HR Risk Management

A Decade of Impact

Celebrating a 10-year milestone in the history of the CIS Pre-Loss program

In 2014, we launched the Hire-to-Retire program with a bold mission: to mitigate risk by reducing costly employment claims. A decade later, the program has become a cornerstone in our efforts to mitigate risks, control costs, and support our members in navigating complex employment issues.

“The Hire-to-Retire program was created to fill a growing need among our members,” said CIS Deputy General Counsel Tamara Russell. “It’s evolved significantly over the years to better address what members truly need.”

Since its inception, the program has achieved remarkable outcomes. Employment claims involving Pre-Loss consultations cost 35% less on average than those without, dropping from $60,865 to $45,070 per claim. Additionally, claims with Pre-Loss involvement are less likely to escalate to litigation (21% versus 34%), and even when they do, they cost 8% less than their counterparts.

Lower Claim Costs

Claims with Pre-Loss consultations cost 35% less, dropping from $60,865 to $45,070 per claim.

Fewer Lawsuits

Claims with Pre-Loss involvement are less likely to escalate to litigation (21% vs. 34%).

Lower Litigation Expenses

Even when claims go to court, cases with Pre-Loss involvement cost 8% less than those without it.

A Collaborative Approach

At its heart, the program’s success stems from its proactive and personalized approach. Tamara attributes this to the program’s strong emphasis on building relationships and tailoring services to each member’s unique needs.

“We’ve grown from offering standard solutions to providing nuanced, member-specific support,” she explained. “For example, our HR Consultant Pam Bowles has become our small city specialist, helping numerous smaller members address HR challenges in a way that fits their size and resources.”

The program’s evolution also includes expanded training offerings, from legal requirements like harassment prevention, to innovative sessions such as managing difficult conversations and understanding evolving leave laws. The program also offers HR-related trainings led by Senior Public Safety HR Consultant Jeff Williams that are tailored to the unique needs and culture of public safety agencies.

“Our goal is to ensure members are equipped with practical tools to prevent issues before they arise,” said Tamara.

Driving Results Through Expertise

CIS Executive Director Patrick Priest praised the team’s ability to deliver results.

“The expertise provided by our Pre-Loss attorneys and consultants is key to the program’s success,” he said. “They specialize in both general government and public safety, ensuring members receive the targeted support they need.”

In 2024 alone, the team worked with 96 members quarterly, managed 816 new matters, and conducted 124 trainings — a record-setting year.

The team’s efforts have not gone unnoticed. Feedback from CIS’ 2024 Annual Member Survey includes glowing praise:

“The HR Academy was great!”
“The Pre-Loss team are rockstars! There has never been a training I felt was a waste of time.”
“We can always rely on the Pre-Loss legal team to provide solid guidance.”
“Sharon’s help with HR issues is amazing. Katie’s help with Pre-Loss and guidance with employee issues is excellent.”

Retiring the Hire-to-Retire Program Name and Transitioning to a New One

After hearing from many members that the Hire-to-Retire name was causing some confusion on which Pre-Loss/HR team member to contact for services, CIS’ Executive Team made the decision to “retire” the Hire-to-Retire name and replace it with Pre-Loss Services. This name change reflects CIS’ commitment to clarity and accessibility.

“While the name is changing, the dedication and expertise of our team remains the same,” explained Tamara. “By unifying under the Pre-Loss name, we’re making it easier for members to access the resources they need.”

Looking ahead, the Pre-Loss team aims to expand its impact through enhanced training options, and continued adaptability to evolving employment laws.

“We continually evaluate how to make our services more accessible and effective,” she said. “Whether it’s offering specialized support for small-city HR departments, or providing more regional trainings, we’re focused on meeting our members where they are.”

A Legacy of Partnership

The Pre-Loss program’s legacy is one of partnership, innovation, and measurable success.

As Patrick summarized, “This program exemplifies CIS’ strategic goal to mitigate risk and control costs. The numbers speak for themselves, and the positive feedback from our members reinforces the value we bring.”

Even as the program’s name changes, its mission remains the same: to support Oregon’s cities and counties in building stronger, more resilient workplaces. For CIS members, the Pre-Loss team’s expertise is not just a service — it’s a vital resource for navigating today’s complex employment landscape.

Interested in HR training in 2025?

Register now for CIS’ popular training sessions, including the Spring Supervisor Training, a workshop on workplace investigations designed to help HR staff gain critical skills.

For additional information, please reach out to Pre-Loss Services by email at preloss@cisoregon.org, or by contacting staff:

Tamara Russell

Deputy General Counsel

Pamela Bowles

HR Consultant

Sharon Harris

Senior Consultant – Human Resources & Organizational Development

Katie Kammer

Senior Pre-Loss Employment Attorney

Cindy Lin

Pre-Loss Employment Attorney

Jeff Williams

Senior Public Safety HR Consultant