Strategies and Solutions

We can all see that the new normal for the foreseeable future is difficulty in hiring and retaining enough qualified peace officers.
You can increase your recruitment and retention successes in the main arenas you have influence:

  1. A recruitment campaign that includes an effective digital and social media strategy.
  2. An internal approach that recognizes your best recruiters are your own employees and their success is everyone’s success.

Our Services

  • Customized Consulting

Agency specific customized consulting is available, which includes:  An assessment of your Recruitment and Retention strategies. Specific recommendations and examples of how you can advance your hiring and retention efforts. Ongoing guidance to answer your questions as they develop, and to help you keep your forward momentum.  Our goal is your goal, which is to recruit and retain peace officers today and in the future for your agency.

  • Recruitment and Retention of Peace Officers: Strategies and Solutions Workshop (two days)

We can all see that the new normal for the foreseeable future is difficulty in hiring and retaining enough qualified peace officers. You can increase your recruitment and retention successes in the main arenas you have influence:

  1. A recruitment campaign that includes an effective digital and social media strategy.
  2. An internal approach that recognizes your best recruiters are your own employees and their success is everyone’s success.

This interactive seminar is where your policing agency and agencies of all sizes can learn and leverage viable strategies and solutions in the most competitive peace officer recruitment environment we have ever seen.

This one or two day seminar will cover and deliver:

  1. A Recruitment and Retention Action Plan Framework for your agency that includes strategies and activities that are SMART (Specific, Measurable, Accountable, Reasonable and Time Specific)
  2. How to complete a SWOT (Strengths, Weakness, Opportunities, Threats) Analysis as it applies to your agency’s recruitment/retention efforts and an internal (employee) and external (community) survey (editable template with content).
  3. Strategic Planning Tools to Create Your Written Plan to Recruit and Retain. You have already have written plans for policing local community events, now create a written strategic plan for your agency’s short and long term recruitment and retention needs.
  4. A Social Media and Digital Recruitment Campaign with innovative and proven methods are crucial to attract today’s applicants. Millennials and Generation C (connected people of all ages) are online. Learn specifics on how to recruit applicants where they are.
  5. Internal Communication Strategies. An internal approach of communicating with our own employees on a consistent basis and with the right methods, recognizes your best recruiters are your own employees, and their success is everyone’s success.
  6. 21 st Century Leadership Employee Engagement and Retention Approaches and Strategies. Developed and infusing a 21 st century leadership model for your organization, and sharing it with those who you are trying to recruit and retain.  A culture of caring, wellness, open communication, support, continuous training and learning, is part of what your employees and the community want to see.
  7. Branding and Marketing Techniques that includes identifying the image you want people to think of when they think of your agency. Marketing is about drawing people in. Who are you and what makes you so special that your officers want to stay there? Learn how to identify and promote your agency’s positive factors and differentiators.
  8. Salary and Benefits Options and Alternatives. Recognizing that salary and benefits are important, but often beyond the control of top administrators. Only a few agencies can be at the top of the pay scale, so how do you compete? What options send the right message?
  9. Enhancing Success through Recruit Preparation. There are efficiencies and activities that can help retain applicants through the testing process and help them get ready for success in the Academy. These range from
    expedited backgrounds to pre-academy workouts and information sessions.
  10. Diversity Strategy. Your community expects your agency to reflect the diversity of the community it serves. Recruiting and retaining a diverse workforce requires a sincere and effective strategy.

Who should attend: Chiefs, Sheriffs, Middle Management, Public Information Officers, Recruitment and Training staff will all gain from this workshop. If top policing executives come alone, they will quickly wish they had brought key personnel who will implement the strategies and activities that are shared.

Laptop and Internet Access: Attendees need to bring your laptop so you can access resources and examples that will be shared during the workshop. (Tablets and smart phones cannot access all that will be shared.)

Presenters:

Michael Parker created and implemented the internal and external communications and social media strategy for the Los Angeles County Sheriff’s Department (LASD) from 2009-2014. After 32 years of service he retired in 2017 as Commander of the LASD Personnel and Training Command, with oversight of Recruitment, Testing, Backgrounds, and Hiring, in addition to Recruit and Advanced Officer Training. 1000 sheriff’s deputies and 140 police officers graduated the Sheriff’s Academy in his last two years with the LASD. Over the course of his career, he has published more than 100 articles, and presented at 100 conferences to policing and government officials from hundreds of agencies and 58 countries. In 2012 he received the “Community Preparedness Heroes Award” from the Federal Emergency Management Agency (FEMA), and in 2013 he received the “Community Preparedness and Resilience Champions of Change Award” from the White House. @mplasd

Ward Clapham worked and served for 30 years in one of the most stressful and demanding public arenas—law enforcement. When he took command of the third largest Royal Canadian Mounted Police (RCMP) detachment in Canada, located in Richmond, B.C., the organization ran like most bureaucracies—heavy command-and-control management and strict adherence to the status quo. As with previous leadership assignments, Clapham didn’t believe in staying in the box. He and his teams took calculated chances, made mistakes, and forged new paths where others feared to tread. Though difficult at times, Clapham’s unshakable vision created new paradigms of leadership within the traditional environment of policing, not to mention that crime and community problems were significantly decreased. As a guest speaker, author and policing specialist, Clapham consistently receives top evaluation reviews and testimonials throughout Canada, United States, United Kingdom, Europe, Asia and the Caribbean. He is recognized internationally for extensive collaboration encompassing visionary leadership, strategic innovation, outstanding communication and positive change which includes: Head of Public Service of Canada Award for people value, support and leadership, and the Canadian Order of Merit of the Police Forces for merit and exceptional service. @WardClapham

For more information contact mike at mparker dot com or phone 323-657-3765

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