2008_0609_packet - Laserfiche WebLink

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Action Plan AP 3.35 Ensure adequate staffing of frefthters for shifts and callbacks dav, night, and weekend. PRIORITY 1. AP 3.36 Make every effort to recruit candidates that may have longevity with the department. PRIORITY 2. AP 3.37 It shall be the goal to maintain firefighter turnover to less than 15% (fifteen percent) annually, exclusive of full - service pension retirements. PRIORITY 2. AP 3.38 Ensure the pace of organizational development is commensurate with apart-time employee's workload. PRIORITY 3 AP 3.39 Continue to market the department in a fashion that attracts new employment candidates. PRIORITY 2. AP 3.40 Develop an exit interview process. PRIORITY 3. AP 3.40 Provide pay and benefits to frefthters to ensure the fire department becomes, and remains, a competitive employer. PRIORITY 1. Employee development Historically, the fire department did not have an employee development program. This created a void in supervisor development. The department implemented a program that now includes supervisory training for all employees. The department would benefit from a defined process for our employee development that guides them on a path of educational requirements, training, and assignments to prepare them for the next level in their fire service career. Candidates filling future supervisor vacancies should be required to have supervisory training. Objectives • Have guidelines that can assist employees with the career development. • Continue the development of the supervisor training program for employees and supervisors who wish to advance through the ranks. Action Plan AP 3.40 Develop and communicate written goals for supervisors. PRIORITY 4. AP 3.41 Develop guidelines to assist employees with the process of advancement. PRIORITY 3. AP 3.42 Have supervisors complete a self - assessment of their current training status compared to the expectations of the position description and submit a plan to achieve the training expectations. PRIORITY 2. AP 3.43 Facilitate a supervisor development program. PRIORITY 2. 32