2006 DPS Annual Report - Arizona Department of Public Safety

Agency Support
Division
DPS changing and adapting as needed to tackle complex recruiting challenges
Police recruiting programs nationwide face increasing challenges in attracting quality candidates. Pending
retirements from the impact of DROP’s further increase the challenges faced by Arizona agencies.
The current generations of young adults in the ideal age range for applicants are not as attracted to the
police profession as past generations for several reasons. Traditional recruiting methods tend to be geared
towards the values and expectations of past generations. The “Millennial Generation” places a high value
on factors such as favorable schedules and a balanced life style. The shift work and commitment related to
police work is therefore undesirable to many potential applicants. The para-military model of most police
academies is also viewed as dated and undesirable. Many candidates resign early in their career because
they had unrealistic expectations of a law enforcement career created by extensive inaccurate portrayals by
the media. Younger potential candidates also have higher expectations for pay and working conditions
created by the opportunities during the technology explosion of the 1990s and early 2000s.
Other factors include a historically-low unemployment rate,
competition among agencies, less willingness to relocate and
an increased tendency for employees to change agencies and
careers throughout their lifetime. Many applicants who have
been deterred by the Department’s pay in the past remain
unaware of the significant improvements in compensation
that have occurred in the last couple of years. Agencies such
as the Phoenix Police Department are increasingly recruiting
out of state because the feel they have exhausted the applicant
pool within Arizona. As other agencies increase their
recruiting efforts, it becomes increasingly difficult for the
Department to maintain a high profile among potential applicants.
In order to meet this challenge, the Department’s recruiting
The Department has explored different types of advertising in
an effort to gain new, quality recruits.
budget has been increased to $760,000 in order to compete with other major agencies such as the Phoenix
PD. The funding is being utilized to implement a number of new approaches to recruiting including
revising Department brochures/image, bus tails & stations, internet, radio, publication, stadium advertising
and increased the number of in and out of state job fairs attended. Recruiting enhancements such as
internet and radio advertisement had to be implemented on a limited, intermittent basis throughout the
year.
DPS is continuing with the program which allows certified officers with qualifying experience to lateral
over to the Department at mid-range pay. Agencies such as the Arizona Department of Public Safety once
enjoyed the large pool of quality applicants without any substantial advertising. In the current recruiting
environment, it is critical to increase the Departments profile through extensive advertising. Advertising is
therefore the most important component of the Departments recruiting efforts. It is anticipated that these
extra efforts will support the Department’s efforts in filling positions and build an effective workforce in
the coming years.
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