NCJ Number
118395
Journal
Catholic University Law Review Volume: 38 Issue: 1 Dated: (Fall 1988) Pages: 69-127
Date Published
1988
Length
58 pages
Annotation
Retention of qualified officers is a continual problem for chiefs managing small departments located on the fringes of major metropolitan areas.
Abstract
One reason is that the salary is below the level of other departments closer to the metro area; the closer to the metropolitan center, the higher the pay. Another problem is that many of such smaller departments represent communities that lack the commercial tax base necessary to compete economically with the larger municipalities. High turnover hampers the ability of the department to perform the function at hand as there is continual training of new employees. In addition, the failure to retain qualified employees infringes on the ability to implement plans that require trained, veteran officers in order to be successful. Two ways to compensate for smaller salaries are increasing the nonmonetary benefits and the lateral responsibilities of the individual officers. Another step is to increase the specialized schooling available to officers, such as breath-alcohol training and interviewing and interrogation training. By providing educational incentives that the employee would not be able to gain in a larger department, the municipality is giving the employee an opportunity to gain extensive specialized training in several fields that is perhaps not as available in a larger department, and to be able to use the training on the job. Also, the municipality gains when it develops a program for career enhancement. Besides the lower turnover rate, there is the benefit of a highly trained officer who is much more capable of properly handling the job. 2 tables.