Recruitment and Training Introduction Law Enforcement Agencies Across the Country Are Facing Critical Challenges in Recruiting, Retaining, and Training Officers
Deliberative and Pre-decisional Chapter 2. Law Enforcement Recruitment and Training Introduction Law enforcement agencies across the country are facing critical challenges in recruiting, retaining, and training officers. These challenges do not discriminate—small, medium, large, local, state, tribal, and federal law enforcement agencies are all affected. One of the most significant challenges facing the field today is sustaining staffing levels. With increased demands to tackle issues like public health, school safety, and housing, the law enforcement field is a challenging work environment, and it is critical for officers to join, stay, and receive proficient training during their tenure. Law enforcement executives should start with the end in mind: change the recruitment process and position descriptions to gain a dedicated, long-term workforce.1 Before the recruitment process, executives should determine the characteristics they need in a law enforcement officer. From those characteristics, executives should build profiles of ideal recruits. Using this approach, agencies can target individuals who meet the established criteria and increase the efficiency of recruiting. Across all agencies, there is a high amount of competitive pressure to keep good officers. Officers will leave for better salaries, benefits, pensions, other perks, or completely leave the profession for various reasons. Therefore, once officers are hired, agencies must protect their personnel investments. Law enforcement officers want to maintain morale and build a sense of commitment to the community, to other officers, and to the agency. For the agency to be successful and for its officers to grow in their profession, agency leadership and line-level officers must maintain strong relationships.
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