Cops need more in labor crisis

I was pleased to see the council approve the wage adjustment for the police officers and settle their three-year contract. I’m hoping this decision will enhance their morale and job satisfaction.

Minnesota is currently grappling with a severe shortage of law enforcement officers. The number of candidates entering the job market is alarmingly low, posing a significant challenge to our law enforcement agencies.

For instance, the Fond du Lac Tribal and Community College Peace Officer program, which used to attract nearly 100 students annually, has consistently declined in enrollment. This year, only 22 students graduated; of those, 17 had already secured job offers or were in the hiring process before graduation.

I presume this is due to a variety of reasons, including public perception and trust, the demanding nature of the job, retirements and resignations, the toll on mental and physical health, the latest legislative changes that have raised concern about personal liability issues, and financial factors such as wages, benefits, and the current economy and inflation.

The cumulative effect of these factors presents a significant challenge for smaller agencies in recruiting, training, and retaining officers. Unlike state agencies and communities with larger tax bases, smaller departments often struggle to offer competitive hiring incentives, moving assistance, retention bonuses, and higher wages that larger agencies currently offer candidates.

As a result, we’ve witnessed the closure of small departments in some parts of the state or their operation under the coverage of sheriff’s offices.

The administration at CPD has been instrumental in fostering a top-tier work environment. In my 23 years here, I’ve never seen a more cohesive group of hard-working men and women who love this community and show compassion in the services they provide. While we strive to highlight the intangibles of working for CPD, we must also recognize the importance of competitive wages and benefits, especially for our younger employees.

The city’s recent adjustments are a step in the right direction. To ensure we retain our well-trained and experienced staff, we may need to continue making such adjustments until the job market changes.

Despite the recent adjustments, I’ve been informed that four of our officers are considering opportunities with neighboring departments. While I have not received any formal resignations, this news is disappointing. We have a fantastic group of officers, and their potential departure would be a loss for us. I believe it underscores the importance of maintaining competitive wages and benefits to retain our talented staff.

I want to thank our officers for their work and the community we serve for their continued support.

Cloquet Police Chief Derek Randall shared these thoughts with the Pine Knot News in response to questions about possible staff departures, even after (lengthy) wage negotiations were settled between the police union and the city of Cloquet. Ultimately, officers received a 6-percent wage increase and a 5-percent market adjustment. Contact Randall at [email protected] or 218-879-1247.