{"id":3167,"date":"2014-07-09T14:50:34","date_gmt":"2014-07-09T21:50:34","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=3167"},"modified":"2014-07-14T12:06:56","modified_gmt":"2014-07-14T19:06:56","slug":"crisis-blue-within-policing-profession","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/public-sector-trends\/crisis-blue-within-policing-profession\/","title":{"rendered":"Crisis in Blue Within the Policing Profession"},"content":{"rendered":"<p><a href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/public-sector-trends\/crisis-blue-within-policing-profession\/attachment\/police-g-m-cox\/\" rel=\"attachment wp-att-3168\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft  wp-image-3168\" src=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/07\/police.g.m.cox_.jpg\" alt=\"police.g.m.cox\" width=\"472\" height=\"392\" \/><\/a>Over the next 20 years, and more importantly the next five years, we will see a huge rush of Baby Boomers and older Generation Xers exiting the workplace and entering into their retirement years. This organizational memory and labor exodus is especially true of the policing profession since many states have 20 year retirement systems for law enforcement and other public safety personnel.<\/p>\n<p>The crisis is that there seems to be a relative lack of interested qualified applicants to fill those positions from almost any source \u2013 2<sup>nd<\/sup> career people, Generation X and Generation Y.\u00a0 What is even more of a complication in the pool of potential employees known as Generation Y is that they 1) do not think much of becoming a police officer and 2) place huge demands on employers to accommodate demands for off-duty pursuits and life. Even if we can get by the perception problems, public safety has a weak recruiting pitch as it relates to this group since we have a 24 hour a day, 7 day a week, 365 days a year mission. Someone has to work shift work, weekends and holidays. These requirements do not play well to Gen Ys priorities for career choices.<\/p>\n<p>Departments throughout the USA are experiencing this drought of qualified applicants now. It will only get worse as more and more officers and other public safety personnel retire or move on to other non-public safety careers. About 33% of current officers are in the Baby Boomer cohort. That is a huge number that cannot be filed by hiring more Gen Xers since there aren\u2019t enough Gen Xers to go around. So, we must be flexible enough to go after Gen Yers and non-traditionals. To do that, we must change our recruiting and retention paradigms.<\/p>\n<p>Put simply, Gen Y is just different. Gen Y is a group of individuals who value work-life balance, don\u2019t care much for working holidays, weekends and shifts, and who have been given a steady diet of negative media coverage of police officers. Therefore, many Gen Ys have negative impressions of policing in general and police officers, specifically. Yet, Gen Y is the next generation of workers entering the job market and, therefore, our potential recruits. Gen Y is the only generation with the cohort size large enough to be able to successfully be integrated into the demand pool. However, public safety agencies and other government service agencies, at all levels, are in competition with NGOs and private sector employers for the best talent on the market.<\/p>\n<p>We do have an ace up our sleeves, however; Gen Ys see themselves as game changers and social activists. The good news is that they are not just motivated by money. They want to make a difference and serve the greater good. This is where police departments and other public safety entities can really be focused and promote the \u201cmake a difference\u201d aspect of our jobs.<\/p>\n<p>We must change the way we recruit and retain police officers if we are to avert this looming public safety crisis. Agencies must move quicker in processing applicants, stay in touch with them as they move through the background process and include them in critical points throughout the hiring process.<\/p>\n<p>Ideally, we need to pool resources among the various shareholders and players in the field to launch a national recruitment campaign aimed at encouraging people to become police officers. This could be a regionalized effort, but this is a national issue and one that could be addressed at that level. Pooling resources, targeting Gen Ys and non-traditionals, a national campaign focusing on \u201cservice\u201d and \u201cmaking a difference\u201d by encouraging people to become police officers, anywhere, we may be able to improve the quality and quantity of our applicant pools across this nation. The alternative is a bleak one. I recall back in the 1970\u2019s and 80\u2019s when there was a shortage of teachers. A national campaign was successful in getting a whole generation interested in being educators. We could have the same or better outcome with a national campaign strategy.<\/p>\n<p>Finally, departments must decide what recruiting and retention models works best for them. What are their strengths or weaknesses? Besides moving faster through the application and background processes, departments can capitalize on their \u201cclose to the people,\u201d \u201cmaking a difference,\u201d having an impact,\u201d and \u201cservice\u201d aspects of our profession.