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Personnel Board reviews handbook update, turnover numbers and employee programs
Summary
Board staff presented a semi-final handbook draft and personnel metrics: January turnover at 1.54% (excluding retirements), average time to offer 85 days and to start 114 days. The board discussed EAP utilization, training initiatives and requested departmental breakouts and exit-reason data.
Staff told the Personnel Board that a semi-clean draft of the employee handbook has been prepared following legal review and that staff expect to circulate the draft to the board at least two weeks before the March meeting (potentially moving to April if senior management requests additional review).
Personnel reporting showed January 2026 turnover at 1.54% (excluding retirements). Staff reported an average time from date open to offer accepted of 85 days and an average time from date open to start date of 114 days. The personnel reporter said those figures are currently compiled manually and asked whether the board wanted additional departmental detail; several board members requested added columns showing departmental hires and departures and categories for reasons for leaving.
Board members also discussed the employee assistance program (referenced in materials as maya.org / EAP) and other wellness offerings. Staff noted EAP provides confidential counseling and additional supports — including legal and financial referrals, trainings and executive coaching — and that the municipality receives many no-cost or low-cost wellness offerings through the health plan. A board member asked about utilization reporting; staff said quarterly utilization reports had been provided in the past but were not consistently received recently and agreed to pursue getting utilization numbers.
Staff previewed the new one-page People & Culture posts and inclusion chronicles designed to promote training and morale and said a training needs survey is being distributed; early responses were limited but staff expect to increase promotion and report results once available.
Board directions included asking staff to add departmental breakouts (hires and departures columns), attempt to obtain EAP utilization numbers, and return with proposed exit-reason categories to better understand turnover drivers.
