County human resources reports steady staffing levels, highlights leadership training programs

The county's human resources director presented the monthly HR report, summarizing year-end staffing numbers and several ongoing leadership-development programs county employees are attending.

Staff reported the county headcount for the week was 285 regular employees and 367 seasonal or stipend workers (largely firefighters and election workers). For the year staff recorded 67 new hires and 66 separations among regular employees, keeping the regular headcount essentially steady; however the director said November and December saw elevated turnover, with a 23% turnover rate recorded for the period. Staff reported six current regular openings, including an EMS vacancy, an emergency management planner, an administrative assistant in the clerk's office, several health-department positions (notably a public-health nurse identified as the highest priority), and public-works openings where technical handyman/ construction skills are in short supply.

Human resources described a portfolio of leadership and supervisory training programs in which county employees are participating: a highly effective managers program (monthly Zoom sessions and small-group work), the NACo High Performance Leadership Academy (multiweek online curriculum), the Flint Hills Regional Leadership Program (regional in-person sessions and retreats), and a local program county staff are considering making the county's ongoing leadership/management offering. Staff emphasized the programs include peer discussions, self-assessments and practical assignments intended to improve supervisory skills and succession planning.

HR staff also described administrative work completed for year-end payroll, performance-evaluation completion, setting 2025 pay rates and benefit rates, and an internal audit of payroll assignments intended to ensure accurate first payroll processing for 2025. The HR team said it will pursue an electronic overhaul of Family and Medical Leave Act (FMLA) filing to improve compliance and reduce paper records, and that HR and the clerk's office are preparing grant-funded personnel budget requests in advance of spring grant applications.

The commission heard the HR briefing and had no substantive board-level objections. Commissioners thanked staff for the training updates; no formal action was requested or taken.

Ending: HR staff will continue recruiting for the identified vacancies, proceed with the FMLA electronic project and return to the commission with relevant follow-up reports as programs and recruitments progress.