Workforce Development and Recruiting / Law Enforcement Prep Program
September 23, 2021
Justin Collins of the Rochester Police Department presented on a volunteer program that is working to recruit and nurture candidates for law enforcement and security roles. The program’s primary focus has been on law enforcement, but has been applicable to corporate security as well. Additionally often candidates going through the process intending to join law enforcement work in security roles in corporations and institutions prior to becoming an officer.
The program has been successful despite many recent challenges. Going through the process to join law enforcement can take years and so one of the key goals is engagement of the individuals to help them stay on track. It also provides an opportunity for mutual vetting -- for those choosing to go into law enforcement/security and for law enforcement to get to know future candidates.
The programs boosts training, provides mentors, and helps candidates prepare for the Civil Servant exam. It also provides help in preparing for physical testing requirements.
Nearly 70% of the program is spent building connections in the community and working with various types of people and problems (addictions, teen violence, homeless, etc.). This helps to identify and develop those individuals that are well suited for working with those in crisis. It is important that the candidates have a diversity of thought so the program is not just looking to recruit diverse candidates, but focuses more on the building a diversity of thought, ability to empathize, ability to handle various responsibilities, building rapport, and de-escalation skills that will serve the community and work to improve the future law enforcement workforce.
Another key aspect is providing positive experiences and good role models and ensuring a continuous engagement. There are classroom sessions scheduled on a regular basis and the people going through the program get to know and help each other.
Recruiting for the program is done via WOM (word of mouth)/referrals and social media. In the last five years, there have been about 500-600 candidates with about 20% competing the program and entering law enforcement. Candidates will leave the program for different reasons with some realizing that it is not a good fit for them. There is a about a rolling 30-40 people in the program at any given time and typically for a length of 1-2 years.
The program has good support and engagement from the Monroe County Police Chiefs and other associations – with hands on involvement. Aspects of the program can be readily extended to corporate security.
For more information, contact Justin Collins, Rochester Police Department.
