[soft instrumental music] - [Anita] Coming up on ncIMPACT, law enforcement agencies across the nation, are battling labor shortages.

We look at some local solutions attracting a new generation of officers.

- [Announcer] ncIMPACT is a PBS North Carolina production, in association with the University of North Carolina School of Government.

Funding for ncIMPACT is made possible by, - [Woman] Changing the course of people's lives.

That's the impact UNC Health and the UNC School of Medicine work to deliver every day.

Our 40,000 team members across the state of North Carolina are committed to caring for you, our patients and communities, as well as educating the next generation of healthcare professionals.

Individually, we can do a little, but collectively, we can do a lot to create impact.

- Hello, and welcome to ncIMPACT.

I'm Anita Brown-Graham.

Across the nation, local struggles to recruit and retain police officers grew more acute over the past year.

Here in North Carolina, some communities are faring better than others.

But police officer recruitment and retention remains a public safety challenge in many communities.

ncImpact's Evan Howell, went to Nash County to ride along with a new recruit.

And here's what he learned it's like to have a job in law enforcement.

- [Officer] 2903.

- [Evan] Nash county Sheriff's Deputy Matthew Gailliard's first experience with law enforcement was as a kid in Philadelphia, when he watched a neighbor get dragged away in handcuffs.

- [Officer] 2404.

- [Evan] He says the violence, drug abuse, and broken families prepared him for the job.

- But this is a really, really nice community.

- [Evan] Gailliard is just now beginning his career as an officer.

He says the reason for joining the force is probably unique.

- I found what broke my heart, and it was the way law enforcement's perceived.

It was the way community received, would receive law enforcement.

- [Evan] He says, growing up, there was no dedicated effort to teach kids what being a cop was, much less to try and get young people to sign up.

- When I was a kid, you know, career day, you had firefighters that'd come to your school and you always get told, "Hey, when you see them, run to them.

They're here to help you," you know?

And EMS, same thing.

"They're here to help you."

And we never had a career day for police officers.

- And when you talk to folks... - [Evan] There are ongoing efforts to show the role officers play in the community and build trust with those they serve.

- I can't breathe!

But recruitment efforts in the wake of highly publicized stories, such as the George Floyd murder, have made recruiting officers more difficult.

A survey of almost 200 police departments across the country revealed that between 2020 and 2021, retirements were up 45% and resignations rose by 18%.

- [Officer] 2006.

- [Evan] Federal funding efforts in the 80s and 90s to both boost recruitment and strength in community policing have received mixed reactions among critics who say the policies don't benefit everyone equally.

The result, they say, is a patchwork of localized solutions to prevent crime and keep people out of jail.

- If you see kids out playing basketball, throwing the football, go throw it with him.

At worst you get a little sweaty, you get hot.

But the inconvenience of that for me versus an eight year old, a 12 year old, a 15 year old saying, "Hey, man.

Man, that guy took 10 minutes of his day and threw a football with me."

And what does that cost me?

Absolutely nothing, right?

- [Evan] Nash county actually had recruitment rise by 17% in 2021.

And Gailliard says at the end of the day, it's about customer service.

- Walt Disney uses this model for every employee.

They have them look in the mirror before they go deal with people that they serve.

And this one question, if you are not good then yourself and ready to deal with other people, do not show up to work.

- And sometimes they have unmarked cars.

- [Evan] Gailliard is hopeful that the more the public is educated about what being a police officer is all about, trust with communities will grow, as will he number of people who decide on a career in law enforcement.

For ncIMPACT, I'm Evan Howell.

- Joining me now is Chief Patrice Andrews with the Durham Police Department.

Patrice, let's start at the beginning here.

Why do you think talented individuals are becoming less interested in a career in law enforcement?

- Well, quite honestly, you look around and you see the images that we've seen in the last year and a half, two years, and people are just not wanting to join law enforcement.

I think that there is a level of distrust there.

