![]() ![]() Howell said that after the public conversation, he pushed the county privately to conduct exit interviews with employees who left Sedgwick County EMS. “We have never done a formalized ‘Sit down and fill this thing out,’” Bennett replied. “There are all kinds of reasons people leave jobs.” “I guess I would like to know, what is your process for exit interviews?” County Commissioner Jim Howell asked. ‘What is your process for exit interviews?’: The impetus behind the ex-employee surveyĪt a Sedgwick County Commission meeting on June 23, a request from District Attorney Marc Bennett to increase the salaries of assistant district attorneys evolved into a conversation about employee retention in the county.īennett said assistant district attorneys were leaving his office to take higher-salaried jobs elsewhere. ![]() Departures over compensation also increased in those years. The report did note some improvement in the perception of management in 20. Some 74% of respondents said they disagreed or strongly disagreed that job performance was rewarded or disciplined consistently among employees.įorty-nine percent of respondents disagreed or strongly disagreed with the statement that they felt valued by their supervisors. ![]() Management and leadership was also the top response to a question asking if the county could have done anything to change employees’ minds about leaving.įormer employees also expressed concerns about how rewards and discipline were meted out. “Supervisor/leadership was the #1 concern among former employees of Sedgwick County, regardless of year of departure and for all levels of experience except 10+, for which retirement was the #1 reason and supervisor/leadership was a close second,” according to the report. The survey brought to light a plethora of grievances with supervision and leadership. The survey, which cost $23,546, was designed to “gain an understanding of the respondents’ reason(s) for departure as well as gauge the culture of the organization and identify its strengths and weaknesses,” according to a report Smarter HR Solutions produced about the results. It was sent to former county employees who voluntarily left their positions from 2018 to 2021. Smarter HR Solutions, a Houston-based human relations consultancy, conducted the survey between July 9 and Aug. The highest numbers of responses came from COMCARE, the Sedgwick County Sheriff’s Office and the Sedgwick County Health Department. It points to systemwide dissatisfaction with leadership.Ĭounty Manager Tom Stolz said the response rate for the survey was relatively low - just 15% of the 1,247 possible respondents. The survey, which The Wichita Beacon received through a Kansas Open Records Act request, garnered anonymous responses from 186 ex-employees across at least 28 departments who chose to leave employment with the county. Survey indicates dissatisfaction with leadership, concern over merit system ![]()
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