Like any other high school student choosing their future after graduation, I found myself deciding between many universities. Should I go to New England? Washington DC? The West Coast? I ultimately decided on 红领巾瓜报 because of a scholarship opportunity, and more importantly, home meant something to me. This exact scenario plays out in tens of thousands of Kansans every single year. Should they leave Kansas to find work elsewhere and take their professional knowledge and expertise with them?
A by the National Bureau of Economic Research found that Kansas was the fifth worst state for retaining college graduates, with nearly half of Kansas graduates remaining in the state. Oklahoma, Missouri, and Nebraska retain around 75 percent of their graduates. This phenomena is known as 鈥渂rain drain,鈥� when a state fosters knowledge and career-ready talent, only for that professional to take their expertise elsewhere. Pair that with findings from the that regions like Wichita have more jobs than talent to fill those roles. Communities and states suffering from 鈥渂rain drain鈥� feel the strain of trying to recruit while qualified applicants cross the stateline elsewhere.
Public service, in particular, offers a path forward. The intersection of talent exportation and the public service workforce creates an opportunity to address both issues and see our communities thrive.
Retaining young talent within public service roles is an essential step in reducing brain drain. Public service jobs, from education to healthcare, public safety, and administration, are essential. These roles offer more than just jobs鈥攖hey offer careers with meaning, stability, and the opportunity to make a direct impact on the community. Public service organizations provide some of the best opportunities for young professionals seeking purpose-driven careers. When students and young professionals see a clear path to leadership, professional development, and meaningful work within public service, they are more likely to stay in the state. This is exactly my experience. Like I said, home means something to me. I don鈥檛 think I am alone. By creating a vibrant, innovative, and supported public sector workforce, Kansas can retain and attract individuals who want to make a living and a difference.
The question is - do communities, economic regions, and public service organizations see it this way? And are steps being taken to support this solution?
I鈥檝e been proud to see and be a part of how the PPMC helps to address this challenge. Our Talent team develops leadership programs for local governments, ensuring public agencies have the right tools to attract and retain employees. Our Women in Public Service association provides tailored networking and professional development opportunities to strengthen leadership and inspire current and future generations of women to become leaders in their communities.
Our Access and Engagement staff work with municipalities, counties, nonprofits, and more to create more inclusive, responsive public services鈥攎aking the state a more attractive place to live and work. Strategic planning and community engagement always have workforce as a key component.
Since 2016, the PPMC has regularly evaluated the state's Workforce Centers. These Centers serve as a hub of information and connections for employers and job seekers. Program evaluations and analyses have revealed opportunities for continued improvement of these Centers, ultimately enhancing services for Kansas' job seekers and employers.
Every economy - locally, regionally, or nationally - prioritizes job creation. In economies that wrestle with 鈥渂rain drain鈥�, I believe we have an opportunity to increase the capacity of our communities through being intentional about encouraging and supporting a vibrant public service workforce. Public service jobs provide not only stable careers but also opportunities to shape the future of Kansas in meaningful ways. Public service can be a vehicle for innovation, research, and partnership. Public service is an arena for problem-solving. It can be a catalyst for helping the community flourish. Among a workforce hard-hit by pandemic-era retirements and that confronts a swell of leaders approaching retirement - this reality has to be viewed as an opportunity by communities facing 鈥渂rain drain鈥�. As public service employers begin finding new ways to attract talent, retain graduates, and develop professional administrators, we build a stronger public workforce, and we build a stronger Kansas鈥攐ne where young professionals like myself might find more reasons to stay.