1. Critical issues in law enforcement recruiting
Identifying impediments to recruiting and solutions to increase the law enforcement applicant pool.
This presentation will take a critical look at reasons surrounding the law enforcement recruiting problem and propose solutions in curtailing the issue

2. Police recruiting problems widely reported in the nation’s news media
Who wants to be a police officer? Job applications plummet at most U.S. Departments
Washington Post December 4, 2018
Shortage of Officers Fuels Police Recruiting Crisis
National Public Radio December 11, 2018
A Crisis Facing Law Enforcement Recruiting in the 21st Century
Police Chief Magazine June 2016
Police Face Severe Shortage of Recruits
ABC News July 10, 2000
“We have 119 deputies assigned to unincorporated areas of Riverside (County)… We’re supposed to have 375,” Riverside County Sheriff Chad Bianco
The Press Enterprise March 4, 2019
It is well publicized in the news media, and for some time, that law enforcement is having difficulties in recruiting enough officers.
Department heads are speaking publically about officer shortages.

3. Reasons for declining police applicants
Perceptions of policing affecting recruitment
Healthy economy deterring applicants
Increased potential for prosecution due to “good faith” mistakes made as an officers
Interest in becoming a police officer is declining nationally
Major departments experiencing high double digit decline in applicants
Affecting all types of agencies at local, state and federal levels
The reasons for the applicant shortage are varied but have a collective affect. This only highlights the complexity of the problem requiring multiple approaches in correcting the situation.

4. California Post requirements for peace officers
Initial application and review
Reading and written entrance examination
Physical ability assessment
Submission of personal history statement
Background investigation
Psychological examination
Medical examination
Oral or chief’s interview
Appointment
Top hiring departments employ 5% of applicants, more stringent departments hirer less than 2% of applicants.
Requirements in becoming a peace officer are well established. What is less known is the high applicant failure rate in becoming a police officer. Departments require a large applicant pool in identifying the best qualified and suited applicants to fill positions.

5. Recruiting problem not just limited to law enforcement
All branches of US military failing to meet recruitment goals
Military applicant pool targets people ages 18 – 24
1 in 3 applicants disqualified because they are overweight
1 in 4 fail to meet education requirements – lack HS Diploma or GED
1 in 10 have a criminal history
Bottom line – only 29% of US population qualifies for military service
Law Enforcement targets this same group for the profession
Recruitment is not a problem unique to law enforcement. Law enforcement and military services go after many of the same type of person; young, educated, athletic, with a clean criminal history. Unfortunately, military studies demonstrate the problems with recruiting from the current population.

6. Reasons for the decline of qualified applicants
Secondary schools not meeting needs for law enforcement
Politicians altering educational learning standards
California POST examination test written at 11th grade level
California High School Exit Exam (CAHSEE)written for a 9th grade level for passing
CAHSEE test graduation requirement ended by governor in 2017
37 states no longer have comprehensive test exit exams
California high schoolers may finish school without achieving graduation requirements and earn a “Certificate of Completion”
Upwards of 70% of high school graduates are not ready to start college upon completing high school.

7. Reasons for the decline of qualified applicants Continued
Physical activity rates among high school students are declining
Only 26% of HS students are physically active for 1 hour or more per day
High percentage of arrests in Millennial population
Upwards of 40% of Millennials have an arrest record
Arrest rates rise to 60% in some minority populations
Increased narcotics usage among police applicants
1 in 5 college students used drugs within the past month
Academy failure rate as high as 33% with academy recruits
Secondary education plays a factor in declining requirements. Both education and physical fitness requirements have been diminished by both society and legislative measures. These changes have directly lead to a weakening of the overall applicant pool and society in general.

8. Developing Recruiting solutions
Law enforcement must develop short, medium, and long term planning and solutions
Law enforcement must partner with other societal institutions and contribute more in developing solutions
Law enforcement agencies must be willing to contribute more active personnel outside of their agency in developing future applicants
Law enforcement certifying agencies need to revaluate the academy process to look for acceptable modifications in tailoring programs for different recruitment groups
Any solution will not be easy and will require time before improvements are realized at the agency level
Law Enforcement must take a proactive approach and begin partnering with other institutions, especially education, in solving the problems being faced. Education and physical fitness come together in high school and colleges. By partnering with education, law enforcement may have the greatest impact in improving the recruiting pool.

9. long term solutions
Law enforcement must develop a steady stream directing potential recruits into the profession
Expand law enforcement Police Activity Leagues and Explorer Programs
Direct mentorship of adolescents will help change opinions and counter the current media narrative
Shows officers in non-enforcement role as part of the community and individual development
Develop partnerships with educators beyond SRO assignments to create programs for future officers
The creation of Career Technical Education law enforcement classes at comprehensive high schools
The development of law enforcement centric charter high schools
Long term solutions should be viewed as the 5 to 10 year plan. Long term solutions will result in a greater number of applicants over time.

