ITEM 5. 4
CITY MANAGER' S REPORT
JUNE 09, 2025, CITY COUNCIL REGULAR MEETING
ITEM: ESTABLISH THE LATHROP POLICE DEPARTMENT
EXPLORER PROGRAM
RECOMMENDATION: Adopt a Resolution to Establish the Lathrop Police Department Explorer Program
SUMMARY:
On May 12, 2025, staff presented the details of the proposed Explorer Program and requested City Council input. During the meeting, Council members reviewed and discussed the proposed program. This report incorporates Council feedback to provide data in support of establishing an Explorer Program.
The City of Lathrop Police Department ( LPD) is proposing an Explorer Program, as a youth development initiative aimed at engaging younger Lathrop residents, and/ or students, who have an interest in law enforcement or public service. The Explorer Program is an academic and mentorship program that provides participants with an opportunity to gain hands- on experience in law enforcement by shadowing police officers, learning from industry professionals, and participating in real -world law enforcement activities.
Tonight, Staff requests council approval of a resolution to establish a Police Explorer Program through the Lathrop Police Department to engage local youth in public safety careers, improve community - police relations, and support leadership development among participants.
BACKGROUND:
The Police Explorer Program is a career - oriented initiative operating under the broader exploring umbrella, which is part of Learning for Life, a subsidiary of the Boy Scouts of America. It offers youth ages 14- 20 the opportunity to learn about law enforcement careers through hands- on training, mentorship, and community service.
Law enforcement agencies nationwide have adopted Explorer programs to build positive relationships with youth and foster interest in public safety careers. The program supports personal development, provides a structured environment, and offers an early pipeline for recruitment.
ANALYSIS
In 2021, The City of Lathrop conducted a survey of community members seeking feedback on the Lathrop Police Department' spolicing philosophy. The survey indicated it was very important that the City of Lathrop Police Department practice community policing. The Explorer program will help law enforcement and the youth in the community establish mutual trust and cooperation and create career CITY MANAGER' S REPORT PAGE 2
JUNE 09, 2025, CITY COUNCIL REGULAR MEETING
ESTABLISH THE LATHROP POLICE DEPARTMENT EXPLORER PROGRAM opportunities for community members to become police officers in the city they live - which are key elements of community policing.
This report contains data to support the effectiveness of Law Enforcement Explorer programs at reaching its goals. The Lathrop Police Department collected data from a Law Enforcement Explorer program research study, an external survey of regional law enforcement agencies, and an internal survey of the Lathrop Police Department.
Law Enforcement Research Study
Kathryn McCurdy' s 2006 paper, "Are Explorer Programs Effective Recruiting Tools for Law Enforcement Agencies?" examines the efficacy of Explorer programs in fostering youth interest in law enforcement careers. These programs, affiliated with Learning for Life and the Boy Scouts of America, serve as a bridge between young individuals and law enforcement agencies by providing youth with hands- onexperiences in law enforcement, aiming to develop leadership, and life skills.
A key point of analysis is the structure of these programs, which typically include training, mentorship, and ride -along opportunities. McCurdy also evaluates whether the cost of maintaining such programs is justified by the recruitment returns they provide. Through surveys and interviews with both law enforcement personnel and former Explorers, the study examines the real -world impact of these initiatives.
Key Findings:
Program Reach: Approximately 50, 000 youth participate in over 4, 000 law enforcement Explorer posts across the United States.
Recruitment Potential: Many law enforcement agencies utilize Explorer programs as a recruitment tool, with some hiring directly from these programs.
Influence on Career Choices: Former Explorers often cite the program as a significant influence on their decision to pursue law enforcement careers.
Program Benefits: The program emphasizes career opportunities, leadership experience, character education, citizenship, and life skills.
Skill Development: Participants develop essential skills, including leadership, teamwork, and problem - solving, which are crucial for a successful career in law enforcement.
Career Pathway: The programs serve as a recruitment pipeline, with many former Explorers pursuing careers in law enforcement, thereby addressing staffing challenges within agencies.
Community Engagement: By involving youth in community - oriented activities, Explorer programs enhance the relationship between law enforcement agencies and the communities they serve.
Law enforcement agencies in this study reported a noticeable trend of hiring former Explorers, reinforcing the idea that these programs serve as effective recruiting pipelines, influence career choices, improve community police relationships, and develop leadership skills in youth.
CITY MANAGER' SREPORT PAGE 3
JUNE 09, 2025, CITY COUNCIL REGULAR MEETING
ESTABLISH THE LATHROP POLICE DEPARTMENT EXPLORER PROGRAM External Survey Overview
An external survey was distributed to seventeen regional law enforcement agencies identified as operating active Explorer or Cadet Programs, with the goal of collecting data on program structure, outcomes, costs, and perceived value. Of the seventeen agencies contacted, five acknowledged receipt of the survey, and three submitted completed responses at the time of this writing. The agencies that responded expressed strong support for their respective Explorer programs, emphasizing their positive impact on youth development, recruitment efforts, and community engagement.
Sacramento County Sheriff' sOffice Explorer Program: The Sacramento County Sheriff' sOffice Explorer Program is a volunteer - led initiative that provides youth with direct exposure to law enforcement careers. Operated by a deputy and a team of volunteer deputies —many of whom are program alumni —the program receives limited logistical support from the department, such as overtime funding and a transport van, but relies entirely on fundraising through a nonprofit structure for operational costs. Although they do not have a formal GPA requirement, participants must adhere to a code of conduct. Enrollment averages between 20 to 30 explorers annually, with a peak of 45 before the COVID- 19 pandemic. Applicants pay a $ 100 fee, partially refundable upon the return of uniforms funded by donations.
The program has produced 16 graduates now working in law enforcement, with one to two hired annually by the department. However, formal graduation tracking is limited due to varying participant goals. Explorers are deeply involved in department and community events, such as training scenarios and public outreach, and are encouraged to engage in a wide range of activities tied to the Sheriff' sOffice. The program is viewed as a vital tool for recruitment and community engagement, with its primary value rooted in teaching leadership, service, and civic partnership while helping bridge the gap between law enforcement and the community.
