Bloomfield Township Struggles to Attract and Retain Quality Workforce Amid Compensation Concerns

Bloomfield Township Faces Challenges in Retaining Top Talent

Bloomfield Township is in the spotlight this month as the newly-installed Supervisor, Mike McCready, delves into some serious issues that have long been bubbling beneath the surface. In his successful campaign for the 2024 election, McCready highlighted a pressing concern: the township is falling behind in hiring and retaining the best police officers, firemen, and other essential employees needed to keep the community vibrant and safe.

The Results Are In

On November 11, the Board of Trustees received a long-overdue compensation and benefits study that confirmed McCready’s worries. Conducted by Management Advisory Group International, the study clearly indicated that Bloomfield Township has indeed lost ground compared to other communities when it comes to competitive pay for its workforce. The findings didn’t stop there; the study also revealed that sick time, paid time off, and holiday leave offered to township employees are slightly lower than the market averages. McCready stated this situation is simply unacceptable.

A Shifting Landscape

Once considered a model municipal employer, Bloomfield Township—located about 20 miles north of Detroit and home to over 44,000 residents—has begun to see serious vacancies in several departments. This particularly affects the police department, which has struggled to attract qualified candidates amid higher pay offerings from nearby local departments like Birmingham and West Bloomfield. Rather than consider enhancing compensation, the former Supervisor, Dani Walsh, suggested lowering hiring standards, an idea that many believe undermines the community’s values.

Expectations of Affluence

Residents of Bloomfield Township generally have high expectations. They are accustomed to paying substantial property taxes, not to mention other local millages aimed at public safety, and expect a significant return on their investment in the form of excellent local services. Dr. Russell Campbell, the Senior Vice President of MAGI, pointed out during the presentation that attracting and retaining top talent requires a robust benefits and compensation structure—ideally placing salaries in at least the 75th percentile of similarly situated employers. McCready is all about making this happen, and he feels it’s vital Bloomfield Township gets back to that standard.

Strategies for Retention

One of McCready’s immediate goals is to figure out how to retain employees. He has expressed his commitment to improving compensation packages, which may include new benefits like parental leave policies and pay for certifications or licensure attainment. He plans to engage with current employees to understand their needs better and even reach out to former employees—especially those in leadership positions—to dig up ideas that might entice them back to the township.

A Careful Review Process

However, the presentation of the compensation study raised some eyebrows regarding its timing and distribution. Familiar practices in other municipalities would have ensured that trustees received this important document with adequate time to review it prior to the meeting. Instead, the report was handed out during the board meeting itself, a move that seemed a bit backward to many observers. It also happened to be Walsh’s last meeting before leaving office, and while the report had undergone multiple revisions, the nature of these changes remains unclear. Many in the township hope that the new board—along with McCready, Clerk Martin Brook, and Treasurer Michael Schostak—will carefully examine the study and work collaboratively to address the prevailing employment issues.

Moving Forward

With the election results fresh and the community standing at a crossroads, it is pivotal for Bloomfield Township to reclaim its status as an employer of choice. By investing in its workforce, the township can enhance its appeal as a desirable community for both employees and residents. The first step is improvement in salary and benefits—after all, the community deserves a workforce that is rewarded adequately for their hard work and dedication.