What began around 2020 with the COVID-19 pandemic and the “great resignation” has become a lasting shift in the workforce, driven by generational change, rising employee expectations, and increasing competition for talent.
The Nation Center for State Court’s new “Recruitment and Retention Guide for Court Leaders at All Levels” offers practical strategies to help courts attract, develop, and retain qualified staff. Developed with input from court leaders nationwide, the guide addresses current workforce challenges and identifies concrete steps leaders at every level can take to build a skilled workforce with modern recruitment and retention strategies.
“Our courts are only as strong as the people who serve in them. As the landscape evolves, attracting and retaining dedicated professionals is vital to delivering equal justice,” said John Bello, NCSC director of court operations and governance. “This guide provides state courts with actionable, innovative strategies to build resilient workforces and support the dedicated staff who keep our justice system moving.”
National workforce trends show that up to 50% of U.S. employees are open to leaving their current employer, according to research cited in the guide. To help courts respond, the guide outlines more than two dozen recruitment and retention strategies,
including these top examples:
Recruitment strategies
1. Streamline the application process
2. Update and clarify job titles and descriptions
3. Allow workplace schedule flexibility
4. Use more creative recruiting strategies
• Retention strategies
1. Focus on workplace culture and employee wellbeing
2. Effectively onboard new employees
3. Provide opportunities for professional development and career advancement
4. Solicit and act on employee feedback
Bello noted that underlying all strategies is a more fundamental question court leaders must answer: Why do employees choose to join, stay, and leave their court?
Among the retention strategies highlighted is the focus on wellness programs and their impact on employees’ physical, emotional, financial, and social wellbeing. The guide offers examples of activities and programming related to stress management, time management, access to mental health services, fitness benefits, clubs, and social activities.
“Workplace Wellbeing: A State Court Guide” delves deeper into workplace wellness and employee wellbeing, identifying eight key areas of focus with evidence-informed strategies, resources, and tools.
The “Recruitment and Retention Guide for Court Leaders at All Levels” was developed in collaboration with the CCJ-COSCA Pandemic Rapid Response Team (RRT), which is funded by the State Justice Institute. The guide is available online at www.ncsc.org/resources-courts/building-skilled-workforce-modern-recruitment-retention-strategies.
For information about fostering a stronger, healthier, and safer workplace, access the RRT’s “Workplace Wellbeing: A State Court Guide” at www.ncsc.org/resources-courts/workplace-well-being-state-court-guide or contact NCSC at www.ncsc.org/contact-us#no-back to discuss how it can support a court.
The Nation Center for State Court’s new “Recruitment and Retention Guide for Court Leaders at All Levels” offers practical strategies to help courts attract, develop, and retain qualified staff. Developed with input from court leaders nationwide, the guide addresses current workforce challenges and identifies concrete steps leaders at every level can take to build a skilled workforce with modern recruitment and retention strategies.
“Our courts are only as strong as the people who serve in them. As the landscape evolves, attracting and retaining dedicated professionals is vital to delivering equal justice,” said John Bello, NCSC director of court operations and governance. “This guide provides state courts with actionable, innovative strategies to build resilient workforces and support the dedicated staff who keep our justice system moving.”
National workforce trends show that up to 50% of U.S. employees are open to leaving their current employer, according to research cited in the guide. To help courts respond, the guide outlines more than two dozen recruitment and retention strategies,
including these top examples:
Recruitment strategies
1. Streamline the application process
2. Update and clarify job titles and descriptions
3. Allow workplace schedule flexibility
4. Use more creative recruiting strategies
• Retention strategies
1. Focus on workplace culture and employee wellbeing
2. Effectively onboard new employees
3. Provide opportunities for professional development and career advancement
4. Solicit and act on employee feedback
Bello noted that underlying all strategies is a more fundamental question court leaders must answer: Why do employees choose to join, stay, and leave their court?
Among the retention strategies highlighted is the focus on wellness programs and their impact on employees’ physical, emotional, financial, and social wellbeing. The guide offers examples of activities and programming related to stress management, time management, access to mental health services, fitness benefits, clubs, and social activities.
“Workplace Wellbeing: A State Court Guide” delves deeper into workplace wellness and employee wellbeing, identifying eight key areas of focus with evidence-informed strategies, resources, and tools.
The “Recruitment and Retention Guide for Court Leaders at All Levels” was developed in collaboration with the CCJ-COSCA Pandemic Rapid Response Team (RRT), which is funded by the State Justice Institute. The guide is available online at www.ncsc.org/resources-courts/building-skilled-workforce-modern-recruitment-retention-strategies.
For information about fostering a stronger, healthier, and safer workplace, access the RRT’s “Workplace Wellbeing: A State Court Guide” at www.ncsc.org/resources-courts/workplace-well-being-state-court-guide or contact NCSC at www.ncsc.org/contact-us#no-back to discuss how it can support a court.
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