The Guilford County Sheriff's Office has experienced serious retention issues within the past two years, both in law enforcement and detention services. Personnel allocations need re-directed to increase safety for our communities and schools.Officers leaving the Sheriff’s Office involve two main reasons for departure; one is the decrease in morale because of internal personnel conflicts. The second, is feeling no value as an employee. Employees must feel part of the organization and have a belief their work is appreciated and they are receiving both, fairness and benefits proportionate to their job duties. We also MUST work collectively, and in parnership to relieve the Gun violence plaguing our neighborhoods.
Phil Byrd’s Plan
Four Key Strategies:
- Leadership. The Sheriff sets the example and policies to be followed. Leadership will build, or tear down the organization. My plan is solid leadership to restructure how service is delivered by the Guilford County Sheriff’s Office.
- Create an environment that increases the morale across the Sheriff’s Office. Fairness, officer value, honesty, and the opportunity for an officer’s growth and ambition to be recognized.
- Restructure the organization to provide peak performance necessary to carry out the many services and responsibilities to the citizens. Reallocate resources to positions that will be more responsive to our citizens and reduce the risk of violent crime.
- Implement Strategies to give officers “ownership” and responsibility to the outcomes of their performance. Officers welcome challenges when they are part of the planning and problem solving within their assigned communities. They must feel empowered to make the difference.
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