Workforce plan for Shire of Augusta-Margaret River reveals increasing trend of departing staff

A long-awaited workforce plan to entice workers to join the Shire of Augusta-Margaret River has been adopted.

The new report has revealed the annual turnover of staff has increased while Shire workers continue their union-backed negotiations with the local government for improved pay and conditions.

While the report noted 100 per cent of those surveyed on exit would recommend the Shire as an employer, councillor Brian Daniel told the Times he wanted to see the Shire improve its retention rate amid revelations it had lost 20 per cent of its workforce during 2022-23.

The workforce plan said the turnover rate was 13 per cent from 2019 to 2023.

While the past financial year saw 20 per cent of workers leave — which included retirements — the report noted a 2022 WA Local Government Association survey found the industry’s median turnover in 2021-22 was more than 27 per cent.

“This demonstrates that the Shire’s employer-of-choice initiatives have had a positive impact although turnover rate has increased over time,” it said.

“As such, this area remains a focus for the Shire.”

Cr Daniel said he amended one of Shire chief executive Stephanie Addison-Brown’s key performance indicators last month to ensure a planned satisfaction survey also checked for worker engagement with the retention issue in mind.

“The difference in satisfaction survey will state how you treat your employees … (whereas) an engaged survey shows you how committed people are in an organisation,” he said.

“It relates across to productivity and efficiency.”

Last year, the Times reported the Shire was facing increasing wages pressure, with competition from the private sector a big factor.

The new report also looked at population growth and increased demands on services.

Shire business units held risk analyses with “a focus on enhancing resources, improving processes, or modifying services”.

The squeeze on worker availability had also pushed out vacancy times for some positions.

“Whilst people are attracted to the region, the high cost of living and limited housing availability are compounding the challenges to attract and retain workers,” the report said.

Ms Addison-Brown said the plan focused on strategies to ensure the Shire had “the right talent, capabilities and capacity to achieve its strategic direction”.

“I am confident that our talented and dedicated people will remain responsive and agile in managing our strategic challenges, whilst also working collaboratively to achieve great things with the community,” she said.

The report also said offering work-life balance was a key recruitment focus and due to competition, some job applicants sought to negotiate higher-than-advertised salaries.