Introduction
With an estimated population of just under 183,000 residents, Grand Prairie is the 15th largest city in the state of Texas. This also ranks it into the top 150 nationally, which has created the need for a strong and responsive police department. The demographics of the region reveal that much of the population is based on a young family model, with the majority being homeowners who earn a dual income. Many families have lived in the area for generations, which creates a small town feel within a big city, yet many new residents are being drawn to Grand Prairie because of solid job opportunities, growth, and economic prospects. There is a hometown atmosphere throughout the city, but rapid growth has also brought with it many of the same problems that many big cities around the country face.
Grand Prairie Police Department Overview
The Grand Prairie Police Department is often engaged in an aggressive recruitment campaign to attract quality and professional police officers to enhance the security and safety of the city. As the city continues to grow, it now answers over 235,000 calls for service every year. There are also, on average, more than 1,000 arrests made every month as a result of officer initiated reasons, or those very same calls for service. All of this is done at the behest of a police force that stands at 252 officers strong, and is likely to increase in the coming years.
The officers employ by the Grand Prairie Police Department work diligently to enforce laws set force by the state and local governments. This is done to enhance and promote the safety and security of all residents of the city. Each officer is responsible for carrying out the following duties:
Investigating a variety of criminal offenses
Engaging in numerous different outreach efforts taking place across the community
Both preparing for and actually presenting a number of criminal cases being tried in a court of law
Providing assistance at the scene of an accident
Responding to calls for disturbance
Participating in investigations of a specialized nature
In addition to the aforementioned roles that a Grand Prairie Police Officer is expected to fulfill, they must from time to time attend to minor office and vehicle maintenance matters, and they must acts with integrity and respect in their interaction and dealings with of employees of the city and its citizens.
As the Grand Prairie Police Department staffs its officers, they are looking for applicants that are psychologically, emotionally, and physically capable of performing the numerous tasks that are expected of officers tasked with maintaining and promoting the peace and security of the city. As such, recruits and officers alike are expected to perform effectively various acts of physical agility, in assisted, that are indicative of the duties associated with being a peace officer. The tasks that the department expects its officers to perform in relatively easy fashion including running, jumping, turning, pivoting, stopping over on demand, climbing, and being able to push, life, remove, install, and handle any item that weighs anywhere between 50 and 200 pounds. Within the recruitment efforts that the department employs, they also look for officers that are able to effectively subdue any individual who is resisting arrest. This could involve the use of physical forces, in as restrained a manner as possible, so that the person can be taken into policy custody and effectively transported away from the scene, even if this means that tit is done against their will.
At the current time, police officers newly hired in Grand Prairie, Texas are automatically assigned to a variety of patrol based duties for, at minimum. Only after this time has elapsed with a satisfactory performance evaluation will any officer be considered eligible for transfer to any number of other assignments within the department. Recruitment practices, and the training offered to even the most veteran of officers, ensure that all divisions with the department are effectively staff with the most qualified and capable of personnel, contributing to relatively low overall crime rate when compared to cities of comparable size across Texas and the United States.
Vision and Mission of the Department
The Grand Prairie Police Department engages in a holistic approach to policing the community. They work hard to develop community partnerships that demonstrate their desire to truly to partner with the city to keep it safe and secure. They are also innovative and remain on the cutting edge of implementing new policing procedures and techniques within the scope of their own department. Members of the community hold a reported respect for the officers employed by their city because of the appearance that they have, and the professionalism that they exhibit in all of their dealings, be it with a criminal resisting arrest or assisting a stranded motorist. Each officer is expected to and is highly regarded as being able to show respect for all individuals, no matter the nature of their crime or the trouble that they might present themselves with. As the department staffs its officers, it works to ensure that each individual is trained to respect the diverse needs of the community. Grand Prairie, Texas, by its nature, is a deeply religious community. Officers are trained to respect this and work to promote social order and stability around all houses of worship, irrespective of religion, particularly during scheduled events. Overall, the city is safe, the department is well staff, and this contributes to a subtle police presence that the population seems to be rather content with.
The mission of the department is stated below:
“The Grand Prairie Police Department is dedicated to service and partnering with our community to maintain a safe environment with a high quality of life”.
Within this mission is contained three separate values that each officer employed by the Department is expected to abide by:
Commitment – This is demonstrated by the police department as a whole working to serve the community in a variety of ways. This is demonstrated via community based partnerships, innovation in police practices designed to keep the city safer and more secure, and devising a more holistic approach to policing that the residents can support and rally behind.
