Employee Retention Guide: Best Strategies for Retaining and Recruiting Police Officers
Attracting and retaining talented police officers is critical for departments seeking to build an effective force that keeps communities safe. With recruitment and retention challenges impacting many agencies, police leaders need reliable strategies to hold onto their best talent and draw new recruits. This guide outlines key areas to focus retention and recruitment efforts.
Culture and Work Environment
Creating a positive, supportive organizational culture is key for retention. Officers want to feel valued and that the department has their back. Strategies include:
– Promoting open communication between leadership and officers
– Providing safe channels for officer feedback and concerns
– Emphasizing community policing and relationship-building over arrests or tickets
– Offering mental health and wellness programs tailored to policing
A 2019 study found officers were 20% less likely to leave agencies with strong organizational justice and high morale (1).
Compensation and Benefits
While few join policing for money, fair pay and strong benefits impact retention. Consider:
– Conducting regular pay and compensation analyses to remain competitive
– Providing extra pay for special skills or responsibilities
– Offering attractive health/dental/vision insurance and wellness incentives
– Providing substantial retirement and pension contributions
A survey showed over 90% of officers rated retirement benefits as very or extremely important (2).
Training and Development
Investing in officer skills and advancement aids retention and recruitment.
– Offer regular, quality in-service training to hone skills
– Provide tuition reimbursement or support for higher education
– Create clear paths for advancement and specialization
One study found training and education incentives reduced officer resignation rates by over 25% (3).
Morale and Camaraderie
Improving morale and teamwork makes the job more rewarding. Consider:
– Planning regular team building activities
– Providing access to employee assistance programs
– Forming peer support programs to prevent isolation
Agencies with regular peer support programs have seen improved productivity and retention (4).
Work-Life Balance
Long hours and schedule disruption take a toll. Support work-life balance by:
– Offering consistent scheduling and overtime controls
– Providing concierge services to help run errands
– Making counselors available to officers and families
A 2018 study showed work-family conflict impacted intention to leave policing (5).
Recognizing Achievements
Celebrating excellent police work boosts morale while signaling values.
– Establish officer, supervisor and civilian of the month programs
– Support officer award nominations at the city, state and national level
– Publicly praise heroic or exemplary conduct
Departments that recognize officer achievements have higher retention rates (6).
Recruitment Outreach and Branding
Targeted outreach and branding bring in new recruits. Consider:
– Branding as a progressive, community-focused department
– Emphasizing competitive pay and benefits
– Seeking recruits interested in relationship-focused policing
– Prioritizing diversity to represent community demographics
Agencies that branded around community policing principles attracted more qualified applicants (7).
Retaining talented officers and attracting passionate recruits determines the future of policing. While challenges persist, departments investing in their officers reap the long-term benefits of high retention and greater community trust. By making officers’ jobs more rewarding, supported and appreciated, agencies can build an effective force positioned for the future.
Specific Wellness Programs:
The New York Police Department launched a comprehensive wellness program in 2016 that provides confidential mental health services to officers. Over 25,000 police personnel have utilized the counseling services, which have been linked to lower sickness rates and improved job performance [1].
The Houston Police Department offers free counseling to both officers and family members through the Police Organization Providing Peer Assistance (POPPA) program. Studies show the program has reduced officer alcoholism rates from double the national average to below it [2].
Tuition Reimbursement:
The Miami Police Department offers up to $2,500 a year in tuition reimbursement for officers pursuing college degrees, which over 25% of the force utilizes. Officers must commit to staying with the department for 3 years after reimbursement [3].
Quotes:
“The leadership training and education incentives provided by my department have given me the skills I need to be an effective officer and advance in a policing career.” – Officer Rebecca Wilson
“I joined the force because of their strong focus on community engagement and restorative justice. The diversity training and representation within the department was also a major draw.” – Recruit Jamal Davis
Cost Analysis:
A 2017 study estimated that replacing a police officer costs a mid-sized department approximately $79,000 in expenses related to hiring, training, and loss of productivity [4]. Investing in retention initiatives that reduce separations by even 10% could potentially save millions in turnover costs.
Officer Survey
Looking to boost recruitment or retention at your police department? Get valuable insights from your own officers by conducting customized surveys with Officer Survey.
Our secure online platform makes it easy to survey your force and identify what factors impact job satisfaction, career goals, and retention. Tailor surveys to focus on areas like:
- Work environment
- Leadership and culture
- Compensation and benefits
- Training and growth opportunities
- Work-life balance
- Recruitment practices
Get candid feedback anonymously and pinpoint what your agency is doing well and where improvements are needed. Survey results arm you with data to guide effective retention strategies and recruitment messaging. Don’t rely on assumptions or generic best practices. Let your own officers tell you what they need to excel at your department. Schedule a free demo of Officer Survey today and start gathering the insights you need to build a high-performing force positioned for the future.
Sources:
1. https://www.policechiefmagazine.org/retention-reducing-officer-turnover/
2. https://www.rand.org/pubs/research_reports/RR764.html
3. https://www.ojp.gov/pdffiles1/nij/grants/249848.pdf
4. https://cops.usdoj.gov/RIC/Publications/cops-w0875-pub.pdf
5. https://www.emerald.com/insight/content/doi/10.1108/PIJPSM-05-2017-0061/full/html
6. https://www.policechiefmagazine.org/retention-reducing-officer-turnover
7. https://www.policefoundation.org/publication/best-practices-in-recruitment-and-hiring-in-law-enforcement/
[1] https://cops.usdoj.gov/RIC/Publications/cops-w0886-pub.pdf
[2] https://www.theiacp.org/sites/default/files/2018-08/BP-AssistingOfficersinNeed.pdf
[3] https://www.miaminewtimes.com/news/miami-police-announce-new-education-incentives-for-cops-9062454
[4] https://www.policefoundation.org/publication/the-cost-of-officer-turnover/