I think that the environment for choosing another profession that pays more with kind of less concerns is very- People look at that and would prefer to do that work versus being in law enforcement.

- So what does this mean for the Durham Police Department?

What kind of officer shortages are you facing and how has it impacted public safety services?

- Yeah, so currently we have 85 vacancies out of 537 sworn allocated spots.

And you know, we have felt that there is some lasting effects of that, right?

So, obviously officers are being worked harder.

They're working more, the hours are longer, right?

But also too, we've seen a delay in response to 911 calls.

And that's significant when we start to really look at and address overall safety within our community.

- So you've been pretty proactive.

You recently announced that you and other high-ranking officers will spend at least four days on patrol this year.

What kind of positive impact do you expect that to have?

- Well, I will tell you that was something, as I met with officers, each patrol officer staff, that was something that they said was that we would love to see more executive staff and more investigators, those that aren't necessarily traditional call takers out on the street.

And so I think it's helped because what it says is that we've heard you.

But also too, it helps us to recenter and refocus and remember what it was like when we were patrol officers.

and it gives us a greater appreciation for really the critical role that they play in our community and in our organization.

- Sounds like a very creative solution and important message.

Across the nation police retirements in 2021 were up by 45% from the previous year.

And not enough young adults seem eager to take their place.

ncIMPACT's Melody Hunter-Pillion introduces us to a new program at Appalachian State University.

This program is working to recruit and train more police officers.

Melody joins us here in the studio.

Melody, tell us about the APDP program.

- Police want to increase recruitment numbers, but not lower their training standards to do so.

The Appalachian Police Officer Development Program, or APDP at Appalachian State University is the first program of its kind in North Carolina.

APDP uses higher education to attract young people with different academic backgrounds.

The goal is to recruit and train young adults who not only can execute tactical police skills, but also can innovate in order to better protect and serve our communities.

[car engine revs] Law enforcement is maneuvering around several obstacles.

- You know, the requirements to become a police officer are not high enough.

And so we are literally putting police officers out to police our communities who are under-prepared to do that successfully.

- [Melody] Appalachian State University Chief of Police, Andy Stevenson has a clear vision for law enforcement's future.

His bet: if other industries find and train their best and brightest on college campuses, police can do the same.

- Policing needs to be reformed, and we need to change the way in which we're educating and training police officers, and better prepare the individuals who are choosing these careers and going out and trying to keep our communities safe.

[gun fires] - [Melody] The Appalachian Police Officer Development Program, or APDP, is open to Appalachian State students only, from all majors.

Police Academy Instructor, Captain Johnny Brown, says the more diverse the academic disciplines, the stronger the program.

- Because there's so much that we go over in the academy from implicit bias training to community to policing and how police officers operate and how we try to work with the community.

You can take those skills in any job that you do.

- [Melody] In a liberal arts setting, college students don't just ask how to do the job.

They use critical thinking, speak up and ask why.

- I've always said, any cop can go to a call and check the boxes for elements of law, right?

You did this, you did this, you did this, but are you fixing the problem?

Like, are you identifying what your community actually needs?

And are you taking the time to effectively help the person that is having some type of struggle in their life?

- [Melody] After a successful cadet year, recruits attend the Appalachian Police Academy.

They complete the academy as certified sworn officers, working on the university's police force.

It's a huge professional advantage when students graduate, like Bryce Helms, who now works in alcohol forensics for the state.

- Now my current job's focus is impaired driving.

So I teach law enforcement officers how to process a driving-while-impaired situation.

And so for me to be able to complete that training while I was in college, while I was still motivated to get done and get it graduated and figure out what career path I wanted to be?

I think that benefited me in the long run.

- [Melody] Local state and federal agencies come courting these graduates.

- But I get calls just about every day from agencies that want to recruit our folks.

And their exact words are "Keep 'em coming!

They're excellent.

They show up, they're well trained, they know how to deal with people, and they're doing a fantastic job."

