Post on 20-Mar-2020
TALENT MANAGEMENTCHRIS PEEK, DEPUTY COUNTY MANAGER
BOARD OF COUNTY COMMISSIONERS ANNUAL RETREAT
TALENT ACQUISITION, DEVELOPMENT & RETENTION
2
63
EVOLVING WORKFORCE◦Over the Past 5 Years:‐ 19% Growth in Full‐Time Staff‐ Average Longevity Decreased from 15 to 9 years‐ Average Age of Employees Decreased from 48 to 44‐ Grown in Hiring of Specialized Jobs‐ Several Significant Workforce Changes
3
ORGANIZATIONAL SNAPSHOT
4
64
MANAGER/SUPERVISOR SNAPSHOT
5
MANAGER/SUPERVISOR SNAPSHOT
6
65
TALENT ACQUISITION1. SHIFTING FROM REACTIVE TO PROACTIVE: CREATING A
PIPELINE OF QUALIFIED APPLICANTS Expand partnerships with community organizations to provide a
pipeline for both high turnover and hard to fill positions Increase partnerships with departmental leadership and hiring
managers to identify network opportunities Expand use of Social Media to target passive candidates
7
TALENT ACQUISITION2. CASTING A WIDE NET: COMMUNITY OUTREACH Grow participation in job fairs across the community and region Engage community leaders to identify opportunities for
expanded outreach, such as festivals and other events Partner with Public Information and departmental staff to
coordinate engagement efforts Expand presence at County sponsored events
8
66
TALENT ACQUISITION3. WORK SMARTER: UTILIZE TECHNOLOGY TO STREAMLINE
PROCESSES Improve the communication process with applicants Review and improve the current onboarding process Reduce dependency on paper Streamline work processes
9
DEVELOPMENT1. SUCCESSION PLANNING Continue to roll out across the organization Plan for the future to pass on institutional knowledge Ensure that work processes are properly documented
10
67
DEVELOPMENT2. EMPLOYEE TRAINING OPPORTUNITIES Create a culture of customer service, team‐working and
leadership Partner with departments to ensure employees have access to
improve competencies for both soft and technical skills Continue to offer educational assistance to help fill identified
gaps in skills which benefit both the County and employees Expand methods of options of training delivery
11
DEVELOPMENT3. PERFORMANCE MANAGEMENT Implement a consistent approach across County departments Ensure every employee understands job expectations Equip managers to effectively address performance issues
12
68
RETENTION1. CONTINUED COMMITMENT TO A COMPETITIVE TOTAL
COMPENSATION PACKAGE Continue to review the market rates/pay levels of jobs Introduce new options for medical insurance that provide
employees with affordable and competitive options Ensure compliance with the Affordable Care Act
13
RETENTION2. IMPROVE THE PHYSICAL & MENTAL HEALTH AND
WELLNESS OF EMPLOYEES Reach out to employees to understand their needs and identify
barriers to participation in wellness activities Partner with Park & Recreation Equip employees to make consumer driven health decisions Offer employee incentives based on best practices and employee
feedback
14
69
TALENT MANAGEMENTCHRIS PEEK, DEPUTY COUNTY MANAGER
BOARD OF COUNTY COMMISSIONERS ANNUAL RETREAT
15
70