The Essential Role of Onboarding City Staff

By Aaron Menza

In today’s competitive job market, local governments face specific challenges in hiring and keeping talented employees. One example is the City of Rosemount, which is growing fast and experiencing high turnover due to retirements, making an effective onboarding program essential.

Onboarding helps new employees get comfortable in their roles, builds engagement, and improves long-term retention. For local governments, having a well-prepared team is critical because disengaged or underprepared staff can directly impact public services. Without a structured onboarding process, cities like Rosemount risk inefficiencies and low engagement, which can reduce the quality of services provided to residents.

Why onboarding matters in local government

Onboarding is more than just an HR task; it shapes how new hires view their role and influences their long-term career path.

Studies show that effective onboarding improves job satisfaction, performance, and retention. A strong onboarding program boosts employee engagement, enhances job performance, and encourages commitment to the organization — all crucial for reducing turnover.

In government roles, onboarding creates a structured path that helps employees feel welcomed, informed, and aligned with the organization’s goals. This is especially important in public service, where understanding the broader mission is essential for success.

Key elements of a successful onboarding program

A well-designed onboarding program should be thorough and tailored to the unique needs of local government employees. Here are some key components to include:

• Pre-onboarding preparation: Onboarding starts before the first day. Administrative tasks, like paperwork and IT setup, should be completed in advance. Early communication between the new hire and their supervisor can help ease any anxieties and clarify expectations.
• Structured orientation and training: A clear orientation plan should introduce employees to the organization’s mission, goals, and their role’s contribution. According to Gallup, employees with a better onboarding experience are 2.6 times more likely to feel satisfied at work. A structured approach ensures that new hires are not only well-informed, but also feel connected to the city’s objectives from their very first day.
• Onboarding handbook: A well-organized employee handbook is a valuable reference for policies, culture, and job expectations. It helps new hires settle in by providing clear answers to common questions, reducing stress and confusion.
• Peer mentorship and team integration: Pairing new hires with a peer mentor helps them learn informally and build strong connections to the organization. Approximately 56% of new hires said an onboarding buddy or mentor helps tremendously, according to BambooHR. These mentors can help clear up doubts or questions, share details of the workplace culture, and encourage participation in team activities, making the onboarding experience more welcoming.
• Leadership interaction and department tours: Casual ‘lunch with leadership’ sessions and departmental tours allow new hires to meet key figures and other teams, giving them a fuller picture of the organization and how their role fits into the city’s mission.
• Ongoing support, training, and feedback: Onboarding should continue beyond the first few weeks. Regular check-ins, feedback meetings, and trainings help employees overcome challenges and fully settle into their roles. For example, the City of Burnsville implemented a development program, known as Burnsville University, that offers employees training to build skills, support workplace culture, and promote learning, belonging, and employee well-being. This extended approach supports new employees’ transition while gathering valuable input to enhance existing employee development over time.

Program evaluation and continuous improvement

An onboarding program should include ongoing evaluation. Collecting feedback from new employees through surveys or discussions reveals what’s working and what needs improvement. Metrics like retention rates and job satisfaction also help assess the program’s success.

A consistent feedback process, like a survey sent after six months, can show how well new employees are adjusting. Continuous assessment allows the organization to adapt the onboarding program to meet evolving needs.

For local governments, a strong onboarding program is essential. As retirements and turnover continue to affect the workforce, a structured onboarding process helps create an engaged and high-performing team that serves the community effectively.

Aaron Menza is a geographic information systems (GIS) supervisor with the City of Rosemount.