Police Department Exit Trends and Strategies for Retention
Explore the exit trends within the Police Department, reasons for employee separation, and potential strategies for retention, including regrading positions and creating new advancement opportunities. Learn how ARP funding could support mental health initiatives within the department.
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City Council Retreat Police Exit Trends and ARP Information March 21-22, 2022 Click to add subhead
Police Department Police Department Exit Trends For 2021 and 2022 year to date, 22 employees have left the Police Department including both voluntary and involuntary. Tenure ranged from five weeks to 12.75 years. Seventeen exit interviews were conducted. They were not conducted for involuntary separation or those who resigned without notice. 2
Police Department Police Department Exit Trends Most common reason for separation was career opportunity. Specifically, that there are not enough positions outside of patrol in the DPD, and there is a lack of advancement or movement. Other agencies have room to grow. Another very common reason was the department requirement for education to promote to sergeant. In some instances, leaving for an employer where education was not required to advance was a factor. Positive feedback was benefits health and retirement. 3
Police Department Police Department Exit Trends In the City s thirteen year history, only five employees have noted compensation as a reason for leaving. However, in 2021, just over half of exiting employees rated base pay as excellent or good, with the rest saying fair and one civilian saying poor. Recently, 35% stated that they were leaving law enforcement all together. 4
Police Department Police Department Options Regrade police officer/detective by increasing one pay grade. Officer upgrade would require sergeant and lieutenant to also be upgraded. Could be tied to an across the board increase for these four positions. Create a Senior or Master Police Officer position, which would partially address advancement issues. 5
Police Department Police Department Options The creation of this position would not be recommended if the regrading of positions and increase above is also in place (due to compression issues.) Out of Alpharetta, Brookhaven, Chamblee, Johns Creek, Milton, Roswell, and Sandy Springs, only Sandy Springs requires education for promotion to sergeant. Removing the education requirement for promotion to sergeant could assist with recruitment and retention. 6
Police Department Police Department Possible ARP Funding Licensed Mental Health Clinician(s) 1-2 FTE Est One Year Cost per Clinician $100K. Additional License Plate Reader Cameras Est One Year Cost per 20-30 cameras $75K. Additional Lighting PIB Access Rd Winters Chapel Rd TBD Location Est ask for installation $500K 7
Police Department Police Department Possible ARP Funding Public Safety Ambassador Program Est first year cost $250K. Part Time Officer Program Est first year cost $200K Reserve Officer Program Est first year cost $75K. 8
