Look at Police Agency Retention and Resignation - An Assessment of a Field Officer Training Program

• NCJ Number: 94642
• Journal: Police Science Abstracts Volume: 12 Issue: 1 Dated: (January/February 1984) Pages: i-vi
• Author(s): Mr Pogrebin
• Date Published: 1984
• Length: 6 pages
• Publication Format: Article
• Language: English
• Country: Netherlands

Annotation

This description of the Field Training Officer (FTO) program operated by the Aurora Police Department (Colorado) since 1978 analyzes attrition rates and other problems encountered in training and retaining personnel.

Abstract

The Aurora Police Department training program consists of a 15-week police academy followed by an additional selection process, a 14-week FTO program. A 1-year probation period begins once the recruit is hired. In the FTO component, a recruit works all shifts and is monitored by trainers as he or she progresses from observing procedures to finally riding on a solo beat. While the overall attrition rate between 1978 and 1982 for FTO programs was 32.2 percent, it rose to 51.7 percent in 1982. Because this represented a sizable monetary loss in terms of salaries, training, and materials, the department decided to review the program by examining differences in retention/resignation rates accross the demographic attributes of the 124 recruits in the program from 1978-1982. The results showed that recruits could do much better in the FTO program if they knew how to organize information, select a proper form, and write a report before entering the program. While education was not a significant predictor of retention or loss, it might help solve serious task deficiencies, such as problemsolving, decisionmaking ability, and report writing. The 50-percent loss rate for females, compared to 28 percent for males, raises the issue of women's physical strength and fitness. The real problem, however, is that few police officers continue a training program after graduation that would enable them to maintain the high levels of fitness needed for those few situations when physical strength and size may be critical. Overall, an FTO program appears to be one feasible way that police departments can address equal employment opportunity prohibitions. 13 references. ABI mjm