Objective 1: Attract a diverse, high-quality workforce that reflects the makeup of the community.

Develop a comprehensive recruitment strategy for all position types using a skills- and competency-based approach to hiring and evaluation.

2026. We will update how we hire by focusing on the actual skills and abilities needed to do each job, rather than only degrees or past job titles. This opens the door to a wider range of qualified candidates, including people with non-traditional backgrounds, helping us build a workforce that better reflects our community. It helps attract diverse, talented individuals who can succeed in the role and serve residents effectively.

Align Civil Service rules with best practices to improve time-to-hire, cost-per-hire, and other key recruitment performance indicators.

2026. We will review and update hiring rules to make the process faster, more cost-effective, and easier to navigate. Long or complicated hiring processes can discourage strong candidates from applying or accepting jobs. A smoother hiring process helps us compete for top talent and bring in qualified candidates more efficiently.

Reduce hiring timelines by evaluating potential barriers and inefficient processes.

Ongiong. We will identify and remove delays or unnecessary steps in the hiring process. Top candidates often accept other job offers if the process takes too long. Faster hiring helps us secure high-quality candidates before we lose them to other opportunities.

Modernize the job classification system to align with updated job descriptions.

Ongiong. We will update job titles, descriptions, and requirements so they accurately reflect the work being done today. Outdated job descriptions can confuse applicants or fail to attract the right candidates. Clear and modern job information helps attract candidates with the right skills and expectations.

Explore potential hiring incentives to recruit former residents and recent graduates.

2027. We will consider offering incentives, such as relocation assistance or student-focused opportunities, to attract people back to the community or encourage graduates to stay. Many talented individuals leave the area for opportunities elsewhere. These incentives help bring skilled individuals into the workforce while strengthening the local talent pool.

Build a sustainable talent pipeline through mentorships, internships, and fellowship programs.

2027. We will create structured programs that give students and early-career professionals hands-on experience in public service. These programs help people learn about career opportunities and gain valuable skills. They create a steady flow of future employees who are prepared and interested in serving the community.

Objective 2: Develop and retain employees through a competitively based pay scale, training, and growth opportunities.

Establish an internal mentorship program to support knowledge transfer, professional growth, and cross-departmental collaboration.

2026. We will pair experienced employees with newer staff to provide guidance, support, and knowledge sharing. Employees are more likely to succeed and stay when they feel supported. It helps employees grow professionally and strengthens retention.

Implement an environmental health and safety risk management framework to align workforce development with safety and sustainability goals.

2026. We will create a structured approach to identifying and reducing workplace safety risks. Safe workplaces protect employees and reduce injuries and disruptions. A safe and supportive environment improves employee satisfaction and long-term retention.

Maximize federal and state grant dollars to reduce the burden on local revenue streams.

Ongoing. Many grants allow for a portion of administrative fees to be reimbursed back to the city, allowing the city to recover some funding for time spent implementing grant funded projects.

Administer a climate survey every three years, share results transparently, and communicate progress on actions taken in response to feedback.

2026, 2029. We will regularly ask employees for feedback about their workplace experience and share the results openly. Understanding employee concerns helps leadership make meaningful improvements. Listening to employees helps us create a better workplace where people want to stay and grow.

Formalize and expand training for new executive-level managers and supervisors.

2027. We will provide consistent training for leaders to strengthen management skills across departments. Strong leadership leads to better team performance and employee satisfaction. Well-trained leaders help employees succeed and grow within the organization.

Expand employee recognition programs.

2027. We will create more ways to acknowledge and celebrate employee achievements and contributions. Recognition boosts morale and shows employees their work is valued. Employees who feel appreciated are more likely to stay and perform at a high level.

Strengthen onboarding and orientation across all departments to clarify expectations, reinforce culture, and connect employees to the purpose of public service.

2026. We will improve how new employees are welcomed, trained, and introduced to their roles. A strong start helps employees feel confident and connected from day one. Better onboarding leads to higher retention and faster productivity.

Explore performance-based compensation and incentive structures for executive class.

2027. We will consider pay structures that reward strong performance and results. Incentives can encourage accountability and high achievement. Competitive and performance-based pay helps attract and retain strong leaders.

Develop a succession planning framework for key positions.

2027. We will identify and prepare employees to step into key roles as they become available. Unexpected vacancies can disrupt operations. Planning ahead ensures continuity and creates growth opportunities for employees.

Implement a learning management system.

2027. We will introduce an online platform where employees can access training and track their development. Easy access to training helps employees build new skills at their own pace. Continuous learning supports career growth and long-term retention.

Implement an employee performance system to promote individual development and plan career growth.

2027. We will create a clear process for setting goals, providing feedback, and tracking performance. Employees need clear expectations and regular feedback to succeed. It helps employees grow and advance in their careers.

Objective 3: Foster a connected, engaged, and high-performing organizational culture.

Implement an internal communications strategy that prioritizes transparency, collaboration, and alignment.

2026. We will improve how information is shared across the organization to keep employees informed and connected. Clear communication reduces confusion and builds trust. It helps create a more connected and engaged workforce.

Improve the efficacy and efficiency of internal service procedures.

Ongoing. We will streamline internal processes to make it easier for departments to work together. Inefficient processes slow down work and frustrate employees. More efficient systems support better performance and collaboration.

Increase awareness of and compliance with internal service procedures.

Ongoing. We will ensure employees understand and follow established processes and guidelines. Consistency helps avoid errors and improves service quality. It supports a more effective and accountable organization.

Periodically review, update, and reinforce administrative policies.

Ongoing. We will regularly review policies to ensure they are clear, current, and relevant. Outdated policies can create confusion or limit effectiveness. Clear policies support consistency, fairness, and strong performance.

Conduct strategic planning workshops with supervisors and staff to ensure the strategic plan is translated into individual goals and performance objectives.

2026. We will work with staff and supervisors to connect the organization’s big-picture goals to everyday work. Employees perform better when they understand how their work contributes to larger goals. It builds alignment, engagement, and a shared sense of purpose.