RECRUITING & RETENTION/HR SEMINARS

All seminars are located at the Kansas City Convention Center, unless otherwise noted.

Use Time Analysis to Recalibrate Patrol Staffing

Tuesday, June 28, at 2:00pm in Room 2214

PRESENTERS: Lori Frank, Director of Research and Analysis, Corona Solutions

DESCRIPTION: “How Many Patrol Officers Do We Need?” This question is often asked by law enforcement agencies. Before this question can be answered, it should be asked, ”to do what?” What is your agency trying to accomplish? Do officers feel like they are running call to call? Do you have response time goals? Are there concerns about declining officer availability and safety due to budget constraints or attrition? What is minimum staffing? Is there an annexation in the near future that will have an impact on the expected workload?

To plan for the future, you must examine the past. What is the current demand placed on each patrol officer? What activities consume their time? How much of that time is obligated compared to unobligated? This workshop establishes defensible, data-driven metrics needed to evaluate patrol workload, why those metrics are important, how to best measure them, and most importantly what actions to take after discovering them.

We’ll explore how these metrics expose pain points. Learn how schedule and allocation play a pivotal role in staffing and the likelihood of achieving operational goals. See how artificial intelligence can be used to establish a balanced and manageable workload for your patrol officers.

This is not a vendor demo or an advertisement for Corona Solutions. It covers the mechanics of conducting patrol staffing analysis and scheduling. It utilizes screenshots from the application, much like a case study would use screenshots from various tools utilized in the investigation.

LEARNING OBJECTIVES:

  • Determine what metrics are important to use for evaluating patrol performance and the best way to measure them.
  • Apply findings from patrol staffing analysis to adjust policy or procedures and free up officer time.
  • Distinguish benefits of proportional staffing to flat staffing for aligning with workload demand.

Recruiting Women in Law Enforcement: Evidence-Based Insight and Solutions for Recruiting, Retaining, and Promoting Women

Tuesday, June 28, at 3:15pm in Room 2214

PRESENTERS: Brenda Dietzman, Retired Colonel, Wayfinder Consulting, LLC

DESCRIPTION: Women are underrepresented in law enforcement and particularly in leadership positions. In this presentation, we will look at some of the underlying causes and identify actionable solutions that will help organizations recruit, retain, and promote women. We will discuss effective recruiting campaigns, what benefits are most important, unique scheduling ideas, successful hiring practices, hurdles, how and why sponsoring is effective, and so much more. In the end, these concepts will not only help attract more women, but it will help everyone in your organization by developing processes and practices that will lead to a healthier (and better staffed) organization.

LEARNING OBJECTIVES: 

  • Attendees will be able to describe obstacles that deter women from applying
  • Identify actionable solutions that will help encourage more women to apply
  • Identify hurdles that discourage or prevent women from successfully completing the application process and describe solutions that do not lower the bar
  • Describe how to encourage more women to seek promotion and leadership roles within an organization

Demonstrating Staffing Needs in Challenging Times: A New & Enhanced Calculation Model

Tuesday, June 28, at 4:30pm in Room 2214

PRESENTERS: Dr. Brenda Vose, Chair of Dept. of Criminology and Criminal Justice, University of North Florida; Dr. J. Mitchell Miller, John A Delaney Presidential Professor, University of North Florida; and Dr. Wesley Jennings, Gillespie Distinguished Scholar & Chair, University of Mississippi

DESCRIPTION: Maintaining adequate size of force is essential to law enforcement agencies’ ability to ensure social order, fight crime, and provide an ever-widening range of social services. Unfortunately, leading staffing models indicate manpower needs per population to officer ratios or predicted uses of officer time. This presentation illustrates findings from two US COPS sponsored studies that affirmed a new and enhanced 7 step staffing calculation model to measure shift work per the actual extent and nature of calls for service with attention to shift relief factor adjustments. The new model provides empirical evidence regarding agencies’ manpower needs that in turn inform police executives’ immediate and near future staffing requests.

The model features mixed methods involving focus group interviews with patrol deputies to specify how their work time is allocated across dispatch and officer-initiated activities with the bulk of the steps involving quantitative analysis of official agency shift and calls for service data. Three speakers will offer a technology enhanced presentation of the staffing model: 1) an introductory overview of the model and its benefits; 2) definitional overview and discussion of calls for service, dispatch, and shift-relief factors; and 3) illustration of how agencies’ have leveraged findings to frame staffing requests.

LEARNING OBJECTIVES:

  • Upon presentation completion, participants will understand the basic steps of staffing analysis.
  • Upon completion, participants will understand how shift relief informs staffing needs and requests.
  • Participants will be able to utilize staffing analysis findings for hiring requests.

The Recruitment & Retention Impact of Leading a Wellness Culture: A Case Study – San Francisco Sheriff’s Department

Wednesday, June 29, at 2:00pm in Room 2214

PRESENTERS: Dr. Renee Thornton, Director of Training & Research, Pathfinder Resilience; and Undersheriff Joseph Engler, San Francisco Sheriff’s Department

DESCRIPTION: A global pandemic, social unrest, and an ever-changing legislative agenda stretches all law enforcement leaders’ ability to recruit and retain top talent, yet San Francisco Sheriff Paul Miyamoto and Undersheriff Joe Engler positioned themselves as culture warriors by adopting an internal policy that prioritizes workforce wellness. Their department-wide wellness efforts included the provision of a whole-life training program, confidential access to a crisis intervention expert, personal wellness data for self-care accountability, and the opportunity for loved ones to join in the journey. The impact of their courageous decision to mandate wellness training resulted in the prevention of at least one employee suicide, an employee’s relief from the symptoms of COVID while hospitalized, and the healing of many marital relationships. The staff’s appreciation of their leaders’ wellness efforts resulted in a Destination Zero nomination for 2022. Furthermore, their insistence on validating the impact of the training investment revealed a 57% reduction in the symptoms of mental distress and an overall 181% improvement in workforce wellness. In this presentation, I will share the challenges faced (employee engagement, winning over union leaders, etc.), an overview of the Navigating Adversity wellness model, and the specific results on (1) eight dimensions of human health and wellbeing as well as (2) the most common mental adversities faced by the law enforcement community. The lessons learned can be applied to department recruitment and retention efforts nationwide.

LEARNING OBJECTIVES:

  • Upon completion, participants will be able to attract qualified candidates to their organization by adopting and personalizing Sheriff Paul Miyamoto and Undersheriff Joseph Engler’s leadership model for recruiting and retaining top talent.
  • Upon completion, participants will be able to retain the most qualified candidates within the organization by adopting and personalizing the SFSD wellness model for engaging, training, and leading capable and professional law enforcement officers.
  • Upon completion, participants will be able to establish a culture where recruitment and retention are naturally maintained through the internal policies, procedures, and leadership practices that support a healthy, purpose-driven workforce.