In the past several months, two of the largest law enforcement agencies in the state announced significant hiring initiatives.
Last December, the Salt Lake City Police Department announced it would hire 50 additional officers. Shortly thereafter, Utah Highway Patrol announced a campaign to hire 100 new troopers.
While major agencies are looking to expand their police force, many law enforcement agencies in Tooele County are looking to maintain their current staffing. On the state Peace Officer Standards and Training website, a number of job openings are listed for around the state, including an officer for Tooele City Police Department and a corrections deputy in the Tooele County Sheriff’s Office.
Tooele City police, the sheriff’s office and Grantsville City Police Department have all seen turnover in the past five years. The reasons vary and include retirement, career changes, personal reasons and leaving for other agencies.
Grantsville City Police Chief Jacob Enslen has only held his position for about a year, but said three officers have left the department in the past few months — a sergeant who left for better wages with West Jordan Police Department, an officer who joined the county sheriff’s office, and an officer who left for personal reasons.
Since 2013, the Grantsville City Police Department has seen 11 officers leave, not including the three from this year. The majority transferred to other agencies, with three citing retirement as the reason for leaving.
Enslen said officers leaving for other agencies is something he was familiar with back to his time with the Lehi City Police Department. He said officers were leaving Lehi for positions with agencies in Salt Lake County that were offering raises in the neighborhood of $8 per hour.
“That’s a change of lifestyle,” Enslen said. “You can’t turn that down.”
The Tooele City Police Department saw 19 officers leave over the past five years, an average of 3.8 per year. Nine of those officers cited employment at a different agency as the reason for leaving.
Tooele City Police Chief Ron Kirby said officers leave departments for various different reasons, but pay generally factors into any experienced law enforcement officer moving to a different agency. He said Tooele City aims to pay its officers enough to compete with larger agencies, even if they can’t match them, and believes they succeed.
“Our goal is to always be competitive,” Kirby said.
Between 2013 and 2017, 33 road deputies with the Tooele County Sheriff’s Office left, an average of 6.6 per year. Nearly half of those who left, 16 total, did so in 2013 and 2014; the lowest year for departures was 2017, with four.
The Transcript Bulletin only requested turnover numbers for road deputies from the sheriff’s office to better compare between agencies in the county. The numbers do not include corrections deputies, civilian employees or dispatchers.
The Tooele County Commission approved an increase in pay for sheriff’s deputies over two years last December, aimed at retaining existing officers. A focus of the increase was restructuring the county’s pay grade, according to Tooele County Sheriff Paul Wimmer.
In the past, deputies would move up in pay grade after their first and second years on the job, but would not receive another structured increase until their seventh year, Wimmer said. During the five years between those pay increases, the sheriff’s office was losing deputies to other agencies with more accelerated pay scales, he said.
Now the pay raise will come after five years with the department, with the goal to retain more experienced deputies.
“I think we’ve had some success but it will be ongoing,” Wimmer said, of the changes. “Every adjustment made by all the other agencies to keep their own, the big guys are going to make their adjustments to try and get them.”
Kirby and Wimmer said they both hire law enforcement officers then send them through the POST academy, a process that can take several months. Kirby said it can take 6 to 9 months to get a candidate through the academy, with limited availability for spots.
Wimmer said when he took office in 2015, the sheriff’s office career ladder paid any new deputy the same rate, regardless of experience.
“There was just nothing to encourage someone to come work for us because you might bring five years experience and you’d start at starting pay,” he said.
After that policy was changed, the department was able to hire five deputies with experience, Wimmer said.
Enslen said agencies are competing for a smaller pool of applicants who are POST-certified as a trickle-down effect of larger agencies paying officers for lateral career moves for higher pay.
In addition to increased competition for the available candidates, Enslen said he believes there are less people looking into a career in law enforcement. He said the country has moved beyond the aftermath of the Sept. 11 terrorist attacks, when everyone wanted to dress as a police officer for Halloween.
“Now instead of being beloved, we’re demonized by the media, by Hollywood, by professional athletes, by politicians,” Enslen said. “It’s not cool to be a cop right now.”
While Wimmer acknowledges the impact of negative publicity on law enforcement, he believes the problem isn’t the same in Utah as it is in other states.
“A lot of people will blame the media, the attack on law enforcement, but in general, Utah is pretty good to their law enforcement,” he said. “Tooele County is a great place to police.”
Kirby said how the public views the job of police officers also makes an impact.
“There’s a perception that law enforcement is a very dangerous career,” he said.
One factor, which Enslen and Kirby believe may specifically impact law enforcement in Utah, is change to the state retirement plan for cops.
In 2010, the state amended its retirement plan from 20 years of service and a pension of 50 percent of final salary to 25 years and a pension of 37.5 percent of final salary. Enslen said the previous 20-year retirement was a big draw. Kirby said agencies in neighboring states like Arizona and Nevada with better retirement plans also recruit Utah law enforcement officers.
Enslen said smaller departments may not be able to match the salaries and benefits at larger agencies but offer other advantages and appeal.
“[A] benefit for a small agency like Grantsville is that we’re growing,” he said. “As we grow, there’ll be a lot of opportunities … We still perform the same functions as a larger agency, we just have fewer people to do it so everybody has to wear more hats.”
Both Kirby and Enslen also cited the atmosphere at smaller departments and the closer relationships and camaraderie as reasons officers seek jobs in smaller cities and remain.
“It’s kind of a family atmosphere in terms of our officers,” Kirby said.