Page 33 - 2022 Annual Report 2022 01.18 0528

FIRMWIDE STAFFING

Over the last fiscal year, we grew from 141 employees to 174 employees. We also had retirements in
Steve Welter, a Landscape Architect in our Chicago Region and Jared Wilcox, our Multifamily Leader
and Architect in the Reston Region. We wish them well as they move into the next phase of their lives.
Like last year, we are still experiencing a bit of a shortage of available talent in the marketplace. It is
critically important that as leaders in our firm, we need to do everything we can to retain our talent
and consider retention programs and initiatives. I encourage each of you, as owners of FGMA, to
engage deeply with all your teammates in efforts to create opportunity and promote growth potential
right here at FGMA. After all, these teammates, along with you, are the future of FGMA. Please take
the time to recognize each of them when they exceed expectations, assist, and support project efforts.

TALENT ACQUISITION AND ALTERNATIVE WORK METHODS

We have made significant investments in our
recruiting process including a LinkedIn
Recruiter Module, our website careers page,
retaining the services of Professional Recruiters
as well as offering an employee referral bonus
to encourage our team to referral top talent
from their networks and to reach out to
individuals in the organizations they are
involved in. We have realized success with our
employee referral program and are continuing
to provide a $2,500 employee referral bonus for
any new full-time employees you bring to us,
and we successfully hire. We will be exploring
additional enhancements to our recruiting
process and partners. We will continue to
identify new methods to work together. We’ve
had proven success at working with individuals
in different locations throughout the firm. We
should not be limited by geographic
boundaries – rather, identify great talent and consider the opportunity that they may live in one
geographic region but can support and thrive on a team in another region. I believe this is a healthy
way to better understand the tremendous resources and high-level talent that exists outside of your
home region.

We also continued to work-share with partner firms. We have been and currently are utilizing Komatsu
Architecture in Fort Worth, TX to assist on several Municipal projects in both the Chicago and St. Louis
Regions as well as a Federal Project in St. Louis. These work-share arrangements have been positive
for both us and the outside firms looking to keep their current staff busy.
We also rolled out an applicant tracking system, through Paycor, to help streamline the recruiting
process across the firm. This program keeps us on task with the hiring process and tracks all potentials
in an orderly fashion. If you have any questions about any peer outreach, staffing needs or the
employee referral bonus, please speak with me, Elizabeth Wojtowicz, our CPO, or your Managing
Director.

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