- IN THIS EDITION -

FY 24/25 HR Recap

Tips for Retaining Public-Sector Employees in these Challenging Times

How to Give Constructive Feedback Without Demotivating Staff

HR Toolkit: Supervisory On-Demand Learning Series

Navigating DEI Uncertainty

Call for Newsletter Contributors!

Don't Miss These Important HR Events

Testimonials from POOL/PACT Members

FY 24/25 HR Recap

Tips for Retaining Public-Sector Employees in these Challenging Times

It is not a surprise to HR representatives and managers that public entities in Nevada are facing a challenge, and perhaps a crisis, in retaining quality employees. MissionSquare Research Institute reported that an alarming 52% of local public-sector workers were considering leaving their jobs, mainly driven by burnout and inadequate pay. Public-sector employees face unique pressures, including high expectations, resource constraints, and evolving public demands. Recent budget developments at the federal level under the new administration, coupled with potential budget cuts at the state level, exacerbate an already precarious situation regarding retaining quality employees. 

Maintaining skilled and important team members is not only a matter of organizational stability, but also a testament to the commitment to serving the public with excellence. 

To mitigate the risk of losing valuable employees, HR representatives might consider the following strategies to assist managers and supervisors in keeping these employees:



• Enhance Recognition and Appreciation: Regularly acknowledge the efforts of your team members. Simple gestures like personalized notes of appreciation or recognizing staff during meetings can go a long way in boosting morale. Be sure the recognition is specific, honest, and timely.

• Career Development and Coaching: Invest in professional growth by offering training programs, mentorship opportunities, and career advancement pathways. Career coaching can help employees identify strengths, set career goals, and develop actionable plans to achieve them. This will help to retain quality employees because it fosters a sense of investment in their careers while aligning personal aspirations with team or organizational goals.

• Flexible Work Arrangements: Explore flexible scheduling options or remote work opportunities where feasible or allowed by policy. Providing flexibility shows trust in a team’s ability to deliver results while accommodating personal needs.

• Competitive Compensation and Benefits: While budget constraints exist, advocating for competitive pay structures and reviewing benefit packages can demonstrate a commitment to fair competition.

• Wellness Initiatives: Implement wellness programs that address mental health, stress management, and work-life balance. The Employee Assistance Program (EAP), Acentra Health, to which POOL/PACT members have access, is a helpful resource which can aid in providing a wide range of support and services in combating burnout and other work-related issues that lead to employees leaving.

• Feedback Mechanisms: Foster open communication channels where employees can voice concerns and give feedback. According to Gallup, one-on-one conversations with employees are particularly important to lessen burnout. In fact, employees who feel supported by their managers are 70% less likely to experience burnout. “Stay interviews” can be effective in catching concerns early and identifying surface issues before they escalate, such as burnout, lack of recognition, or unclear expectations.

As HR representatives navigate these challenging times, it’s important that they support managers and supervisors with assistance in prioritizing retention strategies. Doing so will help to retain talent while fostering a resilient and motivated workforce that will continue to serve the public with excellent service.

For more information on recruitment and retention strategies, contact your POOL/PACT HR Business Partner.

HR Toolkit: Supervisory On-Demand Learning Series

Stepping into a supervisory or management role is a big transition, and doing it well in the public sector comes with its own unique set of challenges. Do you have an employee interested in moving into a supervisory role or someone who has recently transitioned to be a first-time supervisor but has not been able to receive formal management training?

You want them to attend POOL/PACT HR’s facilitator-led “So, You Want to be a Supervisor?” training, but perhaps they are not able to travel to an on-site course or the next scheduled facilitator-led session doesn’t fit their calendar.

If this is the case, you’re in luck! POOL/PACT HR offers “So, You Want to be a Supervisor?” as an On-demand Learning series. This course offers a practical introduction to what it's like stepping into a supervisory position in the public sector providing tools, tips, and practical know-how to support them in a an advanced role.

The purpose of this On-demand Learning series is to:

• Provide an overview of what it's like to be a supervisor and manager in the public sector;
• Provide information to help successfully navigate the challenges that come with being a supervisor, manager, and leader; and
• Provide the skills, tools, and knowledge necessary to be an effective supervisor, manager, and leader.

Topics that will be covered during this On-demand Learning Series include the differences between private and public sectors of employment, leadership styles, and performance management. A full list of topics covered can be found in our Training Catalog online.

By the end of this series, they will have a better sense of their future role, their strengths, and how to lead with impact in the public sector.

This self-paced course is divided up into 9 modules (13 courses including assessments, evaluations, and the participant guide). The approximate total time commitment is 4.5 hours.

To enroll in this course, registered users can log on to Absorb, click on the link to view the catalog, click to expand the Leadership folder, find the Curriculum, and click Enroll. If they are not able to access the training, contact mikevanhouten@poolpact.com for assistance.

Navigating DEI Uncertainty

Recent federal executive orders have created uncertainty for employers, especially those receiving federal funding, about their responsibilities related to diversity, equity, and inclusion (DEI) programs.

At the center of this issue is Executive Order (EO) 14173, “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.” Under this EO, any agency receiving Federal funding is being required to “certify that it does not operate any programs promoting DEI that violate any applicable Federal anti-discrimination laws.” The administration has stated that treating individuals differently based on classifications such as race or sex, even in support of DEI efforts, may violate Federal law and could jeopardize funding.

In theory, any employer that already follows state and Federal anti-discrimination laws, such as Title VII, should be in compliance with this EO. However, the language of the order has prompted concerns among some employers that even trainings on inclusion or unconscious bias could be interpreted as non-compliant and put their funding at risk.

