HomeMy WebLinkAboutCC 2026-04-28_11a Workforce Vacancies AB 2561_PP1Staffing & Vacancy Overview
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Current Staffing Reality
Department has not been consistently staffed in over 10 years, weighing a toll on current staff.
Ongoing vacancies across key assignments
Persistent gap between authorized vs. filled positions
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Operational impact
Increased workload for existing staff
Mandatory overtime / fatigue concerns
Reduced proactive policing & community engagement
Strain on morale and retention
3
Recruitment challenges
Declining applicant competitiveness
Strong competition from neighboring agencies
Candidates frequently accept offers elsewhere
4
Hiring timeline reality
~4 months: Hiring process (application → background → start date)
~6 months: Police academy
~6 months: Field Training Program
Total: 16+ months before an officer is fully on their own and this is if they are successful throughout the process
5
Compensation gap
Pay, benefits, and incentives not competitive with nearby agencies
Lateral candidates choosing higher-paying departments
Difficulty attracting experienced officers
Loosing experienced officers to other agencies
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Cost of living reality
High cost of living in the region
Housing affordability challenges
Pay does not align with local economic conditions
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Retention concerns
Officers leaving for better-paying agencies
Loss of trained and experienced personnel
Increased training costs due to turnover
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Long-term risk
Continued understaffing trends
Service level impacts to the community
Growing gap compared to peer agencies
Burnout impact on existing staff
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Closing
Commitment to serving the community
Need to remain competitive in the region
Thank you!
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