With unanimous support from his colleagues on the Santa Clara
County Board of Supervisors, Supervisor Mike Wasserman’s
comprehensive attrition plan will move from an idea to a more
detailed presentation scheduled for March 1.
To read a Q
&
amp;A with Supervisor Mike Wasserman, click here.
With unanimous support from his colleagues on the Santa Clara County Board of Supervisors, Supervisor Mike Wasserman’s comprehensive attrition plan will move from an idea to a more detailed presentation scheduled for March 1.
The county has used attrition on a case-by-case basis to reduce the impacts of budget reductions, but a comprehensive countywide strategy regarding attrition has not been developed. The board will decide to refer Wasserman’s item to county staff for development to which they will bring back once complete.
“I ran on a platform of fiscal responsibility. I’d like to make is so the county has a surplus. I’d like to make it so the county can provide more services. I’d like to make it so the county has reserves for a rainy day and the way to do that is with attrition and a lower compensation package,” Wasserman said Friday.
Wasserman introduced his proposal Tuesday at the Board of Supervisors meeting, where it was met with “unanimous support from the supervisors present,” according to a press release released by Santa Clara County.
The elements of the plan will be presented to the board March 1, according to the release.
Wasserman points to Los Gatos’ achievement of reducing its workforce 2 to 3 percent every year without any layoffs during the eight years he was on the council.
The plan would not replace positions vacated by retiring employees – who generally are paid at some of the highest rates. Instead, their duties would be absorbed by current employees if possible. If the retired employee must be replaced with a new, outside hire, the position would move onto a two-tier payscale.
About 500 employees, or 5 percent of the workforce, retire from Santa Clara County jobs every year. That number will likely grow as Baby Boomers reach retirement age, putting an even greater strain on the county’s $25 million budget gap.
Wasserman wants staff to review how many nonmandated vacancies are filled without the benefit of a clear countywide attrition strategy. The referral asks the county administration to develop a Comprehensive Attrition Plan for adoption. The referral notes that the analysis should include policies already in place at the county, a survey of strategies used by other public and private sector employers and recommendations for proposed new policies.
“This can be very successful and a far less painful a way to reduce your workforce without laying off people directly,” Wasserman said. “By doing this we will reduce our cost now and reduce our costs in the future. That’s what I mean by stopping the bleeding and turning the ship around.”
To read a Q&A with Supervisor Mike Wasserman, click here.
