San Juan County Publishes One-Year Check-In Report for the 32-Hour Work Week

SAN JUAN COUNTY, WA November 12, 2024 – San Juan County and representatives from the Local 1849 Union are pleased to present a comprehensive report of the 32-hour work week (32HWW) initiative at the one-year check-in. Survey results and department findings are compiled into a comprehensive report available on the County’s Engage website. The results lay the groundwork for making any necessary systematic improvements as the County adapts to the 32HWW.

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 wellbeing of islanders.

“The data from the one-year report paints a picture of both successes and areas for continued improvement,” said County Manager Jessica Hudson. “The initial results are encouraging, but we know there is still much more to learn as we continue to gather and assess data over the coming year. We are committed to transparency and collaboration in continuing forward with the 32-hour work week, knowing that many eyes are looking to San Juan County to see what might be feasible elsewhere across the state and the nation.”

Incorporating Feedback

Over the last year, the County has received feedback from residents, employees, and community partners about the impacts of the 32HWW. The feedback was incorporated into the report in the following ways:

One Year 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: As noted in the six-month report, the County continues to see budgetary savings when it comes to payroll, in addition to savings from decreased employee turnover. At the one-year mark, the County maintains 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.

Recruitment and Retention: Since the implementation of the 32HWW, interest in County employment has dramatically increased. The total number of applicants has spiked by 85.5% and the time it takes to fill positions has dropped by 23.75% when comparing pre and post 32HWW data. Voluntary separations (quitting, retiring) have decreased by 48% between Q1-Q3 of 2023 vs 2024, allowing the County to retain a skilled workforce.

Islander Wellness: Over the course of the year, employee timesheet data showed 23% less sick time used after adopting the 32HWW than before. San Juan County employees are generally supportive of the 32HWW, mentioning the positive impacts on their mental health and stress levels, the ability to spend time with family and children, and improved energy levels and physical health in survey responses.

Evaluating County Operations: In most cases, departments have reported slight changes to operations but an overall ability to maintain essential services and core functions. Many departments continue their ‘on-call’ services and respond to after-hours needs. A list of department-specific key performance indicators is located in Appendix I of the report.

Evaluating County Operations: Employee timesheets show that a 20% reduction in hours for full-time employees (1.0 FTE) did not necessarily equate to 20% less hours worked across the organization. In fact, employee hours worked only dropped by 13%, thanks to fewer vacancies and the continuous support of part-time staff whose hours were unchanged.

Challenges

As one of the first Counties to adopt a 32HWW, there were few precedents to follow, and every department and office was met with its own set of challenges. At the one-year check-in, departments reported ongoing challenges including adjusting to the new schedule (particularly balancing employee schedules and different office hours for several departments), re-organizing priorities, sustaining front desk coverage, and maintaining productivity.

The transition to a 32HWW demands creative problem-solving, flexibility, and collaboration across the organization to address obstacles and maintain efficiencies. The County will continue to work toward solutions and adapt strategies based off the findings from this check-in throughout 2025.