Department of People & Culture
(DPC)
Mission Statement
The Department of People and Culture’s mission is to empower the City of Providence by fostering a culture of equity and inclusion, through diversity to foster belonging through strategic human resource and people-centric practices. We are committed to progressive improvement, professional development, exceptional service, and zero-fail compliance, ensuring our people and the communities we serve thrive. Our mission is to nurture a workforce that reflects our community’s diversity, promoting an environment where every employee is valued, engaged, and equipped to contribute to Providence’s vision of being the “best-run city in America.“
Vision Statement
Our vision is to set the standard for excellence in public sector human resources, through people and culture-centric operations, becoming the most progressive, innovative, and inclusive Department of People and Culture in the United States. We aim to inspire other cities by demonstrating how investing in people and culture can transform municipal services, making Providence the model of an exceptionally run city where every community member prospers.
Methodology
The Department of People and Culture in the City of Providence adopts a comprehensive, strategic, and people-centered approach to transform municipal services and foster a workplace culture that embodies our core values of integrity, inclusivity, collaboration, innovation, accountability, continuous improvement, and service excellence. Through this methodology, the Department of People and Culture is dedicated to creating a work environment where employees are empowered, valued, and engaged, thereby contributing to the City of Providence’s mission of operational excellence, and serving as a model for public sector human resources management.
Our methodology is underpinned by seven key pillars:
- Strategic Planning and Implementation: We employ a forward-thinking strategic planning process that aligns our departmental goals with the city’s vision of being the best-run city in America. This involves setting clear, measurable objectives; deploying resources efficiently; and regularly evaluating our progress towards these goals. Strategic planning also includes anticipating future challenges and opportunities in the workforce and adapting our strategies accordingly.
- Data-Driven Decision Making: Our decisions are guided by robust data analysis and evidence-based practices. We leverage advanced HR technologies to gather and analyze data on workforce trends, employee engagement, and program effectiveness. This data-driven approach enables us to make informed decisions that enhance departmental performance and employee satisfaction.
- Integrated DEIB Initiatives: We are committed to fostering a diverse, equitable, and inclusive culture. This commitment is manifested through comprehensive DEIB strategies, including recruitment, retention, professional development, and cultural sensitivity education among others. Our initiatives are designed to ensure that all employees feel valued and respected and that our workforce reflects the diversity of the communities we serve.
- Continuous Learning and Development: Recognizing the importance of professional growth, we provide ongoing learning, development, and mentorship opportunities for all employees. This includes leadership training, skill-building workshops, and career advancement programs. Our focus on continuous learning supports employee engagement and excellence in service delivery.
- Collaborative Partnerships: We believe in the power of collaboration and actively seek to build partnerships within and outside the organization. This includes working closely with other city departments, community organizations, unions, and stakeholders. Through these partnerships, we aim to align our initiatives with broader community needs and leverage collective expertise to achieve shared goals.
- Exceptional Service Delivery: Our commitment to service excellence is at the heart of everything we do. We strive to provide high-quality, responsive services to our employees and the community. This involves streamlining processes, improving access to HR services, and maintaining a customer-focused mindset that prioritizes the well-being and success of our people.
- Ethical and Compliance Standards: We uphold the highest standards of ethics and compliance in all our operations. This includes adhering to legal and regulatory requirements, implementing best practices in HR management, and fostering an environment of accountability and transparency.
Core Values
- Integrity:
Committing to the highest ethical standards, transparency, and accountability in all we do. - Inclusivity:
Creating an environment where diversity is celebrated, and every individual feels a sense of belonging and respect. - Collaboration:
Cultivating strong partnerships across all levels of the organization and with our community to achieve mutual goals. - Innovation:
Leveraging various forms of technology and creative solutions to improve our practices and services continuously. - Accountability:
Being responsible for our actions and their impact on our community and organization. - Continuous Improvement:
Encouraging ongoing personal and professional development to adapt and thrive in an ever-changing world. - Service Excellence:
Delivering superior service to our workforce and community, prioritizing their success and well-being.
hr@providenceri.gov
401-680-5616
benefits@providenceri.gov
401-680-5616 Option 2
hrhotline@providenceri.gov
401-680-5714
Laborers’ International Union, Local 1033
Providence Teachers Union AFT Local 958
International Association of Firefighters, Local 799
Fraternal Order of Police, Lodge No. 3