Title
Recruitment and Retention Efforts Update for the Human Services, Parks and Recreation, and Public Works Departments
Description
This report provides an update to the Community and Cultural Investment Subcommittee on current recruitment and retention strategies being used in the Human Services, Parks and Recreation, and Public Works departments.
THIS ITEM IS FOR INFORMATION AND DISCUSSION.
Report
Summary
Due to the extremely challenging labor market, the City of Phoenix must be agile to compete for top talent for hard to fill positions. To remain competitive in the labor market, the City has taken proactive measures by creating and implementing recruiting and retention tools. This report provides a brief overview of the tools available and the proactive efforts the Human Services, Parks and Recreation, and Public Works departments have and/or plan to implement in the near future.
Recruitment and Retention Tools
When it is in the best interest of the City, and with appropriate approvals, the following tools may be utilized:
- Hiring Incentive - Cash award up to $7,500 for critical positions, positions difficult to retain, or positions that require a rare skill set (external candidates only).
- Retention Incentive - Cash award up to $7,500 to retain employees in critical positions, positions difficult to retain, or positions that require a rare skill set.
- Referral Payments - Cash award up to $2,500 for employees who refer successful candidates for critical positions, positions difficult to retain, or positions that require a rare skill set (external candidates only and does not apply to rehires within three years).
- CDL Incentive - Additional $3 per hour for individuals who maintain a valid Commercial Driver’s License (CDL) and are in or hired into a position that requires a CDL.
- Minimum Entry Rates - Raise the minimum rate (based on market) for hard to fill classifications.
- Hire Above - Departments have the ability to hire above the minimum of the range for a hard to fill classification.
- Premium Pay - May be granted for up to $250 per week in extreme situations where extraordinary work efforts were required by exempt employees.
- Special Merit Pay Increase/Step Adjustment - May be granted for superior performance or for unusual circumstances.
- Hiring Events - Participation in targeted hiring events which allow for faster onboarding of candidates for hard to fill positions and provides the opportunity to promote the City of Phoenix as an Employer of Choice.
- Labor Negotiated Classification and Compensation Studies
- Citywide Classification and Compensation Study
Department Specific Initiatives
Human Services Department
The Human Services Department (HSD) currently is utilizing various strategies to attract qualified candidates for the hard to fill positions. Currently staff have used the hiring, referral, and retention incentives and have received authorization to implement blanket approval for starting salary for the Caseworker series, Head Start Education Specialist and Head Start Program Assistant classifications. Additionally, HSD has participated in targeted job fairs and hiring events to complete specialized outreach as well as utilized job boards of related colleges (i.e., social work, psychology, education) to post job announcements.
In the near future, HSD is looking forward to conducting hiring events with on-site interviews to expedite recruitment process and recruiting directly from universities and community colleges with related programs. Staff also plans to utilize marketing methods to educate applicants on total compensation benefits. The use of non-monetary incentives may be implemented when operations allow such as compressed or alternative work schedules.
Parks and Recreation Department
The Parks and Recreation Department is utilizing a number of strategies to attract, recruit, and retain quality staff, particularly for the Aquatics and Phoenix Afterschool Center (PAC) programs. These strategies include participating in job fairs and hiring events, offering hiring and employee incentives, increasing the minimum entry rate of wages, and engaging community partners such as local elementary schools, high schools, community colleges, and universities.
In a typical aquatic season, City pools welcome more than 463,000 visitors, and approximately 650 aquatics staff are needed annually to operate and provide services at the City’s 29 aquatic facilities. Despite the nationwide lifeguard shortage, staff were able to hire 415 aquatic staff to open 14 pools in 2022. To hire these staff, Parks and Recreation staff work yearlong to attend community events, visit swim team meets and practices, visit school campuses, engage with local educators and students, and teach lifeguard certification classes. In 2022, the Parks and Recreation Department also provided a $2,500 incentive for all lifeguard certified positions and offered a $100 employee referral incentive. The first $500 of the incentive is paid in qualifying staff’s first paycheck, with the remaining amount paid at the end of the aquatics season to promote staff retention. As part of the 2021-22 negotiated contracts, in August 2022, Lifeguards received a one-time payment of $150, and in September 2022 Lifeguards received a one-time payment of $200 and Pool Managers received a one-time payment of $350. To support hiring and retention efforts for 2023, the Parks and Recreation Department is proposing a $3,000 hiring incentive, the continuation of an employee referral incentive, the creation of a Shallow Water Lifeguard certification and increased minimum entry wages for aquatics staff.
The Parks and Recreation Department's PAC is a fun, supportive and educational place for children ages six to 13 to spend afterschool hours. Currently, experienced recreation staff lead structured and age-appropriate activities for more than 800 participants at 33 school sites throughout the City. Although demand to expand the PAC program exists, staffing challenges have limited efforts to serve more families through the program. PAC staff participate in community events and hiring fairs regularly, hold interviews weekly throughout recruitments, and consistently engage with partner schools and local educational institutions to support recruitment efforts. As of Oct. 3, 2022, the Parks and Recreation Department increased minimum entry wages for PAC staff. In addition, staff plans to implement incentives to promote PAC staff hiring and retention.
Public Works Department
The Public Works Department is utilizing multiple strategies to recruit and retain qualified employees. Positions targeted for these recruitment and retention strategies are those demonstrating the highest rates of employee turnover, recruitment difficulties, and vacancy rates, in accordance with City policy. These positions include Solid Waste Equipment Operators, Heavy Equipment Mechanics, Service Worker IIs, and Equipment Operator IVs, which all require a Commercial Driver’s License (CDL). There is a national shortage of CDL operators and compensation is a primary consideration for candidates. Additional positions demonstrating recruitment and retention challenges include Electricians, Building Equipment Operators, and Building Maintenance Workers.
To address the hiring and retention challenges, the Public Works Department has deployed the following measures:
- Strategic position-specific hiring incentives for mechanics and drivers;
- Minimum qualification modifications;
- Community based hiring events with expedited hiring;
- Added additional Recruitment Officer for Human Resources Department;
- Implementation and expansion of apprenticeship programs focused on workforce development;
- Retention incentives for Solid Waste Equipment Operators;
- CDL pay incentive for all CDL positions effective Nov. 28;
- Adjustments to minimum entry rates for multiple position groups; and
- Utilize “hire above” strategies for candidates demonstrating more experience.
Conclusion
The current labor market has produced unique challenges for hiring managers and job seekers alike. Staff recognize such challenges and continue to look for effective and innovative measures to address them head on.
Department
Responsible Department
This item is submitted by Assistant City Manager Lori Bays, Deputy City Managers Inger Erickson, Gina Montes, and Karen Peters and the Human Resources, Human Services, Parks and Recreation, and Public Works departments.