Police Staffing

Difficulties in recruitment and retention undermine the ability of U.S. police departments to maintain and diversify their workforces, particularly in light changing workloads and performance expectations. The police reform movement and recent increases in crime have highlighted these challenges, but other systemic and acute issues have also made staffing departments difficult. Attention to police staffing has been sporadic and uneven, with much discussion focused on recruitment. Given increasing attrition and that retention is more efficient than recruitment, there is considerable…

Purpose – Policymakers have long suggested diversifying US police forces, which typically have white male majorities among officers. This article explores to what extent police diversity has changed over time in large agencies, as well as whether different diversity benchmarks may matter for agencies.Design/methodology/approach – The authors draw data from the Law Enforcement Management andAdministrative Statistics (LEMAS) survey for 358 agencies that had at least 100 full-time sworn officers in 1997 and 2016 and that reported officer demographic data to…

Police staffing challenges are both acute and systemic. Those seeking to address police staffing shortages, whether for one or many agencies, must ask, and have answered, some challenging questions about the actual work the agency needs to complete, its desired approach to accomplish it, and the extent to which it is doing so most efficiently. While personnel are critical to any organization, staff is only one way to address the workload of police agencies. This discussion has introduced some examples…

The purpose of this guidebook is to provide the law enforcement field with information about existing resources for promoting workforce diversity through a variety of staffing mechanisms. More specifically, it focuses on creating a pipeline of officers, marketing, selection, staffing for recruitment, mentorship, organizational climate, career progression, analysis and benchmarking, and substantive focus on women and race/ethnicity. It is not meant to be exhaustive, but rather to promote awareness of research and professional publications that may not have been visible…

Communication is critical to the police workforce development process, from recruitment, selection and hiring to training, career progression and executive succession planning. To be sure, each stage requires unique forms of communication in terms of style, form, content, purpose and other attributes. Modestly, this chapter focuses on the first stage of recruitment. It aims to frame key aspects of the recruitment process and the importance of communication to them, highlighting roles, opportunities and challenges for both the organization and recruit.…

In the fall of 2016, we launched a collaborative effort to study law enforcement staffing for the National Park Service. As part of this research, this report aims to illustrate for park law enforcement leadership how data and analysis can inform deployment and strategy. Primary topics covered include crime analysis, traffic accident analysis, call for service data, work schedules, problem-oriented policing, and program evaluation.

This report summarizes the lessons we developed as part of an assessment of law enforcement in the National Park Service. It examines the staffing landscape and what rangers do, key management issues, as well as various approaches to determining staffing levels. Importantly, it offers a new data-driven approach to ranger staffing that integrates principles of operational risk management.

Based on a national assessment of law enforcement provision in the National Park Service, this guide illustrates a data-driven approach for estimating the appropriate number of rangers that should be assigned to a park to meet strategic objectives and conform to the principles of operational risk management.

As part of a national assessment of law enforcement provision in the National Park Service (NPS), this report summarizes an examination of personnel and workload for the Investigative Services Branch (ISB) and the Office of Professional Responsibility (OPR). ISB provides investigative services for offenses committed at NPS sites whereas OPR investigates complaints against NPS personnel.

This report summarizes ongoing research regarding staffing in the National Park Service.