• Analysis, management and adaptation of the staff and profile classification system, which recognizes skills and facilitates and promotes the professional development of the organisation's staff
• Planning, supervision and coordination of procedures for the implementation of vertical progressions of employee personnel
• Development and coordination of interventions and initiatives for the development of organizational well-being, organizational sustainability and corporate welfare initiatives
• Supervision and coordination, in collaboration with the Human Resources Acquisition Area, for the management of activities related to the "reasonable accommodation" procedures for human resources
• Management of interventions regarding Organizational Sustainability (teleworking, smart working, nearworking, agile working, etc.)
• Coordination of activities relating to the Civil Service, the Common Endowment, internships and internships in collaboration with the Corporate Welfare Unit and with the other areas of the Management, as well as in collaboration with the other promoters, ANCI, ANCI Lombardia, Universities etc.