Editor's Note: This is a response, written by Chief William Harvey, to our "millennial" officer KP's "An Open Letter from a Millennial Officer." It is suggested that you read them both. The open letter has received some truly negative feedback on social media where it's been shared and this Chief's response might surprise some of those folks being so critical. Reality, in brief, is that the millennial officers are the future of law enforcement and we "old guys" don't have to like or embrace change - but we DO have to accept the reality of it. Read on.
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Serving as the perennial old guy in the room or better known as the curmudgeon chief, I am responding to the An Open Letter From A Millennial Officer article by KP. First and foremost, I commend your courage to raise these observations about some very valid issues. Your article may well stimulate the conversations for change. Now, I do not have the answers but will offer my insights from four decades in this profession. Collectively, we may become change agents.
The “department’s hiring crisis” is a national epidemic. Most view this as the Post- Ferguson effect and the downright attacks on law enforcement from several fronts. In today’s world, I actually question whether I would do it all over again. There are several external factors that add to this issue, not all from within departmental culture. Many local governments are pulling back on hiring (do more with less) and peeling away at employee benefits (retirements and insurance for examples). The smart job candidate should research the future stability of the municipality for so many are ‘in financial distress’, layoffs still linger. Most applicants glaze over the employee benefits, the quest of the job overshadows the benefits. Review these closely and be a comparison shopper when deciding on which department to apply with.
I do agree that there are toxic departments and internal culture that create early departure for the younger ranks. Joining a department without kicking its tires is a leap of blind faith. Several departments offer a ride-along, host applicant events, attend job fairs and the like. Seek out officers of your generation to chat with and ask them the hard questions before seeking employment. One great way to see if a department is moving into the future is their application process. If they are traditional paper and pen, they are more than likely rigid. Many now have on-line and phone apps for the process. Their website and social media footprints provide glimpses into their culture.
You also wrote about the command staff and older generation of officers creating low retention rates of your generation. Not so fast, there are recent studies regarding the different generations and their longevity with employment. The literature reveals that the younger generations are likely to change employment more times than prior generations. This creates discussion within human resources to establish private retirement funds and portable retirement plans, rather than traditional benefits. So the old guys are not fully guilty here.
Social media outreach and humor is another balancing point. Most departments use social media as an extension of the public affairs or public information office. This may be their media distribution portal verses the old-fashioned press release that was mass faxed or emailed out. It is rapid and timely, and we can post from the scene of an event for time value postings. Now, for the humor element… Yes, every agency is obligated to produce the crime prevention or safety tips. These are boilerplate for the most part and yes - dull. Levity, though, must be carefully weighed. The subtlest humor will probably offend someone. I have seen this happen, so how do you find balance? We are in the bad day business; these have to be serious - there is no levity in someone’s victimization. However, we should post the more positive moments. Most departments’ public information flows from the chief’s/sheriff’s office with senior staff handling it. I do agree with you: have a younger officer on this media group to assist to ensure inclusion of younger customer base, but it must be tempered to the full viewership.
You also mentioned change the culture and here is a known solution. The academy staff and field-training officers have to possess “generational connectivity.” Seek out capable younger officers into these ranks. The way a concept is explained with terms and comparisons between the instructor and student is a power connection for understanding. I do not profess to understand all of today’s modern music, entertainment and culture; I will stumble seeking analogies. You made a good point here.
I also strongly agree that suicide prevention and mental health care/focus in all of emergency services needs to be expanded. Yes, we lose far too many from their own hands; I have lost friends as well. All of emergency services have seen what nobody wants to fathom, and we take it home and live with it. Yes, we all need help.
Another topic that needs to be discussed are the traditions of this brotherhood/sisterhood. We support and stand by each other: I got your 6 means it is 24 /7 - not only now and then. Yes, there is gossiping and backstabbing within the precincts. People ask what runs a police department- gasoline, electricity and coffee come to mind. Sadly, it is rumors and innuendos. We refer to this as a brotherhood but it is too often run like a frat house. As long as there are competitive promotions seekers, some of this will continue. Stop the bullying and harassment of our colleagues!
Creating a better work environment of your department is a great idea. Yes, departments are bland, mostly due to budget limitations. However, internal improvements come from internal inputs like you mentioned. Yes, some departments offer gym memberships or have smaller gyms. Little improvements within break rooms and office spaces all add up. We just redesigned our detective office from their input. They had a budget and totally amazed me with design, personalization and space behavior. Happy detectives produce, which makes the chief happy (which leads to making city/county councils happy).
You mentioned Forbes “Best places to work” and consider molding our departments after some of the businesses that are most sought after for employment. I agree and add, when you can visit other departments, do so; not to hang out or swap patches but observe and take back ideas and their best practices. Every department should be evolving and never static.
Tattooed officers. Why yes, I am one. I have written on this topic several times. You are correct that there are generational differences. Each younger generation is proportionally increasing with percentages of illustrated officers. Also, the younger the generation the more likely to have multiple tattoos. It makes sense to review and consider change on your policy. “Why?” some chiefs ask of me. If you exclude inked officers from the start, you are removing a larger portion of the candidate pool before you begin. Now, I will temper my response with visible tattoos while in uniform. This is a local option in what your local citizenry will accept. In larger cities, this may not be an issue at all. In some smaller towns, those with stronger Judeo-Christian beliefs about tattoos, will be vocal and will let the elected officials know about it. Before changing a policy like this, it is wise for the chief/sheriff to quiz elected officials about their temperament towards this.
In closing, you are not the annoying Millennials applying at your department, you are our future. Commit to contribute and we all improve.
