San Juan County is pleased to present the monthly series County Compass: Navigating Civic Participation that shares ways to understand County systems, get involved with local government, and be an informed resident.
San Juan County and representatives from the Local 1849 Union recently published a comprehensive review of the 32-hour work week (32HWW) initiative at the first six-month check-in. You can read the full report on the County’s Engage website here: engage.sanjuancountywa.gov/san-juan-county-s-32-hour-work-week
In the fall of 2023, the 32HWW was adopted to support the County in maintaining fiscal health in the face of rising wage and inflation pressure, improving employee recruitment and retention to strengthen the workforce, and prioritizing the well-being of islanders.
Where to Learn More
Six-Month Findings
The report features key findings in four main areas: Fiscal Health, Employee Recruitment and Retention, Islander Wellness, and Evaluating County Operations. Highlights include:
- Fiscal Health: The County calculates that Union-requested increases at a 40-hour work week would have amounted to an unsustainable budget difference of approximately $975,000 more than the 32HWW budget in 2024. The County continues to carefully analyze the financial implications of the 32HWW and develop other strategies to maintain fiscal health.
- Recruitment and Retention: The number of County applicants has spiked and the time it takes to fill positions has dropped by 62%. HR data shows voluntary separations (quitting, retiring) have decreased by 46% between Q1 of 2023 vs Q1 of 2024, allowing the County to retain a skilled workforce.
- Islander Wellness: During respiratory illness season, employee timesheet data showed that employees used an average of 31% less sick time than before the 32HWW.
- Evaluating County Operations: Since implementing the 32HWW, the County has experienced little variation in its ability to deliver key programs and services. No staff positions or programs have been cut and public services are being maintained. Many departments continue their ‘on-call’ services and respond to after-hours needs.
- Evaluating County Operations: Employee timesheets show that a 20% reduction in hours for full-time employees did not necessarily equate to 20% less hours worked across the organization. In fact, employee hours worked only dropped by an average of 8%, thanks to fewer vacancies and the continuous support of part-time staff whose hours were unchanged.
What’s Next?
A 'six-month check-in' serves as a valuable interim assessment point, offering an opportunity to gauge progress, address any immediate concerns, and course-correct if necessary. The County also recognizes there’s much more to learn and improve upon.
That’s why the organization is working toward a final report at the two-year milestone. Over the course of two years, the 32HWW will be observed across multiple budget and project cycles, various seasonal workflows, new procedures, and staffing changes to more comprehensively understand its efficacy and sustainability.
In the meantime, the County will focus on increased communication, employee training and skills development, and establishing a team to integrate report findings into County operations.
By diligently monitoring the impacts of the new schedule, the County will adapt its strategies, address challenges, and optimize the benefits of the 32HWW.
Questions? Contact: 32hours@sanjuancountywa.gov