Pride – Each member of the police department is expected to watch after their appearance at all times. This includes when off duty, as well as when out on patrol in uniform. The department takes great pride in adhering to professional standards of policing at all time, contributing to not only a safe community for all residents, but an agency that is well respected.
Respect – Along with these core values comes a demonstration of respect for all individuals in the community, even those that think and act differently than an individual may personally agree with. Private opinions are not to mix with our public persona, and the officers throughout the department are expected to uphold this value in all dealings with the public, no matter one’s religion, sexual orientation, race, or any of a number of other diverse characteristics that make Grand Prairie such a great place to live in.
Staffing Metrics Agency Wide
All officers employed by the Grand Prairie Police Department are qualified and educated professionals. New recruits and lateral transfers routinely apply, and only the best and most qualified are hired. Before being staffed as an officer within the department, one must have earned a minimum of a Bachelor’s degree, and the combined GPA should be a minimum of of 2.0. There are other avenues to becoming a police officer absent a college degree, but they do require a combination of education and life experience. Military personnel, for example, are eligible as long as they have clocked a minimum of 30 semester hours in college or university. All beginning officers are between the ages of 21 and 44, and the department does not hire any new officer that is 45 years of age or older. Beyond that, officers are expected to be able to run 1 and ½ miles in under 15:20, with a 300 meter run time of 70 seconds. Officers also need to be able to do 20 push ups and 30 sit ups in less than 90 seconds. All officers in Grand Prairie must be citizens of the United States.
It is especially important to note that all staff positions with the department require individuals to undergo a rigorous character and background check. Anyone who has been convicted of a felony is automatically disqualified for employment within the department. It is also not permitted for applicants to sit for the civil service exam if they are currently serving probation, no matter what the offense. Because officers are expected to conduct themselves in strict accordance with the law, any person who has a conviction for either DWI or DUI within that past 10 years is not eligible to apply to the department, and drug use is not permitted at any time.
Staff Recommendations
The strategies for recruitment and training are constantly changing. The world that we live in today is much different, and dangerous, than the one of just a few generations ago. Grand Prairie, Texas is certainly no immune from the threats that face much of the global community today, so they must continue to be proactive in preparing officers and residents for emerging threats in existence today (Jordan et al., 2009). As a result, the department must continually on the look out for capable and qualified candidates. This is necessary to account for funds becoming available for the hiring of additional officers, and for the eventual retirement of those loyal members currently serving the department.
As veteran officers leave the force, it is more important than ever that new recruits be ready to hit the ground running, so to speak, so training is paramount. The Department is well run and highly sought after by many in the law enforcement community, so attracting quality recruits does not currently appear to be the issue. What needs to be continually refined, however, is the process by which the department determines who is the most capable and qualified for the position that it currently has available (Nigro, Nigro, and Kellough, 2014). This does not mean that only the strongest and physically agile candidates should be moved to the top of the line. Policing today requires much more than brute strength, so it is important that officers be emotionally and psychologically prepared for the rigors of the job.
In line with other departments across the country, Grand Prairie needs to develop more of a recruitment strategy, as opposed to just a hiring process (Whetstone, Reed, & Turner, 2006). This speaks to the importance of looking at candidates throughout the region, state, and country to find the best qualified. It also means promoting the police department in law enforcement circles, even when open jobs are not available. As the nature of law enforcement becomes more competitive, it is important that Grand Prairie be seen as the ideal agency to look for in order to attract applicants that might look elsewhere.
Building a capable and qualified pool applicants should become more of a priority moving forward. The department never knows when they will need to quickly fill a position, so the need to be on the constant lookout for great talent. In fact, it is noted today that many police and law enforcement agencies across America are having a difficult time finding qualified people to fill available positions. While the applicants might be there, departments are finding that many candidates are just not suited for the rigors of being a police officer in today’s society. As such, it is important that Grand Prairie work diligently to highlight the support and development that they provide each officer in their charge, the attributes of the community, and other aspects that make working for this particular police department more appealing than others. In that way, more qualified and capable applicants will begin to view this agency more favorably and express their sincere desire to join the force when a position becomes available (Leadership IQ, 2012).
