Authors: PCE, PCE’s National Best Practices Committee (NBP)
Prosecutor offices across the nation are taking thoughtful approaches to both counteracting the concerns causing employees to resign, and enhancing the rewarding factors inspiring them to stay. This paper presents a number of these successful methods with the goal of sharing ideas that can be replicated in other prosecutor offices.
Authors: PCE, PCE’s National Best Practices Committee (NBP)
Maybe you’re facing staffing shortages. Maybe recruiting new lawyers and support staff hasn’t been fruitful. Or maybe you’re having trouble keeping up with the many roles that prosecutors must now take on. See our guide on navigating these challenges and more:
Miami-Dade State Attorney’s Office (Miami-Dade County, FL)
Population: 2,700,000 | Number of Full-Time Prosecutors:350 | Contact Information
With increasing tourism, increasing population, and increasing commerce came increasing employment opportunities for attorneys in Miami-Dade County. The Miami-Dade State Attorney’s Office needed to find ways to compete with other law firms and organizations in recruiting attorneys to serve as prosecutors in the jurisdiction.
Authors: Kristine Hamann, PCE and AE.
Read about effective methods for recruiting Gen Z prosecutors based on those in the field.
Summit County Prosecutor’s Office (Akron, OH)
Population: 537,600 | Number of Full-Time Prosecutors: 60 | Contact Information
The Summit County Prosecutor’s Office (SCPO) has improved office culture using a variety of anonymous and attributed surveys that contribute to better interpersonal relationships, morale, and productivity. Through anonymous and attributed surveys, recognition programs, and meaningful team building activities, the office culture at SCPO promotes wellness, recruitment, and retention.
Yavapai County Attorney’s Office (Prescott, AZ)
Population: 242,253 | Number of Full-Time Prosecutors: 41 | Contact Information
The Yavapai County Attorney’s Office (YCAO) has developed robust work from home policies for all of their attorneys and staff. This has enabled them to supervise remote work and maintain accountability, while affording employees more flexible work environment options. The program was devised in response to the Covid -19 pandemic but has become a popular benefit and effective recruitment tool.
On July 7, 2022 PCE hosted a second webinar on recruitment and retention for prosecutors.
Read More
On May 12, 2022 PCE’s Pop-Up included conversations with senior prosecutors, new prosecutors and law school administrators on new interview ideas, building a supportive office culture and improving relationships with law schools.
Read More