Durham Strategic Plan Dashboard
Prosperity
Status Indicator: 
In Progress | 
On Hold | 
Complete/Ongoing
Initiative: 2.32 Study, Implement and evaluate retention strategies across public safety agencies
Creating a Safer Community Together
Description
The team has developed two innovative recruitment tools as areas for further exploration. First, exploring 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 will look into increasing and improving educational incentives. Many first responders are motivated by the opportunity to learn new skills through training. The team envisions this might be accomplished by enhanced tuition reimbursement opportunities for employees and an educational leave benefit for use apart from one’s regular accruals.
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?
It is believed that these two strategies, the provision of childcare services for employees and enhanced educational opportunities, will greatly curb the attrition we have experienced in the public safety sector. Retaining employees is the ultimate goal of this initiative. The City of Durham has a long history of investing in employees, and this will further that commitment and demonstrate that the City is invested in employee success.
What have we been doing?
Our team has been conducting research regarding retention strategies across public safety agencies. We have contacted and met with organizations ranging from other local governments, to private organizations, to childcare services providers, and public servant research agencies. In addition to researching other programs, our team has made recommendations to leaders and heard feedback on how to move forward, including starting the process of planning survey instruments that will help guide our efforts and ensure we are having the most beneficial impact possible for our employees. Though the exact vendor has yet to be identified for production of the survey, we have spoken with several possible partners.
What's next?
While we knew from the outset this project was going to be an ambitious one, the team was encouraged once we started to gather information about similar successes in this field. From the research process, we have determined that our next steps should include a survey of staff to see what strategies resonate with them and provide the most impact. The team will also continue collaborating with other initiative teams and outside partners to determine what the potential financial impacts of these strategies could be.
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