Board presents inaugural Rising Stars awards to five Maricopa County employees
Loading...
Summary
Maricopa County unveiled its inaugural Rising Stars program and honored five employees with awards, stipends and development opportunities. Human Resources Director Emily Parish outlined program criteria and said the initiative aims to retain and develop emerging county leaders.
The Maricopa County Board of Supervisors introduced and honored the inaugural cohort of the county's Rising Stars program, a county initiative to recognize and develop employees early in their county careers.
Five employees representing different departments received the award, a professional-development stipend and engagement opportunities with board members and county executives. HR Director Emily Parish described the program's criteria: nominees must be appointed by an appointing authority, within their first seven years of county employment, and demonstrate leadership potential and measurable impact.
Recipients introduced in the boardroom and in a short video included: - Jason Booth, Parks and Recreation (Hassayampa River Preserve), three years of service; nominee praised for operations work and irrigation and enclosure upgrades. - Kai Kawekoa, Fleet Parts Supervisor, Equipment Services, two years of service; praised for identifying operational efficiencies and managing a five-person team. - Joanne Moline, Human Resources Group Manager, 5.5 years of service; cited for building HR collaboration and inclusive workplace culture. - Zach Norenberg, Budget Manager, Office of Budget and Finance, six years of service; noted for managing a team of six and leading challenging assignments. - Kim Pell, Communications Supervisor, Animal Care and Control, three years of service; cited for growing the department's social media presence and event leadership.
Emily Parish said the county received 23 nominations representing 18 appointed departments for this inaugural year. She told the board the program will continue annually, including additional engagement opportunities and stipends to support professional development and retention.
Chairman Thomas Galvin and supervisors presented plaques and photographs followed by brief remarks congratulating the awardees.
Why it matters: the program is an internal retention and development tool that the county expects to use to encourage advancement and long-term service among high-performing early-career staff.
Ending: HR staff will coordinate future cohort activities and managers said they plan to track the program's effects on retention and internal development.
