training officers teach them how we operate. Once they are complete with that they then are
allowed to be on their own. As you can see the time it takes to get a new officer and it’s not the
same as hiring another position at the University. Again, if it’s predictable it’s preventable.
When we talk about other consequences to not funding the police department we would be
remiss not to mention the perception of safety on campus and how that relates to recruitment
and retention of our students. We should be able to agree that as we have safety and the
perception of safety on campus it is a recruiting tool. As we all know if it wasn’t for the students
we wouldn’t have jobs.
With that in mind the police department has a lot to do with the perception of safety on
campus. As we look at the possibility of other officers leaving our institution and the rehire
process timeframe we would be limited in our ability to: conduct safety presentations, drug and
alcohol presentations, attend student club meetings, teach the RAD course, attend sporting
events with students and support the students as we currently do.
Our police department has conducted five surveys dating back to 2012. In each of the surveys
our results were beyond expectations with the current national environment involving policing.
The most current survey that was conducted by VP of Operations Dr. Han, the police
department had a ninety-seven percent customer satisfaction from individuals around the CWU
campus including students. We have consistently proved that we are a valued department and
that we have created a culture in this Police Department that no one else has, and everyone
wants. If officers leave this department and we end up with the revolving door it will be difficult
to maintain the culture and level of service that our community desires.
3. What efforts have there been to find these funds within the requesting unit or your VP’s division? Include documentation to that effect.
We have been working with Dr. Han to obtain the resources necessary to implement the salary
equity needed. Unfortunately, at this point with the efficiency targets that are being requested
of our division it makes it difficult to locate funds that aren’t being utilized.
4. What funds from within the requesting unit are being allocated towards this effort?
We have allocated approximately $146,000 from our department to the police officer salary
equity adjustment. These funds are coming from the Parking Department and the Police
Department funds. We will be moving $100,000 from the Parking fund and $46,000 from the
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