1. Police officer Turnover and Retention: Who stays and who goes?
Naomi Bennett

2. Retention Literature
Much studied phenomena over a number of years . Taylor (2002) in early 2000’s turnover, recruitment & retention were top priorities
Turnover in public sector organisations traditionally far lower than the private sector
Does a high turnover rate matter ?
What factors influence employee turnover?
Turnover and Policing
Definitions

3. The current study – mixed methodology
Is police officer voluntary turnover significantly increasing, do demographic factors such as gender, ethnicity and rank correlate with turnover?
Why do officers who have seriously considered leaving the police force remain in service, what are their motivations?
What were the key motivating factors for those police officers who voluntarily resigned from the police service in the last three years?

4. Voluntary turnover and demographic factors – Study 1
Collation and analysis of secondary data focusing on MPS
Since 2011 there has been a rapid decline in police officer numbers across the county
Turnover in MPS is higher than the national average, not but not significantly, being the largest force expect highest numerical values
Between 2011and 2014 MPS has seen a significant increase in the numbers of female and BME officers
White male officers – significant increase in voluntary turnover
Female officers – higher vol. turnover rate significant difference with male turnover
BME – increase in turnover – non significant
Impact of demographics is inconclusive

5. Motivations for joining the police service
Serving officers
Childhood ambition
Variety, challenge and enjoyment
Helping Others
Former officers
As above but also influenced by others
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6. Reasons for dissatisfaction in serving officers – why do they stay?
Based on qualitative interviews with serving officers across the country
Reasons for dissatisfaction as expected:
Changes to pay and conditions
Lack of opportunity
Lack of support
Increased pressure
So why stay?
Job satisfaction
I am a police officer
Supporting evidence

7. Why did officers leave – would they come back?
Based on qualitative interviews with officers across the country
Similar reasons for dissatisfaction as serving officers, with the addition of one category
Changes to pay and pensions
Lack of opportunity
Lack of support
Increased pressure
Impact on family life
Other factors – negative perceptions, low morale
Would they come back – mixed responses

8. Recommending policing to others
Interestingly serving officers were not keen to recommend the job they love to others
Emphasis was placed on recommending it to certain types of people they thought suitable
Most former officers – outright refusal to recommend the role
Agreement that they certainly wouldn’t recommend it as a career but rather a experience

9. Motivation for joining influence on decision making
Two interesting points that a ripe for further research and discussion
Different ways in which former and serving officers processed and assessed the changing conditions with which they were faced
The link between the motivations for joining and the decision to leave

10. Concluding thoughts
Police officer turnover has increased – not only affecting specific groups but it’s a general trend
Organisations need to understand the impact of high turnover and decide what type of police service they are trying to create
Holistic approach on the selection process from the recruitment stage to the treatment and monitoring of officers throughout various stages of their service

11. A personal approach to research and officer turnover
The ramblings of a police employee and aspiring researcher