Durham Strategic Plan Dashboard
Prosperity
Status Indicator: 
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Complete/Ongoing
Initiative: 2.32 Study, Implement and evaluate retention strategies across public safety agencies
Creating a Safer Community Together
Description
The team originally developed two innovative recruitment tools as areas for further exploration. First, this initiative explored pathways to provide childcare services to the families of public safety employees. Anecdotally, supervisors often hear that lack of appropriate childcare impacts employee decisions to call out from work, or more permanently leave the profession altogether. The provision of these services could greatly impact an employees’ ability to be available, both mentally and physically, for work assignments.
Next, this initiative focused on increasing and improving educational incentives. Many first responders are motivated by the opportunity to learn new skills through training. The team envisioned this might be accomplished by enhanced tuition reimbursement opportunities for employees and an educational leave benefit for use apart from one’s regular accruals
Ultimately, the focus of this team shifted to recruiting among three public safety entities in the City: Durham Emergency Communications (911), the Durham Police Department, and the Durham Fire Department. This initiative now includes creative ways for these agencies to recruit personnel to their ranks.
Key Measures & Data Analysis
Studying retention strategies is crucial for decreasing public safety vacancy rates because these strategies directly address the underlying issues contributing to high turnover in the field. Retention strategies, such as educational opportunities, robust professional development, and comprehensive support systems, create an environment where public safety professionals feel valued and engaged. By investing in these areas, the City hopes to foster higher job satisfaction and commitment, to reduce the likelihood of employees leaving for other opportunities.
Furthermore, strong retention strategies contribute to organizational stability and continuity, which are critical for maintaining effective public safety services. Reduced turnover leads to a more experienced and cohesive workforce, improving overall service quality and community trust. Thus, investing in retention not only reduces vacancy rates but also enhances the efficacy and reliability of public safety operations.
Public Safety Vacancy Rates
Why is it important?
The City of Durham is committed to filling vacancies not uncommon to public safety agencies across the nation.By focusing on innovative measures, the City strives to recruit and retain employees to provide excellent service throughout this vital field.
What have we been doing?
Durham Emergency Communications (911)
- Implemented test validation of critical test modules – Biddle Consulting Group support
- Implemented over hire for each training academy with two additional employees
Durham Police Department
- Designed career development Retreat for current female officers
- Trained Captains and Lieutenants to assist with applicant background investigations
- Awarded grant for recruiting and retention strategies focused on women and the Hispanic community
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2023 COPS Micro-grant - $159,018 to support our 30x30 initiative to recruit, retain and advance women in policing by 2030.
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2024 COPS Micro-grant – $175,000 support our 30x30 initiatives similar to our 2023 grant with additional focus that targets applicants from our Hispanic community. Approved by City Council 11/18/2024.
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Durham Fire Department
- Developed peer support group
- Created committees for hiring and important issues
- Implemented employee referral Incentive
What's next?
Durham Emergency Communications (911)
- Continue researching and working toward previously stated initiatives
Durham Police Department
- Additional 2023 / 2024 COPS Micro-grant activities
- Hosting leadership retreat for current officers
- Plan and complete additional 30X30 initiatives
- Encourage current officers to attend nationally recognized conferences in the field of law enforcement
Durham Fire Department
- Develop accelerated lateral hiring process
- Implement employee referral program
- Develop officer candidate school for current Department personnel
City Website Home Page: Durham, NC | Official Website (durhamnc.gov)
Budget Website Page: Budget & Management Services Department | Durham, NC (durhamnc.gov)
Budget and Management Services Department
Office of Performance and Innovation
Strategy and Performance Division