The Human Resources Committee of the City of Waukesha convened on September 17, 2025, to discuss a proposed policy regarding employee transfers within the city’s departments. The meeting focused on the implications of a six-month restriction on new hires seeking to move to different positions.

The primary agenda item was the introduction of a policy designed to limit the movement of new employees for the first six months of their employment. This policy aims to allow new hires to acclimate to their roles and provide the city with time to assess their skills and stability as employees. The committee discussed the potential for exceptions to this rule, allowing for earlier transfers if both the current and prospective department heads agree that the employee is a better fit for the new position.

Committee members engaged in a thorough discussion about the appropriateness of the six-month timeframe. Some members expressed concerns that this period might not be sufficient for a comprehensive evaluation of an employee's capabilities. Others suggested that extending the restriction to one year could provide a more accurate assessment of an employee's fit within the organization.

Alderman Krissy raised a question about how this policy compares to practices in other municipalities, while Alderman Viber inquired about the impact on the city’s budget and job allocation policies. It was clarified that the policy would not affect the budget, as it pertains to the movement of individuals rather than positions.

The committee also considered the relationship between this policy and the existing probationary period for new hires, which is typically 90 days. Some members suggested that it might be beneficial to wait until the probationary policy is finalized before making a decision on the transfer policy, potentially combining both discussions for a more cohesive approach.

As the meeting progressed, there was a consensus among several members that a one-year restriction might be more beneficial, particularly for larger organizations like Waukesha. However, some members maintained that six months aligns better with industry standards, particularly in sectors like healthcare.

In conclusion, the committee decided to further evaluate the proposed policy in conjunction with the probationary policy before finalizing any decisions. The discussions highlighted the need for a balanced approach that considers both employee mobility and organizational stability. The committee plans to reconvene to address these policies in the near future.