Retention & Recognition
An early warning when a member stops showing up, with a stay interview to have about it. A named mentor and a task book for every new recruit, recognition from the department and from teammates, and a record of why people leave, so the chief can see whether new members are still there a year on.
When a member’s attendance drops below their own usual pattern, a task opens for staff to hold a stay interview. What keeps them, what gets in the way, and a follow-up date are logged, and the Retention page shows how many flagged members actually got that conversation. The member never sees a score.
Assign a mentor by name and they are emailed the introduction. The recruit’s probationary task book is built on the skill sign-offs officers already record, and staff are told when probation is ending with skills still outstanding.
Give department awards, and see suggested ones from years of service, LOSAP points, training hours, event attendance, and calls answered. Staff decide; nothing is handed out automatically. Members can send a teammate kudos, too.
Record a reason and a date when a member separates or retires, and the member can be emailed a short exit survey. The chief’s dashboard groups departures by reason and by length of service, with how many would consider coming back.
Retention at 90 days and at one year from acceptance, for members who came through an application and members you imported, on the chief’s dashboard and in the monthly digest.
Each recruiting source is followed from application to a year on the roster, so you put your effort into the channels that bring members who last, not just applications.
Inside TurnoutFlow
Every screenshot below is the shipping product with a demo department's data in it.
Who is drifting, in plain numbers
Each member is compared with their own usual attendance, and the line says it in plain numbers. A member someone has already talked to waits out a cooldown instead of being flagged again.
Are new recruits still here?
Retention at 90 days and at one year from acceptance, next to every join-year cohort and this year’s departures.
Why people leave
Every departure carries a reason and a date, and the short exit survey says whether they would consider coming back.
Suggested awards
The department’s own numbers suggest who has earned an award. Staff grant it or dismiss it; nothing is handed out automatically.
Recognition in the member’s app
Members see the awards they have been given and can send a teammate kudos. Thank-yous stay between sender and recipient.
A mentor who can see the task book
A mentor sees how each recruit’s task book is coming along, built on the skill sign-offs officers already record.
Recruiting
A finished application, and a coordinator who knows who is waiting.
Onboarding
The first 30 days, without an officer chasing paperwork.
Roster & Records
One record per member, and everything else reads from it.
Training & Readiness
Know who is ready, skill by skill, without the sign-in sheet.
Scheduling & Coverage
Know the crew is short before the shift, not during it.
Incidents & Response
File the report once, and let it count everywhere.
Leadership Insights
What the chief needs to know, with the next move attached.
Checks & Assets
Truck checks that leave a record, and failures that get fixed.
Member App
Where members keep the record current, in seconds.