IT STARTS AT HOME: INTERNAL ACTIONS POLICE AGENCIES CAN TAKE TO IMPROVE STAFFING

Abstract

The shortage of police officers in the United States has become a crisis. Many officers leave the force after only a few years, and police departments struggle to find qualified applicants to fill rapidly increasing openings. This thesis asks what police leaders can do to solve their staffing problems. The research looks to the armed forces’ recruitment methodology and the private sector’s use of analytics to address strategic problems, and analyzes two police departments that have been able to reduce the number of open positions through an integrated approach to recruiting, retention, and force management. The research finds that traditional methods are no longer effective; modern recruiting requires departments to adapt to new and changing environments and generations. Recruitment advertising must be honest and targeted to the right audience, and must use the most appropriate medium for the message. To promote retention, police leaders must go beyond offering competitive compensation; equally as important, they must consider how they engage with and connect to their employees. Further, successful force management requires leaders to determine which positions must truly be filled by sworn officers and which can be filled by appropriately skilled civilians. To address staffing challenges, police leaders must start with retention and force management to determine what and who they need, and then enhance their recruiting efforts to complete the triad and fill their open spots.