By Sylene Argent, Local Journalism Initiative Reporter, Essex Free Press
Members of Essex County Council learned of the corporation’s work force composition, recruitment and retention, employee development, labour-relations, and health and safety measures, when it received the 2024 Human Resources Annual Service Report during the regular meeting on May 7.
This annual document reflects how the department is supporting a high-performing, future-ready workforce.
As of December 31, 2024, the County employed 778 staff members, of which 542 were in full-time positions and 236 working part-time. Employees are represented across several union groups, Gary Filiatrault, Human Resources Business Partner, outlined in his report to County Council.
The average age of County employees is 42, and the average tenure is 10-years.
“This speaks to a highly experienced workforce, but also highlights the need for robust succession planning and ongoing leadership development,” he added.
The County has a goal of being an employer with impact, Filiatrault, commented, adding when it comes to recruitment and retention, the strategic goal is to focus on Team Essex County for results.
In 2024, the County posted 138-positions, and received over 8200 applications, 92% of which were submitted externally. Internal movement, he added, remains strong with over 650 internal applications for those roles.
Retention rates at the two, five, and ten-year milestones remain stable.
“This gives us confidence in the long-term engagement of our employees and helps identify departments that may benefit from targeted retention strategies,” Filiatrault added.
In 2024, voluntary resignation decreased by 40% in each of the last two-years.
In the past year, 46 employees were approved for tuition reimbursement, “demonstrating a strong interest in further education and skill building.”
In answering Kingsville Mayor Dennis Rogers about the specifics on the tuition reimbursement, Filiatrault explained there is an annual availability of $2000 for each full-time employee who has worked for the County for a minimum of one-year. He added there is a payback component if they leave the County of Essex under certain guidelines.
The County’s HR Department is in the process of developing a formal Employee Development Program and Recruitment Strategy that integrates onboarding, continuous learning, and succession planning.
Last year, Filiatrault detailed, the County ratified three collective agreements. There are two agreements expiring in 2025 and three in 2026. In 2024, 44 grievances were filed, 19 of which have been resolved while a few are in a holding pattern. The rest were from the previous years.
Ensuring the health and safety of employees is a top priority, Manager of Corporate Health and Safety, Brady Boghean, said. “It is how we protect our team members and reduce risk.”
Last year, he added, the County updated 15 policies, delivered hands-on training, and conducted emergency drills.
“Training is a cornerstone of our approach, from health and safety awareness to leadership-focused programs, we are making sure every employee knows how to work safely,” Boghean said.
In 2025, Boghean added County staff will continue to work together to provide a healthy and safe work environment for County of Essex employees.
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