Mr. Velasquez told an Allentown City committee that his top human resources budget priorities include implementing a case‑management system, expanding training and development, improving recruiting and onboarding processes, and adding staff to the HR office.

"The first item on the list is really the case management system," Mr. Velasquez said, adding the system should help "track[ ] and memorializ[e] all kinds of interactions, whether they be complaints, just counseling sessions, people who call, maybe just wanting a policy interpretation." He said the city’s Munis software recently appeared to offer options that could meet some of those needs: "I am actually very encouraged though. I just was introduced to, to some information about Munis that is very encouraging."

Velasquez said the goal of a case‑management system is to move away from largely manual, paper processes and to allow staff to pull reports quickly when asked about how cases are handled. "Prior to this, it's all been ... manual paper process for the most part," he said.

He listed training and development as another top priority, especially for managers and midlevel supervisors. "One of the things that keeps rising to the top for us are issues around the need for training, especially in management positions," Velasquez said. He framed training as linked to career development and succession planning: "People should have an opportunity to improve their position, to grow ... whether it's educationally, credentially," and said the HR office has had cases where staff could not easily "move into that next role" because of the lack of planning.

Velasquez also described efforts to improve recruiting and onboarding to increase the flow of quality applicants, noting attention to the Lehigh Valley labor market: "Looking at places, especially within this area, Lehigh Valley, to see if we can attract candidates." He said the city is exploring digital tools to reduce paper signoffs for separations and new hires: "There should be a digital way to do that."

On training delivery, Velasquez said the city is finalizing an electronic training module through the employee assistance program and that it will be available at no cost to the city. "We actually are working on this right now at no cost to the city," he said, and described plans to create a record so the city can verify that employees completed required training such as sexual‑harassment instruction.

Velasquez raised the summer lifeguard program as an example where process improvements and digital options are being examined: "the controller was very helpful to us after this last season to really sit down and take a look at the process. How can we improve on it?"

Council leaders responded with follow‑up direction. The council president said the budget could include additional HR personnel to free the HR representative to focus on those priorities: "one of the things we did speak of ... that I'm hoping that we'll be able to do for you in the budget is additional personnel." The president added, "I will advocate for that among my colleagues, to do that within the budget."

A councilmember asked about a prior climate survey of employees and requested access to results. Velasquez replied, "I believe that I have access to the results. I will go back and specifically look for that information and see what I can glean from it."

No formal votes were taken on budget items during the discussion. Committee members asked staff to research grant opportunities for HR upgrades, to review Munis capabilities for case tracking and reporting, to pursue digital onboarding and training options, and to compile findings and any existing climate‑survey results for the council to review.

Looking ahead, Velasquez said implementing the proposals will take time and funding: "Training and development will take some money, of course," and added the HR office is evaluating costs and staffing needs as it prepares budget requests.