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Public Safety Workforce Succession Planning Strategies Report

This report analyzes the impacts of the 2001 Collective Bargaining Agreement on Public Safety workforce succession planning. Started in January 2005, the project focuses on training, development, classification, organization, recruitment, and retention strategies. Statistical analysis of retirements by classification and timing is conducted for the workforce, emphasizing the need for strategic planning. Human resources workload, entry-level training, employee development, and Emergency Resource Directory viability are assessed to develop budget change proposals. Strategies include accelerated examinations, streamline hiring, staffing, and retirement buyouts, as well as increasing training capacity and expanding regional training sites.

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Public Safety Workforce Succession Planning Strategies Report

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  1. CDFSuccession PlanningProject

  2. Strategies forPublic Safety WorkforceContinuity

  3. Changing Face Report • May 2000 • Impacts of 2001 Collective Bargaining Agreement (provided compensation and retirement enhancements)

  4. Succession Plan Project • Started in January 2005 • Training, development, classification, organization, recruitment, retention • Statistical Analysis • Assess Impacts • Develop Strategies • Develop Budget Change Proposals

  5. Statistical Analysis • Number of retirements (by classification) • Timing of retirements • 40 % Public Safety Workforce (June 2010) • Majority 2006-2008 • Compared to Changing Face

  6. Assess Impacts • Human Resources Workload • Entry Level Training • Continuing Education (JAC) • Employee Development • Emergency Resource Directory (ICS)

  7. Human Resources • Accelerated Examinations • Increased Transactions • Prioritize Exams • Streamline Hiring (RPP, Med) • Staffing (BCP) • Temporary Help Authority (BCP) • Retirement Buyouts

  8. Entry Level Training • Triple Existing Capacity (Academy) • Increase Staff (BCP) • Increase Operating Funds (BCP) • Maximize Opportunities • Infrastructure Limitations • Pre-existing Training/Experience

  9. Satellite/Regional Training • Offsite Academy Courses • Increase in Training Needs • Additional Campuses • Increase in Staff (BCP) • Increase in Operating Funds (BCP)

  10. ERD Viability • Critical for Command, Operational, Safety • Prioritize Training • Focused Trainee Process • Increase in Staff (BCP)

  11. Employee Development • Growing New Leadership • Mentoring Program • Training and Development Assignments • Expanding Apprenticeship Programs

  12. Continuing Processes • Mission Statement • Classification Structure • Organizational Design • Suggestion Box • Monitor Data • Contract Expansion

  13. Questions

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