Recruitment, Training, Retention

1. COMMUNITY DEVELOPMENT COMMISSIONOF THE COUNTY OF LOS ANGELES2 Coral Circle, Monterey Park, CA 91755 (323) 890-7001 www.lacdc.org Recruitment, Training, Retention

2. Background - Los Angeles Urban County • Largest Urban County Program at $29.6M • Staffing – Currently at 42 staff for program administration down from a high of 60 in 2003-04. • Function like a state program with 42 small cities and 5 Supervisor’s Districts • Subrecipient management is our main thrust

3. “All’s Fair in Love, War and Recruitment” • Recruit “happy people” to avoid the PITA • People will be people so depersonalize it • A “happy” with CDBG/HOME experience is the ultimate! • Next best is someone with other federal or state grant experience – Section 8, CSBG.

4. Where to Hunt? • Poach from thy neighbor! • Network through trainings, meetings, etc. • Maintain contacts with previous staff • Even HUD is fair game! • Maximize your advertising buck and use the technology

5. What’s in Your Bait Box? • Can you out-bid your competitors with salary and benefits? • If not, focus on flexible work schedules, part-time work, 9/80 or 4/10 plans, casual dress, free parking etc. • Potluck Quotient – sell your culture and try to emulate that in the interview.

6. Keeper or Throw Back? • Maximize info collection – at least 2 interviews, supplemental questionnaire, reference checks, writing exercise • “Happy” Factors – good eye contact, sense of humor, comfort level, good communication skills • Beyond minimum qualification thresholds • “Uh-ohs” will be amplified on the job

7. Training- It’s an investment! • Start with a strong performance plan • ID essential job functions and weights • Include measureable objectives • Review with new employee, quarterly for first year • Strong and knowledgeable supervisor – if they need training get it! • Current unit procedures manuals – ease your training.

8. Training (cont’d) • Peer to peer with several if possible • To acquire different perspectives • Strengthen the peer trainer • Cross train with in-house specialists in labor compliance, relocation, financial • Use staff meetings for case studies from field • External training – NCDA’s CDBG Basics course, HUD, Nat’l Development Council, for profit training, online courses.

9. Retention – more than just about the money • But sometimes it is… • Keep salaries/benefits current through regular compensation reviews • Have clear jobs classifications and associated salary levels • Defined levels of responsibility within classification • Regular staff evaluations with goal setting for advancement

10. Retention (cont’d) • Effective discipline = morale maintenance • Safety net – support within team and at relevant levels of management…”open door • Practice employee recognition • At staff meetings • Employee achievement award/certificate • Team recognition • Thank you lunches

11. Retention (cont’) • Provide opportunities for creativity/learning • Objective oriented management – give parameters and let staff solve the problem • Create ownership through committee participation, strategic planning • Provide cross training and special assignments

12. Happy Hunting!.....Questions? We Build Better Lives & Better Neighborhoods