The future talent pool for leadership is likely to be shallower than the current pool. As the organization prepares for the exodus of many experienced workers through retirement and smaller numbers of applicants are available to replace them, the City should explore additional ways to supplement the pipeline. These options include a Retiree Employment Program and an Internship Program
Retiree Employment Program
Description
Retirees represent an underutilized resource in meeting the leadership pipeline needs. They hold a vast amount of experience and institutional knowledge. While most retirees are not interested in working full time, many would like to continue to contribute to the City through a more flexible part-time or consulting arrangement.
Target audience - Retirees with key knowledge and skills needed by the City.
Time frame - Ongoing
Primary lead partner - Human Resources and Department Directors
What’s happening now and what’s needed?
Some departments have been successful in recruiting retired employees to continue employment arrangements with the City. The Public Works Department is one with significant retiree involvement.
Financial impacts related to employment during retirement need to be made available to potential returning employees. Departments currently employing retired workers could share their experiences with departments that have not used this option.
Written program descriptions and procedures could be developed and posted for departments and retirees considering this option.
For additional information and to contribute ideas and energy
Contact:
Alethea.Bell@durhamnc.gov 560-4214
Back to Top
Internship Program
Description
Internships with local universities provide an excellent opportunity to not only supplement the current leadership pipeline, but to become permanent resources for the pipeline. Students who have good internships with the City benefit the organization with their knowledge, new perspectives, and energy. Those who have a good experience may decide to pursue public service with the City, ensuring continued emerging leadership by young professionals.
Target audience
Primarily graduate degree candidates at North Carolina Central University, Duke University, and the University of North Carolina at Chapel Hill and NC State University.
Time frame - Ongoing
Primary lead partner - Organizational Development, City Manager’s Office and Human Resources
What’s happening now and what’s needed?
Several departments have provided internships on a periodic basis. These include the City Manager’s Office, Budget and Management, Human Resources and Public Works.
Internships have been decentralized throughout the organization. Universities, departments and interns could benefit from more coordinated procedures for recruiting, on-boarding, and making the internship a positive experience.
The development of written program descriptions and procedures would be helpful for departments and students considering internships.
For additional information and to contribute ideas and energy
Contact:
Vickie.Atkinson@durhamnc.gov
Back to Top