NCJ Number
93347
Editor(s)
J J Knowles
Date Published
Unknown
Length
9 pages
Annotation
This study examines the current employment status of all Ohio police officers certified from 1974 through 1979, with attention to the effect of jurisdictional size on turnover rates.
Abstract
The data for this study were drawn from a 15-month law enforcement task analysis study aimed at documenting the frequency, criticality, and learning difficulty of the numerous tasks performed by Ohio police officers. The study results should provide an empirical base for a wide range of personnel standards and decisions and document the importance of the current mandated traiing program. From the drawing of a random, sequential sample of 317 officer record cards, 125 of the case officers were identified as having completed basic training during 1974-79. This time frame was significant, because 1974 saw the last major revision in the police academy mandated training, and the task analysis study identified these years as ideal for a base to survey officers in the 'medium experience range.' To determine the turnover rate among these officers, direct telephone inquiries were made to the initial hiring agency of each of the 125 officers. These inquiries determined whether the officer was still employed by the agency, and if so, at what rank. If the officer had left the agency, an attempt was made to learn his/her new employment location. Half of all the officers certified from 1974 through 1979 were found to have left their parent agency by May 1981. Thirty-nine percent of the exits were either circumstantial (lay-offs, retirements, deaths) or involved moves to other law enforcement agencies. Of the 58 officers still employed by their origial agencies in 1981, 47 remained in entry-level positions, most often in a patrol capacity. Evidence of promotion was seen in less than 20 percent of the cases. The turnover rates were higher among the small municipal agencies, suggesting that the large city agencies hold their officers through attractive salary schedules, fringe benefits, equipment, and advancement opportunities. Tabular and graphic data are provided.