Recruitment and Hiring
A Guide to Developing, Maintaining, and Succeeding With Your School Resource Officer Program
Office of Community Oriented Policing Services (COPS), June 2005. This guide for school resource officer (SRO) programs focuses on recruitment, screening, retaining, training, supervision, identification of funding sources, and the maintenance of funding. Promising methods used by these programs to address the aforementioned problem area are featured in this guide.
Cop Crunch: Identifying Strategies for Dealing with the Recruiting and Hiring Crisis in Law Enforcement
National Institute of Justice (NIJ), Police Executive Research Forum (PERF), December 2005. In response to law enforcement agencies' crisis with recruitment and hiring, this federally supported report examines the nature and extent of the “cop crunch” and identifies department-level policies and/or practices that facilitate the recruiting and hiring of quality personnel, including women and minorities. (NCJ 213800)
Hillsborough County Sheriff's Office Radio Commercial (Spanish)
Hiring & Retaining More Women: The Advantages to Law Enforcement Agencies
National Center for Women in Policing (NCWP), 2003. This publication lists six advantages for law enforcement agencies that hire and retain more women. These advantages include: female officers are proven to be as competent as their male counterparts; female officers are less likely to use excessive force; female officers implement community-oriented policing; more female officers will improve law enforcement’s response to violence against women; increasing the presence of female officers reduces problems of sex discrimination and harassment within a law enforcement agency; and the presence of women can bring about beneficial changes in policy for all officers.
Hiring and Keeping Police Officers
National Institute of Justice (NIJ), July 2004. This study analyzed the hiring and retention of police officers. As a result of federal funding and increased demands for service, more than half of the Nation’s police agencies grew in officer strength during the late 1990s. The supply of good police recruits was down throughout the nation during the summer of 2000. The researchers used three methods for studying police staffing issues: a national survey of police agencies, a critical synthesis of the literature, and an analysis of police employment data. (NCJ 202289)
Hiring and Retention Issues in Police Agencies: Readings on the Determinants of Police Strength, Hiring and Retention of Officers, and the Federal COPS Program
National Institute of Justice (NIJ), October 2001. This report presents a series of papers that address the following staffing issues in policing: determinants of police staffing levels, the processes of hiring and training officers, and retention patterns related to individual officers and staff positions. (NCJ 193428)
Innovations in Police Recruitment and Hiring: Hiring in the Spirit of Service
Office of Community Oriented Policing Services (COPS), January 2006. This report presents findings from the COPS Office's Hiring in the Spirit of Service (HSS) project, a federally funded project that engages the community in recruiting and hiring service-oriented law enforcement personnel. Five HSS demonstrations sites, chosen through a competitive process, are analyzed to highlight how sites involved citizens in substantial ways to create new recruiting methods and marketing initiatives with the goal of attracting recruits who would make good community police officers. The major HSS objectives are to develop an agency brand or image, revise occupational and psychological screenings, and institutionalize a range of new hiring practices that reflect the policing paradigm shift.
Las Vegas Police Department/Protect the City
Los Vegas Metropolitan Police Department (LVMPD), n.d. Example of a successful police recruitment web site.
Lengthening the Stride: Employing Peace Officers From Newly Arrived Ethnic Groups
National Crime Prevention Council (NCPC), 1995. This volume examines and addresses the issues surrounding hiring police officers from immigrant ethnic groups. The report uses information from several law enforcement agencies that have recruited and hired from such groups in their areas. (NCJ 159738)
Mobilizing the Community for Minority Recruitment and Selection
Office of Community Oriented Policing Services (COPS), International Association of Chiefs of Police (IACP), December 2003. A strategy to leverage community assets to enhance recruitment and placement of minorities.
National Center for Women in Policing/Feminist Majority Foundation
National Center for Women in Policing (NCWP), n.d. Web site containing female perspectives on policing, recruiting, and hiring. Also contains news on female policing.
Police Training Officer (PTO) Program Manual
Office of Community Oriented Policing Services (COPS), April 2006. The manual guides agencies implementing the Police Training Officer (PTO) Program and the PTO Officers who train academy graduates. This manual is part of a 4-part series that includes, PTO Overview and Introduction, PTO Manual, PTO Trainee Manual, and PTO Training Standard.
