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NDIT highlights workforce pressures: apprentices, retirements and recruitment challenges
Summary
NDIT presented staffing data showing 57 FTEs, significant near-term retirement eligibility, apprenticeships in early stages, and recruitment challenges for highly specialized roles; agency asked for workforce planning and training investments.
NDIT Chief of Staff Shelley Miller told the Senate appropriations committee that workforce recruitment and retention remain a top challenge for the agency and for state government generally.
"We have 57 FTEs, a mixture of remote, hybrid and in office," Miller said. She described a multi-pronged approach that includes apprenticeships, training programs and a skills matrix to capture institutional knowledge as staff retire. Miller said the legislature appropriated six apprentice positions in the last session; two have converted to the two-year commitment, two are posted and one is in documentation.
Miller said NDIT's turnover has been roughly 6-7% in the biennium to date; statewide turnover averages about 10%. She noted retirement eligibility: 49 employees were currently eligible for retirement (about 10% of staff), another 39 will be eligible within three years and 23 within three to five years, meaning about 23% of staff could be eligible for retirement within five years.
Agency recruitment strength is strongest for entry-level and remote positions following national tech layoffs, Miller said. However, the agency struggles to recruit and retain specialized, high-skill roles because private-sector salaries and perks often exceed state pay. Miller described a 'people-first' culture, leadership training, LinkedIn Learning and targeted security training (SANS) as tools to develop employees and reduce turnover.
Ending: NDIT said workforce planning, knowledge-management and formal career paths are priorities to ensure capability continuity as the agency implements digitization and security programs.
