Workforce & Culture

A qualified, high performing and diverse county government workforce supported by a competitive compensation and benefits plan, robust training and growth opportunities, and policies and procedures that recognize the value of retention and recognition, performance management, respect and belonging reflected in a positive and supportive workplace culture for all employees.

Workforce & Culture

A qualified, high performing and diverse county government workforce supported by a competitive compensation and benefits plan, robust training and growth opportunities, and policies and procedures that recognize the value of retention and recognition, performance management, respect and belonging reflected in a positive and supportive workplace culture for all employees.

On Target Caution Below Plan No Target

Goal and Definition

1.1 - Recruit and retain a strong and engaged workforce.

A stable and skilled workforce ensures continuity of services for Skagit County residents. Recruiting and retaining engaged employees reduces costs associated with turnover, promotes positive culture, and fosters institutional knowledge, innovation, and employee satisfaction.

How we’re getting there	What we’re watching
We are enhancing our recruitment marketing strategies, modernizing job postings, and investing in onboarding improvements. We are implementing an employee satisfaction survey, and continually offering new training opportunities and other ways for employees to connect across Departments. We are launching structured exit interviews conducted by Human Resources to better understand employee needs and reduce voluntary separations.	1.1.a. Overall turnover rate 1.1.b. Voluntary turnover rate 1.1.c. Average tenure 1.1.d. Percentage of employees evaluated annually 1.1.e Days to fill a vacant position

How we’re getting there

What we’re watching

We are enhancing our recruitment marketing strategies, modernizing job postings, and investing in onboarding improvements. We are implementing an employee satisfaction survey, and continually offering new training opportunities and other ways for employees to connect across Departments. We are launching structured exit interviews conducted by Human Resources to better understand employee needs and reduce voluntary separations.

1.1.a. Overall turnover rate

1.1.b. Voluntary turnover rate

1.1.c. Average tenure

1.1.d. Percentage of employees evaluated annually

1.1.e Days to fill a vacant position

We are enhancing our recruitment marketing strategies, modernizing job postings, and investing in onboarding improvements. We are implementing an employee satisfaction survey, and continually offering new training opportunities and other ways for employees to connect across Departments. We are launching structured exit interviews conducted by Human Resources to better understand employee needs and reduce voluntary separations.

1.1.a. Overall turnover rate

1.1.b. Voluntary turnover rate

1.1.c. Average tenure

1.1.d. Percentage of employees evaluated annually

1.1.e Days to fill a vacant position

1.2 - Establish a positive workplace culture and enhance employee belonging and satisfaction.

A positive, inclusive workplace culture supports engagement, productivity, and public service excellence. Employees who feel valued and connected contribute more effectively to community outcomes.

How we’re getting there	What we’re watching
Skagit County has implemented new wellness initiatives, “County Connects” activities, and employee recognition programs. We are expanding our annual engagement survey to include a wide variety of topics, including belonging and inclusion.	1.2.a. Participation in Wellness Committee/Activities

Skagit County has implemented new wellness initiatives, “County Connects” activities, and employee recognition programs. We are expanding our annual engagement survey to include a wide variety of topics, including belonging and inclusion.

1.2.a. Participation in Wellness Committee/Activities

1.3 - Increase employee collaboration, knowledge, skills & abilities.

Professional development and collaboration fuel innovation and service quality. Building a learning culture strengthens our workforce and prepares future leaders.

How we’re getting there	What we’re watching
We’ve greatly expanded training through Neogov Learn, as well as increased focus on improved employee performance evaluation and development. Future initiatives include partnering inter-departmentally on cross-functional learning teams, and are developing mentorship opportunities to grow internal talent.	1.3.a. Participation in County Connects Activities 1.3.b. Number of internal promotions

We’ve greatly expanded training through Neogov Learn, as well as increased focus on improved employee performance evaluation and development. Future initiatives include partnering inter-departmentally on cross-functional learning teams, and are developing mentorship opportunities to grow internal talent.

1.3.a. Participation in County Connects Activities

1.3.b. Number of internal promotions

For more information on the Skagit County Strategic Plan, please contact:
Jenn Rogers, Communications Manager
[email protected]
(360)-416-1300