Employee retention strategies are practices an organization follows to retain its staff (e.g. through compensation, policies, benefits, office perks, etc.). The agency’s main intent when planning those strategies is to minimize employee turnover.

• Stay Interviews

  Conducted while still on the job, the interviews are a powerful tool to identify elements that contribute to employee satisfaction (what brings you to work every day, how can this agency support you in your role?) and conversely uncovering what drives employees to leave their positions (no clear path to advancement, unpredictability of schedule). While not all employees have the personal flexibility to leave their position, many see more attractive career paths beckoning them and leaving, often creating staffing challenges for the organization. Agencies that focus on retention can better plan for the future.

• Role Clarification, Why Fuss Over It?

  Undated 
  This document by Brad Bogue of J-SAT addresses the issue of staff supervision and the need for role clarification regarding the staff's understanding of this concept when supervising what they call "non-voluntary supervision." Should role clarification be incorporated into the supervision concept of justice-involved individuals and staff doing the supervision?

• Employee Retention: Preventing a “Great Resignation” in Your Public Safety Agency

  Date: August 2022 
  Beyond a reduction in labor force, turnover also comes with a big price tag for the agency. The Work Institute estimates turnover costs employers roughly $15,000 per employee.

• A Corrections Workforce for the 21st Century

  Date: June 2019 
  This article from Federal Probation discusses the need for future effective community supervision and how to advance officers by building a culture of effective practice beyond what, how, and why.

• Micromanagement: The Enemy of Staff Morale

  Date: September/October 2019 
  This article published in the American Corrections Association magazine, Corrections Today, focuses on motivating staff with encouragement and decreasing micromanagement, enhancing the workforce, and increasing staff retention.

• Higher Education and the Recruitment, Training, and Retention of Community Corrections Personnel in the Coming Era of Criminal Justice Reform

  Date: September 2021 
  This article discusses the need for a shift in curriculum and programs in higher education to meet the needs of the community corrections industry as reforms occur and the business shifts away from the criminal justice/policing type modalities to the rehabilitation and RNR approach to community corrections.