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(e) Coordinate healthcare workforce pathways. The department of research and <br />development shall coordinate with educational institutions, healthcare providers, and <br />workforce partners to support local pathways into healthcare and caregiving careers, <br />consistent with County workforce priorities. <br />Article 9. County Labor and Workforce. <br />Section 1-9-1. Policies. <br />(1) The County should lead by example as the employer. As one of the largest employers on <br />Hawaii Island, the County's commitment to economic opportunity for local families <br />should be reflected in its employment practices, workplace culture, and employee relations. <br />(2) Workplace policies should reflect real life. In workforce and personnel decisions, the <br />County should recognize the everyday realities facing local working families, including <br />cost of living, childcare, transportation, housing, and access to education and training. <br />(3) Youth pathways are a long-term investment. The County should prioritize youth <br />employment opportunities, including internships, apprenticeships, and entry-level career <br />pathways to build future workforce capacity. <br />(4) Workforce development should be intentional, adaptive, and forward -looking. County <br />workforce programs and personnel practices should align with operational needs, service <br />delivery goals, succession planning, and long-term workforce stability. <br />Section 1-9-2. Actions. <br />(a) Expand County workforce development programs. The department of human resources, <br />in partnership with the County's workforce development office, shall expand workforce <br />development programs, including: <br />(i) Internships, apprenticeships, and trainee programs for high school students, college <br />students, and recent graduates; <br />(ii) Career pathway planning to support employee advancement, skill development, and <br />retention; <br />(iii) Training and professional development opportunities accessible across departments; <br />and <br />(iv) Outreach and recruitment efforts that promote the County as a competitive and <br />attractive workplace. <br />(b) Plan proactively for workforce needs. The department of human resources, in partnership <br />with County departments and agencies, shall regularly assess short- and long-term staffing <br />needs, anticipated retirements, and critical skill gaps to guide recruitment, training, and <br />workforce planning. <br />(c) Remain competitive in the local labor market. The department of human resources shall <br />evaluate wage and non -wage strategies to support recruitment and retention. <br />17 <br />