Member Retention Health Check
A combination department with strong onboarding, training access and culture, but recognition limited to an annual banquet and no structured exit-feedback practice.
This is a fictional sample report. Main Street Fire Department and Main Street Police Department are illustrative examples and do not represent any real agency. Figures, names and details are invented to show what this tool produces.
By category
Top findings
- Exit-feedback practices: 0/100
- Recognition: 38/100
- Advancement & development: 63/100
Recommendations
Recognize contributions regularly
Build simple, regular recognition into the department’s rhythm - not just an annual banquet. Acknowledged members stay engaged.
Start learning from departures
Add a structured, non-punitive exit conversation and actually review what you learn. You cannot fix a retention problem you are not measuring.
Re-check after your next season
Retention practices shift with leadership and staffing. Re-run this check periodically to see what moved and confirm improvements held.
How this was made. This report is generated from a structured public-safety framework and the information you provided. Treat it as informed guidance, not a final answer, and confirm the specifics against your department’s own facts and judgment before you act.