Retention Through Mentorship

dc.contributorLEMIT
dc.contributor.authorMiller, Donald
dc.coverage.spatialTexas (United States, North and Central America : state)
dc.date.accessioned2020-12-09T17:51:44Z
dc.date.available2020-12-09T17:51:44Z
dc.date.created2019-09-01
dc.date.issued2019
dc.descriptionGovernment budgets are decreasing and interest in the law enforcement profession is deteriorating (Orrick, 2008). Law enforcement officer (LEO) recruiting rates have dropped dramatically and job satisfaction changes on a day to day basis. Agencies face personnel problems and are constantly having to hire new officers with little to no experience (Orrick, 2008). Agencies with little to no experienced officers on the streets face credibility issues in the community, further straining relationships and potentially creating liability issues (Schmidt, 2005).
dc.format.mimetypeapplication-pdf
dc.identifier.other1894
dc.identifier.urihttps://hdl.handle.net/20.500.11875/2872
dc.language.isoen
dc.publisherLaw Enforcement Management Institute of Texas (LEMIT)
dc.rightsProduced under the auspices of LEMIT. Quotations from this paper must be cited.
dc.subjectEmployee retention
dc.subjectMentoring
dc.subjectPolice--Personnel Management
dc.titleRetention Through Mentorship
dc.type.materialText

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