More than 30 persons “separated” from county employment in 2024.
This according to a update to county commissioners from Jennifer Kain, county human resources manager.
“I’ve been here for about six months and I have gotten my feet under me,” said Kain, during Tuesday’s executive committee meeting of the county Board of Commissioners.
“In the six months I’ve been here, 44 persons have left or about 34% of our 140-member workforce.”
In 2024, the county experienced 33 “separations” — including elected officials.
Since the beginning of the year, there have been six resignations and four retirements. Twenty-eight new hires have come on since October. Five additional employees are expected to come on board yet this month. The board also created three new positions: a facilities director, an IT technician and a parttime position for a mechanical inspector for the Building Safety Department.
This is among the first reports given by Kain since she began her employment with the county in September 2024. In the time since, she has interviewed all department heads to follow up on a controversial survey of county employees who rated work culture an 3.8 on a 10-point scale.
Employees would like more educational opportunities; in-person appreciation; more support during their orientation period; and constructive criticism from administration, according to Kain.
“If you notice something that’s done, call it out,” she said. “It goes a long way to improving work satisfaction.”
There have also been a request for “interest” from the board in each department as well as a “wellness” program with improved workout facilities.
A room in the lower level of the county building has a place for staff to workout. However, it could use a little help.
Improved athletic facilities could result in better health outcomes for staff and could help reduce health insurance premium for the county.
Since coming on, Kain has been a part of union negotiations and execution of new contracts; scheduled online and in person training and hosted benefit events for staff.
Demographics are already impacting the county staff and will continue to do so in the near feature.
Thirty staff members will be eligible for retirement this year; seven retired last year. This will continue turnover in key roles putting further pressure on the county to attract quality candidates.
Kain’s goals for this year are to:
• Research and establish a wellness program.
• Coordinate training for shifts in supervisory roles.
• Streamline payroll coordination process.
• Clean up job descriptions.
• Facilitating union contract completion.
