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Police and Law Enforcement Personnel Management

This page provides information on personnel issues for local law enforcement agencies in Washington State, including pay and benefits, recruitment, training, volunteer and reserve programs, and other topics.

New Legislation: Effective June 6, 2024:

  • HB 1635 requires the Criminal Justice Training Commission to develop model standards for the training and certification of canine teams to detect fentanyl by July 1, 2025. Provides that a state or local government or law enforcement agency is not strictly liable for damages resulting from the lawful application of a police dog.
  • HB 1530 allows law enforcement agencies to consider applications from United States citizens or lawful permanent residents for any office, place, position, or employment within the agency.
  • SSB 6157 grants the agency head in public employment hiring agencies the discretion to add points to the passing mark of a competitive examination for applicants with specific qualifications including language fluency, education, and experience. Permits individuals with Deferred Action for Childhood Arrival (DACA) status to apply for positions with sheriff offices and city firefighter, city police, and fish and wildlife officer positions. Provides that law enforcement agencies that employ a lawful permanent resident or an individual with DACA status must have a written firearms policy in place that authorizes the possession and carry of firearms by those officers. Specifies that the classified service classification plans must recognize that persons legally authorized to work under federal law are eligible for employment unless prohibited by other state or federal law.

We will provide more information on our website soon.

Overview

Unlike the majority of a public agency's employees, law enforcement work shifts are scheduled around the clock. They may be subject to civil service rules not applicable to the rest of the staff, making hiring, firing, and day-to-day supervision more of a challenge. In addition, the nature of the work itself places unique pressures on the employees and their families that affect job performance.

Pay and Benefits

Police officers enjoy base salaries above the national average, which can then be augmented by shift differential pay, longevity pay, overtime or comp time, and uniform and/or equipment allowances. Additionally, police enjoy benefits, retirement packages, and insurance coverage options that usually exceed those offered by private employers.

Law enforcement personnel may have unique overtime provisions; for more information see our page Overtime and Comp Time.

Resource

Recruitment

Statutory authority governing the recruitment of law enforcement executives and police officers includes:

  • RCW 35.21.333-.334 – Lists qualifications and background check requirements for a city or town chief of police or marshal.
  • RCW 36.28.025 – Lists qualifications for a county sheriff.
  • RCW 43.101.095 – Requires police officers to obtain a peace officer certification as a condition of employment. This certification requires officers to: (1) authorize release of their personnel files (including disciplinary, termination, civil or criminal investigations, or other certification related records) to the employing agency and to the CJTC; and (2) consent to and facilitate a review of their social media accounts.  
  • RCW 10.93.170 – Prohibits employing agencies from considering an applicant until receiving written authorization to obtain the applicant’s prior employment information.
  • RCW 36.27.040 –  Effective June 6, 2024, allows law enforcement agencies to consider applications from U.S. citizens or lawful permanent residents. See HB 1530.

Training and Assessment

Law enforcement personnel (other than volunteers, paid or unpaid reserve officers, or limited authority Washington peace officers hired on or after July 1, 2023) must begin basic law enforcement training within six months of being hired (RCW 43.101.200), and must complete violence de-escalation training within 15 months of being hired (RCW 43.101.450). 

Limited authority Washington peace officers, hired on or after July 1, 2023, must begin basic law enforcement training during the first 12 months of employment (unless waived or extended by the CJTC). 

Law enforcement training must comply with CJTC standards in chapter 139-05 WAC. Violence de-escalation training must also be consistent with RCW 10.120.020 and the Washington State Office of the Attorney General Model Use of Force Policy (2022).

Training Resources

Assessment

An “assessment center” is a collection of simulated on-the-job challenges that assess a candidate’s ability to perform the job. Candidates participate individually and in groups in a series of real-life situations they may encounter on the job while being observed and evaluated by experts in policing, supervision, and management. The IACP offers an overview of Testing and Assessment Centers.

The Washington Association of Sheriffs and Police Chiefs (WASPC) recommends Public Safety Testing as a contractor for assessment center exercises.

Hiring

Lateral Transfer

Lateral entry/transfer police officer applicants must meet qualification standards similar to those for other police officer applicants. In general, lateral transfer candidates must already have a certain level of experience in law enforcement and be employed or have been employed by a police department.

Examples of Lateral Transfer Requiring Prior Service for a Specific Time Period

Generally, these examples require applicants to have been employed on a full-time basis for a period of time exceeding 12 consecutive months and not had a lapse of employment for a period exceeding the previous 12 months.

Some jurisdictions simply require the applicant to have general experience in law enforcement but do not specify a time period.

