Compliance, workforce stability, and policy modernization designed for city governments, counties, and special districts. We help leaders improve retention, reduce risk, and strengthen service delivery to their communities.
Serving Texas cities, counties, and special districts — on-site & virtual.
Local governments operate under unique constraints—public scrutiny, statutory requirements, budget cycles, and lean teams. We build practical systems that stand up to real-world conditions.
Fractional or project-based support to build foundational policy, process, and documentation fast.
Utilities, public works, and public safety need targeted workforce strategy to stabilize staffing.
Outdated handbooks and SOPs increase risk; we modernize and train without disrupting services.
Processes that respect TPIA, transparency, and confidentiality across investigations and ER matters.
From compliance audits to workforce planning, each engagement aligns people, process, and policy with your mission.
Ensure policies, payroll, and classification meet Texas and federal standards.
Update handbooks, SOPs, and workflows to reduce risk and improve clarity.
Independent, objective handling of sensitive workplace issues.
Address shortages in utilities, public works, and public safety.
Municipal-focused leadership and competency programs.
Cities operate in the open. Every improvement must stand up to public scrutiny, statutory requirements, and limited staff capacity. Below is the municipal-only playbook we use to reduce risk and make work easier for supervisors and clerks without slowing service delivery.
Records must be findable, defensible, and release-ready. We build a simple chain that works with lean teams.
Policy changes succeed when council receives clear, complete materials. We package what elected officials need to act with confidence.
Most disputes trace back to missing or inconsistent documentation. We give supervisors tools and a cadence they can follow.
We hard-wire pass conditions into daily work so audits are a by-product, not a scramble.
Texas municipalities span meet-and-confer environments and non-union shops. We design for both without over-engineering.
Adoption matters more than the document. We keep the lift light and visible so momentum builds rather than stalls.
Evidence-based interventions that improve retention, reduce risk, and sustain performance.
60% turnover in public works and inconsistent policy enforcement.
Workforce planning, policy modernization, supervisor training, and a documentation system.
40% turnover reduction in 12 months; audit passed; clearer roles and accountability.
What city and district leaders say about partnering with Faulkner HR Solutions.
"Thomas brought structure to our processes, coached our supervisors, and helped council understand the why behind every change."
"We finally have consistent expectations and a training path that sticks. Hiring and retention improved across the board."
60–90 min discovery, current-state review, scoped outcomes, and a clear implementation plan.
Policy/process buildout, documentation, supervisor training, and change management.
Milestones, KPIs (retention/compliance), and ongoing support or fractional HR as needed.
Common questions Texas municipalities ask about HR, compliance, and workforce stability.
Yes. We regularly support rural cities, utilities, and special districts with fractional or project-based HR. Services include policy development, compliance audits, investigations, and supervisor training, all scaled for lean teams with limited resources.
We start by mapping existing workflows and identifying compliance gaps. Policy updates are phased in with training, employee acknowledgments, and council-ready documentation. This ensures services continue without interruption while improvements take hold.
Supervisors need consistent records to reduce risk. We provide coaching and counseling logs, progressive discipline templates, and performance improvement plan (PIP) forms. These tools give managers clear documentation trails that withstand audits, grievances, or litigation.
TPIA requires timely, transparent access to public records. We design recordkeeping workflows that log requests, classify confidential documents, and prepare release checklists. This balances transparency with confidentiality while preventing missed statutory deadlines.
A strong packet includes a redlined draft, clean adoption copy, ordinance or resolution language, and a fiscal impact summary. We also prepare rollout plans and public-facing summaries so elected officials can adopt changes with clarity and confidence.
We embed compliance checks into daily work, such as FLSA classification matrices, I-9 re-verification ticklers, and leave tracking aligned to FMLA. This ensures audit-ready documentation is always current without requiring additional personnel.
Non-union municipalities need clear grievance timelines, retaliation safeguards, and supervisor training. In meet-and-confer environments, we add notice templates, bargaining data pulls, and last-chance agreements. Our frameworks handle both contexts without over-engineering.
Let’s discuss how your city, county, or district can improve compliance, retention, and service delivery.
Schedule a Municipal HR Consultation