Tracy Police Department Explorer Program: The Tracy Police Department Explorer Program sets academic and behavioral expectations for its participants, requiring a minimum 2. 0 GPA and conducting routine grade checks to ensure standards are met. The program enrolls about 10 to 12 Explorers annually, offering structured meetings twice a month and unlimited ride- alongs with curfew restrictions for minors. Explorers are required to participate in at least one major competition and are encouraged to attend others, including a two- week academy hosted by the Alameda County Sheriff' sOffice. With a low attrition rate —only two removals in the past two years —the program has proven to be stable and cost- effective, averaging 700 per Explorer annually, plus additional competition costs.
The program' sstrength lies in its expert -led, hands- on training approach, shaped by experienced advisors including officers, detectives, and SWAT members. Since a leadership shift two years ago, the curriculum has transitioned from lecture - based instruction to practical, scenario -driven learning aligned with youth engagement styles. Explorers now undergo a probationary period and must pass a radio codes CITY MANAGER' SREPORT PAGE 4
JUNE 09, 2025, CITY COUNCIL REGULAR MEETING
ESTABLISH THE LATHROP POLICE DEPARTMENT EXPLORER PROGRAM test to fully join, ensuring commitment and conserving resources. This comprehensive model has proven successful, with over 20 former Explorers pursuing careers in law enforcement or related roles, including several currently employed by the City of Tracy.
Val Verde USD Police Department Explorer Program: The Val Verde Unified School District Police Department' sExplorer Program places a strong emphasis on academic achievement, requiring a minimum GPA of 2. 5 for eligibility and continued participation. With an annual enrollment of 12 to 18 students, the program offers personalized mentorship and hands- on experiences. It boasts a high graduation rate of about 85%, with most departures resulting from academic difficulties or personal circumstances. The program operates on a modest annual budget of $ 7, 000 to 10, 000, covering essentials such as uniforms, training materials, and participation in regional events. Explorers take on active roles in traffic and crowd control, administrative tasks, supervised ride- alongs, and regular training sessions that focus on ethics and law enforcement fundamentals.
A significant outcome of the program is its success in guiding youth toward careers in public safety, with approximately 65- 75% of graduates pursuing professions in law enforcement, corrections, or related fields. While the department does not directly hire from the Explorer ranks, it serves as a vital stepping -stone for aspiring officers, including roles like Correctional Deputies in the Riverside County Sheriff' s Department. More than just a training initiative, the program cultivates discipline, leadership, and civic responsibility, helping students become respected figures in their schools and communities. Ultimately, the Explorer Program acts as a meaningful bridge between students, law enforcement, and the broader community, fostering personal growth and professional direction.
Internal Survey Overview
An internal survey was distributed to all sworn and non -sworn personnel of the Lathrop Police Department to assess prior involvement in Police Explorer Programs or other youth -focused law enforcement or leadership initiatives. The objective was to evaluate the extent of staff engagement with these types of programs and to understand their perceived impact on career development within the field of law enforcement. Additionally, the survey aimed to gauge interest and attitudes toward serving as mentors or advisors in future youth programs, helping inform the department' scapacity to support the implementation of the Explorer Program.
Internal survey results from the Lathrop Police Department revealed that five officers reported prior involvement in a Law Enforcement Explorer Program, either as former Explorers or as advisors at previous agencies. All five credited the program with significantly influencing their decision to pursue careers in law enforcement. Four of these officers are currently interested in becoming advisors for the department' s own Explorer Program, demonstrating a continued commitment to youth engagement and mentorship. In addition to their input, several other officers —though not personally CITY MANAGER' SREPORT PAGE 5
JUNE 09, 2025, CITY COUNCIL REGULAR MEETING
ESTABLISH THE LATHROP POLICE DEPARTMENT EXPLORER PROGRAM involved in such programs —offered insights into the potential benefits and considerations of implementing a local Explorer initiative.
Additional respondents emphasized the broader value of youth -oriented law enforcement programs, highlighting their role in building community trust and providing positive early exposure to policing. Officers noted that such programs help humanize the profession and can serve as effective recruitment tools, especially when paired with regional events and competitions that showcase department culture and attract motivated youth. Some described Explorer Programs as " grow from within your own community" pipelines, helping to develop well -prepared, loyal candidates for future positions. The collective feedback underscored strong departmental support for launching or expanding an Explorer Program, citing its impact on youth development, community relations, and long- term recruitment strategies.
REASON FOR RECOMMENDATION:
The proposed Lathrop Police Department Explorer Program represents a proactive investment in both community engagement and the future of law enforcement.
Research and regional outreach confirm that such programs are effective in recruiting, mentoring, and preparing young individuals interested in public service.
By implementing this program, the City of Lathrop can strengthen community - police relationships, offer leadership opportunities to local youth, and build a pipeline of future officers who are already knowledgeable about the department' svalues and operations. This aligns with broader goals of the City of Lathrop by implementing a community -oriented policing program.
In addition to its benefits for participating youth, the Explorer Program enhances the department' svisibility and fosters public trust. The department is committed to tracking key data points such as participation, retention, and long- term outcomes to evaluate the program' s effectiveness and guide future improvements. Research further supports the value of Explorer Programs as strategic tools for law enforcement agencies seeking to cultivate the next generation of officers, making this a meaningful and impactful program for the City to adopt and potentially expand.
FISCAL IMPACT:
Staff is requesting that the proposed Explorer Program be funded by fees collected through the Cannabis Business Tax as outlined in the Development Agreement with the City' s
Authorized Cannabis Operator. Staff is proposing to use the 50% allocation to the Police Department to be used to fund the program startup and ongoing expenditures of the proposed Explorer Program. Thereafter, these funds will be incorporated into the biennial budget process if the City Council elects to establish the Explorer Program.
