I’ve seen firsthand the noble ideals that make policing one of the most meaningful and rewarding professions. Those who are drawn to this career bring with them admirable values and virtues, including courage, selflessness in service, and honesty.

Our communities depend on us to maintain safety, uphold justice, and foster trust, and we fulfill those responsibilities on a daily basis.

All police personnel are true public servants who help people in so many ways. Policing is more than just protecting public safety and preserving human life; it’s helping people when they need us, no matter how they need us.

Yet, for all its nobility, law enforcement faces persistent challenges in recruiting and retaining officers. This trend threatens the effectiveness of our police agencies and, ultimately, the safety of our communities.

“Today, I invite you to join me in a renewed effort to strengthen our teams with the best and brightest.”

I am sure it is no surprise to anyone in policing that the ongoing challenge of recruitment, retention, and hiring is one of the most frequently discussed law enforcement issues and a topic that is consistently brought to IACP leadership in almost every discussion we have across the globe. To that end, in late November, we released a report, The State of Recruitment & Retention: A Continuing Crisis for Policing, with critical insights into the current state of law enforcement staffing gathered through survey responses from more than 1,100 U.S. police agencies.

Of the agencies that participated in the 2024 survey, more than 70 percent reported that recruitment is tougher today than it was five years ago. About 65 percent of respondents reported that they had reduced services or specialized units because of staffing challenges, prioritizing essential patrol functions over specialized assignments.

What is perhaps even more telling is that resignations often occur within the first three years of hire. This means that young officers come into the field, experience the realities of policing, and frequently decide that it’s not the career they envisioned.

This trend of early exits speaks to the importance of an investment in employee retention, as it could be even more beneficial in the long term and reduce the need for increased recruitment. The IACP understands the need for this investment and will continue to advocate for the Social Security Fairness Act, which would protect pensions and benefits for officers and their families. We will also continue to advocate for funding for federal assistance grants that allow state and local departments to provide financial support to candidates—including tuition, compensation, housing loan assistance, and other benefits.

Portraying an accurate and honest picture of policing from the start is also imperative if we are going to recruit and retain officers. We need recruits who are genuinely committed to public service and who understand that, while this career is demanding, it is also deeply rewarding. A smart recruitment strategy is critical; it directly impacts retention. By recruiting individuals who are genuinely drawn to the ideals of service, sacrifice, and integrity, we can reduce turnover and strengthen our ranks with dedicated professionals.

Those of us who are in policing are blessed to work in such an honorable profession that is all about serving others. We as police leaders and police professionals are often better at keeping our communities safe than we are at telling our own story. The noble mission of policing deserves to be told, not just because the remarkable acts we do day in and day out deserve recognition, but because these stories also help us recruit and retain individuals. Showcasing policing and our daily acts of service highlights the rewarding aspects of “playing for our team.”

In our profession, “team” is more than a word; it represents camaraderie, shared purpose, and a mission that goes beyond individual gain. As we frame our recruitment efforts, let’s emphasize that joining the police is not just joining a job—it’s joining a team. Together, we can inspire those who value collaboration, purpose, and belonging to answer the call and serve alongside us.

Today, I invite you to join me in a renewed effort to strengthen our teams with the best and brightest.

To support this effort, the IACP has developed a recruitment video for agencies worldwide, emphasizing the importance of service, resilience, and community. I encourage all police departments to utilize this tool and customize it to their needs. Smart recruitment not only fills our ranks but does so with individuals who are ready and willing to commit for the long haul.

The challenges we face in recruiting and retaining police officers are significant, but they are not insurmountable. By embracing the spirit of teamwork and focusing on the positive aspects of our profession, we can attract and retain dedicated individuals. Let’s rally around the call: “Come play for our team” and fill our ranks with those that are searching for a higher calling, and a desire to make this world better.

Please cite as:

Ken A. Walker, “Come Play for Our Team!,” President’s Message, Police Chief 91, no. 12 (December 2024): 6–8.