Police Officer Recruitment: A Public-Sector Crisis

• NCJ Number: 216224
• Journal: Police Chief Volume: 73 Issue: 10 Dated: October 2006 Pages: 52,54,56,59
• Author(s): William J. Woska J.D.
• Date Published: October 2006
• Length: 6 pages
• Publication Format: Article
• Publication Type: Issue Overview
• Language: English
• Country: United States of America

Annotation

After reviewing reasons for the decline in applicants for law enforcement positions and the large number of job positions open in law enforcement agencies, this article outlines qualifications for becoming a police officer and describes the recruitment efforts and incentives being used by various jurisdictions.

Abstract

Since the 1990s, interest in becoming a police officer has declined significantly. Reasons for this include a higher percentage of youth attending college and seeking professional careers in their college majors, negative images of police officers and the police profession, and the drain on potential applicants and existing employees due to the wars in Iraq and Afghanistan. It is estimated that more than 80 percent of the Nation's 17,000 law enforcement agencies have sworn-officer positions that are going unfilled. This has resulted in agencies recruiting across jurisdictions and competing with one another on the basis of incentives. Federal, State, and local government agencies compete with one another to fill their positions. In this competition, monetary incentives are becoming increasingly lucrative; for example, in Texas, Dallas, Austin, and Houston are in a bidding war to hire veteran officers; Houston recently upped its hiring bonus to $7,000; Dallas countered with a $10,000 bonus. In Phoenix, AZ, assistance with a housing down payment is offered. In King County, WA, 40 hours is added to existing vacation time for any officer who recruits someone who becomes an officer. In Los Angeles, CA, a retirement payment of $250,000 is offered after 20 years of service. Qualification standards have also been modified to increase the pool of candidates. Whereas in the past candidates could not have any misdemeanor or felony convictions or a record of prior drug use, this rule has been relaxed to allow for consideration of the circumstances of each case. 35 notes