HomeMy WebLinkAbout(P2) HR VACANCY REPORT Council Presentation 081225City of port Arthur
staffing presentation
August 12, 2025
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Dept. of human resources
Created by charter.
Charge: recruiting, retaining, and supporting the city’s most valuable asset – our employees
CHALLENGES:
●unexpected loss/vacancy in key areas Of experienced staff in a short
period of time
●Facing a highly competitive, hot, job market as it relates to several positions.
the city, as any employer, seeks the most qualified individual for positions.
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City vacancies
Currently the city of port Arthur has approximately 73 vacancies.
Of these 73 vacancies: 16 are/have conducted interviews = 57 vacancies
12 Awaiting requisition to fill these positions
10 Posted continuously until filled
Overall the city has an 9% vacancy rate which fluctuates due to:
Job market { including other governments and the private sector}
Field/classification demand
Retirements
Promotions/career moves
Candidate desires and goals
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Approximate Temporary Staffing:
City and Agency
There are approximately ten(10) City temporaries [which includes 6 Library Student Assistants] and fifty-one (51) agency temporaries through Argus Talent. Employing temporary employees
through an agency reduces the cost to the City relative to benefits and liability. Generally temporaries allow for flexible staffing to meet unexpected demand, seasonal needs, and “person”
power shortfalls.
Positions vacant at least two (2) years:
Water System Maintenance Supervisor in Utility Operations – Water Distribution [3]
Network Infrastructure Specialist
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Like America’s team…
we have some things we’re working on
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Approved actions in play
1. Working to fill dept. of human resources vacancies to return to full staffing levels.
2. clear focus on review, approval, adoption and implementation of an updated wage and
compensation plan.
3. arranging tyler munis staff training to address system issues and improve the system’s
utility for staff.
4. continue to work effectively with recruiting firms to fill key staff positions; use of
social media platforms to multiply recruitment outreach.
5. actively engage local community through hosting/participating in job fairs as well as
working with Texas workforce and local higher education institutions.
6. working to modify leadership paradigms, evaluate processes, and a team focus.
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Thank you
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