I used to be a cast member at Disneyland during the 50th anniversary, and I loved it (still miss it...). Although it was anything but easy. I eventually had to quit, because they were unwilling to budge on my schedule during a packed school semester.
So I was thinking of a way that TDA could maybe stop the high turnover rate of CMs. Everyone knows that In & Out is known for great pay, and a great work environment. Raising wages for CMs may not be the answer for Disneyland's situation, but scheduling may be. They could make a name for themselves as the employer with the most flexibility when it comes to employee's scheduling needs.
I am sure that everyone knows that Disneyland CMs are on a point system, and if they receive too many, they are forced to quit etc. Now I am in no way saying the system is wrong, because it helps keep CMs responsible. Although the point system also punishes some of their best CMs, simply because their scheduling conflictions.
If they were more flexible, it would give CMs more of an incentive to stay employed at DLR. Here is where the changes come into play...
When a CM is first hired, they would start off with no points. As they begin to rack up points, they slowly lose their scheduling flexibility. This would help the good employees, and weed out all of the CMs that don't really care. CMs would be motivated to stay and show up, because they could keep their scheduling flexibility.
The plan was just a thought, and I know its not perfect. Although it might be able to help a bit. The biggest complaint from CMs when I was working there, was scheduling issues. If a hardworking CM has to miss a day for being sick, he shouldn't be penalized. If DLR could make a name for themselves as the schedule-friendly employer, they would attract and maintain a lot more CMs.