VIRTUAL WORKBOOK 2024 RECRUITMENT TASK FORCE
T A B L E O F C O N T E N T S
I. WELCOME PACKET
Welcome Objectives
Requirements
Expectations
Timeline
Meet the Team
Thank You!
II. CURRICULUM
Overview
Requirements Objectives/Goals
Calendar
RECRUITMENT TASK FORCE WECOME PACKET
Welcome, Recruitment Task Force!
We are thrilled to launch this groundbreaking initiative alongside all of you dedicated recruiting professionals who are ready to innovate and build new pathways to finding and attracting top talent into the policing industry.
The Recruitment Task Force is a working group aimed at fostering positive change within police departments by aligning practices, culture, and operations with the values and perspectives of the next generation of workers. The Task Force adopts a proactive, collaborative approach, focusing on research-based strategies and actionable plans to improve recruitment and overall department culture.
The Task Force's scope is structured around bi-weekly meetings for approximately four months, followed by the implementation phase of members' solutions.Each meeting delves into specific issues from the field, backed by discussion prompts, resources, and subsequent "homework" assignments, aiming to supportTask Force members as you create locally implementable and sustainab As a member of New Blue’s R play a crucial role in shaping t look forward to working toge way forward for recruiting an
With Gratitude,
The New Blue Team Welcome to the Force
Objectives
Collaboration
Foster collaborative efforts among diverse Task Force members, including police agencies, government departments, and community organizations, to collectively address recruitment and retention challenges within the law enforcement profession.
Resource Allocation
Efficiently allocate and share resources, including best practices, innovative strategies, and financial support, among Task Force members to enhance police agencies' ability to attract and retain talent.
Information Sharing
Promote the sharing of valuable data and insights related to recruitment and retention, enabling a comprehensive understanding of challenges and opportunities within the law enforcement community.
Problem Solving
Engage in collective problem solving activities to identify systemic issues affecting recruitment and retention, develop innovative policies and practices eating a more appealing and supp particularly those from Generati
Requirements for Participants:
Intentionally leaning on the Gen Z perspective. We’re not here to discuss changing Genz values or blaming them. We’re here to talk about changing law enforcement.
Solution-Oriented: Encourage a problem-solving mindset where community members focus on finding practical solutions to challenges rather than dwelling on problems.
Innovation: Encourage innovative thinking and a willingness to explore new approaches to recruitment and law enforcement practices.
Data-Driven: Emphasize the importance of data and evidence-based decision-making. Encourage members to analyze data and research to inform their discussions and actions.
Long-Term Vision: Encourage members to think about the long-term impact of their efforts and to set realistic, achievable goals for the future.
Commitment: Willingness to commit to bi-weekly meetings and active participation in discussions and activities.
Open-Mindedness: Demonstrated ability or expressed interest in understanding and embracing modern policing methods and the evolving expectations of the public.
Community Engagement: Experience or keen interest building trust with diverse communities.
Feedback & Collaboration: Willingness to both give and receive feedback, and to work collaboratively with peers to devise effective recruitment and policing strategies.
Expectations
Attendance
Please attend all sessions with your camera on. The Recruitment Task Force curriculum is largely based on participation and open conversation.Fellow Task Force members keeping their cameras off makes it difficult to actively participate, be present, and be respectful of others sharing vulnerable experiences. If you are unable to attend a session, please notify Katelyn beforehand to arrange a “make up session.”
TWO MISSED SESSIONS (without make ups) will result in REMOVAL FROM THE PROGRAM
Commitment
New Blue expects your commitment to the process of developing recruitment solutions. Dedication to initiating implementation of at least 3 solutions you develop to improve recruitment and retention within your department. We are aware that this will be on a varying timeline, and for many,the process will continue after the Recruitment Task Force concludes. New Blue will continue to support your work in every way we can!
Respect
We kindly ask you to respect the presenters, your fellow Task Force members, and yourself throughout this experience. Sensitive topics will be discussed in this process. We will all need to work together to create a safe place to share, allowing for differing viewpoints.
Task Force Timeline
AUGUST 2024
RESEARCH SESSIONS
Experts present evidence about Gen Z
Assessing Department Data
DECEMBER 2025
IMPLEMTATION
Monitoring, Measuring, and Adjusting Strategies
Presentation of Recruitment and Retention Plans
Start implementing recruitment and retention plans
JULY 2024
SESSION WELCOME
Intro and Overview Norms and Mindsets
SEPTEMBER 2024
DEVELOPMENT SESSIONS
Provide key reccomendations
Identify police, procedure, culture misalignment Implementing Recruitment and Retention Strategies
MARCH 2025
REFLECTION
Course recap and reflection
Continued implementation and research
Thank you!
