TRIBAL POLICE DEPARTMENT POISED FOR RECRUITMENT OF MORE OFFICERS

By Vivian LaMoore, Inaajimowin Editor

One of the biggest challenges currently facing law enforcement is retention and recruitment within police departments. Currently, there are roughly 600 officer positions posted statewide on the Minnesota Board of Peace Officer Standards and Training (POST Board) website. Mille Lacs Tribal Police is included in that list.

Currently, the Mille Lacs TPD has 22 officers, including one baliff. “Ultimately, we should have 28,” Mille Lacs Band Tribal Police Chief James West said.

State legislatures have the ability to influence recruitment by providing grants for the hiring of quality candidates. The state has recently opened a pilot program, Intensive Comprehensive Police Officer Training and Education Program, aimed at officer retention and recruitment, West said. Part of the program on the table is the state would grant 50 agencies to each hire one individual on the program. The grant program will allow the sponsorship of one individual to be paid while attending law enforcement training such as pursuing a degree in Criminal Justice. (See page 8 for information on Criminal Justice degree programs.)

Police officers with college degrees are more likely to hold leadership positions, better relate to their communities, and more easily identify best practices in the field.

The grant program is aimed at individuals who currently have a 2- or 4-year degree in something other than law enforcement. “This allows the participant the ability to transition into law enforcement. They will be able to essentially quit their current job and go to school,” James said. He is currently working with the Mille Lacs Grants department to apply for the grant.

Minnesota state legislators are also working with tribal governments on a separate funding source for law enforcement statewide that will offer a one-time funding that Mille Lacs TPD and other police departments will automatically receive. This funding will be available for TPD to utilize for training programs, wellness programs, public safety, and other items, including recruitment and retention. There is also policy on what the funding cannot be used for.

James said his current plan is to use some of that funding on retention, a possible hiring bonus for new recruits, and various training programs, including an intensive 40-hour training in handling mental crisis situations. Several officers within TPD have completed the training already, and James hopes to send more officers through. “It is really good training,” James said.

Other retention practices within Mille Lacs TPD are wellness programs and opportunities. Law enforcement can be a stressful job. Therefore, Mille Lacs TPD encourages physical fitness and officer wellness. Officers can work out for one hour during their shift while on duty as time allows within the department policy. The department also often holds physical fitness challenges such as step and stretching challenges in an effort to keep people moving. Officers are encouraged to see a mental health therapist at least once a year. There is a pool of therapists who specialize in law enforcement and emergency management therapy on reserve to help in cases where a critical incident has occurred.

The bottom line is: It’s more efficient to retain a qualified employee than to recruit, train, and orient a replacement employee of the same quality. Good retention starts at the time you hire an employee and continues throughout the employee life cycle.

Community policing is currently trending in the law enforcement field; however, it is a practice that TPD has been using for several years. Knowing the community members on day-to-day levels other than during an incident helps to build trusting relationships. “Community policing is vital in today’s day and age,” James said. “Having a positive relationship on both sides builds trust.”

Another trend is increasing use of technology and tools such as social media, body-worn cameras, and use of drones. Mille Lacs TPD currently has six or more officers who are certified FAA drone pilots and carry drones in their squads. One such drone has the capability to assist in search warrants or hostage situations with two-way audio and one-way video that will substitute officers going inside not knowing what the situation is to minimize confrontations. “They do well to resolve situations,” James said. “We have used it a few times and also assisted neighboring counties.”

As for the pay scale at TPD, James said the department stays competitive by performing a compendium pay study every three years. They are currently awaiting approval to do the study again.

The retention rate at Mille Lacs is relatively high. “We have some officers who have been on department for 20 years,” James said. “Something I have been striving for is to have more Band member officers. We have had community members throughout the years. This has advantages and disadvantages, but can be beneficial overall.”

Band members who may be contemplating a career in law enforcement are encouraged to check out Mille Lacs TPD. A career in law enforcement is a “very rewarding career,” James said. “Band member youth are becoming those new pillars of the community and taking an active and positive role in the community. Being the boots on the ground in a positive way is very rewarding.”