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Vienna officials say hiring and retention shortfall threatens water and public works staffing
Summary
Board and staff discussed persistent difficulties recruiting and retaining public works employees, including certified water operators and CDL drivers; members raised pay, benefits, training and culture as contributors and flagged the issue for the budget process.
Vienna officials warned that the city faces a staffing and retention shortfall in public works and water operations that could affect service reliability if not addressed.
Public works managers told the board they are losing experienced employees to retirement and outside employers and are having trouble filling skilled positions such as Class 1 and Class 2 water operators and CDL drivers. Staff said Class 1 requires about one year of experience and Class 2 about five years, and that the city relies on internal training to develop those certifications. Jason Mortensen was named as an example of a valuable Class 2 operator who could command substantially higher pay elsewhere.
Managers reported repeatedly recruiting applicants who either do not show up for interviews or accept offers and then fail to report on the first day. They cited starting hourly wages offered by the city (staff referenced an example figure of $16.89 per hour) and compared those with private sector openings that offer substantially higher pay (panelists cited local billboards advertising pay in the $30‑plus per hour range for CDL drivers).
Board members discussed a range of responses: marketing the city’s total compensation package, reevaluating wage scales and benefit options, offering career pathways and training, and considering adjustments to pension or health insurance structures. One board member said the city’s quality of health insurance is important for older employees but may be less attractive to younger applicants focused on take‑home pay. Several members urged that the issue be addressed during the upcoming budget process.
Staff described operational impacts, including frequent overtime and extended on‑call shifts for a small number of employees, and said some crews are working nights and weekends for ongoing projects. Managers warned that losing multiple experienced operators in a short period could jeopardize the city’s ability to meet regulatory requirements and maintain service levels without hiring and training replacements.
The board did not vote on pay changes at the meeting. Members asked staff to bring proposals for the budget cycle, including possible compensation or benefit adjustments, recruitment strategies and training plans to develop internal operator certifications.
