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County HR presents step plan results: applications up 198%, turnover lower than peers
Summary
Human Resources reported a large increase in applicants after streamlining hiring, a majority of workers in early pay steps, and a turnover rate of about 10%, which county HR called lower than comparable counties.
Washington County human resources staff told the Finance and Budget Committee the county’s step pay plan and process changes are beginning to show measurable results.
Jess, identified in the meeting as the HR manager, presented hiring and retention data and said the workforce mix is healthy: about 57% of employees have tenure of 0–5 years and 59% of employees are on pay steps 1–3, with most new hires starting at step 1. HR reported a 198% increase in applicants after changes that reduced the application time from more than 30 minutes to under one minute by digitizing and streamlining the process.
“Most of you that are in companies, you're in mid‑year reviews right now. This is kind of some data that I'd like us to start sharing frequently,” Jess said as she walked through slides. She said time‑to‑fill is a key metric and that the county’s goal is to keep hires under roughly 35 days; HR is tightening position posting and PCN matching to produce cleaner data.
Jess said turnover is about 10% and declined in July; she described much of voluntary turnover as non‑regrettable (parental leave, moves, retirements) and said involuntary separations account for about 31% of exits, half of which were performance related.
Judge Deakins and other committee members praised HR’s work. The judge credited the step plan and HR outreach with stronger recruitment and retention and asked staff to continue reporting the data to JPs as the budget process advances.
Ending: HR will continue to provide regular recruitment and retention metrics to the committee as the budget cycle proceeds.