Today’s recruitment strategies employed by the Grand Prairie Police Department should revolve around the implementation of multiple techniques, as opposed to one singular objective (White & Escobar, 2008). The Internet and other forms of online promotion should be relied on heavily in order to get the message across to potential applicants. Currently, the agency website is under utilized and outdated. There are other agencies in the surrounding area and nationally that are much more effective at making us of the Internet to attract the very qualified and capable pool of talent that was just discussed. The Internet should be used to create a site that is multi functional, provide ready access to department applications, and tout the reasons why candidates should consider applying in Grand Prairie as opposed to surrounding areas.
It is also important to understand that today’s workforce, particularly younger adults, is increasingly aware of social media and its many uses (Trost, 2014). The department is again lagging behind in this area. Social media can be used throughout the recruitment and hiring process to engage applicants in relevant and fruitful discussion about the departments and its various policies and procedures. It is important to note that research that today’s labor market, law enforcement agencies included, need to develop strategies to communicate that are innovative and make use of the latest technology. As this is constantly evolving, the Grand Prairie Police Department needs to be fluid in their recruiting and hiring process in order to effectively change with the times. This will work to the benefit of each party involved as it is important to maintain and open and effective line of communication throughout the process (White & Escobar, 2008).
Requirements should be clearly stated throughout the recruitment and hiring process. It has been noted a failure to do so often results in losing qualified applicants during the process (Ryan & All, 2000). If the department improves communication via all available channels, then this should serve to retain a quality pool of applicants, some of whom might otherwise opt to withdraw their application in deference to another law enforcement agency that is more progressive in this area. It the department desires to attract the most highly qualified of police officers, then they must be diligent in their communication efforts throughout the process. This involves being accessible to those that are interested in joining the department. Transparency and openness are essential characteristics that must be included. Applicants want to be assured that they are being dealt with a fair manner, that all departments throughout the agency are fun above board, and that they will be treated with dignity and respect throughout the recruitment and hiring process itself.
Conclusion
Overall, the Grand Prairie Police Department is well run law enforcement agency that is adapting to the changing times that we all live in. In addition, they work hard to keep the people of the city safe; they are well respected, and continue to grow. These are all attributes that would serve any police department well and this one appears to be well on the right track. While there are some changes that will make staffing and recruitment policies more streamlined and effective, the agency as a well is performing effectively. With a bit of innovation and more forward thinking regulations, the department should be well positioned moving forward.
With an estimated population of just under 183,000 residents, Grand Prairie is the 15th largest city in the state of Texas. This also ranks it into the top 150 nationally, which has created the need for a strong and responsive police department. The demographics of the region reveal that much of the population is based on a young family model, with the majority being homeowners who earn a dual income. Many families have lived in the area for generations, which creates a small town feel within a big city, yet many new residents are being drawn to Grand Prairie because of solid job opportunities, growth, and economic prospects. There is a hometown atmosphere throughout the city, but rapid growth has also brought with it many of the same problems that many big cities around the country face.
The Grand Prairie Police Department is often engaged in an aggressive recruitment campaign to attract quality and professional police officers to enhance the security and safety of the city. As the city continues to grow, it now answers over 235,000 calls for service every year. There are also, on average, more than 1,000 arrests made every month as a result of officer initiated reasons, or those very same calls for service. All of this is done at the behest of a police force that stands at 252 officers strong, and is likely to increase in the coming years.
It is important to continue this evolution towards providing a more streamlined police force that make better use of limited resources, hires only the best officers, and is able to deal with threats in real time, as well as prevent them. Law enforcement agencies today are entering a new age that is seeing a reality that has never before been experienced, and not even thought of before. Officers must be ready to deal with this, and the Grand Prairie Police Department has made great strides towards this end.
References
Jordan, William, Fridell, Lorie, Faggiani, Donald, Kubu, Bruce (2009). Attracting females and racial/ethnic minorities to law enforcement. Journal of Criminal Justice, 37 (4), 333-341.
Leadership IQ. (2012). 2012 Research Report. Retrieved from www.leadershipiq.com
Nigro, L., Nigro, F., and Kellough, E. (2014). The New Public Personnel Administration, 7th
Edition. Cengage Learning.
Whetstone, Thomas, Reed, John C., Turner, Phillip (2006). Recruting: a comparative study of the recruiting practices of state police agencies. International Journal of Police Science and Management, 8 (1), 52-66.
White, Michael D., Escobar, Gipsy (2008). Making good cops in the twenty-first century: Emerging issues for the effective recruitment, selection and training of police in the United States and abroad. International Review of Law, Computers and Technology, 22 (1-2), 119-134.
