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Augusta HR: resignations and morale drive record attrition; city rolls out recruitment and training steps
Summary
Human resources presented data showing rising resignations and longer vacancy fill times; HR proposed mandatory exit interviews, expanded recruitment and mandatory training to address pay and leadership concerns driving turnover.
Human resources director Miss Rooker told commissioners the city’s attrition rate has climbed over the past three years and that the timing to fill positions has lengthened, leaving departments understaffed and increasing overtime costs.
“We’re in mid year now in ’25. We’re at 9%,” Miss Rooker said of the current attrition rate and noted a persistent pattern: nearly two‑thirds of separations in recent years have been resignations rather than layoffs. She said 2025 resignation exits were at about 65% to date and that terminations accounted for roughly 17%.
Exit surveys and HR analysis show pay and supervision are the top two reasons employees leave, Rooker said. “One of the number one things that people are leaving us for is salaries. It's pay. The next thing is leadership.” She recommended mandatory exit interviews, increased recruitment presence at colleges and military transition events, and a training rollout aimed at supervisors as well as frontline staff.
Rooker said the city has expanded outreach — more job fairs and stronger ties with local schools and colleges — and will integrate mandatory short trainings into the HR Information System (HRIS) to provide ongoing development opportunities. She urged departments and deputies to partner with HR on succession planning, performance evaluations and career pathways.
Why it matters: commissioners and staff tied the workforce problem to budget pressures. Administrator (name not specified) and commissioners said morale, inconsistent performance evaluations and pay compression have contributed to turnover. Several commissioners asked HR to produce more granular attrition breakdowns (by department, position type and separation reason) and to make exit interviews mandatory so leadership can better track systemic problems.
Ending: HR committed to return with requested breakdowns, to begin mandatory exit interviews, and to embed short, mandatory trainings in the HRIS when it goes live.
