Amtrak 2012 Annual Report Download - page 54

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congestion delays for this segment of railroad, improve schedule reliability and on-time
performance, and increase capacity and operational flexibility on Amtrak’ s second-busiest route.
Additionally, it will increase passenger train speeds to 90MPH.
Joint Benefit Program $8.2M
Amtrak will spend contractually obligated funds developed through the joint benefit capital program
process for commuter railroads in FY12 as follows:
o Maryland Area Regional Commuter (MARC) – $7.5M
o Virginia Railway Express (VRE) – $0.7M
Human Capital Department
Overview of the Department
The role of the Human Capital Department is to partner with managers in developing, implementing and
administering strategies that maximize business performance while sustaining an organizational climate
that supports workforce inclusion, employee satisfaction and productivity. In order to achieve this
objective the Department is organized by the following key functions:
o Recruitment and staffing including employment testing and evaluation
o Employee Relations
o Employee Shared Services
o Compensation Management, Retirement Administration, and HR Technology
o Employee Development including new hire training, supervisory and leadership training and
learning management
o Career Management and Employee Recognition Services
o Diversity Outreach Initiatives
o Strategic Workforce Planning including human capital management, workforce analytics and
succession planning
o Labor Administration negotiates labor contracts with the fourteen unions and two councils
representing Amtrak employees and serves as the authority in labor contract interpretations,
appeals and arbitrations of discipline and grievance cases. It provides research, planning support,
training and advice on all matters bearing on management and employee rights under twenty-four
labor contracts, and serves as liaison between Amtrak management and system level union
leaders in the development, communication, and implementation of company-wide initiatives to
improve the business and the satisfaction level of employees.
The FY12 total budget request is $25.6M representing a decrease of $1.5M compared to FY11 actual(s).
Base Activity:
The Human Capital Department’ s FY12 base budget is $28.2M, with Initiatives of $0.1M and a target
budget reduction of $2.7M for a total budget request of $25.6M. A summary of FY12 changes includes
the following:
o Inflation of Prior Year expenses including labor agreements $0.7M
o Increase in Special Awards due to inclusion of agreement employees in the program $0.3M
o Increase in Office expenses due to office rent and other anticipated higher activity $0.3M
FY2012 Budget Post Board 1.20.12.doc 54 of 79
o Other ($0.1M)