INVESTING IN OUR EMPLOYEES
Our performance relies, first and foremost, on our employees. We seek to build the capabilities of DCS staff to help them develop
both professionally and personally and to position our agency for future success. This year, we implemented our first Employee
Engagement Survey, initiating what we intend will be an ongoing dialogue between DCS leadership and our employees. 91% of DCS
employees participated in the survey, and their input will guide initiatives to further strengthen our workplace culture.
150,715
TRAINING HOURS COMPLETED
BY SWORN EMPLOYEES IN FY17
16,487
TRAINING HOURS COMPLETED BY
NON-SWORN EMPLOYEES IN FY17
THE POWER OF PEER SUPPORT
As public safety officers, DCS CSOs place themselves
in dangerous situations daily in order to preserve the
safety of our communities. This comes at an emotional
and psychological cost, especially after a traumatic
event. DCS is initiating a program that will enable our
officers to easily access support from those who can
often best understand the unique pressures an officer
faces: peer officers.
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THE LOCAL ADVANTAGE
The new DCS Ambassador program deploys a
Community Supervision Officer in each district
throughout the state to inform and engage media
and community members about local community
supervision operations. The program helps strengthen
community relations and serves as a new professional
development opportunity for frontline officers to gain
exposure to DCS executive operations. Ten officers
were appointed to the inaugural Ambassador cohort.
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Georgia Department of Community Supervision