Why retention is a community issue
When a police department, fire department or public works crew runs short, residents feel it. Retaining experienced employees protects service quality, public safety coverage and the investment already made in hiring and training.
Questions mayors can ask their teams
- Which departments are losing the most people, and why?
- How much are we spending on overtime to cover vacancies?
- What does it cost us to replace an experienced employee?
- How do employees rate morale and trust in leadership, and is it improving?
- What support do we offer employees in high-stress roles?
What mayors can do
- Frame retention as budget stewardship: protecting training investment and controlling overtime
- Recognize employees publicly and specifically
- Support managers who make hard workforce investments
- Ask for workforce measures in regular reporting to council and the public
Where Frontline fits
Frontline helps cities support their people and give leaders earlier clarity. 360 Advantage provides personalized physical and mental health support to employees, and Frontline Pulse shows leadership how morale and engagement are trending. Our impact calculator models the potential financial side using national benchmarks.
Frontline's planning model uses national benchmarks: an 8% annual turnover rate, about $70,000 per departure, and a 2.7% retention improvement, plus Section 125 savings of about $1,230 per participating employee per year.
Sources and further reading
Retention doesn't start when someone resigns.
Learn how Frontline helps public safety organizations support their people and identify workforce concerns earlier.