Recruiting Overview

www.dallaspolice.net David O. Brown

Chief Of Police

Public Safety Committee

April 13, 2015

Purpose

To review the Dallas Police Department’s attrition and

efforts towards recruiting.

2

Goals

Presentation will provide information related to

• Staffing levels

• Historical data on attrition

• Diversity

• Recruiting efforts – both current and planned

3

Sworn Staffing Levels 2005 - 2015

End of

Fiscal

Year

Total

Sworn

Personnel

Attrition Attrition

Rate

14 - 15 3,511

(projected)

106 (estimated 217) 6.10%

13 - 14 3,496 204 5.80%

12 - 13 3,519 215 6.20%

11 - 12 3,511 188 5.40%

10 - 11 3,690 203 5.60%

09 - 10 3,597 191 5.30%

08 - 09 3,389 186 5.49%

07 - 08 3,186 173 5.43%

06 - 07 3,018 176 5.83%

05 - 06 2,972 174 5.80%

4

Sworn Attrition 2010 - 2015

5

64

72

84 82

52

108

93

106

87

42

31

23 25

35

12

0

20

40

60

80

100

120

FY10-11 (203) FY11-12 (188) FY12-13 (215) FY13-14 (204) FY14-15 (106*)

Resigned

Retired

Other

Resignations by Tenure 2010 - 2015

6

52

46

49 49

24

8

19

25

21

27

3 3 4

5

1

0

10

20

30

40

50

60

FY10-11 FY11-12 FY12-13 FY13-FY14 FY14-15

0-5 Years

5-10 Years

10+ Years

Diversity

• The department is continuing to become more

reflective of the city demographics

• African American – 26%

• Hispanic – 19%

• White – 52%

• Asian – 2%

• Female – 17.6% (National Average 11.6% per FBI)

• Hispanic representation has grown 3.5% over the

past five years

• African American staffing is reflective of the city

population

7

Diversity

8

58.2

%

58.1

%

57.2

%

57.0

%

55.9

%

54.8

%

53.6

%

51.8

%

51.1

%

24

.8%

24

.5%

24

.3%

24

.2%

24

.2%

24

.8%

25

.0%

26

.0%

26

.3%

14

.8%

15

.1%

16

.1%

16

.4%

17

.0%

17

.4%

18

.4%

19

.1%

19

.4%

1.4

%

1.4

%

1.4

%

1.4

%

1.7

%

1.7

%

1.8

%

2.0

%

2.1

%

0.8

%

0.8

%

0.9

%

0.8

%

0.8

%

0.8

%

0.8

%

0.7

%

0.7

%

0.1

%

0.1

%

0.2

%

0.2

%

0.4

%

0.4

%

0.4

%

0.4

%

0.3

%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

FY06-07 FY07-08 FY08-09 FY09-10 FY10-11 FY11-12 FY12-13 FY13-14 FY14-15

White

Black

Hispanic

Asian

NativeAmerican /Alaskan

Other

Current Recruiting Efforts

Team Dallas

• Focus is on recruitment of residents of Dallas and/or the

DFW metroplex

- “Building Homegrown Applicants”

• Engage citizens at local universities, community events,

and other relevant functions

• Connecting with citizens in areas we traditionally have

not recruited

Internet Traffic

• Social media presence

• Advertise events

9

Applicant Recruiting

by Source

10

14%

15%

53%

18%

DPD Employee - 124

Recruiters - 139

Website - 488

Other - 167

Future Recruiting Efforts

I. Creation of Dynamic Recruiting Website

II. Internship Program

• Attract high school and college applicants

• Rotational assignments within department

- Ride-along opportunities

• College credit

• Minimal to no cost

III. Cadet Program

• Create an internal hiring pipeline

• Explorer Cadet Dallas Police

• Duties similar to Public Safety Officer position

11

Cadet Program Costs

Proposal

• 20 cadets per year

Cost

• Based on Public Safety Officer pay

• $11.67 per hour

• 20 hours per week

• $12,146.00 annually

Total

• $12,146.00 X 20 Cadets = $242,290.00 annual

Equipment/Clothing Est. $500.00 each

12

Questions?

13