Last week, the consulting firm Manuel, Daniels, Burke International, LLC, released a report about the Savannah Chatham Metropolitan Police Department (SCMPD) in picturesque Savannah, GA.
For the public, that means lots of yawning.
But that department is trying to regain public trust after years of internal problems, and Interim Chief Julie Tolbert certainly has her hands full.
As in most places, change takes time.
For the most part, the report focuses on a single branch of the police department (IAD), but one released statistic is shocking.
Well, shocking in dumpster-fire fashion.
Through attrition, the SCMPD lost 107 officers in 2012, and another 121 officers in 2013.
In other words...
THEY LOST 228 OFFICER IN JUST TWO YEARS!
The agency's website lists that the SCMPD employs around 600 officers.
So, the SCMPD lost over 1/3 of its uniformed workforce?
Dumpster Fire! Dumpster Fire!
Now, there are legitimate reasons that officers or any other workers leave jobs.
Things like maybe the workforce was older and they just had lots ready to retire.
Or, their government offered an early retirement package in 2012 and 2013 to reduce costs.
Perhaps, the 228 officers are shared winners in the latest Powerball Lottery.
Ok, maybe not. What is more likely?
It was just a super sucky place to work.
Unfortunately, I usually assume the latter reason until proven otherwise, and the consultants (via their study) found evidence with the crappy employer theory.
On Page 7 of the report, the consultants admit that it is unknown as to why so many officers left the SCMPD, as the agency did not keep such records (really?).
But, their interviews with current personnel indicated that "dissatisfaction with the climate of favoritism" played a role.
Oh favoritism. That is a morale killer.
As such, the consultants recommend that the agency initiate an exit interview program to better understand employee attrition.
I see that the police department maintains national accreditation through the The Commission on Accreditation for Law Enforcement Agencies (CALEA).
CALEA recognition is not easily attained.
Perhaps a good starting point for Chief Tolbert and agency reforms is to look at the CALEA standards that the SCMPD says it is meeting.
Are these required CALEA personnel and policy standards truly being met, or is it simply a game of smoke and mirrors to make the agency appear professional?
Currently, the dumpster fire continues in Savannah and the tax-paying citizens are the losers.
You can view the full SCMPD report by clicking here.
Question: Exit interviews are effective and common sense dictates that they should be used regularly by employers. Have you ever participated in an exit interview when leaving a job?
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