Resources in efforts to come to a compromise of competitive pay and benefits . My agency provides paid dues for the Peace Officers Annuity Benefit fund program . My agency ’ s Human Resources Director provides and thoroughly explains salary and benefits in full details to new hires and current employees . By reaching out to outside sources such as financial and investment institutions , we have assisted officers with their financial affairs to create a better quality of life . Also , agencies should seek ways to offer an “ Officer Next Door Program .”
Fourth , agencies can increase retention through greater employee engagement , including efforts to increase employee input in decision-making and other evaluation and feedback opportunities . Improving organizational effectiveness through better hiring and management practices can improve an agency ’ s image with its employees and community . Offering free or reduced price physical fitness gym membership is another way to help connect officers with the community . Finally , as a result of globalization , technology advancement , and greater awareness , the scope of crime that the law-enforcement community must now address continues to grow . Local police roles have expanded to
include not only benign order-maintenance duties such as answering noise complaints and solving neighborhood disputes , but also new , occasionally militaristic roles , such as counter-terrorism , information-sharing , and immigration enforcement .
In summary , past and ongoing research on recruitment and retention is evolving and still has some significant gaps . Local agencies will need to identify what has been learned elsewhere with regards to their specific problems . Nevertheless , local officials may find much to adapt in existing research to their own agency ’ s situation .
Chief James Morgan has more than 44 years of law enforcement experience . He has the been the Jackson Police Chief for six years . Prior to joining the Jackson Police Department , he served with the Georgia Department of Public Safety where he retired at the rank of Lieutenant as Deputy Director of the Office of Professional Standards .
Chief Jay Parrish Gainesville Police Department
There has to be a multilevel approach of strategies in order to slow the attrition rate in law enforcement . There has to be a multilevel approach of strategies in order to slow the attrition rate in law enforcement . Pay seems to rise to the top when the discussion of attrition comes up . Pay often plays a role in why an officer will leave one agency for the agency next door . However , I am finding that officers are leaving the field all together . I have found that pay increases are a 6-week satisfier . Most of the time when some one says “ I need more pay ”, they are saying I need to feel valued . Establishing values and showing value in an organization are paramount in creating a culture that members wish to be a part of . Members must have buy-in in the agency ’ s values and understand them . Moreover , employees want to know they are valued . Members want to know their work is appreciated , especially by top brass . Many times , Chiefs , Sheriffs , Directors and other organizational leaders get caught up in the day-to-day task of running the organization . We forget to find our line level employees and express appreciation for a job well-done . Don ’ t depend on first line supervisors and
With the recent increase in police turnover agencies are experiencing , what strategies do you recommend for agencies to reduce the rate of attrition ?
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