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Turnover - Hiring - Training or Hazing?

Submitted by Sue Pivetta on Tue, 01/25/2011 - 13:38
Agreed Dan and Brenda - Valuing those in this work is often approached by 'pat on the back' attempts where true valuing is needed in; (1) equality in pay and benefits (comp, training, retirement, etc) with other public safety members (not there) (2) recognizing and taking steps to alleviate stressors; shiftwork (i.e. creative schedules), OT (improve turnover), (3) empowering the ability to bargain for their needs (being heard).  Pat on the back - good - Equity and empowerment - vital! AND we need to add that a lot of the turnover for new hires isn't only the hiring.  They come to the floor expecting great training, to be accepted and valued and what happens?  No way to practice the work, burned out trainers, being hazed from the floor personnel.  One trainee said she asked herself, "Why would anyone want to work here, it's not worth it!" 

 

Brenda & All;
Another issue that has a tendancy to keep the hours, pay and benefits low
for the dispatch staff, and helping in this turnover issue, is the
ineffective support from labor unions that are populated mostly by other
job types that have no clue about what the dispatchers work involves.
Often even the unions treat their jobs as nothing more that some sort of
general clerk position and that's where they end up getting classified.
You all know that once they are made a part of a union it is very
difficult for them to crate change, either within the union, or, to get
out of it and into their own or a group that understands.
In these situations, education again becomes essential, it's just
different people that need the education.

 

  Sue makes some very good points and also I think the answers to why Dispatchers leave is different for each individual, yet the overall reasons are the same everywhere.  What are the main reasons people leave?  Pay [very few agencies pay that much more than the average non-professional job; even if you have a degree, unless you are in a supervisory position, you do not earn anymore than the next].  Hours [shift work is not for everyone; and studies have shown it is not all that healthy].  Stress [for quite a few agencies all the responsibility falls on one individual to do the multitude of tasks; some days that is easy, not much happens; but when it hits, it generally hits big and fast and you are asked to do several things at once and do them well] I have heard Officers say they would not do this job for any amount of money.  Rewards [are pretty much non-existent; when you mess up, it is all over the news; when you do well, you do your own pat on the back].  Demands of the job [this job is not for everyone and generally speaking the best indicator of IF an individual is going to “fit” is to have the individual do the job].  So you train; and then when they are on their own, you wait and see if they decide to stay.  And sometimes they train; then leave for greener pastures and better pay at the next agency.  Fixing the problem is difficult.
 
 
Subject: [911talk] Re: dispatcher turnover
 
Certainly there can be many reasons.  In my agency the turnover rate for new hires within 1st year is well above average.  We lose about 70-80% of new hires.  I believe what accounts for the largest percentage is poor selection process (need better pre-testing) and some unrealistic expectations of new employees.  They are not prepared for the volume of work, unable to multi-task & did not realize the demands of shift work.  Now add to that a very long standing (excess of 14 yrs) of short staffing & tremendous overtime & drafting leading to many disgruntled existing employees and the environment is so negative that several of the ones who would have made it thru training decide to leave.  The sometimes toxic atmosphere is not what they bought in to.  I do think if more people got involved early on in the professional organizations like NENA and APCO they would have a better understanding of the industry as a whole & not just their little piece of it.  It gives you more job satisfaction to know you are a part of something much larger & that many agencies share similar issues.  Now, if only we could find the answer for the overall negativity & turn it around we could solve a lot of agencies problems.