E1.1 Collect feedback on job satisfaction from city staff and leadership on a regular basis. Include questions related to new hire recruitment and onboarding (as applicable) and retention.

E1.2 Assess existing staff training program to ensure it reflects best practices and methods.

E1.3 Ensure adequate staffing levels, technology, and balanced workloads to sustain staff and programs.

E1.4 Provide growth and cross-training opportunities to attract emerging and seasoned professionals, develop new hires, and retain staff.

E1.5 Consider assessing the City’s staffing structure and departments to allow for internal advancement, growth opportunities, and succession.

E1.6 Initiate a market study of the region to ensure staff salaries are comparative and competitive.

E1.7 Explore a professional development program that provides meaningful training, education, and skill-building opportunities for internal staff to achieve professional goals.

E1.8 Consider an internal mentorship program that connects staff across departments and levels for informal learning and relationship building.

E2.1 Create and maintain a dashboard that tracks, monitors, and evaluates action items that advance the Strategic Plan. Update the dashboard as action items are completed, removed, or revised.

E2.2 Initiate an annual updating process to review Strategic Plan action items in-progress, using it as an opportunity to coordinate on internal workplans, evaluate successes and opportunities, and advance upcoming initiatives. Maintain the annual update process to complete Strategic Plan action items.

E2.3 Incorporate strategic planning as an action item during annual city budgeting workshops to ensure adequate funding for future planning and initiatives.