Retention and Community Programming in Public

Safety

Chief Gary Sparks, PhDCity of Douglasville Police

Department

**CAREER OPPORTUNITIES**

WHAT DO CANDIDATES DO?• CANDIDATES WILL RESEARCH

YOUR ORGANIZATION, LOOKING FOR BETTER OPPORTUNITIES.

• ALTHOUGH COMPETITIVE PAY IS AN IMPORTANT PART OF RETENTION, OUR CULTURE AND MENTALITY INCREASE THE CHANCE OF RETAINING THE EMPLOYEE. WE STRESS TO OUR SUPERVISORS TO NOTBE THE REASON AN EMPLOYEE LEAVES THE DEPARTMENT.

RECRUITING**Retention begins at recruitment**

• MAKE SURE YOU HAVE THE RIGHT RECRUITING PERSONNEL IN PLACE. THE RECRUITER(S) SHOULD BE ABLE TO KNOW IF THE RECRUIT IS IN LINE WITH

THE DEPARTMENT’S CULTURE & VALUES.

• BACKGROUND CHECKS WHICH INCLUDE CHARACTER REFERENCES SUCH AS NEIGHBORS, TEACHERS, MILITARY, ETC., FINANCIAL CHECKS,PSYCHOLOGICAL & DRUG SCREENINGS ASSIST WITH RECRUITING THE TOP

CANDIDATES THAT WILL FIT IN WITH OUR CULTURE.

EVERY NEW HIRE SHOULD BE SET UP FOR SUCCESS FROM THE START. YOURONBOARDING PROCESS SHOULD TEACH NEW EMPLOYEES NOT ONLY ABOUT THE JOB BUT ALSO ABOUT THE COMPANY CULTURE AND HOW THEY CAN CONTRIBUTE

TO AND THRIVE IN IT. DON’T SKIMP ON THIS CRITICAL FIRST STEP. THE TRAINING AND SUPPORT YOU PROVIDE FROM DAY ONE CAN SET THE TONE FOR

THE EMPLOYEE’S ENTIRE TENURE.

• NEW HIRES ARE CONSIDERED PART OF THE TEAM ON THEIR FIRST DAY. THEIRVOICE

MATTERS!

**MENTORSHIP PROGRAM**PAIRING EMPLOYEES WITH A MENTOR: NEW TEAM MEMBERS LEARN THE ROPES

FROM EXPERIENCED EMPLOYEES, AND, IN RETURN, THEY OFFER A FRESH VIEWPOINT TO THEIR MENTORS. IT IS IMPORTANT TO PAIR THE NEW RECRUITS

WITH AN EMPLOYEE WHO IS VESTED IN THE DEPARTMENT.

ONBOARDING PROCESS = RETENTION

• COMMUNICATIONS, TECHNOLOGY & SOCIAL MEDIA

• BUILDING TRUST & LEGITIMACY WITH YOUR COMMUNITY

• TRAINING & EDUCATION – TO BETTER OUR OFFICERS

• OFFICER WELLNESS & SAFETYPROGRAMS

• EFFECTIVE LEADERSHIP• UNDERSTANDING CULTURAL

DIFFERENCES AS WELL AS GENERATIONAL DIFFERENCE (GEN X, Z, MILLENNIALS)

• INSTILL A CULTURE OF PRIDE IN OUR DEPARTMENT

•DO UNTO OTHERS AS YOU WOULD HAVE THEM DO UNTO YOU. TREAT OTHER PEOPLE

WITH THE CONCERN AND KINDNESS YOUWOULD LIKE THEM TO SHOW TOWARD YOU

• AN EMPHASIS ON TEAMWORK —ENCOURAGE ALL YOUR EMPLOYEES, NOT JUST

STAR PLAYERS, TO CONTRIBUTE IDEAS AND SOLUTIONS

• PROMOTE TEAMWORK BY CREATINGOPPORTUNITIES FOR COLLABORATION,

ACCOMMODATING INDIVIDUALS’ WORK STYLES AND GIVING EVERYONE THE LATITUDE TO

MAKE DECISIONS AND COURSE-CORRECTIONS, IF NEEDED

RETENTION IN PUBLIC SAFETY CULTURE & VALUES

RETENTION IN PUBLIC SAFETY = LEADERSHIP

• EFFECTIVE LEADERSHIP – THE ART & SCIENCE OF INFLUENCING OTHERS TO WILLINGLY FOLLOW

• EMPLOYEES LOOK TO LEADERSHIP FOR INSIGHT AND REASSURANCE DURING THESE TIMES. IF YOUR ORGANIZATION IS GOING THROUGH A BIG SHIFT,KEEPING YOUR TEAM INFORMED HELPS EASE ANXIETIES AND MANAGE THE

RUMOR MILL

• KEEP LINES OF COMMUNICATION OPEN THROUGHOUT THE CHAIN OFCOMMAND

• EMPLOYEES SHOULD BE HELD ACCOUNTABLE, AND DISCIPLINE NEEDS TO BE PROGRESSIVELY ADMINISTERED. DISCIPLINE SOFTWARE ALLOWS FAIRNESS

