GOAL 3
Strengthen the DCS Workforce
Measurable Objective
Strategy / Strategy Description
Status
M . O . 10 - Increase the Employee Engagement Score from 69 % to 80 % by the end of FY 2023 .
Strategy 14 - Design a robust Health & Wellness program to assist employees .
Community supervision professionals simultaneously balance accountability , public safety , advocacy , and rehabilitation . Furthermore , these tasks occur within the context of large caseloads , low occupational prestige , and public scrutiny . Inevitably , this environment leads to stress and burnout , which is associated with diminished job performance . Given that the implementation of evidence-based practices rests on the shoulders of officers , prioritizing their well-being is critical for agency success . To this end , DCS created a Health & Wellness Division , which offers peer support for critical incidents , publishes a recurring health newsletter , and has designated ' Wellness Coordinators ' in every district . This strategy is complete .
Strategy 15 - Incorporate an ' Advanced Leadership Track ' into Training Curriculum .
The Employee Engagement Survey also identified the " Competency of Supervisors " as the highest area of concern for DCS employees . The DCS Training Division developed an ' Advanced Leadership Track ' to enhance the development of leaders within our agency . With a pre-management course , management course , and several advanced leadership courses , this new curriculum creates an array of opportunities for current and future leaders to hone their skills . Human Resources ( HR ) will conduct another Employee Engagement Survey once there has been enough time to realize the impact from Strategies 13 , 14 , and 15 . Therefore , this strategy is considered complete .
Completed
Completed
Georgia DCS | Strategic Plan 2022 09