Greensboro Plan2Play Parks and Recreation Master Plan 2019

158 - FEBRUARY 2019

Action 10d. Plan for Change Perhaps, one of the biggest issues facing the Department is the aging workforce and the number of staff that are, or will be soon, eligible for retirement. A majority of staff have been with the Department for many years, with over 50% of them with 10 or more years of experience, and 33% with more than 20 years of experience. These staff have institutionalized knowledge of daily operations and understanding of what and how things need to be done. They have developed an informal working relationship in order to get work done with limited resources and changing senior staff, but this informal arrangement is not entirely codified in the current structure. • Implement hiring to meet the

• Create intentional program to address workforce change

directly - Although the hiring trend may exceed the number of losses, new staff may not develop the skills necessary to fill the scale of void left by impending retirements. A training program can be developed to specifically address needed skills, allowing more junior staff to take over supervisory roles.

staff who will be retiring - The department can initiate efforts to replace existing staff who will be retiring either through succession planning, to allow current workforce to assume future supervisory position, or by staggering new hires to ensure there is not a “bubble” of future retirees.