A clarification made at this week’s Norfolk County council meeting shows that the municipality’s employees haven’t really been leaving in droves.
While a report delivered to councilors in April said the turnover rate for those working for the municipality was 46 per cent, Erin Anderson, Norfolk’s director of human resources, said Tuesday that rate included all employees who were moving to new positions within the organization, as well as those leaving.
“The total number of vacant positions was 46 per cent but the number who exited through resignation, retirement or dismissal was 13 per cent, meaning 119 people left the organization,” said Anderson.
That vacancy rate of 430 people moving from jobs puts the municipality on by with 2017 when 429 people left or moved positions. Over 2018-2020, the number was lower, coming in between 265 and 280.
A report to council noted that there were more pandemic-related resignations and retirements in 2020 and 2021. Some of those in temporary positions added due to COVID resigned early to get other jobs.
count. Amy Martin noted there was “a lot of media attention” over the supposed high vacancy rate.
Martin said she is concerned about some of the reasons given by those leaving the municipality, including poor communications within the organization and a lack of support or trust.
“How are we going to address that going forward?” asked Martin.
Anderson said steps are being taken to improve the organization’s culture.
As part of the discussion, a draft policy on “gapping savings” – funds saved during a time a job is vacant – was presented to council.
“The use of gapping savings has been inconsistent and we need to be more transparent,” said treasurer Kathy Laplante.
The policy formalizes how to reduce vacancies, since each can impact service to residents and push employees into overtime.
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