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Council President Scott asked what is the average work experience of the staff currently. <br />Mr. Croymans responded it has dropped down, we lost about forty -five percent (45 %) of the <br />staff before he took over. So that forty-five percent (45 %) are all under a year and a half. <br />Mr. Agostino stated the good news is since Mr. Croymans has taken over, the turnover rate has <br />dropped dramatically. We had lost thirty (30) last year and only eight (8) this year. <br />Council President Scott stated his big fear is the safety and concern of our citizens and our first <br />responders. What 911 dispatchers do, it's not just a job it's a calling, just like police and fire. The <br />concern is we have this turnover rate, and it's good we are making progress, but this has turned <br />into a boondoggle for a department that cannot fail. We have to make sure this doesn't fail, <br />because failure means someone could get really hurt. <br />Mr. Croymans stated he is completely on the same page. That is why on the spreadsheet he <br />marked out critical things in red. When we are ready to go live, it has to be one - hundred percent <br />(100 %) ready to go because that is what the police and firefighters rely on. <br />Council President Scott asked if with collective bargaining and all the changes, if the staff can <br />come and be comfortable to do their job. We are in a collective bargaining agreement for a <br />reason. We need to make sure these people are getting the training and quality of life that they <br />need to make sure they have a stable environment. <br />Mr. Croymans stated one (1) of the first things he did when he started was corrected a lot of the <br />unfairness that was going on between the staff. The collective bargaining agreement has been <br />ratified at the employee level and is at the County Council level. The quality of life will probably <br />never improve without that staffing level increase, because the turnover is always going to be <br />that. Before that, we struggled to give them bathroom breaks. They do not get lunch breaks, so <br />their quality of life is very poor but it has improved immensely over the past year. If we have the <br />staffing available those issues will dissipate. <br />Mr. Agostino stated the study done does show that if you have the proper staffing and the right <br />working conditions, it will lower your turnover and the numbers show that saves a huge amount <br />of overtime. <br />Mr. Croymans stated as for the general outlook of the dispatchers, we also wanted to improve the <br />communication between management and staff. We require quarterly meetings so the staff sits <br />down with management and discusses everything. We also put out a voluntary list to help out <br />with the new system and out of sixty (60) employees forty -five (45) signed up because they are <br />so enthusiastic to come and improve the system. If we had poor morale we would not have <br />received that many volunteers. <br />County Council President Morton asked didn't we at least come to a conclusion that we really <br />won't know the optimal level of staffing until we get into the center. <br />10 <br />