POOL/PACT has received questions from members about how this may interact with Nevada law, specifically NRS 281.177. This statute requires public employers to provide training on diversity and racial equity, which may include:

     (a) Implicit and unconscious bias; and

     (b) Undoing organizational, institutional, structural and systemic racism.

In response to NRS 281.177, many POOL/PACT members have incorporated DEI-related courses into their mandatory training programs, including courses available on POOL/PACT’s eLearning platform. However, the interaction between state law and EO 14173 remains unclear, and no definitive guidance has been issued on whether fulfilling the state requirement could conflict with the Federal order.

At this time, POOL/PACT HR is making every effort to ensure that our training content aligns with both Federal and state requirements. However, because legal interpretations may vary, the decision to implement and rely on these training courses ultimately rests with each employer. We encourage members to review their use of these trainings in consultation with their legal counsel to ensure alignment with their agency’s specific obligations and risk tolerance.

It’s also important to note that EO 14173 is being challenged in court, and the legal landscape may continue to shift. In the meantime, organizations receiving Federal grants should work closely with legal counsel to carefully review their DEI-related policies, training, and practices to ensure ongoing compliance and protect their funding.

Call for Newsletter Contributors!

Do you have insights, success stories, or tips to share about public-sector human resources? We’re looking for contributions for the POOL/PACT HR newsletter! If you’re interested in submitting an article, please contact us at hrtraining@poolpact.com.

Let’s learn from each other and celebrate the great work happening across our member agencies!

DON'T MISS THESE IMPORTANT HR EVENTS

Essential Management Skills in the Public Sector

Lovelock: August

Registration Opens: June 11, 2025

Carson City: September

Registration Opens: July 16, 2025

Virtual: November-December

Registration Opens: September 17, 2025

Advanced Essential Management Skills in the Public Sector

Carson City: November

Registration Opens: September 10, 2025

HR Leadership Conference

Stateline: October 14-16, 2025

Registration Open Now! Register here.

HR Law & Order: 2025 Nevada Legislative Recap for Local Government

Virtual: July 15, 2025, at 10:00 a.m.

Registration Opens: May 27, 2025

Please join us for an overview of the approved HR-related legislation POOL/PACT HR tracked during the 2025 Legislative Session which may have an impact on your HR program. The webinar will review assembly bills, senate bills, and school-related bills.  

Help shape a session designed for the 2025 POOL/PACT HR Leadership Conference!

One of our speakers will be presenting a breakout session on “Creating Psychosocially Sound Workplaces,” and your input could help narrow the focus of the presentation. 

Please take a moment to complete this brief questionnaire.

Testimonials from POOL/PACT Members

We recently asked for member testimonials about POOL/PACT HR services. Here are a few of the many we received.

Kim Todd, Comptroller, Eureka County

POOL/PACT HR has been extremely helpful with those HR issues we tend to scratch our head at. We had an incident where a department was using the old 1980 time clock stamp machine and it was causing some FLSA issues on whether the employee was “engaged to work” or “waiting to be engaged”. I reached out to POOL/PACT HR, and they were instrumental in providing sound advice that has moved us in the right direction so we can avoid any FLSA allegations by the employees on when they “clocked in” to work. They are always so enjoyable to work with and if they don’t have the answer they are willing to put in the research and help you find the correct answer. We enjoy all the resources posted on the website that are easy to find and valuable information. HR is changing all the time and it’s comforting to know they are just a phone call or email away in helping us avoid major catastrophes that could have huge financial ramifications.

James L. Smith, Director of Human Resources, White Pine County

As a newly hired HR Director that is new to public sector, your HR department has made my life easier in so many ways. I consistently utilize all of the materials, references, and briefings that you have on your website; this tool alone has saved me hours upon hours of work and I would find it difficult to function without it at this point.

I also have sought direct guidance from your team on multiple occasions, and you/they have done a fantastic job of helping guide me through multiple situations; these situations have encompassed a multitude of “natures” and, in all scenarios, I was better off because of your guidance. I also very much appreciate that in each of these cases, everyone was very diligent in following up with me afterward to ensure that all was rectified and/or to find out if there were any updates with which your team could assist.

The services that POOL/PACT HR offers are so critical to members, and I believe that you have done a wonderful job of fulfilling that responsibility!

Paul Johnson, CFO, White Pine County School District

POOL/PACT HR has been an invaluable resource, providing expert guidance and support that has helped navigate complex HR challenges with confidence. The personalized approach and responsiveness of your team have made a significant impact, whether it’s through policy development, compliance assistance, or training resources.

The recent work with respect to our Phase I HR Assessment was particularly beneficial. The assessment provided a comprehensive review of our existing policies, highlighting areas where we lacked clarity, consistency, or compliance with best practices. Through this process, we were able to identify gaps in key policies HR policies. With POOL/PACT HR’s guidance, we modified and strengthened these policies, ensuring they are legally sound, equitable, and better aligned with the needs of our staff and students.

By addressing these policy deficiencies, we have not only reduced the risk of HR-related issues but also created a more transparent and supportive work environment.

This has led to improved employee understanding of expectations, increased trust in HR processes, and a stronger foundation for our district’s operational success.

Your support has truly made my job easier, and I appreciate the expertise and professionalism your team brings to every interaction. Thank you for all that you do!

Do you have a testimonial you would like to share with POOL/PACT HR? If so, please submit it here.