Maintaining an adequate workforce level is one of the most prominent challenges facing employers in the 21st century. Recruiting candidates for a law enforcement career is one of the most significant challenges facing law enforcement agencies in the 21st century; regardless of whether the agency is large or small. Studies routinely demonstrate these challenges are magnified due to a diminished pool of candidates considering law enforcement as a career, increased attrition rates, increased responsibilities, low compensation and a social media atmosphere not conducive to law enforcement.
Unfortunately, these challenges have not escaped the Johnson County Sheriff’s Office in its struggle to fill vacant law enforcement and civilian support positions. The Sheriff’s Office has pursued numerous avenues to recruit quality candidates to fill these positions. However, as the Sheriff’s Office navigates the nuances of recruiting quality candidates, the results have been less than stellar. Nevertheless, tackling the topic of recruiting and retaining staff ought to remain a top priority. Therefore, both recruitment and retention will be addressed in this action plan.
Recruitment Activities
During the past several years, the Sheriff’s Office Personnel Division explored and pursued …show more content…
Those candidates scoring 70% or better, totaling 410 people, automatically receive a Personal History Packet, PHP. Disappointedly, only 219 candidates submitted the PHP for employment. Upon completion of the background investigation process, 51 candidates were hired. Unfortunately, only 40.1% of the candidates initially taking the Civil Service Exam submitted the PHP and of those, only 23.2% were qualified and hired. To put this in perspective, of the 546 candidates who initially completed the Civil Service Exam, only a small portion, a little over 9.3%, were qualified and offered
Unfortunately, these challenges have not escaped the Johnson County Sheriff’s Office in its struggle to fill vacant law enforcement and civilian support positions. The Sheriff’s Office has pursued numerous avenues to recruit quality candidates to fill these positions. However, as the Sheriff’s Office navigates the nuances of recruiting quality candidates, the results have been less than stellar. Nevertheless, tackling the topic of recruiting and retaining staff ought to remain a top priority. Therefore, both recruitment and retention will be addressed in this action plan.
Recruitment Activities
During the past several years, the Sheriff’s Office Personnel Division explored and pursued …show more content…
Those candidates scoring 70% or better, totaling 410 people, automatically receive a Personal History Packet, PHP. Disappointedly, only 219 candidates submitted the PHP for employment. Upon completion of the background investigation process, 51 candidates were hired. Unfortunately, only 40.1% of the candidates initially taking the Civil Service Exam submitted the PHP and of those, only 23.2% were qualified and hired. To put this in perspective, of the 546 candidates who initially completed the Civil Service Exam, only a small portion, a little over 9.3%, were qualified and offered