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Mar 20th, 2015
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Week 5 discussion 2

Pay, Benefits, Pension Programs, and Effective Recruitment

In light of recent political and public fallout regarding labor unions, discuss the actual and potential effects on police pay, benefits, and pension programs within a selected state of your choice. Additionally, explain two (2) current factors affecting recruitment, hiring, or retention and describe how these evolving issues will impact recruitment and hiring.

James wrote:

In the state of South Carolina one of the main issues for officers is the pay. Most of officers in South Carolina start their career making under thirty thousand dollars a year. You have a lot of officers in this state that will start for a department that does not pay much and will get certified and leave for another department if offered more money. The retirement in South Carolina is not that bad. I have actually not heard many complaints about the retirement. Another thing officers in South Carolina seem to like is the insurance. Officers normally are given insurance for free and only have to pay to add their family members. h The turn over rate is to high for police officers in South Carolina however. I feel as though this has to due with money and staffing. In most departments they are short handed so officer's back up could be a long ways away if you do not work within a city or town. When it comes to recruitment I feel as though we need to be more strenuous on the recruitment as far as psychological tests and background checks. We do need to find out what types of people that we are hiring for this field of work. In law enforcement you take an oath that a lot of officers end up messing up. We need to make sure that these officers are well prepared and have the mindset to do this job. This would include a more in depth and strenuous academy as well. The academy in South Carolina is 12 weeks and really is more focused on learning from literature and lectures. I feel as though to get a better group of officers we need to get more hands on with practical situations and training.

I started but not sure how to finish

James: Excellent job on your discussion. You are right when you say a police officer in South Carolina does not get paid that much. In Rock Hill for instance a police officer makes “Salary: $36,691-$51,334 Per Year (Actual starting salary commensurate with experience”(Department Job Openings, 2012). That isn’t very much for a police officer as they put their lives on the lines to protect us. My mom always said police and fire fighters should never have there pay cut we need them in our communities. As cited by police executives salary is the number one reason officers leave. One way of solving this issue would be to relay on wage increases, this would executive “to give a simple answer to a potentially complex issue without making any hard analysis of the issues or conditions within their agencies.(Orrick, n.d.). Another good point you made was officers need a more in depth training academy. The recruitment and retention of police officers is every important and very challenging. The leaders in law enforcement need to address these concerns different manner. “This process will require a constant review of the labor market, compensation systems, leadership, recruiting techniques, supervision of recruiters, employer brands, leadership and operational management systems, and retention systems” (Orrick, n.d.). Every detail is important and deserves attention when recruiting and training police personnel.


Department Job Openings - scleoa. (2012). Retrieved from www.scleoa.org/job-openings

Orrick, W. D. (n.d.). [PDF] Recruitment, Retention, and Turnover in Law Enfor... Retrieved from www.theiacp.org/portals/0/pdfs/BP-Recruitment.pdf - Similar

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