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<br /> <br />11 <br /> <br />the 11 officers left the department for other police jobs and future efforts should be made to retain <br />the investment the City has made in its staff. <br />TOTAL ATTRITION <br />2019 2020 2021 2022 2023 2024 2025 Total <br />3 5 4 4 1 3 2 22 <br />It is equally important to plan for expected retirements so that recruitment and retention efforts <br />could properly align with the future staffing needs of the police department. Between 2024 and 2029, <br />there are 5 officers who will be between the ages of 53 and 55 (typical age for police officers to retire); <br />two officers from this group have already retired. <br />Considering both pieces of information, the City must adopt strategies that minimize officers leaving <br />for other departments while planning for future staffing needs. <br /> [The gray bars represent staff members] <br />NEW OFFICER HIRING & TRAINING DURATION <br />A department with well-trained officers is crucial for effective police services, officer safety, and for <br />limiting liability for the City. As such, the police division has prioritized careful hiring and customized <br />training programs to prepare officers for solo patrol duties. These processes require a signiflcant <br />flnancial investment from the City and a substantial time investment from training officers. <br />Police staff evaluated the hiring process and estimate it requires at least three months to hire a new <br />officer. The process involves posting the job position, receiving applications, reviewing applications, <br />completing multiple rounds of interviews, conducting background investigations, and completing <br />the pre-employment health screening. <br />Staff then calculated the average number of days it required 19 officers to complete the new Police <br />Training Officer (PTO) program (Annex D). There were two additional officers who were hired but