Over the past five years, police agencies nationwide have seen a much-needed increase in hiring new employees. Instead, these same agencies have found it increasingly difficult to retain employees. I will cover some possible reasons why history might repeat itself. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get Original EssayIn a July 2004 NIJ study, Dr. C. Koper of the University of Pennsylvania found the following statistics: Due to the increase in crime rates in the 1980s and early '90, Congress passed the Violent Crime Control and Law Enforcement Act of 1994. This legislation included the Public Safety and Community Policing Act (establishing the COPS program), which provided funding to put an additional 100,000 police officers on the nation's streets. Just over half of the nation's police agencies grew in strength from 1996 to 1999. The supply of good recruits declined nationwide in the summer of 2000. More than half of small agencies and two-thirds of large agencies with posts vacancies have reported that the lack of qualified candidates has caused difficulties in filling these positions. The reasons have not been examined. The following are possible explanations: A strong economy may have attracted good candidates and experienced officers away from law enforcement and into better-paying jobs. Increased educational requirements for candidates may have limited the number of recruits. This effect would likely have been exacerbated by the economy's attraction to potential college-educated applicants. Negative publicity around issues such as racial profiling and excessive use of force may have discouraged people from wanting to enter the profession. Increased hiring in the industry Even 5 years earlier may have contributed to the shortage, drying up the candidate pool and intensifying competition for recruits among police agencies. Today we are experiencing most if not all of these same problems. Years ago, when hiring began, most candidates were looking for good pay, benefits, and job security. We will call these lower order motivational needs. Today's candidates seek to satisfy higher-order “hygiene needs” of belonging, self-esteem, and self-actualization. Officers hired today are looking for challenging work environments and problem-solving opportunities. When these needs remain unsatisfied for a long period of time, it causes internal conflict in the individual. Other contributing factors: Lack of professional growth or better opportunities – Other agencies have often used this against agencies as a way to attract employees. Poor supervision or leadership – It is very important for an employee to have a positive relationship with their immediate supervisor. This will greatly affect whether they stay or go elsewhere. Inadequate Recognition – Positive reinforcement is the easiest, least expensive and best way to improve good performance and job satisfaction. Inadequate Training – Today's officers see training as an opportunity to improve their skills and make them more effective. If departments don't provide these opportunities, they will start looking for other agencies to do so. Agencies are also facing another troubling problem. Experienced officers from the 1990s are now retiring. This is causing an experience gap between new hires and experienced officials. Agencies should try to find ways to retain their officers.