Attraction and retention of CEOs and senior staff in rural-remote and Indigenous local governments: recruitment, retention and performance management

Attracting and retaining [chief executive officers] CEOs and senior staff is a major issue for rural, remote and Indigenous councils (RRI councils). Even when they are able to attract these staff, there is uncertainty as to how to retain their skills in the midst of high staff turnover. This research examines options available to RRI councils to improve their prospects of attracting high quality CEOs and senior staff to their organisations and how to retain them. It responds to a national survey of RRI CEOs undertaken by the Australian Centre of Excellence for Local Government (ACELG) and the Queensland division of Local Government Managers Australia (LGMA) in 2012, which identified this as a major issue.

The research involved a review of previous research undertaken relating to the attraction and retention of staff in RRI areas in industries other than local government. It also examined previous research into the attraction and retention of CEOs and senior staff in local government (not just RRI councils). Detailed interviews were undertaken with 25 RRI CEOs and other local government stakeholders (e.g. LGMA, local government associations, local government departments, and some specialist local government recruitment agencies) in those states and territories with RRI councils.

The key issues identified by the research were that: not all RRI councils are the same, many facing different challenges depending on their location; attracting staff to remote regions is not just a local government issue but is a challenge for many industries; working in RRI communities can be a very rewarding experience; one of the most important elements of a salary package to attract CEOs and senior staff to RRI councils is good quality housing; the retention of CEOs is strongly linked to a successful mayor/CEO relationship and job satisfaction; and there is a lack of positive structured performance management of CEOs and senior staff.

The findings are contained within two volumes. The research report focuses on the research and detailed elements of attracting and retaining senior staff to RRI councils. The report is supplemented by a practical ‘how to guide’, which has been specifically prepared for mayors and councillors to provide them with tools to improve recruitment practices, increase retention rates and better manage performance planning for CEOs and senior staff at RRI councils.

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