On behalf of our entire team, thank you for being a part of the launch of our Recruitment Task Force. Your dedication and expertise are invaluable assets as we work together to align the policies, practices, and procedures of police agencies across the nation with the expectations of the next generation of workers. Your commitment to this important initiative is deeply appreciated. We look forward to collaborating with you in shaping the future of your department.
New Blue Recruitment Task Force Curriculum
Overview of the Recruitment Task Force
The Recruitment Taskforce is a dedicated group aimed at fostering positive change within police departments by aligning practices, culture, and operations with the values and perspectives of Generation Z. The Task Force adopts a proactive, collaborative approach, focusing on research-based strategies and actionable plans to improve recruitment and overall department culture
The Taskforce scope is designed over a 3 month span, with bi-weekly meetings. Each meeting delves into specific issues, backed by discussion prompts, resources, and subsequent "homework" assignments, aiming to scaffold Taskforce members toward creating locally implementable solutions.
Task force Charge
Nationally, police retirements are up 45%, resignations are up 18%, while recruitment is down 5%- suggesting that there are significant changes happening within the police force
High resignation rates may indicate that there are significant issues within the law enforcement culture and work environment that are causing officers to leave their jobs. These issues range from workplace stress and burnout, to concerns about waning public support and trust. Addressing these issues can help improve the work environment for current officers, and make law enforcement a more appealing career choice for potential recruits
Meanwhile, low recruitment rates amongst GenZ workers may suggest that the law enforcement system is struggling to relate to individuals entering the workforce. GenZ grew up with exposure to inequity and instability in society and they are rethinking the “grind” and the career loyalty mindset Genz has an increased focus on mental health and wellness; they want more balance in their career choices. Studies suggest that Generation Z desires a work environment that prioritizes workplace flexibility, diversity, and opportunities for career growth and development. These values are misaligned with the policing profession.
The combination of high resignation rates and low recruitment rates may provide an impetus for policymakers and law enforcement leaders to rethink and modernize the current system. With the right evidence based revisions in place, this moment could create an opportunity to build a more effective, accountable, and community-centered law enforcement system that appeals to the newest generation of workers.
Put plainly, we assert that reductions in hiring standards, glossy promotional videos, or continued presence at career fairs won't revolutionize police recruitment. Rather, to truly appeal to Generation Z, departments must demonstrate a commitment to redefining the very essence of policing.
Requirements for Participants
Intentionally leaning on the Genz perspective. We’re not here to discuss changing Genz values or blaming them. We’re here to talk about changing law enforcement.
Solution-Oriented: Encourage a problem-solving mindset where community members focus on finding practical solutions to challenges rather than dwelling on problems.
Innovation: Encourage innovative thinking and a willingness to explore new approaches to recruitment and law enforcement practices
Data-Driven: Emphasize the importance of data and evidence-based decisionmaking. Encourage members to analyze data and research to inform their discussions and actions.
Long-Term Vision: Encourage members to think about the long-term impact of their efforts and to set realistic, achievable goals for the future.
Commitment: Willingness to commit to bi-weekly meetings and active participation in discussions and activities.
Open-Mindedness: Demonstrated ability or expressed interest in understanding and embracing modern policing methods and the evolving expectations of the public.
Community Engagement: Experience or keen interest building trust with diverse communities.
Feedback & Collaboration: Willingness to both give and receive feedback, and to work collaboratively with peers to devise effective recruitment and policing strategies.
Requirements for Departments
Support & Dedication: Departments must show support for officers participating in the Taskforce and be willing to consider implementing proposed strategies.
Evolutionary Vision: Departments should have a forward-thinking approach, recognizing the need to evolve and adapt policing methods for the betterment of the community and the force
Objectives
Collaboration: Foster collaborative efforts among diverse Task Force members, including law enforcement agencies, government departments, and community organizations, to collectively address recruitment and retention challenges within the law enforcement profession.
Resource Allocation: Efficiently allocate and share resources, including best practices, innovative strategies, and financial support, among Task Force members to enhance law enforcement agencies' ability to attract and retain talent.
Information Sharing: Promote the sharing of valuable data and insights related to recruitment and retention, enabling a comprehensive understanding of challenges and opportunities within the law enforcement community.
Problem-Solving: Engage in collective problem-solving activities to identify systemic issues affecting recruitment and retention, develop innovative policies and practices, and implement strategies aimed at creating a more appealing and supportive environment for law enforcement professionals, particularly those from Generation Z.
