R2005-34 ACCEPTING PROPOSAL AND AUTHORIZING AGREEMENT

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Step #2—GET SOME SEATS FILLED! We would want to chat with the human resources people and see how we can ramp up the hiring process. We have some very progressive and proven tactics that will quickly and efficiently get quality team members added to the PSAP. It is worth looking hard for the "right people" not just warm bodies. Our hiring process is also very cost effective in addition to being innovative. We are still in a �ow economy and one that has left some qualified applicants searching for employment.We would also tap into the vocational and handicapped rehabilitation pool. There are some very loyal and talented people that don't often hear of PSAP openings. They are very qualified and there are often "employment financial incentives" to employ from this dedicated applicant pool. In addition to our consulting services, we would also help get the word out on your hiring. We would help with direct fax and e-mail to our existing customers and students from classes in Illinois and surrounding states. No other consultant has this ability. We charge nothing for this added benefit. Step #3— ENTHUSE THE TRAINERS AND SUPERVISORS It sounds like some or all of the CTO's are wagging the dogs tail. We need to make sure you have a team of absolutely dedicated trainers. They need to be shown their role in the organization and shown the benefits of getting quality applicants through the process. I would strongly encourage some 1-day training workshop or we can split it into 2-3 four hour sessions. We are fully aware that un-managed trainers can become the "unofficial Chief' if not kept in check. The Supervisors deserve at least a 48 hour workshop with our trainers to help infuse them with some motivation and more importantly, some positive and proven tools to ' onduct the CTO and Su ervisor keep their teams runrnng smoother. We would c p Workshops in one trip to save travel expenses. IF your are able to schedule your new hire oral boards during this period, we would gladly add a day at half price to help in the ' interviews and selection of new staff members. Step #4— POSITIVE REINFORCEMENT Throughout the process, we absolutely need to praise positive change and positive performance. Look for any reason to celebrate success. Letters, handshakes, public praise and bonus perfcs within PSAP policy should be used. As the good things happen, the PSAP staff need reinforcement! This is the path to building more than a team; we will hopefully retum the PSAP to the"family"that it deserves to be.