Hyla County is a diverse municipality with a unique rural and urban lifestyle and is made up of a team of over 1,100 full-time, part-time and casual employees. The County is a vertical organization governed by a municipal Council and Mayor, which is further divided into three primary divisions (Appendix A).
Hyla County faces a number of social and demographic related challenges. These include a wave of baby-boomers preparing for retirement and rapid growth. As demographics shift and the digital age continues to advance, the structure, content and process of work have changed in today’s environment. Work has become increasingly dependent on technology, more team-based and collaborative. Advances in technology have also made work increasingly mobile and time pressured. And like many organizations, Hyla County faces losing a great number of talented people along with their knowledge and experience (Appendix B). In anticipation of this demographic shift, the County recently launched an Attraction and Retention Task Force designed to explore different aspects of what attracts, retains and empowers younger employees.
To remain efficient and manage growth, Hyla County needs to explore innovative ways of deriving advantage from all its existing resources, including the rich knowledge and insights flowing from its employees each day. For Hyla County, this is important when projecting a considerable loss of talented staff due to demographics and other environmental challenges.
Ensuring opportunities for employees to share information, create knowledge and provide feedback to enhance decision-making and service delivery is important in today’s work environment. Hyla County needs to continually foster an environment of openness, trust and shared understanding to effectively manage these collaborative efforts.
Organizational Changes and Structure– January 2005
(Hyla County Intranet, 2005)
The Chief Commissioner for Hyla County announced changes in the organizational structure in January 2005 as part of the next step in preparing the organization for implementation of the Strategic Plan. The goal was to set-up the corporate structure in a way that would harness and apply the creativity that exists in the organization. Open communication was deemed as important to the success of the strategy. This new structure represents the collective view of the Executive Team on how to align the corporation to effectively and efficiently implement the Strategic Plan. The three divisions were aligned so that each one supports a major theme in the Plan. This means, departments with a like focus were grouped in a single division to better enable departments to work in collaboration and ensure individual efforts contribute to the success of the corporation as a whole.
Organizational Demographics – Hyla County
(Source: Hyla County Human Resources)
By 2010, Hyla County stands to potentially lose talented people (due to retirement eligibility alone) in the following positions:
The County needs a coordinated approach for the identification, development and retention of people and talent, in particular related to leadership and Subject Matter Expertise (SME)
The County's employee turnover rate has remained relatively low, with a trend that the proportion of this turnover due to retirement has increased and will continue to do so over the next 5 to 10 years.
For the period 1999-2004, the proportion of total employee turnover due to retirement has risen from 19.1% (in 1999) to 26.8% (for 2004), with a high of 43.8% (in 2002); and for an average of 26.5% for the period.
Average length of service for full time and part time permanent employees has remained fairly constant at 10.5 years since 1999.
Retirement of experienced employees forecast to peak between 2010 - 2023 as "Boomers" retire.
Since 2000, Hyla County's population overall has been growing at just over 3% per year, with the urban portion growing at a faster yearly rate than the rural area, and it is anticipated that the County will be home to 97,000 people by 2010. Official results show (2005 Municipal Census) that the County’s population was 80,232 in 2005 compared to 75,949 when the census was last conducted in 2003. The new population figures reflect an overall increase of 5.64 per cent in the entire County.