State Workforce and Hiring Reform
The Problem
Many state departments have high vacancy rates, some over 20 percent in key areas like Health and Welfare (recent reports show 7 to 24 percent in various divisions), Labor (up to 33 percent in some roles), Corrections (around 15 to 20 percent), and Water Resources (16 percent). This leaves health clinics understaffed, wildfire crews stretched thin, corrections facilities short-handed, and other essential services struggling. Hiring takes too long because of complicated rules, paperwork delays, pay that lags 15 percent or more behind the private market in many roles, and heavy reliance on expensive temporary consultants or contractors. Turnover is high at 14.6 percent overall. Taxpayers pay more for overtime, temp help, and reduced service quality while Idahoans wait longer for health care, public safety, mental health support, and other help they need.
What I'll Do Day One as Governor
Sign an order to speed up and improve state hiring across all agencies, with a phased rollout to align with savings from other reforms. Right away:
Launch planning and pilots in Year 1 (first 12–18 months): Simplify application processes, cut unnecessary steps, make forms shorter, post all openings online with clear job descriptions, pay ranges, and benefits.
Audit current outsourcing and consulting contracts to identify work that can be brought in-house where it saves money and improves service (e.g., shift from temp agencies to full-time hires).
Pilot faster hiring and in-house shifts in 3 to 5 high-vacancy agencies (like Health and Welfare, Corrections, and DEQ) and report progress in 90 days, focusing on process improvements first (no major pay incentives yet).
Use savings from Budget Allocation, Contracts, Audits, and Procurement reforms (expected in Years 1–2) to fund targeted fair-pay incentives, relocation support, and recruitment campaigns starting in Year 2.
By Year 2: Require agencies to fill critical vacancies within 60 days (or show a clear plan why not), with pay incentives and other supports rolling out once funding is freed up and proven sustainable.
This uses powers I already have. No new laws needed first.
How This Is Different From Now
Right now, vacancies drag on for months or even years in some cases, outsourcing costs extra (often 20 to 50 percent more than full-time staff), and pay is behind the market. Departments end up using overtime or temps, which hurts morale and service quality. My phased approach starts with low-cost process fixes and outsourcing audits in Year 1 to reduce vacancies quickly and cheaply. Pay incentives and larger-scale changes roll out in Year 2 once other reforms free up real dollars. This avoids unfunded promises and ensures everything is sustainable.
What I'll Push the Legislature For
Easy laws to make it permanent:
In Year 1–2 legislative sessions: Pass laws for firm hiring timelines (60 days for critical roles), outsourcing audits, public vacancy tracking, and simplified processes.
In Year 2+: Codify targeted pay incentives, relocation funds, and recruitment support once savings are demonstrated from other reforms.
Require annual audits of outsourcing contracts and strong preference for in-house hiring when cost-effective.
Allow market-based pay adjustments for high-vacancy or rural roles without disrupting the overall merit system.
Create a small hiring efficiency fund (from outsourcing savings) to support recruitment in shortage areas.
No big new spending. Savings from less outsourcing and overtime help fund better pay and faster fills.
How We'll Check It Works
We will keep it honest with:
Online postings of all vacancies, hires, pay ranges, and progress on Transparent Idaho.
Regular audits of hiring speed, outsourcing use, and cost comparisons.
Citizen team to review progress reports, take tips from state workers and applicants, and recommend fixes.
Yearly report showing vacancies filled, turnover reduced, services improved (e.g., shorter wait times for health appointments), and savings achieved.
Phased metrics: Year 1 focuses on process improvements (application time reduced, outsourcing reduced); Year 2+ measures impact of incentives (vacancies filled, turnover drop).
Everything open for anyone to look at and ask about.
How This Connects to Other Reforms
This reform uses savings from budget reallocations, procurement cuts, audits, and grant overhead reductions to fund fair-pay incentives and faster fills. It starts in Year 2 once those savings are proven. Better staffing strengthens budget results because agencies meet performance targets and grant outcomes because more people deliver community help. Audits verify outsourcing reductions and hiring efficiency. Faster permitting supports workforce needs by accelerating projects that create state jobs. It all ties back. Waste-cutting reforms provide the funding to get people on the ground where they are needed most.
Answers to Common Questions
Won't faster hiring lower quality standards or let unqualified people in?
No. We keep all qualification checks, background reviews, and merit system rules. We just remove unnecessary delays and paperwork that slow down good candidates.
Why delay pay incentives—won't that leave vacancies longer?
We start with process fixes and outsourcing audits right away to reduce vacancies quickly and cheaply. Pay incentives roll out in Year 2 once Budget, Contracts, and Audits reforms free up real dollars (projected 12–18% savings). This avoids unfunded promises and ensures sustainability.
How do we know the other reforms will free up enough funding?
Pilots in Year 1 prove savings (e.g., contracts pilots show 12–18% cuts, audits spot overlaps). Transparent Idaho tracks every dollar saved and reallocated. If savings fall short, we scale incentives accordingly—no risk to taxpayers.
What if vacancies stay high in Year 1?
We use existing tools (overtime, temps) while cutting delays and outsourcing. Year 1 focuses on process fixes that lower vacancies without big costs—setting up for bigger wins in Year 2.
How do we pay for fair-pay incentives without raising taxes?
From savings on outsourcing (temps cost 20–50% more), overtime, and unfilled positions that burn money. Pilots will prove the savings first.
What if pay is still too low compared to private sector jobs?
Targeted adjustments for the hardest-to-fill roles (e.g., rural nurses, corrections officers). Public pay transparency helps attract talent, and we build on existing market-adjustment authority.
Does this cost taxpayers more overall?
No. Full-time staff usually cost less than long-term outsourcing or overtime. Filling vacancies reduces burnout and improves service—saving money in the long run.
How does this connect to the budget reform?
Better staffing means agencies show stronger results in budget reviews. Fewer vacancies protect frontline services from blind cuts.
What about rural departments with extra hiring challenges?
The citizen team includes rural voices. We will add location-based incentives (e.g., housing stipends or relocation help) where needed, funded by savings.
What about high-turnover roles like corrections officers or mental health staff?
Targeted pay, incentives, and better working conditions (e.g., less forced overtime) to retain people. We prioritize those areas in pilots and scale with funding.
What about impacts on mental health or public safety services?
High-turnover roles like mental health staff and corrections officers get priority in pilots and incentives. Fewer vacancies mean shorter waits and safer communities.
How does this tie to grant reform?
Better staffing supports grant-funded programs (e.g., workforce training, community health) by ensuring agencies have people to deliver outcomes.
What if savings from other reforms are slower than expected?
Year 1 focuses on zero-cost fixes (process simplification, outsourcing audits). We scale incentives only when savings are proven via Transparent Idaho tracking—no risk to taxpayers.