Aldebol asks about exit survey findings and career ladder structures
Aldebol cites Local Law 130 exit survey results showing compensation, benefits, work-life balance, and growth rated negatively, and asks whether agency organizational structures could add career ladder levels; Pollack says that is largely an agency prerogative.
Pursuant to Local Law 130 of 2023, DCAS was tasked with creating and distributing a comprehensive exit survey, which you spoke about.
An interview protocol for departing city employees to understand the main impetus for people leaving the municipal workforce.
In the most recent report reflecting survey results, a little over 32,000 employees left the city workforce.
And of the departing employees who completed the surveys, compensation, benefits, work-life balance, and growth and development were the main areas that were rated most negatively and were areas that were recommended for improvement.
Given the limitations on adjusting compensation and benefits, are there adjustments that can be made to organizational structures within agencies to increase the number of levels in the career ladder
and to provide additional opportunities for promotion?
Thank you, Council Member.
So as far as agency organizational structures, I think that would be the kind of prerogative of each agency.
Certainly, you know, to the extent OLR is involved in conversations with agencies about issues they're having, it's something we would often explore with them.
There's also, you know, my colleagues at DCAST can speak to sometimes level assignment levels can be added to a job specification to kind of facilitate advancement within the title.
Those are a couple options.
In terms of changes to the organizational structure to kind of create more levels and more advancement, that's something that would happen at the agency level.