State and local governments including cities, counties, and special purpose districts (Transportation, Transit, Library, etc), spend upwards of 80% of their budget on costs associated with recruiting, classifying, compensating, training, and retiring employees. It’s a significant activity with millions of SLG employees. In addition, a higher percent of public employees are also covered by various civil service laws or by collective bargaining contracts – or both. We understand HR needs within these complex settings.

Never before have HR challenges been greater – fewer budgeted positions, higher costs for health care, and the increasing rate of retirements. The challenge today is not “doing more with less,” it’s how to continue to provide effective public services when retirements, revenue caps, and benefit costs consume remaining resources.

SMART consultants are skilled at helping provide new organizational strategies, designing training and leadership development programs, and assisting in transforming the recruitment, hiring, compensation or retention processes. Our HR and Human Capital competencies, honed by the best practices in the industry, yield significant benefits to our public clients from recruitment through retirement, as illustrated below:

• Recruitment and Sourcing
• Selection and Testing
• Position and Classification Management
• Compensation and Benefits
• Organizational Design
• Staffing and Complement Analysis
• Training and Employee Development
• Performance Management
• Retirement