Identifying Performance Indicators

Job Requisition Proposal

TO: Department Manager

FROM: Rigina Cochran

SUBJECT: Proposal for New Public Safety Administrator

Colorado State Public Safety Administrator

Colorado State is committed to offering outstanding public service to all Colorado residents and communities. The state believes that people are their greatest strength. As a result, their main employment policy is to provide equal employment opportunities to all employees regardless of their gender, race, religion, nationality, disability, or sexual orientation. The safety of the residents of Colorado is the upmost importance and therefore the need of a Public Safety Administrator is a necessary position to add to the Department.

Minimum Qualifications

· Bachelor’s degree from an accredited institution in public or business administration, public health, social work, safety administration, or health services.

· 3-5 years of professional experience in developing policies and standards related to public safety programs.

· Strong writing skills, excellent interpersonal and communication skills, technical capabilities, critical thinking, complex problem solving, time management, and planning and organizing capabilities.

· The position is open to residents of Colorado State only.

· Must have a valid driver’s license

· Must pass a criminal background check

· All applications must be summited via the state’s online job application website.

How Compensation Affects Employee Recruitment and Retention

Compensation plays a significant role in employee recruitment and retention. Employees want to be paid well for the job they do for their self-esteem and as a standard means of living. To attract and retain highly qualified employees, Colorado State needs to keep its salaries competitive with what other employees who perform similar jobs are earning (Chavez, 2008).

· Provide well-rounded benefits such as 401K or 457 plans

· Sick leave, and paid vacation time

· Flexible spending accounts and health savings accounts

· Life insurance and short-term disability insurance

· Employee wellness events and activities

· Health incentives such as earning money off monthly premiums

· Medical and dental options permanent employees and their dependents

Another excellent way to attract and retain capable and skilled workers is to provide suitable raises and awards to high achievers to enhance their enthusiasm and morale ("Colorado Department of Public Safety", 2018).

Department Succession Process

To attract and retain valuable talent for the next generation of employees, the public sector needs to apply the following succession planning process:

· Identify key areas and positions that are significant for the operation of the department which if left vacant, may be detrimental to the security, safety, or health of the public.

· Determine the capabilities required to feel these positions. This section entails setting performance expectations and employee development efforts required to feel key areas and positions.

· Identify qualified employees or potential candidates whose skills and competencies could be developed to fill key areas and positions.

· Design and implement a suitable succession and knowledge transfer plan that incorporates learning, training, and development processes.

References

Chavez, A. (2008). Employee Recruitment and Retention in the Public Sector (Doctoral dissertation, California State Polytechnic University, Pomona). https://workforceinstitute.org/recruiting-and-retention-tops-the-list-of-public-sector- workforce

Colorado Department of Public Safety (2018). Retrieved from https://www.colorado.gov/pacific/publicsafety