Predicting turnover of police officers using the sixteen personality factor questionnaire

Drew, Jacqueline M.; Carless, Sally A.; Thompson, Briony M.

doi:10.1016/j.jcrimjus.2008.06.003

Cited by 41 publications

(38 citation statements)

References 48 publications

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“…It has been estimated that the loss of an employee can cost from ninety-three to two hundred percent (93% to 200%) of the departing officer's annual salary [6]. These expenses are incurred predominantly through the hiring process, particularly selection and subsequent training.…”

Section: Limitations Of Reportmentioning

confidence: 99%

“…These expenses are incurred predominantly through the hiring process, particularly selection and subsequent training. If [6] 's estimation is correct, the premature loss of just one officer in each of South Carolina's seven largest counties and municipal agencies alone (just fourteen officers total) may account for nearly $1 million in replacement costs across the state (see Appendix, Table 1). …”

Section: Limitations Of Reportmentioning

confidence: 99%

“…Carefully nurtured relationships between specific officers and community residents are lost [3]. Rampant turnover also likely diminishes the agency's reputation in the overall view of the public [6]. Loss of competent officers necessitates reaching into the applicant pool to replace him or her, a pool where quality candidates are becoming increasingly difficult to find [3].…”

Section: Limitations Of Reportmentioning

confidence: 99%

“…Loss of competent officers necessitates reaching into the applicant pool to replace him or her, a pool where quality candidates are becoming increasingly difficult to find [3]. Finally, turnover begets turnover, attrition leads to loss of morale among remaining officers which leads to more attrition [3,6].…”

Section: Limitations Of Reportmentioning

confidence: 99%

“…In their study, [7] demonstrated that salary actually increases in importance to officers as time goes by [8] found that a $7,300 increase in starting pay contributed to an increase of 89% in female applications for police officer positions, and a 145% increase in minority applicants. Many smaller agencies (presumably offering lower salaries and lesser benefits) lose their officers not to other professions but rather to larger, moreresourced agencies [6,8]. This, in turn, has been said to offer evidence that compensation can be determinative in officer retention [4].…”

Section: Compensation: Low Paymentioning

confidence: 99%

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Four Ways Forward

Blount¹

2017

Review Pub Administration Manag

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This is an evaluation and analysis of attrition in South Carolina police departments. The purpose of the report is to gain clarity on possible causes of attrition and offer potential approaches to mitigating and/or eliminating a current and future issue that may have adverse implications on both quantitative and qualitative services rendered by departments across South Carolina. It then proposes four ways in which departments might be capable of increasing their recruitment to restore legitimacy.This analysis is based on data from two surveys-the Law Enforcement Management and Administration Statistics and Census of State and Local Law Enforcement Agencies surveys-collected and made available by the US Bureau of Justice Statistics between 2007 and 2013. Three measures of attrition are used: (1) retention/attrition rates, (2) replacement rates, (3) and civilian-to-officer ratios. Additionally, demographic representation is also examined (e.g. female, minority or nonwhite, educational background, pay rates, etc.). Tables containing this information can be found in the appendix.

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Section: Limitations Of Reportmentioning

confidence: 99%

Section: Limitations Of Reportmentioning

confidence: 99%