Reading’s human resources department is reshaping how the city recruits employees, trains supervisors, recognizes long-serving staff and approaches wellness, Director Deborah Twigg told City Council during a recent budget presentation.
Twigg, who was appointed last year, said her department is driven by the need to compete in a tight labor market and the reality that personnel costs make up roughly 70% of the city budget.
A major piece of the department’s strategy, she said, is improving recruitment. Twigg said the city is paying more for targeted advertising but getting better results.
“We started focusing on more professional organizations,” she said, pointing to recent ads on specialized engineering and trade sites.
While the cost of a single monthly posting can reach $1,000, she said, the investment has helped attract qualified candidates for key technical positions, including for the soon-to-be-vacant city engineer role.
The city is also expanding its use of a hiring and onboarding platform that can automatically push job postings to multiple job sites, Twigg said. The department plans to use the system for open enrollment next year to streamline benefits administration, she noted.
Reading’s employee recognition and engagement areas, which had been limited and inconsistent, will get a dedicated budget line, proposed at $50,000 for next year. Planned use of the funds includes a citywide employee day, a luncheon and at least one family event at a Reading Fightin Phils game.
Twigg said the goal is to build a workplace culture where people feel valued.
“We don’t do a whole lot of employee recognition,” she said. “Studies show it’s not so much whether someone has the best salary, but that they know that they’re appreciated.”
City administrators noted the impact such recognition can have, especially for employees who have served for decades with little acknowledgment.
Twigg also plans to reduce costs by bringing more employee training in-house.
After discovering the city spent tens of thousands of dollars in previous years on outside training, she became determined to lead many sessions herself.
Her background includes 15 years of developing management and HR courses, she said.
Last year, for example, Twigg launched an in-house course offering refreshers on federal employment laws and supervisory responsibilities.
The department’s most pressing challenge, she said, is the rising cost of health benefits, particularly prescription drugs.
Twigg distributed a breakdown of fringe benefits showing steep increases.
September’s invoice, the most recent, totaled about $807,000, she said, $98,000 more than August’s bill of $709,000.
To counter those trends, the city recently selected a new insurance broker with what Twigg described as a tremendous data system to monitor rebates and discounts in contracts with pharmacy benefit managers.
The city is also imposing new guardrails on costly GLP-1 medications when used for weight loss, requiring employees to meet federal eligibility standards and, beginning in 2026, participate in lifestyle counseling and exercise programs.
Twigg said the goal is not only to control spending but to help employees build healthier habits overall.
Wellness initiatives include partnering with the broker on premium incentives for preventative care and wellness activities.
Employees who complete regular checkups, monitor blood pressure, exercise and avoid smoking could qualify for reduced insurance costs, she said.
The city’s employee wellness committee identified five new programs for 2026, including step challenges, hiking groups and nutrition education.
“We are looking at changing a whole lifestyle,” Twigg said.
Council members praised the department’s initiatives, saying the combination of recognition, training and wellness programs could strengthen morale and the city’s ability to retain workers in a competitive environment.
Council will continue reviewing department budgets before finalizing the city’s 2026 spending plan later this year.