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Riley County human-resources report: turnover climbs to 22.3% as HR outlines retention and training steps
Summary
Human Resources Director Elizabeth Ward reported a rising turnover rate, steps to separate seasonal and volunteer counts from core staff metrics, active recruiting, trainings and programs to improve retention.
Riley County’s human-resources director told commissioners May 1 that the county’s rolling 12-month turnover rate stood at 22.3% and outlined steps HR is taking to separate seasonal and volunteer separations from base employee metrics and to reduce turnover.
Elizabeth Ward, HR director, presented staffing and recruiting figures: five hires in the month and 15 hires year-to-date, with 47 current personnel actions processed. Ward said the county’s average employee tenure slid slightly to 8.8 years and that a large number of employees are eligible to retire — a factor that increases separations independent of voluntary turnover.
Ward emphasized that the county’s reported turnover rate mixes seasonal election workers and volunteers with permanent staff and recommended reporting a separate turnover rate for base employees. “22% is not a great number,” Ward said, adding that separating election workers and volunteers would produce a clearer recruitment and retention picture.
Staff reported six current open positions covering public works, parks and the appraisal office, and said average time-to-fill (excluding volunteers and evergreen postings) is about 38.75 days. Ward reviewed learning and development work planned for 2025: supervisor training (Highly Effective Managers), mental-health-first-aid and FMLA training for supervisors, work on performance-review redesign and an onboarding committee. She also described recruiting activity (370 applications reviewed, 110 interviews conducted in April) and the operational hours HR spent on onboarding and employee relations.
On retirement and benefits, Ward summarized ongoing KPERS discussions at the state level and said discussions about alternative plans (referred to in earlier legislative discussion as CRISP) are under consideration; she said county staff are monitoring potential state-level changes and timing for any shifts that could affect recruitment and retention. Ward also said the county will host Medicare basics sessions in June for employees considering retirement.
Commissioners asked Ward to present separate metrics for volunteers/seasonals and core staff going forward; Ward agreed to adjust reporting to provide clearer, actionable numbers.
No formal action was taken; commissioners asked staff to return with amended metrics and to continue the planned training schedule.