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Over the next 20 years, and more importantly the next five years, we will see a huge rush of Baby Boomers and older Generation Xers exiting the workplace and entering into their retirement years. This organizational memory and labor exodus is especially true of the policing profession since many states have 20 year retirement systems [&hellip;]<\/p>\n","protected":false},"author":2879,"featured_media":3168,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[4],"tags":[],"class_list":["post-3167","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-public-sector-trends"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Crisis in Blue Within the Policing Profession - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/public-sector-trends\/crisis-blue-within-policing-profession\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Crisis in Blue Within the Policing Profession - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"Over the next 20 years, and more importantly the next five years, we will see a huge rush of Baby Boomers and older Generation Xers exiting the workplace and entering into their retirement years. This organizational memory and labor exodus is especially true of the policing profession since many states have 20 year retirement systems [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/public-sector-trends\/crisis-blue-within-policing-profession\/\" \/>\n<meta property=\"og:site_name\" content=\"Careers in Government\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/CareersInGovernment\" \/>\n<meta property=\"article:author\" content=\"https:\/\/www.facebook.com\/cityofmurphy\" \/>\n<meta property=\"article:published_time\" content=\"2014-07-09T21:50:34+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2014-07-14T19:06:56+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/07\/police.g.m.cox_.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"847\" \/>\n\t<meta property=\"og:image:height\" content=\"567\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"G.M. 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Upon his honorable separation from the USAF after 6 years of service, he entered Sam Houston State University and earned his Bachelor of Science degree in Law Enforcement and Police Science. He graduated Summa Cum Laude and Alpha Chi. G. M. became a patrol deputy for the Montgomery County Sheriff\u2019s Department (Texas) and was assigned to serve in the city of Oak Ridge North, Texas. After 18 months in this role, he was hired as the first chief of police for Oak Ridge North with only 30 days to create a fully functional and staffed law enforcement agency. Along with his education, his experience as an assistant shift supervisor, records manager and crime prevention specialist with the Air Force, G. M.\u2019s patrol experience as a deputy made him uniquely qualified to head this city\u2019s first police department. While performing duties as the chief of a small suburban police agency, G. M. earned his Master of Science degree from Sam Houston State University in Criminal Justice Management. His graduate paper, \u201cCareer Path Development in Small Law Enforcement Agencies\u201d was published in the Texas Police Journal. This would prove to be the first of many articles published by G. M. in not only the Texas Police Journal, but also in the Texas Police Chief. G. M. served a short period as a city administrator and director of police services for Oak Ridge North before leaving for the Chief\u2019s position in Lamesa, Texas. While there, G. M. attended the 165th Session (1991) of the FBI National Academy. He also started the long journey of achieving the coveted designation as a graduate of the Leadership Command College (LCC) of the Law Enforcement Management Institute of Texas. After leaving Lamesa, he found himself in the middle of a community in crisis as the Chief in Corsicana, Texas. While in Corsicana, he was instrumental in the creation of the motorcycle, bike, Neighborhood Policing, Crime Interdiction, K9, and mounted units. He also was the founder of the 100 Club of Corsicana-Navarro County and the Corsicana Crime Commission. G.M. served as the President of the Texas Police Chiefs\u2019 Association (2005-06) and was the first Chairman of the TPCA\u2019s charity foundation. He served five years as the Texas Municipal League board member representing the TPCA. He was chosen as the Officer of the Year for 1996 and 1997 by the Navarro County Peace Officers\u2019 Association. G. M. has also served as a board member of the YMCA in Corsicana and Chairman of both the Advisory Board for the Navarro College Regional Police Academy and Criminal Justice Curriculum committee. G. M. is also a court qualified mediator. He is a licensed law enforcement instructor and security inspector, with a Master Peace Officer certificate, issued by the Texas Commission on Law Enforcement Standards and Education. G. M. was also a senior active Rotarian in the Corsicana Rotary Club and a Paul Harris Fellow. Besides his law enforcement duties, he has been an adjunct faculty member of several colleges including Howard College, Navarro College, Texas A &amp; M University \u2013 Commerce and The University of Texas at Arlington. Most recently, Dr. Cox taught a graduate course in theoretical criminology and an undergraduate course in security systems in the spring semester of UTA. In 2003, G. M. was admitted to the graduate school at the University of Texas-Arlington in the School of Urban and Public Affairs to pursue his PhD in public administration. Dr. Cox, aka Dr. Chief, graduated in 2011 with a Ph.D. in Public and Urban Administration from UTA. His dissertation, Crisis in Police Recruitment: Public Service Motivation and Changes in Generational Preferences is the basis for work he is currently doing with the Law Enforcement Management Institute of Texas, LEMIT, in its Texas Police Chiefs Leadership Series and 2nd in Command training programs. He is also working with the Leadership Command College of LEMIT in the area of emerging issues in law enforcement and policing. After over 15 years as the chief of Corsicana, G. M. retired from Corsicana on October 1, 2008. As of October 13, 2008, G. 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Cox","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/secure.gravatar.com\/avatar\/9ec57b4ff751861f1f7231d0fb31929dec8f95ede87bdc2ab4a1f5ef0bcf415a?