ALL CITY MANAGEMENT SERVICES, INC. (4)

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Employee Retention: To enhance employee satisfaction and support our retention efforts, ACMS reviews guards wage rates annually in an effort to continually remain competitive in the local labor market. If contractual and budget requirements allow; we plan to offer small wage increases a minimum of every two (2) years based upon performance and tenure. We also provide publicized employee recognition through our Crossing Guard of the Year prograrps and Length of Service Awards. Additionally, we provide local Area Supervisor and small budget for employee socials. TRAINING Effective Initial and ongoing training is essential in a profession dedicated to the safety of children. With over 36 years of experience and commitment working cooperatively with other public safety professionals, ACMS is recognized as an industry leader in the development and implementation of School Crossing Guard training and standards of excellence. The process beings during the first contact with a potential employee when our phone interview process outlines job expectations and our zero -tolerance policy for failure to report for a scheduled shift. Throughout the application process prospective employees are reminded about the critical nature of our assignment and the work ethic and integrity required of our employees. once hired the training process starts in the classroom where the employee reviews sections of the "Employee Handbook for School Crossing Guards" and are shown the professionally produced training DVD, "Crossing Guard Safety". The process then moves to field practicum where the trainer demonstrates proper procedures and allows the employee to practice correct techniques. The employee's program is closely noted on the detailed steps outlined on the Field Training Checklist to ensure the employees' field competence. This cross -modality approach delivered by our certified trainer not only exposes the employee to the necessary training components but also addresses the needs of the visual, auditory and kinesthetic learner. While the classroom setting is expected to require approximately an hour and the field training approximately two hours. It is important tot note that the low ration of students to trainer allows for accurate assessments of the employees' readiness to move forward. The new employee is typically assigned to alternate work and closely supervised during their early assignments. They benefit from their trainer completing of a written assessment of their work which better allows them to understand their strengths and weakness and make improvements where necessary (the Site Performance Evaluation). Additionally, all new employees are required to carry and regularly refer to the Field Training Cards. This pocket -sized card (listing all steps for a safe cross) allows the employee to self -evaluate their performance prior to the time they have all steps of the procedures memorized. Throughout their employment, employees are subject to the same Site Performance Evaluation as an ongoing training and assessment tool. These evaluations happen n both side -by -side sessions as well as unannounced observations without the knowledge of the employee.