- We decided that probably better... - [Melody] Chief Stevenson says this program is placing trained law enforcement officers across the state and helping reshape the future of the profession.

- Higher education's gotta get involved in the training of police officers, just like they do the medical profession or the law profession.

And so this is a foot in the door to start begin doing that.

- The APDP program also helps with the university's overall student recruitment.

It's a win-win!

However, for many law enforcement agencies, recruitment remains an uphill battle with young people, attracted to other fields that offer higher salaries and less risk.

So there's still work to be done as baby boomers continue to retire and others just burn out in the profession.

The state will need more innovation like APDP for recruiting in the coming years.

- Melody, thank you for highlighting this program.

The first in North Carolina and only second in the nation.

- Absolutely.

- Joining me now is John Midgette, Executive Director of the North Carolina Police Benevolent Association.

John, the program profile places emphasis on quality training.

From your perspective, what's the importance, not only of recruiting more officers, but of recruiting more qualified officers?

- Well, that has been a key cornerstone of this profession since my earliest memories back in the mid-1970s, actually.

Statistically, about two-thirds of all police officers now have at least a college degree or an associate degree all the way up to a master's degree.

They're better trained and better educated than ever before, but that has not been recognized.

I think what was in this last piece points out that other professions are recognized.

Why don't we, if we want to attract quality people, then they ought to be well-educated.

Every officer doesn't have to have a college degree to be a good officer, but I, we've always believed that education makes a good officer better.

It's another tool for them.

- John, let's get personal for a second.

- Sure.

- Your son's working law enforcement.

As you look toward the future, what gives you hope as they continue their careers?

- Well, I've always found that when I first joined law enforcement, I had old officers say, "Why do we have to do this Miranda thing?

It's just gonna get in the way of arresting people."

And so when I talk to my sons about modern technology, body cams, all the things that are, you know, really foreign to me, they take it with a grain of salt.

They're eager to do the job.

They have the heart to do the job.

As a parent, however, and as a former officer, I am very concerned because they need to have the backing of their community.

They must have the backing of their leaders.

And as I said before, the two areas that officers want more than anything are leadership backing and support in the community.

So if that does not improve, I do not hold out great enthusiasm and hope that this is going to turn around anytime soon, that's for certain.

- Thank you for that, John.

Some rural towns and counties are particularly struggling with law enforcement staffing shortages.

ncIMPACT's David Hurst shows us a partnership in Duplin county that is helping local agencies attract and train quality officers.

David joins us here in-studio with more.

- Anita, James Sprunt Community College has been offering a basic law enforcement training program for decades.

Over the years, it's proven to be an effective talent pipeline for local law enforcement agencies.

- You didn't let me get you flustered or aggravated.

- [David] When Eric Sutherland was the chief at the Warsaw Police Department, he always had open positions.

- Every agency in the state of North Carolina, if you'll talk with them, you'll find that they're all struggling.

They're hurting, they're short staffed, and it's hard to fill those seats.

- [David] Now the retired police chief leads the basic law enforcement training program at James Sprunt Community College.

- Y'all are awesome, y'all.

- [David] He leads students through hands-on training, including in this case, showing students how to effectively handle a drunk and disorderly call.

- I worked many different positions at the Sheriff's office over the years.

And I think one of the reasons was I was trying to find my niche and I found it in training.

- Call one, go ahead.

- [David] The training program is a 640 hour course with curriculum and guidelines set by the state.

The community college partners with local law enforcement agencies, and many students receive conditional offers from these agencies while taking the course.

- So as long as they are successful and they pass their state exam, they've got a job waiting on them whenever they're done.

So it works good to have those relationships with our local agencies.

And it's worked well.

- [Man] Right, well there was a shooting out here, but we got a call about a lot of disturbance.

- [David] Sutherland has dozens of graduates working across the county with either the Sheriff's office or one of the local police departments.

- The thing I love about it, it's that it's different every day.

It's not the same thing.

You don't go to the same cause, or it might be the same cop, but different people, I mean.

