Today's law enforcement recruiters are in a difficult position. The demand for qualified, responsible police officers is high - yet finding qualified candidates for this dangerous and demanding job is slow going. Some municipalities in collaboration with local police unions are making unprecedented changes to contractual agreements in order to attract qualified officers.
Offering defined wage increases annually or reducing the time it takes to get from bottom to top rank by eliminating the early steps are a few strategies. Allowing officers to sell back unused vacation time each year is another strategy that could make candidates more willing to join a particular municipality.
Other agencies are offering periodic shift bidding and annual vacation bidding as a longer-term retention strategy. These types of perks boost morale and when administered using workforce management software they are fairly enforced based on organizational policies.
These are definitely unprecedented times for law enforcement. Thinking out-of-the-box may be the best way to attract and retain qualified officers that will maintain the highest levels of public safety throughout their communities.
Thanks for watching and check back soon to learn more about how to effectively manage the public safety workforce.