The High Cost of Turnover

Panelists:

- Chief W. Dwayne Orrick, Cordele, GA 
- Chief Beau Thurnauer, Coventry, CT 
- Commissioner Leonard Matarese, Buffalo, NY 

• What is the Cost of Employee Turnover to Your Agency?


The High Cost of Turnover

• Police Turnover about 14%
• Market Economy 
• Some turnover is good 



The High Cost of Turnover

• Long Term Costs 
• Staff is Your Biggest Investment 
• Response to Turnover 
• Increase in Citizen Complaints 


The High Cost of Turnover

Short Term Goals: 

• Career Ladder 
• Show that you care 
• Invest in Training 
• Job Enhancement 
– Problem Solving Training 
• Generation Xer’s 
– Recruits are changing -most agencies are not 
– Younger generation has a different value system 
– Very comfortable with technology 


The High Cost of Turnover

• Recognition for Good Work 
• Conduct Formal Exit Interviews 
• Market the Department 



The High Cost of Turnover

Intermediate Goals 
• Increased Salaries 
• Identify Core Agency Values
• Flexible Health Plans 
• Recruitment Incentive Program 


Long Term Goals 
• Retirement 


The High Cost of Turnover

Agency Hiring Needs: 

• Candidate Selection
–Education
–Background
– High scorer / Pass -Fail 
–Proximity 
– Certified 
– Lateral Hire 


The High Cost of Turnover

Agency Culture: 

• Officer Autonomy 
• Officers want a life after an 8 hour day 
• Boredom 
• General Orders 
• Officer Mistakes 
• Leadership 
• Organizational Loyalty 
• Citizen Input 


The High Cost of Turnover


Strategies to Reduce Turnover: 

• Increase job satisfaction 
• Allow officers to “ride along” with another
agency—the grass is not always greener
• Invest in your agency