CITY MANAGER' S REPORT PAGE 6
JUNE 09, 2025, CITY COUNCIL REGULAR MEETING
ESTABLISH THE LATHROP POLICE DEPARTMENT EXPLORER PROGRAM Explorer Program Expenses
Category Details
Start- up Expense
Room Upfit Meeting space
enhancements ( storage
lockers), Projector
Equipment Training, program
materials, supplies
Annual Operating Expense
Uniforms & Duty Gear
20 Explorers)
Includes Uniform, Duty
Belt/ Equipment,
Training Gear, Jacket
Scouting of America
Fees
Registration, Liability
Insurance
Advisor Overtime Overtime as needed for
events, meetings
Explorer Competitions
3 Events)
Covers registration,
travel, lodging, and
meals
Recognition Proficiency awards,
program graduation
Contingency Reserve For unexpected costs or
enhancements
One -Time Expense
Training Simulator Use -of -Force, deescalation, Police Advisor certification
Transportation Van
10-2 Passenger)
Purchase of a van
suitable for
transporting Explorers
CITY MANAGER' SREPORT PAGE 7
JUNE 09, 2025, CITY COUNCIL REGULAR MEETING
ESTABLISH THE LATHROP POLICE DEPARTMENT EXPLORER PROGRAM ATTACHMENTS:
A. A Resolution to establish the Lathrop Police Department Explorer Program B. City of Lathrop Police Department Explorer Program
C. McCurdy, K. (2006). Are Explorer Programs Effective Recruiting Tools for Law Enforcement Agencies?
D. Internal and External Survey Questions, and Comparative Data Chart CITY MANAGER' S REPORT PAGE 8
JUNE 09, 2025, CITY COUNCIL REGULAR MEETING
ESTABLISH THE LATHROP POLICE DEPARTMENT EXPLORER PROGRAM APPROVALS:
Richard Barries, Police Captain Date
Da14202S te
vlS/ ZoZ`%
Cari James, Finance Director Date
Cols— / 2oD
Thbmas Hede 9 and e p utY City Manager 9 Date
Salvador Navarrete, City Attorney Date
Stephen J. Salvatore, City Manager Date
RESOLUTION NO. 25-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LATHROP TO
ESTABLISH A POLICE EXPLORER PROGRAM TO ENGAGE LOCAL YOUTH IN
LAW ENFORCEMENT EDUCATION AND COMMUNITY SERVICE
WHEREAS, the City of Lathrop is committed to fostering community engagement, public safety, and positive youth development through programs that encourage civic responsibility and law enforcement education; and WHEREAS, the Police Explorer Program is a nationally recognized initiative, affiliated with Learning for Life and the Boy Scouts of America, that provides young individuals aged 14- 20 with firsthand experience and mentorship in the field of law enforcement; and
WHEREAS, the Lathrop Police Department has proposed the formal implementation of a Police Explorer Program to offer youth an opportunity to learn about careers in law enforcement, develop leadership skills, and engage in community service; and
WHEREAS, the City Council recognizes the value of the Police Explorer Program in promoting transparency, trust, and collaboration between local youth and the police department; and
WHEREAS, the City seeks to support the successful and sustainable operation of this program through formal recognition, adequate resourcing, and interdepartmental cooperation; and
WHEREAS, the Lathrop Police Department proposes to fund the program startup and ongoing expenditures with the 50% allocation of fees collected through the Cannabis Business Tax.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Lathrop hereby establishes the Lathrop Police Department Explorer Program as described in Attachment B to the staff report that accompanied this resolution.
Resolution No. Page 1 of 2
PASSED AND ADOPTED this 9th day of June 2025, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
PAUL AKINJO, MAYOR
ATTEST: APPROVED AS TO FORM:
Teresa Vargas, City Clerk Salvador Navarrete, City Attorney Resolution No. Page 2 of 2
ATTACHMENT" 13 "
LATHROP POLICE DEPARTMENT EXPLORER PROGRAM
Participant Age Limit: Lathrop residents/ students between the ages of 14 and 20. Minimum of five participants in each cohort with a maximum of 20 participants.
Purpose: The Explorer Program is an academic and mentorship program that provides participants with an opportunity to gain hands- on experience in law enforcement by shadowing police officers, learning from industry professionals, and participating in real -world law enforcement activities.
Activities: Explorer Program participants, or Explorers, will participate in classroom lectures, teamwork exercises, patrol ride -a -longs, fieldwork training, physical training, and interactions with guest speakers from various law enforcement sectors. Explorers will also participate in community events and related Explorer Program competitions. These experiences aim to develop responsibility, leadership skills, and a sense of community service among Explorers while learning about the educational requirements for a career in law enforcement.
Requirements: Must be a City of Lathrop resident or student, parental consent, may include a background check, must be in good academic standing, and may be required to sign a year commitment to complete the program.
Applicants who have a prior conviction for a criminal offense are ineligible per the Law Enforcement Explorer Program Guidelines. Additionally, Explorers must maintain a minimum of a 2. 0 cumulative grade point average. An applicant can apply if they have under a 2. 0 cumulative grade point average; however, at the time of appointment they must have a 2. 0.
Application & Selection Process: On an annual basis, commencing in January, the Police Department will begin the application process for the annual Explorer Program cohort. The appointed Explorers will serve from July 1 to June 30 and can continue as an Explorer each subsequent year for up to six consecutive years or until they are no longer eligible or are no longer interested. The Police Department will continue to recruit each year up to the maximum number of 20 Explorers. Explorers will be selected based on the date of application and successful completion of a background check.
Benefits: The Explorer Program aims to promote positive relationships between law enforcement and youth. Positive interactions through the Exploring program help law enforcement and community members establish mutual trust and cooperation, which are key elements of community policing. The program also serves as a recruitment tool for the Police Department by engaging the next generation of law enforcement professionals with a deep- rooted interest in successful community policing. Upon successful completion of the program, Explorers will receive a Certification of Completion and a Letter of Recommendation from the Lathrop Police Department to be used for college admissions and/ or prospective employers.
Program Mentors: The program includes Explorer Advisors who are sworn Lathrop Police Officers, to lead the Explorer Program' sactivities and offer mentorship to the Explorers. Explorer Advisors will consist of School Resource Officers, officers interested in working with youth, and officers who have prior experience as an Explorer. These officers will guide the youth through various training sessions, ride -a -longs, and community service opportunities. Explorer Advisors will coordinate transportation to community events and Explorer competitions.
Additionally, select community members and City of Lathrop employees may contribute by helping with logistics, event support, and mentorship and resources for the Explorers. Explorer Advisors will assist with recruitment, review applications, conduct interviews and complete a background review. There will be a minimum of three Explorer Advisors in the program to ensure adequate supervision in case one of the Explorer Advisors is not available for a meeting or an event.
Learning for Life - Boy Scouts of America
The proposed Explorer Program operates under the broader exploring umbrella, which is a part of Learning for Life, a subsidiary of the Boy Scouts of America ( BSA). The proposed Explorer Program falls within the Scouting America Greater Yosemite Council. As such, the program follows Learning for Life guidelines. Interested youth and their parents must complete a youth application form, sign the Explorer contract, and review the guidelines provided by the BSA and LPD. These documents set forth the expectations for behavior, participation, and commitment within the program. Additionally, parental consent is required for all youth participants. While direct parental involvement is not a formal requirement of the proposed Explorer Program, parents or guardians play a supportive role in their child' sparticipation.
They are required to sign waivers acknowledging the physical and legal risks associated with the program, as it includes activities such as physical training, ride -a -longs, and community patrol support. Parental support is also essential in ensuring that Explorers attend scheduled meetings and events and maintain the standards of conduct and performance expected by the program. Open communication between program leaders and parents helps reinforce the structure and accountability that contributes to the Explorers' success.
To form a successful Explorer Post, a minimum of five youth members is required. However, it is recommended to start with a group of 10 to 20 youth to ensure that the program is sustainable, as some participants may drop out or miss meetings. A larger group can also create a more dynamic and engaging environment, allowing for better peer interactions and increased participation in group activities. The Explorer program provides general liability insurance through Learning for Life, covering participants in case of accidents, injuries, or other unforeseen incidents that may occur during official activities. This insurance ensures that both youth participants and Advisors are covered.
Essential Rules & Requirements — Background Checks
Explorers and Advisors who participate in the program will undergo background checks as part of the program' ssafety protocols. The Department of Justice ( DOJ) clearance is required for both youth participants ( if necessary) and adult leaders to ensure that they meet the safety and legal standards necessary for involvement in such a program. These background checks help ensure that all participants are trustworthy and suitable for working in a law enforcement environment and with youth. Advisors are required to complete Youth Protection Training through Learning for Life.
The Explorer manual provides comprehensive guidelines on the expectations, rules, and procedures of the program. It outlines the responsibilities of both the youth participants and adult leaders, as well as the code of conduct that must be followed. The manual includes information on safety protocols, behavioral expectations, and event participation. It is a key resource for new Explorers, helping them understand the program' sstructure and requirements. The manual also serves as a tool for adult mentors to ensure the program operates in a consistent, professional, and ethical manner.
Rules and regulations within the proposed Explorer Program are enforced through structured oversight by Advisors. Participants are expected to maintain high standards of behavior, academic performance, and physical readiness. Violations of program rules may result in disciplinary actions, including counseling, suspension, or removal from the program if deemed necessary.
Officers who serve as mentors play a key role in upholding discipline and guiding Explorers to develop leadership, responsibility, and professionalism in all aspects of their participation.
Additional Details of the Program
The program intends to bring together law enforcement professionals, youth, and the community to create a mutually beneficial learning environment. The activities in the proposed Explorer Program are both varied and immersive, designed to provide comprehensive learning experiences.
Explorers will receive classroom instruction on law enforcement topics such as criminal law, selfdefense tactics, arrest procedures, and understanding search and seizure laws. Along with theoretical knowledge, they participate in physical training designed to develop fitness, discipline, and endurance, which are all essential traits for law enforcement officers.
Explorers also take part in community service activities, such as assisting with traffic control and community engagement at public events, helping during city functions like parades, bicycle safety rodeos, and festivals. Furthermore, Explorers have the unique opportunity to participate in ride -a - longs, where they accompany officers during their shifts and gain firsthand experience of police work in action. Guest speakers from various law enforcement sectors often visit to discuss specific fields like traffic enforcement, investigations, SWAT and community policing, offering Explorers insight into the diversity of careers available within law enforcement.
Training for Explorers participating in a Ride- Alongs will include completion ofthe agency' sbasic training curriculum for Explorers, along with methods and techniques used in patrol operations and related police services, traffic control, telecommunications procedures, patrol vehicle/ conveyance systems and equipment familiarization, policy and standard operating procedures for Explorers, and spontaneous emergency protocols. Explorers must also undergo Youth Protection: Personal Safety Awareness training, to include assertive and practical prevention and cessation procedures. Youth Protection training materials are available through the local Learning for Life representative.
Explorers will always remain under the supervision of a law enforcement officer during a Ride - Along. Parental consent, and a hold harmless and release form will be required. Explorers 16 and older will be eligible for Ride- Alongs. Explorers under the age of 18 are prohibited from participating in a Ride -Along between 10 PM and 6 AM. The types of activities that Explorers are typically allowed to assist with during a Ride -Along include, but are not limited to:
1. Observation.
2. Traffic control.
3. Telecommunications support.
4. Administration of first aid assistance.
5. Perimeter control at accident or crime scenes.
6. Note taking that may aid the law enforcement officer or assistance with completing incident or other forms.
Explorers must not have a prior conviction for a criminal offense and must maintain a minimum of a 2. 0 cumulative grade point average, as the program aims to develop responsible, disciplined individuals who will positively contribute to their community. In addition, Explorers must undergo a
thorough background review to assess character and integrity that will include interviews with teachers and employers if applicable. The program is ideal for youth interested in pursuing careers in law enforcement, criminal justice, or other public service fields, but it also provides valuable skills and experience for anyone looking to develop leadership and teamwork abilities.
The proposed Explorer Program will run year- round, with weekly meetings that range from one to three hours. These sessions are filled with a mix of physical training, law enforcement instruction, and hands- on activities. In addition to the weekly meetings, Explorers will have the opportunity to participate in community events, and Explorer competitions. Absences will be excused for illness, emergencies, school activities, family events, or other situations approved by an Explorer Advisor.
Explorers are expected to participate in the program for a minimum of eight hours per month.
The program is designed to allow Explorers to stay involved as long as they are eligible, typically until they reach the age of 20. This extended duration gives participants time to accumulate a wide range of experiences, develop their skills, and even decide if they want to pursue a career in law enforcement or public service after completing the program.
Explorers in the Explorer Program are expected to maintain a professional appearance, wearing a uniform that distinguishes them from actual police officers but still mirrors aspects of a law enforcement uniform. The uniform typically includes a police explorer badge, a uniform shirt often light blue or khaki) with the program' slogo, and matching BDU style pants and a basic duty belt that align with the professional standard of a law enforcement officer. Additionally, Explorers may wear a hat or cap with identification and a name tag for easy recognition.
For physical training and certain activities, Explorers might be required to wear fitness gear such as athletic shorts, t -shirts, and running shoes. The uniform and appearance standards are designed to teach Explorers professionalism, respect for authority, and the importance of presenting themselves well in any career setting.
ATTACHMENT' c
Are Explorer Programs Effective Recruiting Tools for Law Enforcement Agencies?
Kathy McCurdy
Abstract
One of the greatest challenges facing law enforcement agencies today is the recruitment of qualified applicants. Many law enforcement agencies have a law enforcement exploring program in place at their agencies that could be used to obtain applicants. Information was obtained from various law enforcement agencies as to whether they recruit or hire from their law enforcement exploring program and to what extent. Information was also obtained from law enforcement officers who were previous explorers to find out how much law enforcement exploring influenced their decision to enter law enforcement as a career.
Introduction
Exploring is a national career education program for young people, between the ages of 14 and 21. It is affiliated with the Boy Scouts of America, Learning for Life division and has been around since the 1960' s. Each group of young people is called a post and is assisted by adult leaders called advisors.
Each law enforcement post is affiliated with one or more law enforcement department or agencies. There are currently around 50, 000 young men and women involved with around 4, 000 law enforcement explorer posts throughout the United States. These include Police, Sheriffs, federal agencies, universities, and corporate law enforcement posts. (J. Kaminski, personal communication, September 7, 2006.)
Exploring' spurpose is to provide experiences to help young people mature and to prepare them to become responsible and caring adults. The program also has five areas of emphasis: career opportunities, leadership experience, character education, citizenship, and life skills. There are many different types of vocational exploring posts that include aviation, law enforcement, skilled trades, business, health, law, communications, science, engineering, social services, fire and emergency services, and arts and humanities. Each law enforcement post operates their program a little differently according to the agency needs and resources.
Prior research has pointed to many factors that affect young people in regards to career decisions. One of these factors is the amount of information and understanding they have about potential careers. According to a recent Canadian survey, many students are undecided about careers because they lack information about the workplace and do not understand the link between academic subject and the requirements of work. The Educational Resources 1 Information Center ( ERIC) suggests career education with the community and employers taking a major role. ( Marceau, 1995, p. 2)
Another factor is experience. Students need to have exposure to the career and job skills to gain the experience needed to select a career. Students ages 13-8 surveyed for the year 2003-04 say that their greatest influence when it comes to choosing careers is their own experience. ( Hart, 2003) Of course peers and family influence young people in career decisions.
Studies find that interactions with peers focusing on career -related issues are correlated with more information -seeking behaviors. Friends are found to be an important role in the information gathering process in activities focusing on career exploration. Parents, too play an important role in the information gathering process. ( Kracke, 2002, p. 27)
Young people have limited knowledge of occupations. Tools exist to help young people identify vocations that may be attractive to them. The Armed Services Aptitude Battery (ASVAB) is one of these tools. The ASVAB helps young people investigate occupations for which they show interest and ability.
This form of career exploration or development enhances knowledge of the self and knowledge of the environment. Assessments such as this are important and necessary to help with career indecision inherent in young people. ( Baker, 2002) Career maturity is defined as the individual' s ability to make appropriate career choices, including awareness of what is required to make a career decision and the degree to which one' schoices are both realistic and consistent over time. Career role models. play an important role in the development of career maturity. Studies show that children can benefit from relationships with adults who are successful in their areas of interest. These adults may be present in children' slives as mentors, role models, or heroes and heroines. These studies show that along with work experience, career role models are more important predictors of career maturity, than parental involvement, academic motivation, or self- confidence. (Flouri, 2002)
Work related skills are important in career selection. These skills can be obtained through part time work or through career explorations that teach job skills. Adolescents who reported that they had computing skills, work experience, strong job skills, and a career role model tended to score higher on career maturity. As previously stated, young people say their greatest influence when it comes to choosing careers is their own experience. ( Flouri, 2002) Support during the transition from school to work is important. Many work bound youth struggle and report they have little direct help or support as they attempt to navigate the school -to -work transition. These young people often experience extended periods of floundering after high school characterized by drifting at jobs without opportunity for advancement and / or general despair.
Rojewski & Kim, 2003)
Participation in career exploration could be the key. In a study of high school career exploration programs by Visher and Bhandari ( 2004) it was learned that career exploration programs are improving the future prospects of a large and diverse group of high school students by increasing the likelihood that they will take college entrance and advanced placement exams, graduate and go on 2 to postsecondary education. It also found that participation in career exploration programs expanded substantially between 1997 and 2000 and that students from diverse backgrounds and varying levels of achievement participate in career exploration programs. Their study included several different types of career exploration programs that were administered through the students' schools.
These programs included: Career majors, cooperative education, Internship/ apprenticeship, job shadowing, mentoring, school sponsored enterprise, and tech prep. How best to incorporate career exploration activites into the high school curriculum remains the subject of significant debate among educators. The previously mentioned explorer program, which is conducted after school hours, could be categorized as intership/ apprenticeship, job shadowing, and/ or mentoring.
A Gallup Youth Survey conducted on more than 1, 000 youth ages 13-7 listed the top job picks as follows: 1. Teacher, 2. Doctor, 3. Lawyer, 4. Sport field, 5. Science/ biology, 6. Architecture, 7. Business, 8. Military, 9. Engineer, 10.
Nurse. ( Top teen choices, 2006, Jan) Law enforcement did not appear in the top ten.
Problem statement
One of the greatest challenges for law enforcement today is the recruitment of qualified applicants. Increasing competition, shrinking labor pools, and changes in the attitudes of young people all may be factors in the recruitment problem. Innovative recruitment strategies must be developed in order to attract qualified candidates. The Law Enforcement Explorer program, for young people 14- 21 will be examined as a possible tool to assist in recruiting and retaining future law enforcement officers.
Questions to answer: Is law enforcement a career choice for young people entering the job market for the first time? Does the law enforcement exploring program enhance the chances that law enforcement will be a career choice? Are Police explorers programs a good source of recruits? Do agencies involve the department head, recruiting officer, or explorer advisors in a coordinated recruiting effort?
Hypothesis
It is universally accepted in law enforcement agencies throughout the country that there are fewer qualified applicants coming to police work. My hypothesis is that by having an active law enforcement exploring program, police departments can positively influence young people to enter law enforcement and thus it can be an effective recruiting tool. This would include encouraging those already interested in law enforcement and also encouraging those that have not thought about law enforcement to consider it as a career. Young people are thinking about careers and jobs very early in their life. From their first "fantasy" jobs to more firm ideas later on, many young people have already selected a career by the time they enter high school. Many factors mentioned in the 3 previous studies such as lack of information about careers, job experience, peer - related information gathering, and career role models are all elements of a successful exploring program.
Methods
The purpose of this research is to determine if law enforcement agencies with law enforcement explorer programs are using those programs to seek out candidates for police officer positions and to what extent they provide training and/ or incentives. For this information, an electronic survey was used ( Appendix A.) This survey included questions as to how many former explorers the agencies employed and how long the agencies had an explorer program. It also asked if agencies recruited from the explorer program, and is exploring mentioned in the agencies recruitment plan. In addition, the survey asked if training or incentives are offered to explorers to encourage them to become police officers. The survey was sent to all law enforcement agencies in Florida with an explorer program that belong to the Florida Association of Police Explorers ( FAPE.) Currently there are 50 law enforcement agencies that belong to FAPE that had an electronic mail address in which to send the survey.
The survey sent to FAPE members asked for contact information on law enforcement officers who previously were in an explorer program. Another survey was sent to these police officers. (Appendix B) Information requested from these officers included how much impact the law enforcement explorer program had on their decision to enter law enforcement as a career and whether they have continued to impact future generations by remaining involved with the explorer program as a mentor.
Findings
The first survey was sent to FAPE members who had an email address available which was 50 agencies. Of these 50 agencies, 18 ( 36%) responded to the survey. Different size agencies were represented. Of the responses 3 ( 17%) were from an agency 21- 50, 2 ( 11%) were from an agency 51- 100, 2 ( 11%) were from an agency 101- 200, and the majority, 11 ( 61 %) of the responses were from an agency 201 plus. The length of time these agencies had sponsored an explorer post ranged from 1 year to 40 years.
In response to the question of whether their agency employs officers that are former law enforcement explorers, 14 ( 78%) replied yes and 4 ( 23%) replied no. The number of former explorers currently employed by these agencies ranged from 1 to 30 plus.
Several survey questions were asked in order to determine what length agencies with explorer posts were going to in order to recruit from their explorers. 50%) stated that they did not actively recruit from their explorer post and ( 50%) stated that they did recruit from explorers. (61 %) stated that exploring was not mentioned in the agency' srecruitment plan and ( 33%) stated that it was. When asked if the agencies offered any incentives to encourage law enforcement 4 explorers to become full time law enforcement officers, (67%) replied they did not and ( 39%) replied they did. When asked what type of incentives they offered several were listed. These included various scholarships such as scholarships to the police academy, including a paid position while at the academy. Also mentioned were additional training such as ride -along training programs and summer volunteer programs to encourage entry into full time law enforcement.
From the above survey a list of law enforcement officers who were previously explorers was obtained. A second survey was sent to these officers via email. Of these surveys, 11 responses were returned. Demographics were obtained from the officers who responded. These included both male ( 73%) and female ( 27%) with varying degrees of law enforcement experience ranging from 1 to 26 years. The ages of respondents ranged from 23 to 45. Their current positions/ rank included deputy, patrol officer, corporal, sergeant, and detective.
Their length of time they were active with the law enforcement explorer program ranged from 4 to 7 years.
Questions were asked to determine the influence of the law enforcement explorer program on these respondents. They were first asked how they became interested in the program. These responses included having family or a relative that was in law enforcement, friends at school, an SRO ( school resource officer), an explorer recruiting event at school, observing other explorers at civic events, or other explorers recruiting them.
The respondents were asked if they considered law enforcement as a career before becoming an explorer. 64% responded yes and 36% responded no. When asked if they thought they would have entered law enforcement if they had not been in exploring, 55% responded yes and 45% responded no.
When asked if they believed that the law enforcement exploring program taught them skills that gave them and advantage in basic standards all ( 100%) stated that they believed that it did. Also, when asked if they believed that the program helped them decide to enter law enforcement as a career, all responded yes.
In addition, the former explorers were asked if they have remained involved in their agency' sexplorer program as a mentor, teacher or trainer, 73% replied yes and 27% replied no.
Discussion
Many law enforcement agencies currently have explorer programs in place. Some of these posts have been around for many years and are an excepted part of the agency. Some of these posts may have been formed by agency heads as a positive activity for young people to get involved in along with the police, similar to PAL or Police Athletic League. In most instances these explorers are used for community service and crime prevention activities. It also appears that most agencies are giving police type training to their explorers.
Many law enforcement agencies are hiring previous explorers. Also many of these agencies are giving incentives such as scholarships, etc in order to encourage these young people to enter law enforcement.
5 Previous explorers have gone on to become successful law enforcement officers. The program has helped some young people consider law enforcement as a career who stated they would not have considered it before joining explorers. All respondents in this research stated that law enforcement exploring taught them skills that they felt gave them an advantage in basic police standards. All also reported that the program helped them decide to enter law enforcement as a career. Comments from some of the respondents included " I would not be where I am today if it were not for the Explorer program." And " The program is the only reason that I am where I am in my life at such a young age. would have never been ready to be a deputy at the age of 20 without the explorers."
Data collected in this research suggests that law enforcement exploring could be the innovative recruitment strategy that agencies are looking for to attract qualified applicants. It currently does not appear to be mentioned in most agencies recruitment plans. Higgins ( 1991) agrees and states: "There should be an easier, less expensive way to attract qualified recruits. In fact, there is. It' s called the Law Enforcement Explorer Program and it appeals to motivated young people with solid values who are interested in law enforcement careers." In a study conducted by the Illinois Law Enforcement Training and Standards Board' s Executive Institute titled " Fishing in a shallow pool: police recruitment," the board suggested new strategies in police recruitment due to the shrinking labor pool in law enforcement. This board recommended several strategies including using DARE and school officers to launch a long- term recruitment ideology focused on school children, recruiting through high schools, and implementing Boy Scout Explorer programs in law enforcement. ( Jurkanin, Fischer, and Sergevnin) In order for the explorer program to be an effective recruiting tool, and be a source of potential recruits, the exploring program itself must be successful.
Police personnel who run the explorer programs and work with these young people must be motivated and enjoy working with youth. These officers should be volunteers and not assigned there for disciplinary or disability reasons.
Successful explorer programs must continually work to recruit motivated youth.
Recruiting ( explorers and police officers) must be a department - wide function.
Any public speaking event is also a recruiting event. The chief, sheriff or other person who speaks to any group needs to include recruiting flyers and comments. ( Church) Meaningful training and information about the career of law enforcement must be included in the explorer program in order for the young people to have the information needed to make an informed career decision.
In conclusion, I believe this research has confirmed the usefulness of the exploring program as a potential recruiting tool for law enforcement agencies.
Responses by current law enforcement officers who were prior explorers establish that exploring enhances the chances that law enforcement will be a career choice and that the exploring program is a good source of recruits.
Agencies with this program already in place should make better use of it through a coordinated agency -wide effort. The law enforcement community as a whole could benefit from the comprehensive use of successful explorer programs.
Further research should be conducted to further study the elements of a 6 successful law enforcement explorer program and how to better use it as a source of recruits.
Captain Kathy McCurdy has been in law enforcement with the Panama City Police Department since 1981. She has worked in several areas to include patrol, investigations and community policing. While in community policing, she worked with the departments' " at risk" youth program called "ASAP". Kathy is currently the Captain of the Support Services Section. She has been involved with the department' s explorer program as an advisor since it' s inception in 1996. Kathy has an Associate' sdegree in Criminal Justice from Gulf Coast Community College. She is currently pursuing her Bachelor' s
degree in Criminology from Florida State University, Panama City campus.
7 Reference
Baker, H. (2002). Reducing adolescent career indecision: The ASVAB Career Exploration Program. Career Development Quarterly, 50, 59- 70.
Church, J. (2005). The basics of effective law enforcement recruiting. (2005, November 1). Retrieved January 31, 2006 from
http:// www. officer. com/ article/ article/. jsp? siteSection= 19& id= 26675.
Flouri, E. (2002). The role of work -related skills and career role models in adolescent career maturity. Career Development Quarterly, 51, 36- 43.
Hart, P. (2003). The state of our nation' s
youth, 2003-04 (report No. PS
031431). Horatio Alger Association of Distinguished Americans, Inc.
ERIC Document reproduction Service No. ED478 710)
Higgins, S. (1991, July). Law enforcement exploring: a recruiting alternative.
The Police Chief, 58, 52-3.
Jurkanin, T., Fischer, R., & Sergevnin, V. Retrieved January 32, 2006 from http:// www. ptb. state. ilus/ pdf/ fishingwhitepaper. pdf Kracke, B. (2002). The role of personality, parents and peers in adolescents career exploration. Journal of Adolescence, 25, 19- 30.
Marceau, D., & Gingras, M.( 1995). Delivery of career counseling services:
Community access — the role of employers: ERIC Digest ( Report No.
ED414514). ERIC Clearinghouse on Counseling and Student Services Greensboro NC., Canadian Guidance and Counselling foundations Ottawa Ontario). (ERIC Identifier: ED414514)
Rojewski, J., & Kim, H. (2003). Career choice patterns and behavior of work - bound youth during early adolescence. Journal of Career Development, 30, 89- 108.
Top teen career choices. (2006 Jan). Career World, a Weekly Reader publication, 34, p. 5.
Visher, M., Bhandari, R., & Medrich, E. (2004). High school career exploration programs: do they work? Phi Delta Kappan, 86, 135-40.
8 APPENDIX A
Survey Questions for agencies:
1. Name of Agency
2. How many sworn members does your agency employ? 0- 20, 21- 50, 51- 100, 101- 200, 201+
3. How long has your agency sponsored a law enforcement explorer program?
4. Does your agency provide police related training to explorers?
5. Does your agency currently employ officers that are former law enforcement explorers? If so, how many?
6. Has your agency hired officers directly from your law enforcement explorer program?
7. Does your agency actively recruit officers from your law enforcement explorer program?
8. Is exploring mentioned in your agency' srecruitment plan?
9. Does your agency offer any incentives to encourage law enforcement explorers to become full time law enforcement officers? If so, what type? (scholarships, bonuses, etc.)
10. If you indicated yes to question # 5, (you employ officers that are former explorers) please provide contact information ( email addresses and/ or phone numbers preferred) on these officers. This information will be used to conduct a follow up survey with law enforcement officers that previously were explorers. 9 11. Please use the area below to make any additional comments you wish in reference to the law enforcement explorer program.
10 APPENDIX B
Survey #2 for former explorers currently serving as law enforcement officers:
1. How long were you an explorer?
2. How did you first become interested in a law enforcement explorer program? peers, family, media, other)
3. Do you think law enforcement exploring helped you decide to enter law enforcement as a career?
4. Did you consider law enforcement as a career before becoming an explorer?
5. Do you think you would have entered law enforcement if you had not been in law enforcement exploring?
6. Were you taught skills in the law enforcement exploring program that you felt gave you an advantage in the basic standards course?
7. Have you continued your involvement with your agency' slaw enforcement exploring program since becoming an officer?
8. Your demographics: sex, age, years in law enforcement, rank/ position.
9. Please use the area below to make any additional comments you may wish in reference to the law enforcement explorer program including any other person you feel I should contact reference this research.
11 APPENDIX C
SLP# 11 Web -based Survey
Law Enforcement Executive Institute
Greetings,
My name is Kathy McCurdy, and I am a Captain with the Panama City Police Department. I am currently attending the Senior Leadership Program ( class# 11) presented by the Florida Department of Law Enforcement ( FDLE), Law Enforcement Executive Institute.
As part of our studies, each of us have been tasked with conducting research on a specific topic. The topic I have chosen to do my research on is identifying police agencies with Police Explorer programs, specifically, agencies who utilize their programs as recruitment tools. I hope this research will identify agencies that recruit from their Explorers, and perhaps those agencies can share strategies with others.
As one method of research, I have chosen is to conduct a web -based ( Internet) survey. Simply click on the link below to visit my survey form.
This survey normally takes less than two minutes to complete. Your participation is greatly appreciated, and each participating agency will receive a copy of the findings if they so desire.
If you do not have time to complete this survey, please forward this email to someone within your agency who does.
Respectfully,
Captain Kathy McCurdy
Panama City Police Department
Office Phone: ( 850) 872- 3120
Fax: ( 850) 872- 3198
email: kathy. mccurdy@cityofpanamacity. com
All responses will be kept anonymous!!
Click here to access the survey form. « :.
orCopy the following url and paste it into your browser address bar. http:// www. panamacitypolice. com/ KMSurvey/
Zmail Version 1. 02
2003 - 2005 Tom McCarthy
12 Appendix D
50%
Does your agency recruit from
their explorers program?
Yes No
5o%o
Does your agency employ
former explorers?
22%
78%
Yes No
Is Exploring mentioned
recruitment
in your agency' s
plan?
Are incentives offered for fulltime law enforcement
employment?
13 Appendix D
Did you consider law
enforcement as a career
before joining explorers?
Did the skills you learned in
the explorer program give you
an advantage in basic
standards?
0%
alio100%
Yes ® No
Would you have entered law
enforcement had you not
joined explorers?
45% IIlp Yes No
55%
Was your decision to enter law
enforcement as a career aided
by the explorer program?
0%
lib100%
Yes No
Have you remained involved in
your agency' sexplorer
program as a mentor or
trainer?
27%
0 Yes 0 No
14 ATTACHMENT" ) "
Lathrop Police Department Internal Survey Questions:
1. Name:
2. Did you participate in a youth law enforcement or leadership program prior to joining this department?
Yes
No
3. If yes, which program( s) did you participate in? (Select all that apply) Police Explorer Program
Youth Leadership Academy
Junior Cadet Program
ROTC
Other ( please specify):
4. Which agency or organization hosted the program?
e.g., Stockton Police Department, California Highway Patrol, San Joaquin County Sheriff' sOffice)
5. How would you rate the impact of your participation in the program on your decision to pursue a career in law enforcement?
Very significant
Somewhat significant
Neutral
Minimal impact
No impact
6. Would you be willing to mentor or speak with current youth participants about your career path?
Yes
Maybe, depending on availability
No
7. Do you believe youth law enforcement programs should be expanded or more actively promoted within our community?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
8. Please provide any additional comments or suggestions regarding youth law enforcement or leadership programs:
Lathrop Police Department External Survey Questions:
1. For applicants enrolled in school, do you require a minimum GPA?
2. What is the average enrollment for each calendar year?
3. For those graduating from the Explorer Program, how many participants pursued a law enforcement career?
4. Of these graduates, how many has your agency hired?
5. What is the graduation rate for the program, for example, how many complete the program versus dropping out/ discontinuing participation?
6. What is the average cost or budget for your Explorer Program annually?
7. What are the common duties assigned to Explorers assigned to your agency?
8. What do you believe is the most valuable contribution this program makes?
9. What aspects of the program do you consider its greatest successes? Explorer Program Comparative Data Chart
Category Sacramento County
Sheriff' sOffice
Tracy Police
Department
Val Verde USD Police
Department
Minimum GPA
Requirement
No GPA required;
conduct -based
Minimum 2. 0 GPA
with no F' s; regular
grade checks
Minimum 2. 5 GPA
required; academic
performance is key
Average Yearly
Enrollment
20- 30 (45 preCOVID)10-2 12-8
Law Enforcement
Career Outcomes
16 graduates
employed in LE ( avg.
1-2 hires/ yar)
At least 20 graduates
in LE -related careers
65- 75% pursue LE or
public service careers
Hires by Agency Included in above
total
7 currently employed
by Tracy PD
Department hires pre -
service officers only
Graduation Rate Not formally tracked;
varies due to shortterm participation
High retention; only 2
left in 2 years
Approx. 85%; most
attrition due to
academics or
relocation
Annual Program
Budget
Funded via nonprofit
fundraising; no line
item
700 per Explorer;
4, 000 for
competitions
7, 000-$ 10, 00
annually
Explorer Duties Community &
department events,
scenarios, academy
support
Bi- monthly meetings,
ride- alongs,
competitions,
community events
Traffic/ crowd control,
admin support,
training, ride- alongs
Training Model Hands- on learning
with event - based
participation
Scenario -based,
hands- on learning
with structured PT
and testing
Classroom and
practical training in
ethics, report writing,
LE basics
Key Contributions Recruitment,
community
engagement
Youth mentorship,
tactical skills training
Instills discipline,
leadership, civic
responsibility
Greatest Success Leadership and
service education
Tailored learning
style, practical law
enforcement training
Youth development,
law enforcement
career pipeline