Staffing: Evidence First

There's talk on the campaign trail about staffing costs driving tax increases – that Sooke has too many staff, they're paid too much, and we need a hiring freeze. But reviewing staffing isn't a new idea. It's already happening. When someone leaves, their job isn't automatically filled. The District looks at whether the position is still needed, whether filling it can wait, or whether the work can be done differently. New positions aren't automatic either. Departments have to explain why they're needed, requests are weighed against Council's priorities, and Council decides whether to fund them. Sooke Together supports this process.

What we don't support is starting with the assumption that Sooke simply has "too many staff.” Staffing reflects the services our community expects. When Council made 24/7 fire and police coverage a priority, for example, that required more people. So if you believe Sooke has too many staff, there's a pretty important question: which services do you think the District is providing too much of?

Many positions require specialized education and professional qualifications – planners, firefighters, finance professionals, public works crews, building officials, and others. Many municipal employees are unionized, with wages and working conditions set through negotiated collective agreements. And Sooke has to compete with other municipalities to attract and keep good people.

Of course we should look for efficiencies, review positions, make sure taxpayers are getting good value. But we also need stability and a respectful workplace. Let’s make evidence-based decisions. Review staffing as needs change. Look for efficiency. Let’s not start with assumptions about staffing – whether there are too many people or how many tax dollars could be saved by cutting jobs. The question is: what services does Sooke need, and what does it take to deliver them responsibly? Sooke Together: evidence first, conclusions second.