Improving Police Recruitment and Retention

Wilson, Jeremy M.; Dalton, Erin; Scheer, Charles; Grammich, Clifford A.

doi:10.7249/rb9546

Cited by 57 publications

(16 citation statements)

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“…Internationally, scholars document a need for more police officers and equipment across diverse police services (Sinha, 1981; Verimliliklerinin, İle Ölçülmesi, Ülkemen, & Gültekin); however, such studies tend to focus on large police agencies or urban policing rather than small detachments in rural and remote areas (Wilson & Heinonen, 2011). Although police staffing and the management of officers is gaining traction as a major topic at police association meetings (Wilson & Grammich, 2009), it remains an overlooked and under-prioritized aspect of police administration (Hollis & Wilson, 2015; Wilson & Heinonen, 2011). Researchers studying staffing challenges tend to focus on recruitment, retention, and attrition (Egan, 2005; Jordan, Fridell, Faggiani, & Kubu, 2009; Scrivner, 2006; Spielman, 2009; Tulgan, 2000).…”

Section: Organization Stresses: Understaffing and Lack Of Materials Rementioning

confidence: 99%

“Risk It Out, Risk It Out”: Occupational and Organizational Stresses in Rural Policing

Ricciardelli

2018

Police Quarterly

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In rural areas, police experience unique work-related health and safety risks attributable to a multitude of factors, ranging from inaccessible backup to navigating inclement weather alongside geographic obstacles. Although the result of institutional and organizational structures, operational (job content) and organizational (job context) risk must be recontextualized in the rural context. In the current study, I contextualize understandings of risk, referring to a lack of safety shaped by either a physical, administrative, legal, or emotional feeling of vulnerability-or a combination of such-for rural officers that results from occupational experiences of understaffing and insufficient material resources. Drawing on transcripts from 14 focus groups with 49 officers across rank, I extrapolate the effects of understaffing on officer experiences of work-role overload and the resulting stress. Findings reveal how officers' perceptions of risk are impacted by such factors, and how risk is interpreted as either preventable (i.e., organizational) or unavoidable (i.e., operational). In this context, risk knowledges of occupational realities shape the occupational role and well-being of officers working in rural and remote detachments. Preliminary policy implications are presented.

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Section: Organization Stresses: Understaffing and Lack Of Materials Rementioning

confidence: 99%

“Risk It Out, Risk It Out”: Occupational and Organizational Stresses in Rural Policing

Ricciardelli

2018

Police Quarterly

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“…While some job seekers are opportunistic, accepting employment within any field where work is available, others are likely to focus exclusively on their chosen career paths. Consequently, police organizations are less likely to be competing with organizations in other industries and more likely to be competing with organizations within the protective services occupation or industry (Wilson & Grammich, 2009; Wilson, Dalton, et al., 2010). Our measure, using Bureau of Labor Statistics estimates, captures the level of regional (metropolitan statistical area) variation in protective services competition.…”

Section: Discussionmentioning

confidence: 99%

“…In earlier works, researchers speculated that competition for law enforcement jobs came from manufacturing and other trade jobs (Hall & Vanderporten, 1977; Lewin & Keith, 1976). In fact, police departments compete with analogous agencies for individuals who have made a decision to enter protective services work (Wilson & Grammich, 2009). We used data from the May 2011 Bureau of Labor Statistics National Occupational Employment and Wage Estimates to develop an indicator of protective services competition (Bureau of Labor Statistics, n.d.).…”

Section: Methodsmentioning

confidence: 99%

“…They reasoned that these would be viable alternative careers for would-be officers (see also Hall & Vanderporten, 1977). Competition may be even tougher from within the protective services industry; opportunities abound in state, local, and federal law enforcement, private security, the armed forces, and other analogous organizations (Wilson & Grammich, 2009; Wilson et al., 2010). To date, researchers have neglected to measure intra-industry competition, focusing instead on broader fields likely to appeal to prospective police applicants.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Finally, community characteristics may discourage interest in police department vacancies. Although the variety and adventure associated with crime fighting may be appealing to some (see, e.g., Foley, Guarneri, & Kelly, 2008; Ridgeway et al., 2008; White et al., 2010; Wilson, Dalton, et al., 2010), the prospect of danger potentially dissuades others from pursuing policing careers (Wilson & Grammich, 2009). The community also provides recruits with signals of a potential quality of life.…”

Section: Literature Reviewmentioning

confidence: 99%

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Compensation as a Police Candidate Attraction Tool: An Organizational-Level Analysis

Giblin

Galli

2017

Police Quarterly

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In 2008, state and local law enforcement agencies hired 61,000 new full-time sworn personnel. To develop a sufficient applicant pool, organizations may use a variety of attraction strategies, including financial inducements, especially when broader factors lessen the appeal of a job. Using data from the 2007 and 2013 Law Enforcement Management and Administrative Statistics survey, the present study tests whether unfavorable contingencies (e.g., high cost of living, rigorous application standards) are related to officer compensation-pay, supplemental incentives, and reimbursements-within a sample of large metropolitan police agencies. Results are generally consistent with contingency theory, at least with respect to salaries. Departments offer higher salaries to offset more rigorous hiring standards, high costs of living, and other unfavorable contingencies. The implications of the findings for police officer recruitment are discussed.

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Counterfeiting

Fenoff¹,

Spink²

2013

The Encyclopedia of Criminology and Criminal Justice

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Counterfeiting has historically been a problem that has received little attention in the law enforcement and academic communities, when compared to other types of crime. Nevertheless, recently, government and nongovernmental organizations have dedicated more resources in combating counterfeiting crimes by building partnerships, sharing information, and investing in academically‐based research programs. This entry provides a summary and general overview of the global problem of counterfeiting. It begins with a discussion of the three categories of counterfeiting: currency, documents, and products, and their impact on society. Next comes a brief outline of anti‐counterfeiting efforts, including the development of academic anti‐counterfeiting research programs and the role of agencies of the United States government in investigating and enforcing laws aimed at fighting this crime.

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Improving Police Recruitment and Retention

Cited by 57 publications

References 0 publications

“Risk It Out, Risk It Out”: Occupational and Organizational Stresses in Rural Policing

“Risk It Out, Risk It Out”: Occupational and Organizational Stresses in Rural Policing

Compensation as a Police Candidate Attraction Tool: An Organizational-Level Analysis

Counterfeiting

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