ASSOCIATE Magazine FBINAA Q1-2025

FBINAA.ORG | Q1 2025

H igh attrition rates are nearing crisis levels for organizations nationwide, regardless of size and geography. A series of staffing surveys between 2019 and 2024 by the Police Executive Research Forum (PERF) illustrates these challenges empirically. According to the 2024 Survey, “for the first time since the start of the pandemic, agencies reported a year-over-year increase in total sworn staffing.” Agencies employed more than 150,000 officers, compared to roughly 80,000 last year and 130,000 in 2022. PERF compared self-reported recruitment, retention and staffing data from 214 diverse law enforcement organizations across the United States. One Mayor's Office reported in 2022 that current staffing levels were "at their lowest in more than 30 years," exemplify ing the police retention crisis. Since 2019, the agency has lost over 400 officers, including 180 in 2020 alone. These departing officers transferred to another agency, retired or left the profes sion altogether. In the interim, the agency increasingly relies on community service officers (CSOs) and non-sworn "crime preven tion coordinators" to respond to calls for service that appear non-criminal in nature. The Mayor’s Office’s 2022 recruiting plan included offering up to $30,000 hiring bonuses. In 2024, the hiring bonus increased to $50,000. The law enforcement shortage has tangible and cumulative consequences for an organization that may not be adequately captured by the data alone. High attrition rates are likely to negatively impact morale and officer wellness and decrease the number of patrol officers who are able and willing to do proac tive police work. According to a PERF respondent, morale can be impacted even when an agency enjoys stout community support. FACTORS AFFECTING POLICE RETENTION (h2) High attrition rates are driven by a combination of complex and overlapping factors. In the midst of a gun crime epidemic, one police department has 800 sworn personnel and professional staff committed to retiring in the next few years, exacerbating an agency already operating at critical staffing levels that are 20 per cent below the agency's goal. Reportedly, low morale, high levels of scrutiny from the public and local leaders and potential abuse of medical leave programs are driving this law enforcement short age. To boost recruitment, the city has considered lowering the following requirements: policies on tattoos, previous drug use, physical fitness, and college credits. Other cities are offering housing subsidies. One city’s exit interviews with departing PD officers have re vealed that dissatisfaction with the city council, poor leadership within the Department and the "general anti-police climate" were primary drivers of attrition. The complexity of police retention dynamics is vividly il lustrated by attrition at the one police department. In fiscal year 2021-2022, the PD lost 230 sworn personnel, including the pilot of their police helicopter. This was the highest figure in at least ten years. Roughly one-third of the officers who left the agency retired. This has resulted in officers from specialty units having ATTRITION: A DRIVER OF THE LAW ENFORCEMENT SHORTAGE ( h2)

been “pulled back to patrol so the department can keep up with 911 calls. The shortage has affected the special operations unit, which investigates violent crimes; the motor unit, which provides traffic enforcement; and the neighborhood policing division.” In 2023, the same PD reported 1,861 positions filled out of the budgeted 2,036 sworn officers. These high attrition rates are due to common factors like continued scrutiny of policing policy, regular mandatory over time and limited opportunities for vacation. Unfortunately, police callout data and internal communications reveal the depart ment’s staffing issues are far from over and could linger for years to come. HOW TO PRESPOND TO THE LAW ENFORCEMENT SHORTAGE ( h2) Characteristic of the resiliency in law enforcement, agencies will adapt and overcome. Many agencies are turning to technol ogy to help address many of the issues causing the current short ages. In the modern law enforcement climate, police retention can be increased when officers feel they are supported, have the devices and tools to do their jobs and are accomplishing the mis sion of protecting public sa fety. POLICE TECHNOLOGY AND OFFICER WELLNESS ( h3) The stresses, trauma, and risk experienced by our nation's brave men and women in uniform are well documented and have taken a toll on officer morale, wellness, and recruitment. Finding solutions to these challenges is an opportunity to show that your organization truly cares about its people and can have the dual benefit of reducing officer attrition, increasing productivity. Increasingly, the law enforcement agencies are making an array of wellness resources available via secure mobile devices and applications. For example, there are wellness applications that make wellness resources, culturally competent pre-vetted therapists and peer support available right in the palm of an of ficer's hand any time, day or night. Additionally, leveraging tech nology to help respond to mental health crises can help reduce stress on officers. POLICE TECHNOLOGY FOR TRAINING ( h3) Technology can help address police retention through the provision of cutting-edge training and professional development opportunities. Continuous learning opportunities can help of ficers stay engaged and can help to demonstrate that leadership is invested in the careers of their officers. Given the dangerous situations police officers can face, it is critical they receive adequate instruction to prepare them for high-stress emergency situations. Not only does this level of training require substantial investment, but it requires officers to take time to train, which can also further exacerbate the law enforcement shortage. Augmented reality (AR) is one option that can help provide a cost-effective and engaging training experi ence that can be tailored to the needs of individual officers and specialities. Virtual training reduces travel time and expenses while making it easier for officers to receive specialized training regardless of their location. continued on page 32

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