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/9ec57b4ff751861f1f7231d0fb31929dec8f95ede87bdc2ab4a1f5ef0bcf415a?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/9ec57b4ff751861f1f7231d0fb31929dec8f95ede87bdc2ab4a1f5ef0bcf415a?s=96&d=mm&r=g","caption":"G.M. Cox"},"description":"G. M. Cox, a veteran chief of police of 32 years, brings the full spectrum of policing, managerial, and leadership experience to the role of leading a modern police agency. Overall, he has over 40 years of law enforcement experience starting as a law enforcement specialist in the United States Air Force. Upon his honorable separation from the USAF after 6 years of service, he entered Sam Houston State University and earned his Bachelor of Science degree in Law Enforcement and Police Science. He graduated Summa Cum Laude and Alpha Chi. G. M. became a patrol deputy for the Montgomery County Sheriff\u2019s Department (Texas) and was assigned to serve in the city of Oak Ridge North, Texas. After 18 months in this role, he was hired as the first chief of police for Oak Ridge North with only 30 days to create a fully functional and staffed law enforcement agency. Along with his education, his experience as an assistant shift supervisor, records manager and crime prevention specialist with the Air Force, G. M.\u2019s patrol experience as a deputy made him uniquely qualified to head this city\u2019s first police department. While performing duties as the chief of a small suburban police agency, G. M. earned his Master of Science degree from Sam Houston State University in Criminal Justice Management. His graduate paper, \u201cCareer Path Development in Small Law Enforcement Agencies\u201d was published in the Texas Police Journal. This would prove to be the first of many articles published by G. M. in not only the Texas Police Journal, but also in the Texas Police Chief. G. M. served a short period as a city administrator and director of police services for Oak Ridge North before leaving for the Chief\u2019s position in Lamesa, Texas. While there, G. M. attended the 165th Session (1991) of the FBI National Academy. He also started the long journey of achieving the coveted designation as a graduate of the Leadership Command College (LCC) of the Law Enforcement Management Institute of Texas. After leaving Lamesa, he found himself in the middle of a community in crisis as the Chief in Corsicana, Texas. While in Corsicana, he was instrumental in the creation of the motorcycle, bike, Neighborhood Policing, Crime Interdiction, K9, and mounted units. He also was the founder of the 100 Club of Corsicana-Navarro County and the Corsicana Crime Commission. G.M. served as the President of the Texas Police Chiefs\u2019 Association (2005-06) and was the first Chairman of the TPCA\u2019s charity foundation. He served five years as the Texas Municipal League board member representing the TPCA. He was chosen as the Officer of the Year for 1996 and 1997 by the Navarro County Peace Officers\u2019 Association. G. M. has also served as a board member of the YMCA in Corsicana and Chairman of both the Advisory Board for the Navarro College Regional Police Academy and Criminal Justice Curriculum committee. G. M. is also a court qualified mediator. He is a licensed law enforcement instructor and security inspector, with a Master Peace Officer certificate, issued by the Texas Commission on Law Enforcement Standards and Education. G. M. was also a senior active Rotarian in the Corsicana Rotary Club and a Paul Harris Fellow. Besides his law enforcement duties, he has been an adjunct faculty member of several colleges including Howard College, Navarro College, Texas A &amp; M University \u2013 Commerce and The University of Texas at Arlington. Most recently, Dr. Cox taught a graduate course in theoretical criminology and an undergraduate course in security systems in the spring semester of UTA. In 2003, G. M. was admitted to the graduate school at the University of Texas-Arlington in the School of Urban and Public Affairs to pursue his PhD in public administration. Dr. Cox, aka Dr. Chief, graduated in 2011 with a Ph.D. in Public and Urban Administration from UTA. His dissertation, Crisis in Police Recruitment: Public Service Motivation and Changes in Generational Preferences is the basis for work he is currently doing with the Law Enforcement Management Institute of Texas, LEMIT, in its Texas Police Chiefs Leadership Series and 2nd in Command training programs. He is also working with the Leadership Command College of LEMIT in the area of emerging issues in law enforcement and policing. After over 15 years as the chief of Corsicana, G. M. retired from Corsicana on October 1, 2008. As of October 13, 2008, G. M. became the third full-time chief of police for the City of Murphy (Texas) where he is still serving as Dr. Chief.","sameAs":["http:\/\/www.murphytx.org","https:\/\/www.facebook.com\/cityofmurphy","https:\/\/x.com\/murphytex"],"url":"https:\/\/www.careersingovernment.com\/tools\/author\/g-m-c\/"}]}},"_links":{"self":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/3167","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/users\/2879"}],"replies":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/comments?post=3167"}],"version-history":[{"count":4,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/3167\/revisions"}],"predecessor-version":[{"id":3172,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/3167\/revisions\/3172"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media\/3168"}],"wp:attachment":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media?parent=3167"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/categories?post=3167"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/tags?post=3167"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}