2.  National:  Average turnover: 17-19%  Average vacancy: 8%  Training Success rate: <50% ?  Careers average 2-3 years long  Sedona Regional  2012: 7.7% 2013: 8.3%  Zero Vacancy for over two years  100% last 3 years plus off 1 year probation  Average experience 10+ Years

3. Turnover Short Handed Hiring Process Training Meanwhile Workload and Stress Increases! Trainee Doesn’t Make it. More Hiring

5.  Most of the following ideas not “New” or “Unique”  Results may vary  There will be bad times  This takes effort and commitment

6.  What’s Good ? What’s Not ?  Why did they take the job ?  Why would they leave ?  How did they hear about the job ?  How is the training program ?  How are the trainers ?  Can they help recruit ?  Work Improvements ?

7.  Why Leaving ?  Work Improvements ?  Training Program improvements ?  Be prepared for unflattering comments

8.  What staffing are you now ?  What is your max staffing ?  Staffing Models/Formulas  Are you meeting guidelines (Ring time, NFPA 1221, etc.) ?  Foreseeable turnover  Is Over-hiring a possibility ?

9.  Planning  Advertising  Screen Applicants  Sit In  Testing  Oral Board  Background  Review of Process and Document

10.  Work with HR: Ally or worst enemy ?  Utilize communications personnel  Testing time frame  Hiring List ?  Lateral Transfers

11.  What’s the Budget ?  Local  National  Social Media  APCO/NENA  Talk lists  Current Employees

12.  Planned prior to receiving applicants  Screened by more than one person  Who is reviewing ?  What is the cut off ?  What is important to your center ?  Local Area Knowledge  Veterans Preference  Prior Experience  Computer Experience  Education

13.  We required 2 hrs  Give Tour  Have an agenda  Have checklist to take home  Listen to calls  Question period

14.  Testing software or ?  Test current staff  Set pass/fail levels  Set time limits  We chose top 10 to go to Oral Boards  Don’t be afraid to fail people!

15.  Utilize communications personnel  Same questions each person

16.  Work with HR to make sure background is done in department policy, and done within confines of law.

17.  Review the process at each step  Make notes on items such as testing so future hiring can refer to those notes

18.  No quick fix  Communicate with higher ups  Realistic Expectations

19. jjennings@sedonafire.org