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And on the West Coast, some agencies are offering bonuses worth tens of thousands of dollars to move staff from other departments.
The economics of law enforcement have long tilted in favor of the police department, which had far more qualified applicants than it had job openings.
But since the beginning of the pandemic and social unrest in 2020, the sharp decline in the number of people wanting to become a police officer has given job seekers a great deal of leverage, forcing departments to market themselves in new ways. I was.
At a recent conference in Washington by the Police Executive Research Forum, a law enforcement policy body, officials from departments across the country said they were struggling.
They weren’t finding enough people willing and able to fight crime, staff weren’t filling shifts, and they weren’t building public confidence in the police.
Low unemployment, ample job openings, and a surge in remote work have led people in many sectors to seek better pay, new career paths, or more time off to spend with family.
And within the police force, many departments were already facing an overwhelm of retired officers.
However, the decline in the law enforcement talent pool is widespread among police chiefs in that it is directly, but not exclusively, related to the Minneapolis police killing of George Floyd and the subsequent protests. Agreed.
“This wasn’t just something that happened in Minneapolis. It felt more national than ever,” said Chuck Wexler, executive director of the Police Executive Research Forum.
Competition
There is no comprehensive real-time federal data on police employment. But a survey of 184 police departments conducted last year by Wexler’s organization found he had 43% more resignations in 2021 than he did in 2019, and 24% more retirees.
Despite having more new hires in 2021 than in 2020, hiring in these departments dropped significantly over the same two years.
Brandon Buskey, director of the American Civil Liberties Union’s Criminal Law Reform Project, said cities looking for new officers should consider using public safety programs that don’t involve the police.
Buskey said he was disappointed that the 2020 protests had “returned to the status quo of relying on the police.” Crime-hard rhetoric has drowned out some of the protesters’ most sweeping calls for an overhaul of law enforcement and an end to systemic racism. Rethink spending on public safety.
Since the riots, many cities have stepped up efforts to send social workers to mental health emergencies instead of armed police, or have introduced new community policing programs.
But even where 2020 saw some of the biggest protests and the most ambitious plans to divert spending away from the police or dismantle police stations, agencies are now struggling to recruit and retain police officers. I am running around.
In Minneapolis, the city council recently approved a $7,000 upkeep fee for officers to remain in the police force after residents rejected proposals to replace police departments last year and police personnel levels plummeted.
difficult conversation
Widespread recruitment and fierce competition for recruits have led to difficult debates about how officers should be recruited and what requirements they must meet.
Some departments have tried to streamline long and opaque application processes that used to take months. Some have revisited long-standing recruitment policies that disqualified those who used marijuana in the past or had low credit scores. The policy could unfairly harm non-white applicants, they said. Also, some departments have revamped their fitness requirements to exclude otherwise qualified women.
But not all departments are struggling.
“Best job in the world”
In Marion, in rural southwest Virginia, police departments have been successful in recruiting officers, thanks to strong public support and concern for quality of life, Police Chief John Clare said.
Clearwater, Florida Chief of Staff Daniel Slaughter said the increase in resignations has been largely offset by an influx of officers from other states. He commended enforcement agencies and signed a law offering a $5,000 bonus to police recruits.
Kevin Davis, chief of Fairfax County, Virginia, said the current job market is making the department think differently about how to hire. I will pay.
But more than anything else, recruiters are looking to build personal connections with prospective applicants, according to Davis.
“Overall, we have to find a way as a profession to inspire young people to raise their hands and want to do this tough, tough job.” It’s great work.”
About Solution Journalism Network
Every week we partner with the Solutions Journalism Network, a non-profit dedicated to rigorous reporting on social issues. This week’s article comes from another source.
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