Nampa HR details retention targets, training priorities ahead of budget

At an internal services budget workshop, Dr. Peter McPherson, director of workforce development and human resources, told the mayor and council that the department is focusing on retention, supervisory training and modernizing HR systems as it prepares the FY26 operating plan.

McPherson said the “primary purpose of workforce development in HR is to synchronize people and cultural constraints with relevant strategies to drive organizational alignment, superior service, and retention of quality talent.” He summarized 13 guiding principles the department will emphasize, including professional development, career advancement, employee engagement, succession planning and workplace safety.

Why it matters: workforce stability affects service delivery across city departments. McPherson presented numerical targets tied to citywide goals: 85% full-time employee retention, 65% part-time employee retention and an average of 50 days or less to fill open roles. He also said the department is not requesting any additional personnel in this budget cycle: “Most importantly, in keeping with the mayor's directive, we are not asking for any additional, personnel positions.”

McPherson walked the council through recent turnover and retention trends. He reported full-time turnover of about 20% in fiscal 2022, falling to roughly 13.5% in 2023 and to about 5% in 2024; he said the current fiscal-year-to-date figure is in the high 4 percent range. As turnover fell, retention rose: McPherson cited retention rates climbing from about 80% in 2022–2023 to the mid-80s and into the 90s most recently. He summarized exit feedback, saying reasons employees left were “primarily pay and benefits.”

On operations, McPherson said HR is working with IT to modernize HR and payroll systems and cited ongoing compensation analyses and training partnerships (including with Northwest Nazarene University). In response to a council question about consultant use and costs, McPherson said he has been on the job about two and a half weeks and would research consultant counts and costs and provide that information to council; he described current consultant spending as “minimal.”

Discussion versus decision: the presentation was informational. The council asked for follow-up on consultant counts/costs; McPherson agreed to provide that detail. No formal motions or budget actions were taken during the presentation.

Looking ahead: McPherson invited further council discussion on which HR principles to prioritize and said HR will continue consolidation work with IT while holding personnel steady for FY26.