INSIGHTS
With the recent increase in police turnover agencies are experiencing , what strategies do you recommend for agencies to reduce the rate of attrition ?
middle management to do it for you . I ’ m not talking about just a few words of appreciation . Speak with employees about specific arrest they have made , cases they are working , or recent accomplishments . Best of all , never miss an opportunity to praise an employee in front of their family .
Employees want the opportunity for career advancement . In the law enforcement world , things can become mundane fast . I tell employees they need to always be thinking and training for where they want to be in the next two years . After two to three years in an assignment , officers begin to feel burnout , regardless if its real or perceived . Burnout can cause cynicism . We know cynicism is foundation for destroying an officer ’ s career . Many agencies are limited in the career opportunities they can offer based on size of the agency . Encourage officers to find new interest and sharpen their skills in their current assignments . For example , an officer may show a huge interest in traffic enforcement . The agency may not be large enough to have a separate traffic enforcement unit or not have current openings for traffic enforcement . However , encourage the officer to pursue DRE school , so that they are advancing
34 SUMMER . 2021 their current position . Then praise the officer on solid DUI cases made .
I also believe to reduce attrition , executives need to work with the elected bodies to create financial growth opportunities that are both awarded for time in service and achieved by the officer ’ s own initiatives . For example , agency may create annual salary increases or one-time bonus for longevity . These may be at the 3 , 5 , 10 , 15 , 20 year marks etc . These pay increases or bonuses have to be substantial enough for employees to notice . This also prevents pay compression between new and seasoned employees in the same assignment . The second part of this financial growth is creating opportunities for officers to obtain through training . POST offers many certifications ( Intermediate , Advanced , Supervision , etc .). Pay officers for obtaining these ! Even if its just a 2-3 percent increase .
Lastly , listen to your employees . This new generation of officers is inquisitive . They want to know why , they want to use technology to increase efficiency . Don ’ t shy away from their new ideas . If it ’ s safe , low to no cost , and may work , let the officers try their ideas . Who knows , you may be a trendsetter in law enforcement . Doing so will build trust with the employee , show they are valued , and most of all , establish pride in their organization , for which they will want to be a part .
Chief Jay Parrish has served with the Gainesville Police Department for 21 years , two of those as its Chief of Police . He holds a bachelor ’ s degree in Business Administration from North Georgia College and University and a Masters of Public Safety Administration from Columbus State University . He also graduated from the 260th Session of the FBI National Academy and Class 70 of the Georgia Law Enforcement Command College .
With the recent increase in police turnover agencies are experiencing , what strategies do you recommend for agencies to reduce the rate of attrition ?