Albuquerque Police Department Staffing and Recruitment Strategies Overview
This overview presents data on crime rates, number of police officers, recruitment strategies, specialized units, and salary comparison for the Albuquerque Police Department under Mayor Tim Keller. It explores the staffing model, crime statistics, recruitment numbers, specialized unit changes, and salary comparison with other local police departments.
- Albuquerque Police Department
- Crime Rates
- Recruitment Strategies
- Specialized Units
- Salary Comparison
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APD STAFFING MODEL AND STRATEGIES OFFICE OF MAYOR TIM KELLER 1
CRIME AND NUMBER OF POLICE OFFICERS IN ALBUQUERQUE Violent Crimes per 100,000 Population and # of Officers Property Crimes per 100,000 Population and # of Officers 1,000 1,200 6,000 1,200 1,000 5,000 1,000 800 800 4,000 800 600 600 3,000 600 400 *FBI did not report 2012 property crime data due to irregularities 400 2,000 400 Source: FBI. ABQ data for property crimes is unavailable in 2012 because the FBI determined that the agency's data were underreported. 2008 2009 2010 2011 2012 Year 200 200 1,000 200 2008 2009 2010 2011 2012 Year 2013 2014 2015 2016 2013 2014 2015 2016 ABQ US Sworn Officers (right scale) ABQ US Sworn Officers (right scale) 2
APD RECRUITING 1,369 200 Attend Entrance Exam Interest Cards Received 28 14% Yield Make it through Academy 3
APD SPECIALIZED UNIT NUMBERS (2010 COMPARTED TO 2018) 2010 2018 School Resource Officers* Narcotics Crimes Against Children 48 8 DWI 24 6 Homicide Vice 8 2 Auto Theft/Night Unit Gangs 9 6 Burglary Unit White Collar Crime 6 1 White Collar Crime Burglary Unit 13 0 Gangs Vice Auto Theft/Night Unit 19 5 Narcotics Homicide 9 6 School Resource Officers DWI 13 8 0 20 40 60 Crimes Against Children 12 5 2018 2010 * Coincides with APS forming its own police department 4
CRIME BY TYPE AND NUMBER OF OFFICERS 9,000 1,150 8,000 1,100 7,000 1,050 6,000 1,000 5,000 4,000 950 3,000 900 2,000 850 1,000 0 800 2010 2017 Homicide Auto Theft Aggravated Assault Robbery Officers (Right Scale) 5
RECRUITMENT STRATEGIES THAT APD INTENDS TO PURSUE, BUDGET PERMITTING Apart from the base cost of hiring new officers (including detectives and other law enforcement professionals and first responders), the price of these options depends on whether APD officers' compensation increases. Currently APD compensation for new recruits is competitive with other departments, but that competitiveness decreases with longevity 6
SALARY COMPARISON WITH OTHER LOCAL POLICE DEPTS. Police Salary Comparison Includes Longevity when Applicable 140,000 120,000 Albuquerque ABQ Proposal 100,000 Austin Denver 80,000 San Antonio Aurora 60,000 Phoenix OKC NM State Police 40,000 Rio Rancho BernCo 20,000 7
OVERTIME EXPENDITURES CORRELATE WITH OFFICER COUNT APD Overtime Expenditures and # Police Officers 16,000,000 1200 14,000,000 1000 12,000,000 800 10,000,000 8,000,000 600 6,000,000 400 4,000,000 200 2,000,000 - 0 2009 2010 2011 2012 2013 2014 2015 2016 2017 Total OT Expenditures Sworn Officers (right scale) 8
APD STAFFING MODEL INFORMATION SOURCES Meetings with APD management and Academy staff and information provided by those personnel Geier/Banez/Collins Study APOA Transition Plan APOA Salary Plan Meeting with APOA representatives Office of Management and Budget Data 9
APD STAFFING MODEL ASSUMPTIONS 3-Year average applicants and #s lost at each step of the process per class 3-Year average laterals recruited annually 3-Year average annual resignations and retirements Average cost of officers, including benefits and other related costs Target hiring number, 400 over 4 years 10
APD STAFFING MODEL INVENTORY OF STRATEGIES Catalogued all hiring/retention strategies provided by: APD Staff The Geier/Banez/Collins Study The APOA Transition Plan The APOA Salary Plan Obtained staffing increase minimum and maximum estimates (used average) and cost increase estimates for each staffing strategy 11
RECRUITMENT STRATEGIES THAT APD INTENDS TO PURSUE, BUDGET PERMITTING To attract new recruits: Increase recruiting and background check staff ($398K)* Institute and broaden hiring and referral bonuses ($75K) Create an APD Intern "PSA2 Plan" Program to keep a connection with applicants who were rejected for reasons that can be corrected over time (credit scores, physical abilities, etc.) ($49K) Produce recruitment video to be used during movie theatre showings on local television stations during active recruitment cycle. Video could also be shared on social media ($26K) Off-site testing for the Academy ($6K) Host a Law Enforcement Explorer Program and other outreach programs for youth ($6K) Reconsider educational requirements to allow recruitment of officers to temporarily defer the college credit requirements and meet the requirement within reasonable time frames following graduation from the police academy (NA) Formalize CNM Pipeline/apprentice program (NA) Morale building initiatives including compliant stickers, parking, take home vehicle restrictions, plain clothed officer vehicle plates, personal weapons policies, reasonable tattoo standards and other issues important to frontline officers (NA) *Cost estimates shown include administrative cost of implementing strategy, not the cost of salary and benefits of new officers recruited. The cost of 400 additional officers ranges from $36 million to $40 million depending on type of officer recruited and level of compensation. 12
RECRUITMENT STRATEGIES THAT APD INTENDS TO PURSUE, BUDGET PERMITTING To attract more laterals (Cost Estimates Depend on Salary/Longevity Increases Used) Create lateral transfer program with career development program to allow certified law enforcement officers to be hired and placed at salary levels and longevity commensurate with their law enforcement training and experience (limits can be established) Reach out to recently retired APD or other NM officers with incentive plan to return to the department (would require suspension of PERA retirement but would increase their final retirement payments) To retain more existing officers from leaving for other police departments or retiring Increase compensation (Cost Estimates Depend on Salary/Longevity Increases Used) Adopt a flexible shift schedule for officers assigned to field services division Provide diversified training offerings Institute other nonmonetary measures designed to improve morale 13
