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Regional policymakers pitch internships, apprenticeships and shared services to ease municipal hiring shortfalls
Summary
A draft report from the advisory commission on intergovernmental relations recommends municipal internships, trainee programs and state-certified apprenticeships to address persistent recruitment and retention problems; members said funding and mentorship capacity remain the primary barriers.
Matt, chair of the Advisory Commission on Intergovernmental Relations, presented a draft report that says municipal governments are struggling to recruit and retain staff and proposes a suite of workforce-development strategies for local governments.
The report recommends three core approaches: short-term internship or trainee programs modeled on the state Connecticut Certified Trainee Program; a municipal trainee pathway to provide on-the-job rotations and paid temporary positions; and a state-recognized municipal apprenticeship program for skilled positions such as wastewater operators, fire marshals and assessors. "The report acknowledges that workforce development is an issue for local government here in our state and nationally," Matt said, and the commission identified funding and mentorship capacity as the chief obstacles to standing up programs.
Members described local pilot efforts and operational models. Weathersfield and Manchester staff said they have hired entry-level trainees and sponsored building-official apprenticeships and engineering internships that led to full hires. One member described a local hire working part time while completing coursework; another said an assistant hired without certification is being mentored to take the state exam. "We have done that 'out of necessity' and are glad to share how we structured it," one participant said.
Commissioners discussed funding paths. Pauline and others noted BRICK and ARPIP grant opportunities that could underwrite trainee or shared-person models; both programs would require application and, if awarded, likely months before funds are available. Pauline said ARPIP could work for a shared position if the person is shared among participating towns and the program is structured as a 50-50 match.
The draft also calls for shared-service expansion and changes to hiring practices, urging skill-based hiring and less bureaucratic recruitment processes to expand candidate pools. Matt said the commission hopes to finalize the report in July and submit recommended next steps to the governor’s office and legislative leadership.
The board did not take formal action on the report at the meeting; members were asked to send comments to the commission chair ahead of the July finalization.