It's different every day and that's what I love about it.

- [Officer] Have a report about a loud noise complaint, loud noise complaint.

- [David] The program also collaborates with other local law enforcement agencies through in-service training, providing continuing education for any law enforcement officer.

- I have kids, so I could do it at night and find a sitter and still work and pay all my bills.

So it was very convenient for me.

- I didn't see him.

I was inside.

- [David] Eric Sutherland also went through the James Sprunt program early in his career.

And after decades of serving his community and law enforcement, he's now found a new way to serve.

- It's wonderful to see individuals from their community that want to serve their community.

And to get them into this program and train them on how to be a police officer, how to serve the citizens of their community, and then see them out there, putting what they were taught into action is very, very satisfying.

- Basic law enforcement training at James Sprunt Community College is free.

The only costs associated with training are for books and a uniform, but there is financial aid to help with those costs for those who are eligible.

- Thank you, David.

Let's bring back in our wonderful guests.

And also joining us for our ncIMPACT Roundtable is North Carolina Attorney General, Josh Stein.

Josh, let's start with you.

What unique challenges or obstacles to rural agencies in particular face when attracting qualified candidates?

- The challenge is finding people who want to do the job.

And so then that makes us ask, "What can we do to make this absolutely essential service attractive to young people?"

One idea that my office has come up with, and I really wanna thank the General Assembly because they authorized it and fully funded it this year in the budget, is something called the CJ Fellows Program.

Based on the North Carolina Teaching Fellows Program, which says to a young high school graduate who wants to serve their community, "Go to community college.

We'll lend you the money.

And if you work in law enforcement in North Carolina for four years, we will forgive your loans in its entirety."

And so we want to find those public spirited people to help serve and keep the people in their community safe.

- And how many people do you think will be attracted to this program?

- It's a great opportunity.

We have authorization to up to a hundred young people per year.

So 200 people in any one year from the second year and the first year.

The folks don't know about it, so I'm really glad you're doing this segment.

We want to get the word out so that as people are leaving high school, if they wanna serve their communities, know they can do it debt-free.

- Wonderful.

So we've explored a few solutions in this show, but I'd love to know what else is your department doing or looking into to attract and retain qualified police officers, Chief Andrews?

- For us, really, it's about figuring out what our officers need the most, right?

And so some of the things that we know is that officers are looking for incentives, whether it's hiring bonuses, which we currently do, as well as, take home cars.

And we do have a take home vehicle program that is going to be phased over the next several years.

And then it's about also making sure that while we take care and bring folks into our agency, that we're also taking care of the officers that we have.

And so that simply is by listening.

One of the initiatives that we're currently doing, we're doing them simply because that's what the officers wanted.

Also too is appreciating their worth and their value, right?

And then also the level of service that they have offered to their community throughout the years.

- And are these solutions working?

- So, you know, it's still too early to know just yet.

There's some things that we just really started doing, but we did them just at the behest and the request of the officers.

So time will tell, right?

We didn't get into this situation overnight, and we will certainly not get out of it overnight.

But I am very hopeful that the future is bright for us going forward.

- Thank you.

So for community leaders who are watching this program and want to know what they can do to help with officer shortages, what is your advice, John?

Is this only about raising officer pay or are there other factors at play here?

- No, there are other factors at play here.

Officers are not from outer space.

They are not only fine people by and large.

They are members of our community and they share in the interest of the community to try to resolve issues and make their communities safe.

And I think the generalizations of being systemic racists and wanting to harm people and where people- the situation is such that people don't want to be police officers now.

And most of our officers are actually not encouraging people to join the ranks.

And that's the first time that's happened.

The pride we've had in this profession I think is there, but it's so depressed that some of our finest don't even encourage other people to come.

So I do hope that these programs will create incentives, but I think it starts with our community leaders.

Instead of falling prey to just the emotions of the situation, that we must also focus on the facts of situations, as well.

