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Challenge #3- Employee Development and Retention
As the City grows, the quality of its programs and service will be even more dependent
on its employees. Historically, there has not been a concentrated effort to develop
employees. The City has no formal training and development process with identified
core competencies and desired specialized skills in various skill areas. Lack of a
standard training and development process wastes departmental resources, reduces
employee effectiveness, and reduces the City’s ability to provide continuous and
improving services.
Major Long-Term Goals
To increase the overall knowledge, skills and abilities of all employees through
increased emphasis on professional development.
To increase internal efficiency in all departments.
To increase the availability and understanding of computer technology and other
training resources.
To increase the level and quality of customer service and communication skills
among management and employees.
To maintain required competency levels.
To maintain a highly qualified workforce.
Key Strategies
Develop a process and forms to assess the knowledge, skills and abilities of each
employee and develop department goals and objectives that support the City’s
strategic plan. Create a rewards program that will motivate employees to improve
performance.
Plan, develop and implement a centralized management and employee career
development-training program.
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Create a work group to identify core competencies, department-training needs
and to determine guidelines for training and development.
Conduct a broad-based training and technical skill needs assessment within all
departments.
Design a general training curriculum with core and special skill courses.