LCB HR reports 76% survey response, highlights manager-effectiveness gains and new competency-based hiring under EO 2404
March 11, 2026 | Board Council Commission Agencies , Executive, Washington
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The Liquor and Cannabis Board's HR team presented 2025 employee engagement survey results and detailed actions under Executive Order 2404 to expand employment access and strengthen hiring practices.
Janita Thompson, HR director, said 284 LCB employees participated in the survey, producing a 76% response rate. "Our scores improved by 7% from 2024" in manager effectiveness, she said, and noted growth and development scores fell 7% and are 3% below the statewide average.
Dawn Russell, labor relations and HR operations manager, summarized EO 2404 goals and said HR identified 22 action items across six categories including hiring standards, recruitment requirements, pay equity and reporting. Matthew Cornwall, talent development and recruitment supervisor, said the agency is moving to competency-based hiring to broaden access beyond rigid formal-education requirements, and that training for panel members is being rolled out in partnership with the Department of Labor and Industries to implement the Equal Pay and Opportunities Act guidance.
On separations, HR reported 56 separation actions in 2025: 19 were short-notice same-day separations that prevented outreach; 37 emails were delivered to separations, 34 employees were contacted for an exit interview and 18 accepted; 17 completed the exit survey. HR listed primary reasons employees left as pay or promotion opportunities, leadership/organizational issues, and personal reasons.
Board members asked how exit data are used; HR said consultants brief division directors and that serious concerns arising in exit interviews are escalated to division leadership or agency executives. Janita also recognized payroll and HRMS staff for sustaining 24 "perfect payrolls" in 2025 and continuing the streak into 2026 with five perfect payrolls so far.
Janita Thompson, HR director, said 284 LCB employees participated in the survey, producing a 76% response rate. "Our scores improved by 7% from 2024" in manager effectiveness, she said, and noted growth and development scores fell 7% and are 3% below the statewide average.
Dawn Russell, labor relations and HR operations manager, summarized EO 2404 goals and said HR identified 22 action items across six categories including hiring standards, recruitment requirements, pay equity and reporting. Matthew Cornwall, talent development and recruitment supervisor, said the agency is moving to competency-based hiring to broaden access beyond rigid formal-education requirements, and that training for panel members is being rolled out in partnership with the Department of Labor and Industries to implement the Equal Pay and Opportunities Act guidance.
On separations, HR reported 56 separation actions in 2025: 19 were short-notice same-day separations that prevented outreach; 37 emails were delivered to separations, 34 employees were contacted for an exit interview and 18 accepted; 17 completed the exit survey. HR listed primary reasons employees left as pay or promotion opportunities, leadership/organizational issues, and personal reasons.
Board members asked how exit data are used; HR said consultants brief division directors and that serious concerns arising in exit interviews are escalated to division leadership or agency executives. Janita also recognized payroll and HRMS staff for sustaining 24 "perfect payrolls" in 2025 and continuing the streak into 2026 with five perfect payrolls so far.
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