- So let me ask you to pick up on that, Josh, because in so many ways, this is the question of the moment.

How does a law enforcement agency balance addressing legitimate calls for police accountability while recognizing the need to support police officers who are doing their jobs well?

- Because those things are entirely consistent with one another.

We want public safety to be effective.

And for that to work, the law enforcement and the community have to know and trust each other.

A lot of what we put on law enforcement is more than what is fair to do.

So we're asking them to solve all the other problems that we're failing with, whether it's adequate healthcare systems, to deal with people with mental health crises, substance use issues.

And so law enforcement are having to respond to everything when, if we had other stronger networks to support people in distress, law enforcement could focus on the issues that we all care about: the rise in gun violence, keeping people safe.

So I think we can absolutely do both things.

We can make sure that law enforcement is supported, strengthened, paid.

We have enough of them, so they can be proactive on the street, engaging the community, and not only responding to calls.

At the same time, we take some of the duties that they are not as well-suited for as a social worker and give it to people in the healthcare industry or sector to deal with adequately.

- So let me ask each of you to respond to this final question for me quickly, please.

John, what are the stakes if we don't get this worker shortage issue addressed?

- Well, the stakes, from our perspective is high crime.

And no one, when you call 911.

You won't have a police officer.

And if you do have one, you won't have a qualified police officer to respond.

Following up on to what the Attorney General said, we've asked police officers to do things as we've defunded or talk about defunding.

And I think this crosses both party lines when we don't have enough funding for mental health facilities and to help citizens in this great distress.

We have taken our largest mental health facility in the state and turned it into a park.

We have no place to take people when they're in need.

Families are decimated by the lack of facilities available to help a young son or daughter exhibiting paranoid schizophrenia in their late teenage years.

So we need to have not only more skillsets available, but we need more people skilled in those areas to do the job.

It's just been thrown on law enforcement.

And we also want a seat at the table.

Officers have been talking a long time about these issues, but we haven't been really heard by anybody.

- Chief, are these the same stakes that you worry about, or are there others on your worry list?

- Yeah, so I do.

I worry tremendously about what happens to the future of law enforcement.

If we cannot bring qualified community servants into our glorious profession.

It is honorable, and so I worry about that because law enforcement now is really shifting from that warrior mindset.

We are guardians.

And so we are often are one of the first kind of notifications or red flags that people that are in crisis need to be able to facilitate the proper resources, right?

Getting folks to resources that they need oftentimes are from law enforcement referrals.

So, we're shifting our thinking from, you know, the violence portion of it, right?

Arresting people, and really what happens to those that are in crisis.

If there is no law enforcement to respond and there aren't enough responders, unarmed responders to respond.

- Thank you.

And Attorney General Stein.

- We really need to have that trust.

And that trust comes from the community and the police working together to keep our broader community safe.

That means we need to have enough police officers who are regularly engaged in the community proactively, not just responding to crisis calls!

And that's where the trust will be built.

And we will all be safe as a result.

- I want to thank each of you for the great work that you do, and for joining us today to share this important perspective.

And thank you for watching and engaging.

There are solutions out there, if we work together.

Tell us what your community is doing, or how we can help you.

You may email us at ncimpact@unc.edu or message us on Twitter or Facebook.

And be sure to join us every Friday night at 7:30 on PBS North Carolina for new episodes of ncIMPACT.

Coming up on ncIMPACT, incidents of bullying and violence in schools are concerning, how some school districts are taking new approaches and building new relationships.

[energetic music plays] - [Announcer] ncIMPACT is a PBS North Carolina production in association with the University of North Carolina School of Government.

Funding for ncIMPACT is made possible by.

- [Woman] Changing the course of people's lives.

That's the impact UNC health and the UNC School of Medicine work to deliver every day.

Our 40,000 team members across the state of North Carolina are committed to caring for you, our patients and communities, as well as educating the next generation of healthcare professionals.

Individually, we can do a little, but collectively, we can do a lot to create impact.