police fund. The Police resources are available to us due to a reallocation down of a command
staff position and not backfilling a position. The backfill position has been already filled from
separate funds from the Operations division.
5. Does the requesting unit have external revenue* or internal reimbursement streams? No If so: a) Where does it come from?
b) What efforts have been made to increase the requesting unit’s revenue generation?
c) How much of the unit’s external revenue or internal reimbursement will be devoted towards this effort?
*External revenue is generated from products/sales to persons/entities external to the Central community.
6. Did any of the units within the requestor’s division have carry-forward last year? What efforts have been made to reallocate these funds towards this effort?
At this time no carry-forward resources are available to us for budget requests.
7. How will this allocation affect CWU faculty, staff and students? How will it impact recruitment and retention?
If we were to get this allocation the CWU faculty, staff and students won’t see any difference in
what we currently have. The issue is, if we don’t fund this allocation we could see a drop in
service level that our community has come to expect from us.
If we were to have the revolving door at our office with a drop in staffing we would prioritize
calls and we would also be less involved with our community. Recruiting, hiring and training
police officers is not like any other position at the University. It takes us on average one and a
half years to get an officer hired, trained and on their own. It should also be noted that the cost
of the revolving door of officers becomes too great to bear for any budget. If it’s predictable it’s
preventable.
On average, our calls for service have increased 5.25 percent each year since 2010 as noted in
Table 1 below. This increase has been absorbed by patrol officers even though we have had two
less officers to assist them with these increases. This also illustrates how important it is for us to
retain our officers and continue the culture that we have here at CWUPD. This increase in call
volume doesn’t necessarily tell the entire picture of the staff’s involvement. Officers are giving
presentations in the residence halls, conducting self-defense courses and presenting in the
classroom to our students. If we have officers leave we will be forced to make the decision that
no-one wants to do, which is, to become less engaged with our students as we will be just
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