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There is a staff shortage at municipalities. The outflow among especially young civil servants (35 years or younger) is high. In fact, over a third of new young civil servants leave within three years. Research by Lars Tummers of Utrecht ľ¹Ï¸£ÀûÓ°ÊÓ, in cooperation with VNG Connect, shows that too little career development is the main motive.

The researcher held focus groups with young civil servants and issued a questionnaire that was completed by 551 young civil servants and 115 municipal secretaries. He found 10 reasons why young civil servants leave, from lack of diversity to too much administrative burden. Here are the top three:
 

• Not enough career development. Young officials experience a lack of growth opportunities, especially since promotions are based on seniority rather than performance.

   
• Too little use of competencies. Young civil servants feel they cannot use their skills enough. They want more responsibility in projects.
   
• Inadequate financial growth. Young officials see lack of financial growth as a major reason for leaving. This is especially prevalent in small municipalities.

Difference in views of municipal secretaries and young civil servants

The survey also reveals a difference between the views and solutions of young civil servants and municipal secretaries. For example, municipal secretaries think that lack of financial growth is often not a reason for leaving. It therefore seems valuable to Tummers to discuss this: is financial reward an important reason for young civil servants to leave or not? And what solutions are feasible within the organisation?

Although some think that a stuffy work culture is an important reason for leaving, this research shows that the reasons are a lot more concrete: little career development, no use of competencies and inadequate financial growth cause young civil servants to leave, says Lars Tummers.

Collaborate on career opportunities, competencies and financial growth

Retaining young civil servants is crucial for municipalities. By focusing on career development, leveraging competencies and providing financial growth opportunities, municipalities can reduce the outflow of young civil servants. However, it is important to link individual interest with organisational interest. After all, not everyone can make a career and grow financially. By talking about mutual expectations and opportunities, municipalities can continue to engage and retain young civil servants.

More information

Read the full report â€˜Strategieën om jonge gemeenteambtenaren te behouden’ (‘Strategies to retain young civil servants in municipalities’) or contact Lars Tummers: l.g.tummers@uu.nl.