In recent years, law enforcement agencies have undergone major shifts amid the pandemic, economic uncertainty, and changing views of the police. Last week, PPIC researcher Brandon Martin presented key findings from a new report on trends in officer staffing in California, including challenges for agencies moving forward.
Policing is a significant public investment. Over 400 law enforcement agencies across the state employ roughly 77,000 officers with arrest powers, spending $28 billion in 2023. Prior research shows that hiring additional law enforcement officers reduces crime, especially violent crime.
The number of officers has decreased since the pandemic, falling 3% statewide between 2019 and 2024. This decline occurred across sheriff’s and police departments—and has been driven by large agencies with over 100 officers.
Officer demographics have also shifted over the last two decades. Since 2005, representation of Latino officers and those in the “other/multiracial” category has risen, while representation of white and Black officers has declined. “In 2024, Latino officers made up roughly 40% of all officers statewide… compared to 22% in 2005,” said Martin.
After the pandemic, agencies saw a decrease in officer hiring and an increase in departures. The latter was driven by a substantial spike in resignations, though terminations and retirements also went up during this period. Resignations do not necessarily indicate that officers left the field. Martin noted that resignations also include officers who “resigned their position at one department to take a lateral position at a different department.”
Officer salaries have declined over time, while overtime has gone up. The average base salary went from $116,000 to $110,000 between 2011 and 2023, possibly due to more experienced officers leaving. Meanwhile, overtime pay grew from $10,000 to $25,000 on average, which could be a sign of agencies using overtime to fill gaps in staffing.
Competition from other agencies, unqualified applicants, pay, and location are common problems for hiring and retention, according to a survey conducted by the researchers. Many agencies reported that they have adjusted their outreach strategies and employment policies to combat these issues. For example, agencies mentioned increasing social media ads and engagement at job fairs, as well as loosening tattoo and grooming restrictions.
Staffing levels at law enforcement agencies may continue to shift in the face of changing technology, economic conditions, community trust, and other factors. Martin emphasized that, moving forward, it will be important to continue to closely monitor officer staffing and to share agency strategies for addressing these challenges.