Goals
Develop and pilot at least three innovative policies or practices that directly address recruitment and retention challenges within each department. Measure their effectiveness through surveys and assessments, aiming for a minimum
10% improvement in recruitment
10% improvement retention rates
Evidence Based Preparation Calendar for Task Force Meetings
Module Overview
Welcome and Course
Overview- Provides an introduction to the program and sets expectations, ensuring participants understand the program's objectives and their role in achieving them
Facilitator | Date
Katelyn Gamache & Andy Saunders
7/10/24 2PM CT
Objectives
Intro and Overview
Norms and Mindsets
Resources Needed
Assignments
Pre-course assessment of personal perspectives on recruitment and retention
Approx. outside session time required: 15 minutes
Deep dive in the evidence based characteristics of the newest generation of workers
Dr Kyle Dobson & Dr Andrea Dittmann
8/5/24 4PM-530PM CT
Understand Gen Z’s motivations, and desires in the workplace
Analyze national research to understand the motivations of 1824 year olds
Chart GenZ data against existing workplace policies at the local level
Gen Z Research Slides
Internal Affair NJ Example
Analyze 3 of your department polices and practices that align with Gen Z expectations and 3 policies and procedures that misalign
Approx. outside session time required: 5 hours
Assessing department current and previous recruitment and retention: Equips participants with the tools and knowledge needed to assess their department's recruitment and retention data
Dr. Kyle Dobson & Dr Andrea Dittmann
9/9/24
4PM-530PM CT
Determine current rates of recruitment and retention
Analyze what rates are needed in order for department to function at 100%
USC Marshall Identity Map
Exercise
PowerPoint Slides
Collection
Protocol & Template
Collect and analyze recruitment and retention data for your department following collection protocol and template provided
Approx. outside session time required: 10 hours
Module
Evidence Based Preparation Calendar for Task Force Meetings
Facilitator
Assessing Departmental conditions: Equips participants with the tools and knowledge needed to assess their department's culture and workplace norms, a crucial step in identifying areas for improvement
Dr. Kyle Dobson & Dr. Andrea Dittmann
10/7/24
4PM-530PM CT
Developing and testing Recruitment and Retention Strategies: Encourages participants to apply their learning by developing customized strategies that address their department's unique culture and challenges
Shaun Nestor
11/4/24
4PM-530PM CT
Learning about your department’s culture and how it contributes to retention rates
Tailoring Strategies to Your Department's Culture
Interview questions about culture created by research team
Assignments
Complete culture interviews in your department and analyze the problems affecting officer retention and attrition.
Approx. outside session time required: 8 hours
Culture Article
Sharable strategic planning document
Outline your strategic plan and reflect on peer’s plans
Approx. outside session time required: 18 hours
Implementation Phase Calendar for Task Force Meetings
Module Overview
Review of the Recommendation Report: Lays the foundation by emphasizing the significance of modern recruitment and retention practices, motivating participants to engage in the program's content.
Facilitator | Date
Kristin Daley & Andy Saunders 12/2/24
4PM-530PM CT
Objectives
Overview of the BJA and COPS Report, IACP report Key Recommendations and Best Practices
Implications (barriers) for Local Departments
Group Discussion on Applying Report Recommendations
Resources Needed
BJA and COPS Report
New Blue Key Recommendatio ns
Assignments
Read the full report and prepare a summary of key recommendations naming 3 that you plan to focus on
Approx. outside session time required: 5 hours
Implementation and Continuous Improvement: Guides participants in the practical implementation of their plans and emphasizes the importance of continuous improvement through data-driven evaluation
Dr Kyle Dobson & Dr Andrea Dittmann
1/6/25
4PM-530PM CT
Implementing Recruitment and Retention Strategies Monitoring, Measuring, and Adjusting Strategies
A design proposal to capture findings and impact metrics
Create a presentation of your department's plan and recommendations
Approx. outside session time required: 15 hours
Implementation Phase Calendar for Task Force Meetings
Final Presentations and Recommendations: Provides an opportunity for participants to share their plans and recommendations, facilitating knowledge sharing and peer learning
1:1 Meeting with New Blue Staff due February 3rd, 2025
Katelyn Gamache
2/3/25 4PM-530PM CT
Presentation of Recruitment and Retention Plans
Chiefs and Mangement should attend
Implement your plan and monitor its effectiveness
Post Course
Conclusion and Postcourse Assessment: Wraps up the program, encouraging participants to reflect on what they've learned and how they plan to apply it in their roles as police recruiters
Katelyn Gamache
3/3/25 4PM-530PM CT
Course Recap and Reflection
Post-course assessment of personal perspectives on recruitment and retention