on the program. Their job security is dependent on successfully completing this training. The difference is “we have to work harder to get qualified applicants into the law enforcement profession,” said Hollingsed. And this shift in the BLET process is one example of how some municipalities are doing so. As previously mentioned, hiring qualified applicants is only one part of the problem. Local police departments must adapt to new-generation work cultures to get good candidates to stay. “That goes back to taking care of our people, whether that is through officer wellness or through career development,” said Hollingsed. Many police departments across the state of North Carolina are heavily invested in officer wellness. New strategies are being researched and implemented as a way to ensure police officers are happy and stay in their local-government careers. Hollingsed cited a couple of examples he’s seen throughout the state, such as early warning systems. “It’s not to notify us of a problem with an officer for disciplinary reasons, but to save that career ... If we can intervene earlier, either through counseling or additional training to save officer careers, that is our goal in the long run,” said Hollingsed. To support this effort, the North Carolina General Assembly awarded the NCACP with a $1.5 million grant in 2023. Since then, the NCACP has been administering the grant across North Carolina police and sheriff’s departments who are interested in officer wellness. “Anything that can help that agency increase the level of wellness, whether that’s physical or mental health, these grants will help those agencies get those programs up,” Hollingsed explained. Outside of the policing profession, other municipal departments are facing similar issues and offering similar solutions. Focus on employee wellness is happening across all jobs in local government. One way the League is supporting these efforts is through our Health Benefits Trust (HBT) Wellness Grants. Members of the League’s HBT medical program are eligible to apply for a portion of the $100,000 allotted by the Risk Management Services Board of Trustees. Members can apply to host various wellness initiatives, such as: financial management classes, fitness classes or equipment, nutrition or stress management educational speakers, and much more. The Central Pines Regional Council recently identified the need for enhanced employee wellness programs. In response, they applied for and received HBT’s Wellness Grant. With this funding, they conducted a Mental Health First Aid training day for its staff. The League is proud to offer this support to HBT pool members who are looking for ways to improve employee wellness and, in turn, retention. Navigating Workforce Challenges continued from page 29 The competition for skilled workers has intensified. Municipal governments are struggling to compete with private sector employers who can offer competitive salaries with attractive benefit packages. Qualified candidates are quickly recruited by businesses. NCLM police officer defensive driving training in Winston-Salem. SOUTHERN CITY Quarter 3 2024 30
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