Future-proofing the workforce from the ground up

For many regional councils, workforce planning now goes beyond day-to-day recruitment. Skills shortages, attraction challenges, and the need to build capability locally mean councils are thinking differently about how they develop their people for the long term. It is about sustainability.

At Gwydir Shire Council, that thinking has led to a clear focus on growing local talent from the ground up.

With a workforce of around 234 employees, the council operates across a wide geographic area and delivers a diverse range of services, from roads, parks, and construction through to childcare centres, aged care facilities, and community services.

According to People and Strategy Business Partner, Amy Taylor, that diversity brings both opportunity and responsibility. “We’ve got a real focus on building our future workforce,” Amy says. “That’s why our Career Start program is so important. It’s about introducing younger people early, growing our own and encouraging them to build a career here in the region.”

A deliberate response to regional workforce challenges

Gwydir Shire Council’s Career Start program is a strategic “grow our own” initiative, designed to address regional skill shortages while creating genuine career pathways for local people. Rather than relying solely on external recruitment, the program focuses on early engagement, hands-on experience, and long-term retention.

Each year, the program is promoted to school leavers and early-career candidates, offering access to apprenticeships, traineeships, and school-based apprenticeships. From Year 11, students can work one day a week while completing their studies, building two years of employment experience before they even leave school.

“That early exposure makes a huge difference,” Amy says. “It helps young people understand what working at council actually looks like and gives them a pathway to stay in the local area rather than feeling like they have to leave to build a career.”

Currently, Gwydir Shire Council has around 25 apprentices and trainees across various areas including road construction, parks and gardens, mechanics, childcare, and aged care. For a council of its size, that represents a significant investment in future capability.

Learning on the job, with real progression

A feature of the Career Start program is its emphasis on practical, on-the-job learning. Participants gain hands-on experience across council operations while working towards nationally recognised qualifications through partnerships with training providers.

Amy explains that development pathways are actively supported through performance reviews and regular conversations with managers. “We identify strengths early,” she says. “If someone shows potential and wants to stay, we’ll sit down with them and talk through what progression could look like. We try to give people the development and opportunities that make them want to stay.”

This approach reflects a broader cultural commitment to training and development across the organisation. “I honestly don’t think I’ve seen anyone turned away from training that supports their role or their future development,” Amy says.

Building resilience through people who belong

In a community of just under 5,000 people, most Gwydir Shire Council employees live and work locally. This connection to place shapes both culture and retention.

“We’re a very close-knit organisation,” Amy says. “People know each other at work, but they also know each other outside of work. They’re part of the same community groups, the same events, the same towns.”

That sense of belonging is reinforced by flexibility where roles allow it. While working from home is limited due to the nature of many roles, flexibility is built into hours, part-time arrangements, and rostered days off. Administrative staff, for example, receive a rostered day off every three weeks, which can be accumulated and used to support family commitments.

“Family comes first here,” Amy says. “If organisational needs allow it, we’ll work with people to help them balance work and life.”

Creating pathways in hard-to-fill roles

Like many councils, Gwydir faces ongoing recruitment pressure in key areas, particularly aged care, childcare, and trades. Council-run childcare centres and aged care facilities bring additional workforce requirements, including minimum staffing ratios and registered nurse coverage.

Career Start plays an important role in addressing these challenges by creating local pipelines into roles that are traditionally hard to fill. In aged care, for example, the council has successfully attracted registered nurses, including overseas-trained staff, supported by community connections and local networks.

“Our facilities have a really strong reputation,” Amy says. “That helps attract people, and often casual work turns into something more permanent.”

Planning for continuity and knowledge transfer

Workforce planning is also creating a stronger focus on continuity and knowledge transfer, particularly as long-tenured employees begin thinking about what comes next.

In some areas, that planning is already well underway. In council libraries, for example, mentoring and job shadowing are being used to support knowledge transfer ahead of planned retirements. “It’s about identifying someone with the right passion early and giving them the chance to learn alongside experienced staff,” Amy explains.

This long-term view extends to broader workforce planning, with work underway to formalise clearer progression structures so employees can see how they can move from entry-level roles through to more senior positions over time.

A career with visible impact

For Amy, the value of programs like Career Start is about creating meaningful, lasting careers in the community.

“In a smaller council, you’re not pigeonholed,” she says. “You get exposure to different areas, you build a broader skill set, and you can really see the impact of the work you’re doing in the community around you.”

Amy herself started at council as an administrative trainee and worked across customer service, building administration, payroll, and HR before moving into her current role. That journey reflects exactly what Gwydir Shire Council is aiming to create: clear pathways, supported development and a workforce built from within.

Why not discover where a career at Gwydir Shire Council could take you? Explore current opportunities here: Council Jobs Australia | Browse & Apply Online