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BrochUres about the police officer positions are available, and there is some public service announcement time provided by local broadcasters. Unfortunately, typical tools and training vital to attract high-quality applicants are not available to recruiters. Put simply, aggressive recruitment does not take place. At best, the public is notified that positions exist and that applications are being accepted, but only for a limited time. Recommendation No. 12: Work with Human Resources (HR) Services to develop a comprehensive recruitment strategy based on current and future pipeline needs that result from an on-going workload and forecast trend analysis. Recommendation No. 13: The police department should work with Human Resource Services to adopt a year-round recruitment effort. Discussion: The current thinking that recruitment and application acceptance should be limited to periods when hiring is inm~inent may preclude the best applicants. Though some applicants will wait for an opportunity to apply, many others will be lost because there is a mismatch between their time of interest and availability and the police department's outreach efforts. Understandably, the EPD cannot hire when vacancies do not exist, however, Human Resource Services reports that between ten to twenty positions need to be filled each year. Except in those instances when budget cutbacks are known and there have been directives that vacancies will not be filled, the department should anticipate filling positions lost to attrition. This alone justifies ongoing recruitment and application acceptance. Moreover, maintaining a rolling selection process helps to eliminate the necessity to conduct background investigations and psychological exams concurrently. 31