Riverside County

Case Study

Building a future-ready public workforce with interest-based career development

Challenge

Retaining a motivated, competent workforce and filling hard-to-staff positions.

With over 20,000 employees and more than 1,600 job classifications, Riverside County is one of California’s major population centers and public employers. Like many counties nationwide, it has long struggled to fill critical roles—such as nurses, engineers, and juvenile probation officers—with top-quality talent.

To address these gaps, Riverside launched the Educational Support Program to upskill internal talent. The goal was twofold: help current employees grow into hard-to-fill roles and increase engagement by aligning career paths with individual aspirations. Employees were eager for advancement and personal growth, but needed guidance to navigate educational requirements and career options within the vast county system.

Solution

Strong Interest Inventory® assessment to align personal interests with career opportunities.

Shondi Lee, Riverside County's Educational Support Program Manager and career counselor, led the initiative. Drawing on her experience as an academic advisor, she implemented the Strong Interest Inventory® assessment as a foundation for the program.

Each employee completed the Strong prior to their career planning session. Lee then met one-on-one with participants to review their results, understand their current aspirations, and explore roles aligned with their interests. Together, they evaluated education paths, budget considerations, and real-life job demands.

Rather than pushing employees toward generic in-demand jobs, the Strong provided a nuanced picture of fit—helping individuals uncover roles they'd enjoy and excel in. It also helped dispel career myths shaped by popular media or external expectations, guiding participants toward more informed, fulfilling decisions.

The program emphasized practical support: from job shadowing and volunteer opportunities to resume reviews and degree planning. Lee's hands-on approach ensured employees didn't just pursue "any" degree—they pursued meaningful roles that matched both their personality and county needs.

Key Programme Elements:

Strong Interest Inventory assessment as foundation for career planning sessions
One-on-one meetings to review results and explore aligned career opportunities
Evaluation of education paths, budget considerations, and real-life job demands
Focus on personal fit rather than generic in-demand positions
Practical support including job shadowing, volunteer opportunities, resume reviews, and degree planning

Results

Improved academic performance, stronger engagement, and better retention outcomes.

The Strong assessment had a transformative impact. Employees gained clarity about their interests and confidence in their career direction. Many discovered alternative paths better suited to their strengths—leading to career changes that improved job satisfaction and performance.

The program delivered measurable outcomes: increased academic success among participants, reduced absenteeism, improved productivity, and enhanced customer service. Lee reported rising retention rates and a more energized workforce.

By investing in employee growth and aligning personal interests with public service needs, Riverside County built a more resilient, future-ready workforce—one that is both competent and deeply engaged.

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