Policing agencies across the Australia are experiencing widespread challenges in the recruitment and retention of their policing workforce. In a competitive labour market, along with changing generational preferences that prioritise work/life balance, flexible working arrangements, and collaborative leadership, NSWPF is interested in research investigating effective strategies that incentivise individuals to want to pursue a career in policing. We are also interested in effective strategies for retaining qualified officers once they have entered the police force.
NSWPF is particularly interested in research into:
10.1 Research into effective strategies designed to attract and retain the policing workforce? How is this addressed by other national and international policing agencies?
10.2 Research focusing on recent recruits to policing to identify what attracted them to policing to assist in identifying areas of focus for recruitment campaigns.
10.3 What are other armed forces and police jurisdictions doing to engage with employee's families? What impact does it have on recruitment, career longevity, and long-term sick leave?
10.4 What new and innovative recruitment and retention strategies can be deployed by the NSWPF to combat the ageing workforce, natural attrition, and generational career ideals (younger generations will have multiple careers over their working lifespan)?
10.5 Research current trends regarding the war for talent in the Australian Information Technology (IT) industry: 1. How are organisations most effectively attracting, growing, and retaining IT talent in the current competitive landscape? 2. Are any government agencies considered highly effective in this area? What are the lessons learned i.e., what makes them so successful?
10.6 Research on what impact organisational ethics and social responsibility have on attracting and retaining the right employees.
10. 7 What are police agencies around the world doing remain an employee of choice and continue to meet community policing expectations?