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Action Plan AP 3.29 All supervisors are encouraged to catch employees doing things right and doing the right things, and to publicly recognize individuals for their efforts. Recognition Awards should become a regular part of department meetings. PRIORITY 2. AP 3.30 Administration Division will establish and/or coordinate the following events: Children's Christmas Party, Promotion Receptions, Annual Awards Banquet, Annual Firefighter Mass, and other similar events. PRIORITY 2. AP 3.31 The Administration Division shall, in an effort to continue and maintain a team atmosphere, continue to support The Auxiliary and The Women's Auxiliary. AP 3.32 Administration Division shall develop and implement a "Family Assistance Program" for our fellow employees who are experiencing rough times and ensure that during these times, our family is there to help. PRIORITY 2. AP 3.33 operations Division shall develop and implement a "Bring your Son/Daughter /Spouse to Work" program. PRIORITY 5. AP 3.34 Develop and implement a program for short - notice child care so employees who are giving care to their children can still respond to calls. PRIORITY 2. Recruitment and Retention Since 1991 the department has seen a continual attrition of firefighters for various reasons, mostly related to job changes, moving out of the city, changing family obligations, and changing life priorities. This has led to the department moving from hiring bi- annually to a process that hires new employees on a continual basis. A healthy economy, relatively low unemployment rate in the Metro, and an expensive housing stock in Roseville contributes to a shortage of available part -time workers and contributes to the difficulty of Roseville Fire to compete with private employers. This is especially true during the weekday, daytime hours. our goal is to remain a competitive employer of part -time labor in Roseville. Objectives • Continue to evaluate and establish recruitment goals to ensure the department employs the appropriate number of personnel to meet the needs of the customers. • Continue the development of the department's recruitment program. • Continue to evaluate and estimate attritions rates from retirements and resignations, attempting to ensure the recruitment of quality new employees in an effort to maintain appropriate staffing levels. • Continue the development of recruitment schemes and marketing programs in an effort to attract quality applicants for employment. • Continue the development of competitive pay and benefit practices. 31