2017-057 HEO and Construction Crew Recruitment and RetentionDate: August 11, 2017 Report No. 2017-057
INFORMAL STAFF REPORT
TO MAYOR AND CITY COUNCIL
SUBJECT:
Recruitment and Retention of Field Service Workers and Heavy Equipment Operators
BACKGROUND:
An Informal Staff Report (ISR) outlining challenges being faced by the organization for
recruiting and retaining construction crews, particularly Field Service Workers and Heavy
Equipment Operators, was provided on August 4, 2017. These challenges are due in part to the
construction boom in the Dallas–Fort Worth area, and have resulted in substantial employee
turnover for construction crews in Water, Wastewater, Streets, and Drainage during the last year.
The turnover rate is particularly high for workers who have a Commercial Driver’s License
(CDL). Managers are experiencing difficulties and delays in filling vacant positions, and are
also experiencing employee losses as soon as the employee obtains a CDL.
Management staff has been working on this issue, and the following solutions have been
developed:
• Hire employees at the appropriate percentile level in their respective pay grades;
• Move Heavy Equipment Operators I’s (HEOI’s) from Pay Grade 5 to 6;
• Hire Heavy Equipment Operator II’s (HEOII’s) at appropriate levels in pay grade 7;
• Allow promotion of HEOI to HEOII for employees that meet qualifications, equipment
proficiency, and license requirements for HEOII;
• Provide an increase of one dollar per hour for Field Service Worked II’s (FSII’s) that
obtain a CDL; and
• Do not provide more pay for lateral moves.
As stated in last week’s ISR, these solutions were applied to the construction crews in Streets,
Drainage, Water, and Wastewater. There are 46 employees affected, with a total estimated cost
of $149,127. The estimated cost to the organization for the turnover of FSWII, HEOI, and
HEOII’s experienced in these divisions during FY 16/17 (through July 2017) is $191,931.
Management staff believes that these changes will help improve market competitiveness and
employee retention. The changes are not expected to impact the current budget due to sa lary
savings, and are not expected to impact the proposed budget for fiscal year 17/18 due to savings
in overtime expenses and lost productivity caused by high employee turnover. Staff is in the
process of implementing the changes, and will establish the effective date as the beginning of the
next pay period (August 12, 2017).
STAFF CONTACT:
Ken Banks
General Manager of Utilities
Kenneth.Banks@cityofdenton.com
(940) 349-7165