Vaughn urges planning for departures and publishing workforce data

Our third proposal is to plan for departures before they happen.

Many departures are predictable.

We know how much of the city's workforce is eligible for retirement.

And we also know about promotion schedules when there are promotional exams offered, for example, with EMTs promoting to the firehouse.

And then the final piece, you know, I was heartened to hear so many members of this committee ask great questions about the visibility and data around the workforce.

The workplace assessments that this committee reviewed are a strong start, but they leave important gaps.

Fewer than half of departing employees offered the exit survey completed, and the survey asks why people leave, but they don't ask where they're going.

And some of the most useful staffing metrics, like vacancies and attrition by title and time to hire by agency and title, are not in the mayor's management report or easily accessible.

So we urge DCAS to publish these statistics, including through creating agency dashboards that leaders can use to drive improvements and that also the public can use to hold the city accountable.

We encourage the city to pursue these reforms in partnership with its workforce and their unions, potentially through a standing labor management forum on civil service modernization that's kicked off with this committee.

And we hope that you see us as a resource and partner in your efforts to retain our city's best and brightest.

Thank you.