PURPOSE:

The purpose of this report is to provide the City Council with information about the recruitment and hiring process for the position of Police Officer.

BACKGROUND:

Until approximately three years ago, the Police Department enjoyed substantial success in hiring an adequate number of police officers with very little advertising or promotion.  Over the last three years, however, our success in hiring for this position has diminished, and recently we have experienced substantial difficulty in attracting qualified candidates. 

California police agencies in general have experienced a decline in interest for law enforcement jobs.  Most police departments are competing today for a dwindling number of qualified candidates.  As a result of this limited applicant pool, most departments have taken specific steps to attract enough qualified candidates to fill vacancies.  Some of these steps include stepped up advertising efforts, pay increases, benefit upgrades, compressed work schedules, adoption of early retirement options, and signing bonuses.

ANALYSIS:

At the present time, our Department has 18 police officer vacancies (including eight frozen positions).  Two additional retirements are expected this summer, and these 20 vacancies amount to approximately 12% of our Department's total sworn strength.  This vacancy rate, combined with a small number of qualified applicants, creates a significant and urgent problem for the operation of our Department.

Recruitment

Our Department has significantly increased recruitment efforts over the past ten months.  The following recruitment steps have been taken over this period to attract candidates:

• Job fairs

• Streetbeat cable television program

• Advertisement in worldwide military publication

• Advertisement at local colleges

• Website re-design

• Diverse access website advertising

• Public access video

• Bus bench shelter advertisement posters

• Media City Center mall banner

• Saturday testing

• $5,000 signing bonus for successful lateral applicants

• $2,000 signing bonus for successful entry level applicants

• $1,000 incentive for all City employees who recommend the position

• Special recruitment efforts for pre-service academy cadets

• Advertisement in Los Angeles County Sheriff's news magazine

• Fast-track testing process for lateral applicants

We have recently learned that the majority of entry level and lateral candidates use websites to seek jobs and compare pay and benefits, and other Departments have reported the same findings.  As a result, we hired a firm to upgrade our website commensurate with industry standards.  We now track those that express interest in the position via email from around the country, and provide them with updated testing information.

The total cost of these enhanced and expanded recruitment efforts thus far has been approximately $7,000 (not including overtime).

Testing Process

In spite of our stepped up recruitment efforts, we have not seen an increase in qualified applicants.  We have conducted three tests for the entry level position since August 2004, and no one has successfully completed the process.  We have also not hired any lateral applicants since that date. 

The last entry level applicant was hired on July 5, 2004; the last lateral applicant was hired on July 16, 2004.

Our entry level testing process is made up of three components � a written exam, a physical agility test, and an oral interview.

The written test is comprised of multiple choice questions and a short written essay.  This test is standardized, and purchased from a personnel company. 

The physical agility test involves three components.  Applicants must scale a six-foot wall, complete an obstacle course in two minutes, and satisfactorily pass a grip strength test.

Candidates must also pass an oral board by satisfactorily answering questions that demonstrate the necessary skills and abilities to perform the job.

Lateral candidates must pass the physical agility course, an oral interview, and a limited written exercise (short essay).

Hiring Standards and Background Investigations

The primary goal of hiring standards and background investigations is to protect the integrity of the Department and the City.  California has set standards required for all law enforcement agencies under the heading of Peace Officer Standards and Training (POST).

The following is a list of required "job dimensions" that must be satisfactorily met by police applicants as prescribed by the State of California:

• Communication Skills

• Problem Solving Ability

• Learning Ability

• Judgment Under Pressure

• Observational Skills

• Willingness to Confront Problems

• Interest in People

• Desire for Self-Improvement

• Appearance

• Dependability

• Physical Ability

• Integrity

• Interpersonal Sensitivity

• Operation of a Motor Vehicle

• Credibility as a Witness in a Court of Law

Disqualification commonly occurs in the following areas:

• Finances and credit

• Drugs and alcohol

• Driving record

• Law violations

• Personal relationships

• Work history

• Honesty (omissions and deceptions)

We have revised and updated our testing procedures and some requirements.  Beginning June 1, 2005, the written test will be reduced from four sections to the two essential portions required by the State of California.  The physical agility test will now take place in three separate phases to reduce the risk of injury and improve our evaluation of an applicant's level of fitness.  The drug use policy has been more clearly defined, allowing for some experimental use on a case-by-case basis.

CONCLUSION:

We have expanded our applicant base by creative and diverse recruiting methods.  We have also modified our testing and background standards to allow more candidates to qualify.  We will continue to explore all options in these areas in an effort to provide the best opportunities for success. 

RECOMMENDATION:

Note and file.

Thomas Hoefel

Chief of Police

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