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Public works proposes performance-based retention plan to curb turnover; estimated cost $409,000
Summary
Leavenworth County Public Works presented a multi-step trainee-to-operator pay and training plan to reduce high turnover, cross-train equipment operators and improve safety during snow operations. The department estimates the program would cost about $409,000 and suggested reallocating operational savings to fund it.
Leavenworth County Public Works presented a detailed retention and performance-pay plan Oct. 23 aimed at reducing high turnover among road and bridge crews, improving cross‑training across specialized equipment and increasing safety during snow operations.
Staff said the county has lost a disproportionate number of employees within their first three years and that 65% of current staff had less than three years of experience. The department described safety risks when new operators work heavy equipment during winter storms and noted multiple recent incidents where inexperienced drivers required extrication or caused damage to equipment or roads.
The plan would reorganize job classifications into a trainee pathway with clear, documented milestones: a trainee stage (year 0–1) requiring a Class B CDL and flagging experience, a Heavy Equipment Operator 2 stage (roughly years 1–3) with supervised operation hours on multiple pieces of equipment and OSHA training, and a Heavy Equipment Operator 3 senior level (5 years and supervisory/crew‑lead competency). The plan also requires documentation of supervised hours and performance signoffs.
Public works estimated the total annual cost to implement the pay and milestone increases for eligible local service employees at approximately $409,000, including wages, benefits and overtime assumptions. Staff proposed funding the increases by reprioritizing operational line items (including savings realized in prior traprock purchases) and using salary savings from currently unfilled positions while the board considers formal adoption.
Commissioners asked about training logistics, recruitment and whether incentives should be time-based or performance-based. Public works said the structure emphasizes cross‑training and measurable competencies rather than longevity alone. No formal vote was taken; staff will return with implementation details and a funding plan for formal board consideration.
