SPOKANE VALLEY – In a session of the Spokane Valley City Council on February 6, 2024, Chief Dave Ellis presented an extensive plan outlining the recruitment and retention initiatives for the Spokane Valley Deputies. Against the backdrop of community concerns and evolving law enforcement dynamics, the council delved into a multifaceted strategy aimed at bolstering the city’s police force.
Erik Lamb, the deputy city manager, initiated the discussion by highlighting the collaborative efforts to explore the addition of ten officers in 2024.
“We had a committee meeting last week and staff are working feverishly to identify the costs for those hires,” said Lamb.
Emphasizing the council’s fiduciary responsibility, Councilwoman Laura Padden stressed the need for transparency and community input in shaping law enforcement priorities.
“Frankly today people want more transparency and accountability with law enforcement and the criminal justice system,” she explained.
She underscored the significance of weighing costs against the desired level of service, advocating for a meticulous assessment of recruitment and operational expenses.
“If expectations don’t mesh, that can cause some real problems,” said Padden.
Deputy Mayor Tim Hattenburg echoed the sentiment, emphasizing the imperative to kick-start the recruitment process under Chief Ellis’s guidance.
Lamb reinforced the arduous nature of recruitment and retention, emphasizing the persistent challenge of employee turnover within the law enforcement sector.
Chief Ellis provided a comprehensive overview of historical and current trends shaping police staffing dynamics. Citing national statistics, he underscored the persistent vacancy rates and the impact of retirements and resignations on agency operations.
According to the Police Executive Research Forum, law enforcement agencies in the United States are averaging a 7.4% vacancy rate, and police staffing has dropped 4% at the national level since 2020.
Locally, the Spokane County Sheriff’s Office faced an ongoing exodus of deputies, necessitating proactive recruitment strategies. 25 deputies per year are being lost due to retirements, resignations, terminations, changes in career, or other reasons, which do not include the new hires who failed to complete the year long probationary period.
“This was not unexpected, as we knew we had an aging workforce,” said Ellis. “We think we are mostly over the retirement wave, but it’s something that will affect us for at least a couple years.”
Ellis outlined a multifaceted recruitment approach, leveraging signing bonuses, targeted advertising campaigns, and enhanced outreach efforts to attract qualified candidates. He emphasized the importance of a robust digital presence and strategic engagement with potential recruits across social media platforms and job fairs.
“We have $80,000 annually to spend on social media advertising,” he explained. “We have $30,000 to spend annually on billboards in Eastern Washington and Northern Idaho.”
Acknowledging logistical hurdles in the hiring process, Ellis proposed streamlining procedures to expedite applicant processing and minimize administrative burdens. He emphasized the pivotal role of collaboration with external partners and educational institutions to cultivate a robust pipeline of law enforcement professionals.
The discussion transitioned to employee retention, with Ellis outlining initiatives to enhance compensation packages and bolster employee morale. He highlighted the need for competitive benefits, wellness programs, and professional development opportunities to foster long-term commitment among staff members.
Council members raised pertinent queries regarding the feasibility and efficacy of recruitment efforts. Concerns regarding the allocation of advertising funds, applicant tracking mechanisms, and logistical support for new recruits were deliberated extensively.
Councilman Al Merkel added that the city and the police department need account for data tracking of their new hires, because a lot of money is being invested into advertising, especially if the department is unaware how effective it is. He wanted to know more about what the recent hires had to say about what drew them to apply.
Chief Ellis reaffirmed the department’s commitment to a transparent, inclusive recruitment process, emphasizing the importance of community engagement and stakeholder feedback in shaping law enforcement priorities.
“One of the biggest things is being a supportive council,” he advised. He said that he feels that having a welcoming city council will foster trust between the new officers and the city.
Clare is an Eastern Washington University graduate and a reporter at Free Press Publishing.
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