10. Middle solutions
Develop “GI Bill” like programs that offer tuition payments or debt forgiveness for police service
Many different types of programs
Develop programs similar to ROTC scholarships for future law enforcement
Enter college with a contracted law enforcement service obligation upon graduation
In return tuition will be paid for by a law enforcement agency or other body
Expand 2 year programs at junior colleges that offer an associates degree to culminate with completion of a comprehensive or extended academy
Program oriented in addressing applicant education shortfalls and preparing them for academy training
Emphasis on writing skills, legal procedure, and physical education
All 39 California accredited LE academies are affiliated with a junior college
Middle term solutions should be considered in the 2 to four year range. Programs developed here are more of a partnership with colleges and universities. Proposed programs may also require the need to develop and coordinate with departments of education and governing bodies in their implementation.

11. Solutions in a shorter term
Develop programs for end of service military members to begin extended academy type training while still in military
As military member nears end date, usually they have less responsibilities and more free time
Utilize this end time to begin law enforcement training
Law enforcement certifying agencies waiving some training requirements, like physical fitness, with military applicants to shorten training time
Military and law enforcement physical training is very similar
Increased use and development of reserve police officer programs
Paying or offering a stipend for reserve officers with departments that don’t pay reserves
Utilizing retirees in non-critical, non direct enforcement roles to supplement law enforcement activities
Investigative follow-up in property crimes, evidence processing, missing person cases, etc.
Short term solutions are under two years. While some proposed solutions may be implemented immediately, others will require program development, changes in existing curriculum, and possible budgetary expenditures.

12. Benefits of proposed programs
Provides for continuous development of police officer applicant pool
Allows for mentorship of younger groups not usually in contact with law enforcement officers
Easily replicated based on other education programs already in use
Any implemented idea provides feedback at various intervals in identifying success
Education based programs should result in applicants who are more prepared for law enforcement work
Suggested programs can be implemented at local, state, and national levels
Will result in law enforcement acting in concert with non-traditional law enforcement partners
Law enforcement must take a multitiered approach towards recruitment in solving staffing issues. While not an exhaustive list, development of various programs and partnerships with education and other institutions will potentially increase the number and qualifications of applicants available to law enforcement.

13. References
California POST (Ed.). (n.d.). Building a Public Safety Career Pipeline. Retrieved March 4, 2019, from Harrington, T., & Freedberg, L. (2017, October 12). California joins trend among states to abandon high school exit exam. Retrieved March 4, 2019, from exam/588640
Hicks, J. (1986, December 12). Academy Tests Recruits' Resolve : 1 in 3 Fail to Finish 18 Weeks of Training. Retrieved March 4, 2019, from _1_training-academy
Horseman, J. (2019, March 4). Riverside County Sheriff Chad Bianco: 'We've had a sheriff problem," not budget problem. The Press Enterprise. Retrieved March 4, 2019, from problem-not-budget-problem/

14. References
Jackman, T. (2018, December 4). Who wants to be a police officer? Job applications plummet at most U.S. Departments. The Washington Post. Retrieved March 4, 2019, from applications-plummet-most-us-departments/?noredirect=on&utm_term=.efb
Libaw, O. Y. (2000, July 10). Police Face Severe Shortage of Recruits. Retrieved March 4, 2019, from
Lipari, R. N., Ph.D., & Jean-Francois, B., Ph.D. (2016, May 26). A Day in the Life of College Students Aged 18 to 22: Substance Use Facts. Retrieved March 4, 2019, from
Perry, M. (2018, August 15). The Recruitment Problem the Military Doesn't Want to Talk About. Retrieved March 4, 2019, from recruitment-problem-the-military-doesnt-want-to-talk-about/
Peterson, G. (2019). Military to Police Force: A Natural Transition? Retrieved March 4, 2019, from police-force.html

15. References
Physical Activity Among U.S. High School Students ( ). (n.d.). Retrieved March 4, 2019, from
Safier, R. (2017, June 12). Complete Guide to Military Student Loan Forgiveness and Repayment. Student Loan Hero. Retrieved March 4, 2019, from
Shortage Of Officers Fuels Police Recruiting Crisis [Advertisement]. (2018, December 11). Retrieved March 4, 2018, from fuels-police-recruiting-crisis
Smith, S. (2016, June). A Crisis Facing Law Enforcement: Recruiting in the 21st Century. Police Cheif. Retrieved March 4, 2019, from enforcement-recruiting-in-the-21st-century/
The Los Angeles Police Academy Magnet Schools (LAPAMS) [Information Release]. (n.d.). Los Angeles.