As with other businesses and organizations across the country,
employee turnover is a significant challenge facing the Fort Worth
By the numbers: When comparing turnover rates for
the rank of police officer among 14 Texas cities, the City of Fort Worth
ranks fourth lowest, according to a recent survey conducted by the
City’s HR Department. The City has a relatively low turnover rate for
the police officer rank at almost 14% below the market median, the
That said, to mitigate their current attrition rate, the department is implementing strategies to increase the number of recruits in each academy class.
One strategy: In collaboration with City Council,
the department has increased the starting pay for rookie officers to
make the job more attractive and the salary more competitive. That
figure stands at $66,593 for FY2023.
“We believe this approach will improve retention rates and contribute
to the long-term success of our recruitment and retention efforts,”
Cpl. Joshua Johnson said.
Diversification can also help keep employees at a company or an
organization. A large part of many employers’ current efforts to retain
employees is by diversifying their teams to ensure equal opportunity to
different cultures, religions, ethnicities, abilities and other groups.
By the numbers: Fort Worth has a diverse population
and having a diverse police department to reflect and represent the
entire community helps build trust and confidence. Additionally, having
diversity in any workforce can lead to increasingly streamlined
approaches to problem-solving and improved communication amongst team
Why? The department assessed the need to diversify
through analyzing demographics and data from the current workforce which
- Conducting surveys.
- Focus groups to gather feedback from employees and community members.
- Reviewing best practices of diversity and inclusion in law enforcement.
The bottom line: While there isn’t a specific
timeline for the department to diversify, they are making concrete plans
to build a more diverse and inclusive workforce. Their goal is to
create diversity within the department, improve community relations,
enhance cultural awareness and increase the department's ability to
recruit and retain talented employees from varied backgrounds.