Title
Phoenix Police Department Recruitment, Hiring and Attrition Update
Description
This item provides the Public Safety and Justice Subcommittee with a report on the Phoenix Police Department’s (PPD) hiring and recruitment efforts. As of October 2025, the department reported 2,637 filled sworn positions, including recruits, out of a hiring target of 3,125 officers. In an effort to increase staffing levels, PPD staff have worked to increase academy recruits through a proactive effort that will build the workforce and prepare for future operational demands.
THIS ITEM IS FOR INFORMATION AND DISCUSSION.
Report
Summary
Hiring Activity 2024 vs. 2025
Hiring activity in 2025 has shown marked improvement over the previous year. Monthly application numbers have consistently outpaced those of 2024, with figures ranging from 393 to 518 applications per month through October, compared to a range of 175 to 428 in 2024.
This upward trend reflects the positive impact of more efficient recruitment strategies and expanded outreach efforts. The department has seen a notable rise in applications across all gender categories, with particularly strong growth in female applicants and a modest increase in those who chose not to disclose their gender.
With regards to women hires: 22 were hired in all of 2024, compared to 23 hired year-to-date (YTD) in 2025. This increase reflects ongoing efforts to strengthen recruitment and expand the department’s workforce. The year-over-year growth in hiring suggests improved outreach, processing efficiency, or candidate interest, contributing to the department’s goal of rebuilding and maintaining adequate staffing levels. However, PPD staff understand that there is more work to be done in bringing women into the organization.
30x30 Initiative
Recently staff met with Dr. Tanya Meisenholder who leads the national 30x30 initiative and is the Director of Gender Equity for the Policing Project at the NYU School of Law. She praised PPD's continued dedication to the 30x30 initiative and our social media, marketing and recruiting practices. In addition, she helped identify areas where staff could improve such as increased visibility at women focused expos and job fairs.
Recently, the recruiting team met with the Mayor’s Women’s Commission to discuss ideas and strategies to more effectively recruit and retain women in law enforcement. Through that meeting, a suggestion was made to attend the Fresh Start Career Fair sponsored by the Fresh Start Women’s Foundation here in Phoenix. Fresh Start is a foundation committed to transforming the lives of women and their families by providing access to critical resources and opportunities. Their mission is to empower women who have faced significant challenges such as homelessness, domestic violence, or mental health struggles. This event was one that PPD staff may not have traditionally been aware of, however thanks to a new and valuable partnership with the Women’s Commission, PPD staff was able to participate and actively engage with attendees. The event was very well attended, and PPD representatives made meaningful connections with 30 women exploring new career opportunities. Notably, five of those individuals remain in contact with recruiters and have expressed a strong interest in pursuing careers in law enforcement.
To further strengthen PPD's 30x30 initiative, a dedicated female commander, Commander Julie Egea will lead the Phoenix initiative. Commander Egea is a recognized leader within the department and already volunteers her own time to mentor women in law enforcement. Commander Egea has identified a core group of women leaders to to continue the 30x30 work. Additionally, the 30x30 Initiative will report directly to Chief Giordano to emphasize the Department's commitment to the goal.
Attrition
Monthly separations in 2025 ranged from 17 to 53, with the highest number occurring in August. The distribution of separations by years of service reveals two critical points of concern: early-career officers and those that are retirement eligible. A total of 41 officers separated with less than one year of service, while 45 officers with 21 to 25 years and 38 officers with over 26 years of service retired from the department. These figures highlight the dual challenge of retaining new hires and managing the retirement wave among veteran personnel.
Attrition is highest among officers with less than one year of service and those with over 21 years. Early career attrition often reflects challenges in adjusting to the demands of the role, while late-career attrition reflects retirement eligibility. The Organizational Integrity Bureau (OIB), which is tasked with organizational improvement, will now be conducting exit interviews. OIB also monitors early intervention data such as hours worked, sick leave and other stressors that could lead to early retirement. By analyzing these data sets, along with the exit interviews, staff hopes to identify new and innovative ways to enhance employee wellness and retention.
Retention in the Academy through Field Training
Retention efforts have yielded positive results, particularly within the Field Training Officer (FTO) program. The retention rate for officers in training rose from 72.9 percent in 2024 to 91.3 percent in 2025 YTD. Between 2022 and 2025, 356 recruits remained active as sworn officers, while 25 were retained in non-sworn roles and 64 separated from the department. The most common reasons for separation included unmet requirements, voluntary withdrawal, and family obligations. These insights underscore the importance of looking for opportunities to better prepare and support recruits during the early stages of employment.
Employment Services Unit Staffing and Workload
PD staff benchmarked against peer agencies in Houston and San Antonio to gather information on recruitment and hiring efficiencies. These agencies were identified due to their similarity to Phoenix PD in geographical location and population size (Houston is the fourth largest city in the United States, Phoenix is the fifth and San Antonio is the seventh). For October 2025, the average hiring time in Phoenix is 130 days, with the fastest hires completed in just 60 days. This compares favorably to the three to six-month timelines shared by the other cities.
The Department’s recruitment process is increasingly efficient, with key steps such as applicant packet completion, polygraph, psychological evaluation, and medical screening, each taking between 11 and 33 days. The final review adds an additional 30 days. While these timelines are commendable, further reductions could be achieved. PPD staff is exploring options to address these constraints with the goal of increasing the number of recruits sent to the academy
Conclusion
The implementation of advanced process improvements, such as the automated communication platform and the case management program, has significantly strengthened the department's ability to manage growing workloads with greater efficiency. By delegating administrative and background functions to Human Resources, PD staff have been able to redirect their focus toward core investigative responsibilities, enhancing both productivity and impact.
In parallel, the Phoenix Police Department has made strides in recruitment and retention throughout 2025. Hiring processes have become more efficient, diversity among recruits has increased, and retention has improved. These gains reflect a department-wide commitment to building a stronger, more representative workforce.
While challenges remain, particularly in addressing attrition among early-career and retirement-eligible officers and in scaling operations to meet ambitious hiring goals, the department is well-positioned to continue its progress. Continued focus on strategic staffing investments, targeted recruitment, particularly of women, and robust retention initiatives will be key to sustaining this momentum. With these efforts, PPD is meeting today’s demands while laying a strong foundation for long-term success in serving the community with excellence.
Department
Responsible Department
This item is submitted by Assistant City Manager Lori Bays and the Police Department.