Local Government Talent Crisis: How to Retain Staff in Public Administration

Experts and municipal leaders gathered at the “Perły Samorządu” Congress to address the severe staffing shortages in local government, fueled by uncompetitive salaries, a looming generational gap, and shifting workplace values.

The Administrative Staffing Crisis

Growing social expectations, complex legislation, and the digital revolution have pushed local governments in Poland into a staffing crisis. This deficit of specialists is not merely a financial issue, but a fundamental challenge to the continuity of local community services.

During the Perły Samorządu Congress, experts and city officials discussed whether public offices can compete with the private sector for top talent in the age of artificial intelligence. The debate, moderated by Joanna Pieńczykowska, featured insights from Ostrów Wielkopolski Mayor Beata Klimek and Dr. Kamil Flig of the SGH Warsaw School of Economics.

Recruitment Challenges and Salary Gaps

Beata Klimek emphasized that building a professional and ambitious team is an exceptionally demanding task. She noted that finding candidates who understand the nuances of civil service is increasingly difficult, noting that her own experience involved significant trial and error in team building.

Dr. Kamil Flig identified three structural causes for the current crisis: uncompetitive wages, particularly for technical specialists compared to the private sector; a generational gap as experienced officials retire without replacements; and a general deficit of professional competencies.

Shifting Values and the Civil Service Ethos

Mayor Klimek observed a shift in the values of younger generations, noting that the traditional ethos of public service is losing popularity to a focus on self-realization. She remarked that candidates often prioritize immediate financial rewards and work-life balance over their potential contribution to the local community.

Dr. Flig suggested that to attract talent, local governments must highlight the “prestige” of the work and the tangible impact public servants have on people’s lives, as research shows that the sense of purpose is a key motivator for employees.

Technology as a Tool, Not a Replacement

While discussing the future of the workforce, Dr. Flig noted that digital tools and artificial intelligence could help mitigate staffing shortages. However, he cautioned that these technologies should be used to support staff rather than replace them in critical decision-making processes.

He argued that while automation is necessary, human oversight is essential, particularly when decisions directly affect the lives and social needs of residents. Technology, in his view, remains a supportive supplement rather than a complete solution.