Police Transfer Portal: Why Officer Hiring Feels Like College Coaching

No sports fan can listen to a college sports news nowadays without hearing the “transfer portal” mentioned. Recently, one beloved football coach issued his surprise retirement and is stepping away because of this phenomenon. He (and several others) could no longer recruit and build his team within this current generation. There have been several coaches bemoaning this gateway of player losses. Inversely, there are some coaches who are maximizing recruitment via the transfer portal. Some coaches lose players and others ‘acquire’ players.

Why does this sound so familiar to the police chiefs and sheriffs landscape?

Trying to recruit, maintain and retain staff is an everyday discussion within Policeland. This has been such a volatile issue in the past, some departments sign recruits to an employment contract. Let's have a discussion on our own transfer portal problems.

This article appeared in the January/February issue of OFFICER Magazine. Click Here to subscribe to OFFICER Magazine.

Recruitment

Nearly every agency worth its salt has a dedicated recruitment team that is out there trying to attract young candidates. This courting process is offering all the benefits and allure that this agency can offer. I recommend that your best recruitment team be comprised of contemporaries of the age group and stations of life (military veterans or certified police officers) that you are seeking. Make sure that they are well versed in the human resources or benefits categories. Older candidates with spouses, partners and maybe kids want to know about these benefits and will compare to other or current agencies. Your recruiters should be fully versed with the onboarding process, from certification to timelines.

Recruitment should a mission of every employee on the staff. Everyone will happen across someone who may ask them if you are hiring. Every employee should be armed with at least a pamphlet, a card or a website that can provide current and accurate information to a prospect.

Have certification will travel

Back in the 1950s, there was a TV Western series Have Gun—Will Travel, which was the adventures of Paladin, a gunfighter for hire. Within the realm of today’s law enforcement, this theme plays out daily, as there are certified officers who leave one agency for the other. It is more like a Have Certification—Will Travel storyline.

There is nothing wrong with a young man or woman who is seeking out their perfect niche for their career. This has also been a point of consternation between chiefs and sheriffs who hire, certify and invest in an officer only to have them lured away by a competing department. It is in vogue now for some departments to advertise in their starting salary packages, the bonus and accelerated pay for certified officers. This is smart advertising, without a doubt. Also, the investment of hiring and police academy certification costs are colossal. Therefore, it is smart to lure certified officers.

Less expense and less onboarding timelines

In my travels, I have heard veteran officers who grumble over this procedure. Be sure to explain (sell it) to your staff the economic impact on your budget. The important question that should be asked is: Why are they leaving?

Some states have traveling retirement packages that can exacerbate this traveling cop climate. Before you let an officer out the door, have someone in human resources review their retirement options. I know of grave financial mistakes that were made in fits of anger. In a couple more months, they could have had a vested retirement but hit the door to start all over again.

Reasons for departure

I always recommend an exit interview for departing and retiring employees. It is designed to be an open and candid conversation over their departure. A lot can be gleaned from this. Often it could be awkward if not contentious—either way listen to them. Should the reasons be pay and or benefits (health care is a big one) acknowledge this, note it and use this data for your next budget hearings or contract negotiations. You will never have good retention rates if you do not care for the employee.

Some reasons may be the lack of opportunities (special units), working conditions (explore your shift schedules), or families ties. There are some innovative shift schedules out there that afford a lot to younger officers. Family ties you will probably never overcome—spouse/partner has been transferred, the lure of family back home, or care of aging parents; you just must accept these.

Sometimes, the reason for departure might be you. Your (or the departments) lack of leadership. Yes, there will be some who may jump ship due to promotions or assignment selections. Their actions will create a vacancy and resentment. There are always stories of a “passover” and this is not referring to a religious holiday. These will occur, accept it. One final closing statement with the exit interview is how to return if the grass is not that green over there. The rehire process should be explained (that is if they are eligible to do so).

Retention

What can you do as an executive officer to retain good staff members? Have you looked at your department from the outside or from a young officer’s perspective? Is this a professional organization that is striving to improve or is it a good ole boys’ frat house? Listen to the complaining rumors for they have some worth. Take these along with exit interview statements and try to address the wrongs that will cause your department to decay from within. Everyone is entitled to a positive work experience in life. It is bad enough that cops must endure what they do on the streets; the department should not complicate an already tough environment.

Make sure you honor your employees with proper commendations. Do not let a "years of service" award slip by you. Letters of commendations, hand signed by you and praise their performances. Do not forget to ask for their perspectives on issues. Nobody knows that beat’s problems better than that beat cop. Ask for their input which values their work and expertise. Make this a place that you would want to start a career with and stay with.

So, what do coaches and chiefs have in common? A rapidly changing environment for staff and its development. Another commonality, coaches and chiefs are hired to be fired. If your department’s team is not winning, start preparing your resume. The ever-changing employment atmosphere has its advantages and perils, but it’s up to you to recruit, retain and manage your winning team.