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Investing in Sergeants and Supervisors: The Best ROI for Recruiting and Retention. The Florida Chief (April, 2024)
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Examined the development of organizational commitment, academic self-efficacy, physical self-efficacy, and motivation in a socialization-type training context with data collected from 666 military trainees. The hypotheses were that (1) training fulfillment, or the extent to which training meets or fulfills a trainee's expectations and desires, (2) trainee reactions, and (3) training performance would be related to the development of posttraining attitudes. Support was obtained for each hypothesis. Training fulfillment was positively related to posttraining organizational commitment, physical self-efficacy, academic self-efficacy, and training motivation, even after pretraining attitudes and a set of individual variables were controlled. Pretraining motivation, trainee reactions, and training performance were also related to the development of posttraining attitudes. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Policing agencies in the United States and elsewhere continue to face staff shortages. Calls for greater diversity and different skills among police officers further complicate staffing efforts. Attempts to address these issues typically focus on recruitment and retention. This oversimplifies the problems and leads to piecemeal solutions. We draw on multiple threads of staffing research and field experience to highlight lessons for building effective police workforces. We illustrate the interconnected nature of staffing allocation, workload demand, performance objectives, staff supply and demand, workforce attributes, cohort management, demographic and generational shifts, and systemic circumstances. We suggest that agencies consider staffing from a systems perspective. We illustrate the elements of a police staffing system, discuss the broader ecosystem police staffing must consider, and present a six-step approach for managing police staffing and workload demand. Our lessons should be of interest to all who must address police staffing challenges and community expectations.
Law enforcement leadership in the midst of change: Principles that do not change
- J Enter
Enter, J. (2022). Law enforcement leadership in the midst of
change: Principles that do not change. Blue 360 Media.
The Best Solution to Agency Recruiting Challenges is Retention: The Key to Retention is Developing and Enhancing Agency Leadership, Particularly Among Sergeants. Presentation for the annual conference of the Texas Commission on Law Enforcement (TCOLE)
- M A Jones
Jones, M.A. (2023b, October 25). The Best Solution to
Agency Recruiting Challenges is Retention: The Key to
Retention is Developing and Enhancing Agency
Leadership, Particularly Among Sergeants. Presentation
for the annual conference of the Texas Commission on
Law Enforcement (TCOLE), Corpus Christi, TX.
Law enforcement leadership, management, and supervision. Blue 360 Media
- M A Jones
- J Blackledge
Jones, M.A. & Blackledge, J. (2021). Law enforcement
leadership, management, and supervision. Blue 360 Media.
Police Executive Research Forum (PERF). (2018).
Review the agency aspects reflected in the LEPP (Figure 3) and assess where these systems are developing or hindering agency members. The success of our agency rests on its members
- J M Wilson
- C A Grammich
Wilson, J.M., Grammich, C.A., and Terry, C. (2024,
February). Becoming a Learning Organization for
Recruitment. Police Chief.
continued from previous page
training and mentoring opportunities. Review the
agency aspects reflected in the LEPP (Figure 3) and
assess where these systems are developing or
hindering agency members. The success of our
agency rests on its members. Investing throughout
the agency to develop is the best ROI we can make.