TO YOUR EMPLOYEES

RETENTION IN PUBLIC SAFETY: DEPARTMENTAL INCENTIVES

• REFERRAL INCENTIVES - $250

• POAB DUES PAID

• OPTION OF FACIAL HAIR; SUMMER UNIFORMS, TATTOO POLICY(NON OFFENSIVE)

• HAIRCUTS PAID(3 @$7.50 MEN’S / 1 @$20.00 WOMEN’S)

• TAKE HOME VEHICLE AFTER THE FIRST 6 MONTHS OFEMPLOYMENT

• DEPARTMENT ISSUED CELL PHONE AFTER COMPLETION OF FTO

RETENTION IN PUBLIC SAFETY: DEPARTMENTAL INCENTIVES• DRY CLEANING PAID UP TO $50 PER MONTH

• WELLNESS OFFERINGS: ONSITE GYM, PERSONAL TRAINING, MARTIAL ARTS & YOGA. TRAUMATIC INCIDENT, MENTAL

HEALTH & PTSD COUNSELING

• TUITION REIMBURSEMENT UP TO $3000 PER SEMESTER(UP TO 10 OFFICERS ON THE LIST)

• ADVANCED TRAINING OPPORTUNITIES AVAILABLE IN STATE, AS WELL AS THROUGHOUT THE COUNTRY

• SPECIALIZED DIVISIONS SUCH AS MOTORS, SWAT & SPECIAL OPERATIONS - ALLOWS ROOM FOR PROMOTION

OPPORTUNITIES

RETENTION IN PUBLIC SAFETY: DEPARTMENTAL INCENTIVES

• EMPLOYEE APPRECIATION: EMPLOYEE OF THE MONTH INCENTIVES SUCH AS$50.00 GIFT CARDS, COOKOUTS

• FAMILY ATMOSPHERE: COOKOUTS, CHRISTMAS DINNERS THAT INCLUDE EMPLOYEES AND THEIR FAMILIES. GIFTS FOR NEW BABIES, ETC.

• UPDATED EQUIPMENT AND COMPUTER SOFTWARE PROGRAMS. PROVIDING ALL THE TOOLS, TRAINING & EQUIPMENT TO ASSIST IN KEEPING OUR OFFICERS

SAFE AND SUCCESSFUL

• WORK-LIFE BALANCE — A HEALTHY WORK-LIFE BALANCE IS ESSENTIAL TO JOB SATISFACTION. PEOPLE NEED TO KNOW THEIR MANAGERS UNDERSTAND THEY

HAVE LIVES OUTSIDE OF WORK. IF STAFFING PERMITS, WE ALLOW OUREMPLOYEES TO ATTEND THEIR CHILD’S SPORTING EVENTS, SCHOOL

ACTIVITIES, ETC.

WHY DO EMPLOYEES LEAVE?•INADEQUATE SALARY AND BENEFITS

•FEELING OVERWORKED AND/OR UNSUPPORTED

•LIMITED OPPORTUNITIES FOR CAREER ADVANCEMENT

•A NEED FOR BETTER WORK-LIFE BALANCE

•LACK OF RECOGNITION

•BOREDOM

•INEFFECTIVE LEADERSHIP

•CONCERNS ABOUT THE COMPANY’S DIRECTION OR FINANCIAL HEALTH

•UNSATISFIED WITH THE COMPANY CULTURE

•THE DESIRE TO MAKE A CHANGE

COMMUNITY PROGRAMS IN PUBLIC SAFETY IS A PLUS FOR RETENTION

•DCOP PROGRAM: GOING DOOR TO DOOR WITHIN OUR COMMUNITY INTRODUCING OURSELVES & HANDING OUT PUBLIC SAFETY INFORMATION. THIS ASSISTS IN KEEPING OUR OFFICERS & CITIZENS SAFE BY ALLOWING

THEM TO DEVELOP A RELATIONSHIP.

• COMMUNITY ENRICHMENT –BIWEEKLY

• YOUTH AGAINST VIOLENCE – 42 WEEKS (4 – 8 WEEK SESSIONS, 1 – 10 WEEK SESSION)

• SPRING / FALL FESTIVALS

• ANNUAL TOY DRIVE

• CAREER DAYS AT LOCAL SCHOOLS

COMMUNITY PROGRAMS IN PUBLIC SAFETY - DCOP

• TOWN HALL MEETINGS DIRECTED AT OUR CITIZENS, FAITH-BASED COMMUNITY ANDBUSINESS OWNERS

• NATIONAL NIGHT OUT

• SEPTEMBER SATURDAYS

• TRUNK OR TREAT – IN COLLABORATION WITH THE DOUGLAS COUNTY SHERIFF’SOFFICE

• PARADES

• JAMBOREE

QUESTIONS?

Chief Gary Sparks, PhD

sparksg@douglasvillega.gov

Main: 770-920-3010

Direct: 678-293-1785

Mobile: 678-409-2337