Retirement incentives aim to preserve expertise at airports and other facilities

WENATCHEE — Replacing an experienced airport employee can take months of recruitment, specialized training and supervised work. A new Chelan-Douglas Regional Port Authority policy aims to give the agency more time to prepare when those employees retire.

Commissioners voted Oct. 27 to authorize a retirement notice and transition incentive policy offering eligible employees a one-time payment for committing to a retirement date, providing advance notice and helping transfer their responsibilities.

Payments range from 5% to 10% of annual base salary, depending on length of service, with a maximum of $15,000 per employee. Required notice ranges from 90 to 180 days, based on the position’s responsibilities and the anticipated difficulty of recruiting and preparing a replacement.

CEO Jim Kuntz said the policy addresses concerns about losing highly skilled employees whose decades of experience cannot be quickly replaced. Finance Director Monica Lough described airport positions where training and supervised experience can take approximately six months before a new employee is ready to work independently.

Officials said advance notice would allow the port to begin recruiting, arrange training and preserve knowledge that could otherwise leave with a departing employee.

The policy applies to regular employees with at least five years of qualifying service who meet applicable retirement eligibility requirements. Qualifying service includes cumulative employment with the regional port authority, the ports of Chelan and Douglas counties, and Pangborn Memorial Airport.

Employees with five through 10 years of service would receive 5% of annual base salary. Those with more than 10 through 15 years would receive 7.5%, and employees with more than 15 years would receive 10%, subject to the $15,000 cap.

The notice requirements reflect different recruitment and training needs. Administrative support, customer service, general maintenance and similar positions generally require 90 days. Professional, technical and supervisory positions generally require 120 days, while leadership and especially difficult-to-replace positions require 180 days.

To participate, employees must submit a signed notice identifying a definite retirement date and agree to cooperate with transition work. That may include documenting procedures, identifying upcoming deadlines and unresolved matters, assisting with recruitment, and training a successor or other employees.

Payment follows the employee’s final day of employment and depends on meeting the policy’s requirements. It is separate from any eligible leave cash-out.

Staff described the incentive as compensation for an advance retirement commitment and an orderly transition. The policy does not apply to employees leaving for another job or those who had already submitted retirement or separation notice before its effective date.

Commissioners also discussed planning reserves for potential payments. Lough said the cost would depend on how many eligible employees participate, with the individual cap limiting the obligation.

The policy is intended to give both employees and the port time to prepare for retirement while reducing the risk that an unexpected vacancy interrupts essential operations.

Andrew Simpson: 509-433-7626 or andrew@ward.media