Submitted by Captain Kevin Miller of the Albemarle County, Virginia, Police Department, a graduate of FBI National Academy Session 291.

During my third week at the FBI National Academy, I was in a conversation with several police chiefs that profoundly shifted my outlook on recruitment and retention. As I chatted with one seasoned chief from New Jersey, his words struck a chord that resonated deep within me, challenging me and offering a fresh perspective on today’s issues in law enforcement.

Painting the Picture

The chief started off by claiming we were the problem in terms of recruitment and retention. Intrigued, I asked him to tell me more about that. He explained how our attitudes and statements about being police officers have a tremendous impact on our recruitment efforts.

More is always caught than is taught. For example, we may speak of our retirement calculator multiple times per day to joke or make a point. Your statements to others about how many days you have before telling people what you really think speak louder than any Facebook post you will ever make to drive recruitment. 

According to a 2024 recruitment and retention study conducted by the International Association of Chiefs of Police (IACP), over 70 percent of respondents reported that recruiting is more difficult now than it was five years ago.¹ While some departments have shown improvement in their numbers, everyone is aware that recruitment remains difficult.

The veteran chief went on, explaining how many current officers will actually discourage loved ones from pursuing the career. We have lost what used to be referred to as “legacy officers” because we are pushing our own kids to do other things.

Reflecting on the Profession

In our frustration with the job’s challenges, how often do we paint a bleak picture for those who might consider a law enforcement career? We might do so not only at our departments but also at neighborhood barbecues and community events. It has become so second nature that we do not even realize what we are doing or how it is affecting the profession.

The chief went on to make his point by asking, “Isn’t this still the best job you’ve ever had?” I reflected on my career and did a self-assessment. This included thinking about how my job has provided many opportunities, experiences, places to travel to, feelings of excitement, and people to meet. He was right—it is, in fact, is the best job I have ever had.

I also make more money than I ever dreamed I would when I sat down beside that grumpy field training officer (FTO) so many years ago. Further, when I started, I could not believe I got paid to do the job. Prior to becoming a full-time officer, I served for free as a reserve officer.

The chief went on: “I know everyone says that the job isn’t what it used to be. Well, what job is?” Again, I reflected on his statement and remembered that same grumpy FTO saying the exact same thing to me.

As the chief spoke, I realized the power our words carry. People see us as experts in our field, and when we continually express dissatisfaction or count the days to retirement, we send a powerful message to those who know little about our work.

But the chief’s perspective is not all doom and gloom. In fact, it is ultimately one of hope and empowerment. The great news about being part of the problem is that you are also part of the solution. The wise chief had challenged me to think about the positive aspects of our profession.

It is easy in this job to get caught up in our struggles because, as a profession, we have many. Despite the difficulties, this is still one of the most rewarding careers. It is a a noble calling, and I believe we all agree that we make a difference in our community every day. There is a ton of opportunity right now for people willing to answer the calling.

Thinking About Our Legacy

As we all move closer to that retirement date, we will need good police. Being retired in lawless communities where people are continually victimized because of understaffed and poorly run departments is not the dream any of us had when we first pinned on the badge and started this journey.

The conversation with the chief had me pondering, What would happen if every current officer brought just one promising young person into the fold during their career? Ideally, it would be someone with a strong moral compass and a drive to serve others. How would that impact our agencies? What would the future leadership look like if we all poured into those young people and mentored them during the years we had left?

As we finished our drinks and our conversation ended, I could not help but think that our legacy is not just about surviving these challenging times in law enforcement and making it to retirement. It is about emerging stronger and passing the torch to others who will do better.

Conclusion

The chief's message was not just about recruitment. It was about legacy. Your legacy is a combination of all things you diligently work at in your life—your career, faith, and family. How we leave our profession will also impact our families. Our legacy will be more than what we have done while we were on the job. It will also be how we left it.

Endnotes

¹ International Association of Chiefs of Police, The State of Recruitment & Retention: A Continuing Crisis for Policing, accessed January 6, 2025, https://www.theiacp.org/sites/default/files/2024-11/ IACP_Recruitment_Report_Survey.pdf.