County leaders at the 2023 MACo Summer Conference explored ongoing challenges to hiring and retaining talented county staff and discussed ways to close the public service generational gap.
The fast-changing workforce dynamic feels even more tumultuous post-pandemic, with potential employees evaluating workplace options closely. Our public sector continues to struggle to recruit and retain employees – with an old formula of security and benefits sometimes proving to be insufficient to maintain staffing levels. At the MACo Winter Conference session, “Closing the Gap: Filling Vacancies, Fostering Workplace Cohesion,” experts reviewed best practices and innovative solutions for employee hiring and retention strategies, and discussed ways to “close the gap” between the “old” generation of public servants and the “new” one.
Speakers:
- Dr. Memo Diriker, Director Emeritus, Business, Economic, & Community Outreach Network, Salisbury University
- The Honorable Eric Colvin, Commissioner, St. Mary’s County
- Alexis Blackwell, Director of Human Resources, Charles County
- Beverly Churchill, Director of Human Resources, Queen Anne’s County
Moderator: The Honorable Marybeth Carozza, Maryland Senate
Senator Marybeth Carozza opened the panel by highlighting the importance of workforce development and its intersection with the Blueprint for Maryland’s Future and apprenticeships.
Salisbury University’s Memo Diriker then laid the scene of the current public service landscape. He said that the changes we’ve seen in the last few years in public service are “extraordinary” and in response to global and national challenges, like the pandemic. Diriker said that the U.S. sits in the middle of other industrialized nations when it comes to labor participation rates. Before the pandemic, data showed that government jobs had the highest rate of industry retention. Public service is now down to the 6th highest, and even further down if federal jobs are removed from the ranking. Why is this? According to Diriker, during the pandemic:
- skill sets have suffered
- dependent care has increased
- childcare needs are prominent
- worker perceptions have decreased … “it’s a toxic environment,” “they’re not investing in me…”
- lifestyle preferences have changed
- retirement and general quitting have increased
Charles County Human Resources Director Alexis Blackwell, responding to the ongoing challenges laid out by Diriker, discussed what her county is doing to attract and retain talent. Blackwell emphasized the importance of benefits like paid leave and being flexible. She said, “We can’t continue to do what we’ve been doing because if we continue to do what we’ve been doing, we’re going to continue to get what we’ve been getting.” Also key to flexibility is work-life balance, especially for younger generations. She Blackwell also emphasized that instead of approaching recruiting as outreach, counties should think of it as “reaching out.”
- offers flexible office space, including hoteling;
- allows for telework and lists it as a benefit in job descriptions;
- is looking at establishing a Deferred Early Retirement Option Program (DROP), which helps with labor gaps in the transition of retirement and replacement; and
- uses recruitment videos featuring current county workers talking about their jobs and the impact they have on the communities they serve.
St. Mary’s County Commissioner Eric Colvin closed out the panel discussing his county’s situation. He emphasized the importance of knowing the full picture and where a county stands with hiring and retaining, in the context of the county’s greater situation.
Commissioner Colvin emphasized the need to combat and address resistance to new/different ideas in county HR. This includes benefits like flexible holidays, for example. St. Mary’s County, for example, is implementing traditional and nontraditional benefits, like establishing a brand new child care center for county employees.
More about MACo’s Winter Conference:
