For many CEOs around the country, one of the most important numbers they look at on a regular basis lies in what is known as ROI. Simply put, it is a measure of performance, relative to an investment’s cost in their business.
Performance can be measured in a number of ways, however, the continued investment of an organization’s finances, while continuing to see a loss of those valuable assets and no return, is a waste of an organization’s resources.
Money is a resource that neither a business nor a governmental body can continue to waste. The results can be catastrophic in both arenas. For a business, it may result in the bankruptcy of a company. In the world of government, spending without positive results will saddle the shareholders (taxpayers), with higher taxes to maintain a less than efficient operation and a waste of their monies.
The greatest resource a governmental body has, lies in its personnel. The City of Marco Island’s management staff realizes how this applies to and affects the Marco Island Police Department (MIPD). The MIPD has experienced a possible flight of quality personnel for higher paying positions both locally and statewide.
At the September 3 meeting of the Marco Island City Council, the council was asked to approve a Resolution to adopt a three-year contract pay plan for the MIPD to bring the compensation scale to a level commensurate with surrounding agencies.
The cost to recruit, hire, equip and fully train a new officer until he/she can fully function independently may cost $100,000 or more. Estimates show that it will take from three to five years for an agency to recover those costs.
When one of those new hires leaves an agency, it creates manpower shortages and additional burdens such as overtime costs. It may also impact the ability of fellow officers to take needed time off they have earned and can lead to a malaise within a department, as well as a rapid turnover in personnel.
The skill sets which are sought in recruiting new hires is complex. Finding individuals with the correct demeanor, excellent communication skills, intelligence, integrity, and a commitment to serving the community is one of the most important functions that senior staff level personnel have.
Not all officers are leaving the department because of pay. Some may leave after realizing that they can’t meet the high standards demanded by today’s law enforcement professionals. Some may come to the reality that the strain on their personal life is just too much and that this career path is not for them.
At the September 3 city council meeting, Councilor Larry Honig complimented the proposed three-year package for officers, and moved forward to approve the proposed new pay scale for officers. “This will be the first time in 15 years that our personnel would be on equal footing with the City of Naples,” said Honig. Council passed the plan by a 7-0 vote.