Police officer Turnover and Retention: Who stays and who goes?

1. Police officer Turnover and Retention: Who stays and who goes? Naomi Bennett

2. Retention Literature • Much studied phenomena over a number of years . Taylor (2002) in early 2000’s turnover, recruitment & retention were top priorities • Turnover in public sector organisations traditionally far lower than the private sector • Does a high turnover rate matter ? • What factors influence employee turnover? • Turnover and Policing • Definitions

3. The current study – mixed methodology • Is police officer voluntary turnover significantly increasing, do demographic factors such as gender, ethnicity and rank correlate with turnover? • Why do officers who have seriously considered leaving the police force remain in service, what are their motivations? • What were the key motivating factors for those police officers who voluntarily resigned from the police service in the last three years?

4. Voluntary turnover and demographic factors – Study 1 • Collation and analysis of secondary data focusing on MPS • Since 2011 there has been a rapid decline in police officer numbers across the county • Turnover in MPS is higher than the national average, not but not significantly, being the largest force expect highest numerical values • Between 2011and 2014 MPS has seen a significant increase in the numbers of female and BME officers • White male officers – significant increase in voluntary turnover • Female officers – higher vol. turnover rate significant difference with male turnover • BME – increase in turnover – non significant • Impact of demographics is inconclusive

5. Motivations for joining the police service Serving officers Childhood ambition Variety, challenge and enjoyment Helping Others Former officers As above but also influenced by others • fffffffffffffffffffffffffffffffffff

6. Reasons for dissatisfaction in serving officers – why do they stay? • Based on qualitative interviews with serving officers across the country • Reasons for dissatisfaction as expected: • Changes to pay and conditions • Lack of opportunity • Lack of support • Increased pressure • So why stay? • Job satisfaction • I am a police officer • Supporting evidence

7. Why did officers leave – would they come back? • Based on qualitative interviews with officers across the country • Similar reasons for dissatisfaction as serving officers, with the addition of one category • Changes to pay and pensions • Lack of opportunity • Lack of support • Increased pressure • Impact on family life • Other factors – negative perceptions, low morale • Would they come back – mixed responses

8. Recommending policing to others • Interestingly serving officers were not keen to recommend the job they love to others • Emphasis was placed on recommending it to certain types of people they thought suitable • Most former officers – outright refusal to recommend the role • Agreement that they certainly wouldn’t recommend it as a career but rather a experience

9. Motivation for joining influence on decision making • Two interesting points that a ripe for further research and discussion • Different ways in which former and serving officers processed and assessed the changing conditions with which they were faced • The link between the motivations for joining and the decision to leave

10. Concluding thoughts • Police officer turnover has increased – not only affecting specific groups but it’s a general trend • Organisations need to understand the impact of high turnover and decide what type of police service they are trying to create • Holistic approach on the selection process from the recruitment stage to the treatment and monitoring of officers throughout various stages of their service

11. A personal approach to research and officer turnover • The ramblings of a police employee and aspiring researcher