Police Training Officer (PTO) Program Overview and Introduction
Office of Community Oriented Policing Services (COPS), April 2006. This document provides an introduction to the PTO program, and summarizes the valuable experiences and lessons learned from the six agencies selected to participate in the PTO pilot project. This manual is part of a 4-part series that includes, PTO Overview and Introduction, PTO Manual, PTO Trainee Manual, and PTO Training Standard.
Police Training Officer (PTO) Program Trainee Manual
Office of Community Oriented Policing Services (COPS), April 2006. This manual is used by the academy graduate (recruit) undergoing Police Training Officer (PTO) training. This manual is part of a 4-part series that includes, PTO Overview and Introduction, PTO Manual, PTO Trainee Manual, and PTO Training Standard.
Police Training Officer (PTO) Program Training Standards
Office of Community Oriented Policing Services (COPS), April 2006. The Police Training Officer (PTO) Training Standard guide is intended for use in training PTOs. This manual is part of a 4-part series that includes, PTO Overview and Introduction, PTO Manual, PTO Trainee Manual, and PTO Training Standard.
POST Recruitment and Retention: Best Practices Update
California Commission on Peace Officers Standards & Training (POST), April 2006. This report presents the results of a 2005 survey approved by the Commission to provide an update on recruitment and retention best practices in California. It addresses the rapidly changing environment of law enforcement in California, provides information and resources to assist law enforcement in addressing recruitment and retention issues, and updates best practices for agencies to consider in improving recruitment and retention. (NCJ 215740)
Questions and Answers: The Americans With Disabilities Act and Hiring Police Officers
U.S. Department of Justice, Civil Rights Division, March 1997. The Americans with Disabilities Act, or ADA, is a civil rights law guaranteeing equal opportunity to jobs for qualified individuals with disabilities. This paper lists and answers 20 questions most commonly raised by police departments.
Recruiting and Retaining Women: A Self-Assessment Guide for Law Enforcement
Bureau of Justice Assistance (BJA), National Center for Women in Policing (NCWP), June 2001. Under a grant from the U.S. Department of Justice, BJA and NCWP developed a self-assessment guide to assist agencies seeking to recruit and retain more women in sworn law enforcement positions. This publication will help federal, state, and local law enforcement agencies examine their policies and procedures to identify and remove obstacles to hiring and retaining sworn and civilian women employees at all levels within the organization. It also provides a list of resources for agencies to use when they plan or implement changes to their current policies and procedures.
Recruitment and Retention of Qualified Police Personnel: A Best Practices Guide
International Association of Chiefs of Police (IACP), July 2000. A feature article published in "Big Ideas for Smaller Police Departments," a newsletter designed to respond to the needs of smaller police departments. Recruitment and retention of qualified law enforcement personnel is of great concern to communities around the country. Smaller departments are challenged by limited resources to advertise and compete against larger departments, often for the same applicants. The goal in writing this article was to find smaller departments around the country that are successful recruiting and retaining, identify their strengths, and compile those strengths in a best practices guide.
Recruitment and Retention Study Series: Sworn Police Personnel
North Carolina Governor's Crime Commission, April 2003. This report examines the challenges involved in recruiting and retaining North Carolina’s sworn police personnel. The findings are based on 124 responses to a 27-item survey that was administered to a random sample of 205 state and local police agencies. Survey questions probed issues related to recruiting sworn police officers, including specific strategies or techniques, number of applicants, and length of waiting list time for potential candidates. Attrition and retention were also probed through questions related to the agency’s turnover and vacancy rates. (NCJ 205838)
Recruitment and Retention Study Series: Sworn Sheriffs’ Personnel
North Carolina Governor's Crime Commission, April 2003. This report examines the challenges involved in recruiting and retaining North Carolina’s sworn sheriffs’ personnel. The findings are based on 49 responses to a 22-item survey was administered to a random sample of 80 sheriffs’ offices. Survey questions probed issues related to recruiting sworn sheriffs’ personnel, including specific strategies or techniques, number of applicants, and length of waiting list time for potential candidates (NCJ 205839)
The National Law Enforcement Recruiters Association
National Institute of Justice (NIJ), n.d. The largest law enforcement, corrections, military and private security human resources organization in the United States. It assists law enforcement, corrections, military and private security recruiters, and applicant investigators to attract qualified candidates through the exchange of leading practices, successful initiatives, and networking among members, law enforcement, community leaders, and related association partners.