Special Limited Commission/ Community Service Officers

A Community Service Officer (CSO) provides support in crime prevention, investigation, and response where full police powers are unnecessary and assists police officers in upholding law and order. Most CSOs are specially or limited commissioned peace officers and some are non-sworn (civilian) positions without powers of arrest. Most do not carry firearms due to liability issues, but some are authorized to carry less lethal weapons such as tasers, batons, or pepper spray. All CSOs receive training in self-defense tactics.

Areas that tend to be covered by CSOs can include animal control, parking enforcement, traffic control, and airport, park, and school security.

Examples of Local Codes Allowing for Community Service Officers

Volunteer Programs

In addition to using CSOs to augment their workforce, police departments may also recruit volunteers to serve their communities in a variety of capacities, such as block watch captain or to support the administrative functions of a department. These volunteers do not have powers of arrest. 

Run by the IACP, the Volunteers in Police Services (VIPS) Program is a national resource that provides support and resources to law enforcement agencies interested in developing or enhancing a volunteer program. 

Examples of Local Jurisdictions Offering Volunteer Opportunities

Reserve Police Officers

A reserve police officer (also known as an auxiliary officer) is either a volunteer or paid worker, depending on the circumstance and the department for which they work. They perform law enforcement duties in their community. WAC 139-05-810 sets forth the basic eligibility and training requirements for reserve police officers.

If otherwise qualified, city councilmembers may serve as reserve law enforcement officers for the city (as well as volunteer firefighters or volunteer ambulance personnel), but only if approved by a resolution adopted by two-thirds of the city council (RCW 35.21.770 / 35A.11.110).

Personnel Topics

Pregnancy

The federal Pregnancy Discrimination Act (PDA) prohibits discrimination based on pregnancy, childbirth, or related medical conditions. It is a form of "'on the basis of sex" employment discrimination prohibited by Title VII of the Civil Rights Act of 1964 (42 U.S.C. §2000e, et seq.). The PDA prohibits covered employers from treating pregnant employees less favorably than other employees, and requires covered employers to reasonably accommodate an employee’s pregnancy or pregnancy-related disability. 

In Washington State, pregnant employees are protected by RCW 43.10.005 (Workplace pregnancy accommodations—Unfair practices—Definitions). Under the law, pregnant employees may request reasonable accommodations and are protected against retaliation.

For more information, see the Washington State Office of the Attorney General’s page on Pregnancy and Breastfeeding Accommodations.

Examples of Local Policies That Address Pregnancy

Problematic Performance

As with all workplaces, some employees do not meet performance expectations. Law enforcement is a profession in which ethics and ethical conduct play an important role. Ethical mandates that pertain to law enforcement officers include acting impartially; exercising discretion; using only necessary force; and maintaining confidentiality, integrity, and a professional image at all times. Because law enforcement is a public-facing position, it is critical that departments set clear guidelines as to expected behavior on the job and the repercussions for officers not meeting those requirements.

Resource

Domestic Violence Involving Law Enforcement Officers

According to the IACP, domestic violence among law enforcement officers occurs as frequently as among the general population. A resource addressing this issue includes:

Job-related Stress and Trauma

Law enforcement officers can be confronted with situations that can create emotional and mental burdens that may then spill over onto family, friends, and coworkers. The following are resources related to different types of stress and/or approaches for supporting law enforcement officers and other first responders.

Resource for General, Job-related Stress 

Trauma-Induced Stress/Post-Traumatic Stress Disorder

After a critical or traumatic incident, it is common practice to provide critical incident stress debriefing to first responders, including police. For example, the King County Sheriff’s General Order Manual Section 2.08.025 details the use and format of a critical incident stress debriefing and follows this with suggestions of counseling/support options for those who need additional services, such as the King County Emergency Medical Services or the American Red Cross Disaster Mental Health Services.

Resource

  • First Responder Support Network — Provides educational treatment programs to promote recovery from stress and critical incidents experienced by first responders and their families based on the West Coast.

Examples of Local Programs Designed to Address Trauma for First Responders

  • Lakewood Training Resilient Leaders — Funded through a Department of Justice grant, this eight-week pilot program is meant to precondition officers to better cope with the stresses inherent in their role as first responders.
  • Redmond Police Department Policy Manual (2023) — Employees are entitled to seek assistance through the city’s EAP, employee peer counselors, chaplains, and psychological professionals.
  • Renton Police Department Policies (2021) — Officers are encouraged to use any or all of the following resources: peer support, police chaplain, and the city’s Employee Assistance Program.

Chaplaincy Programs

A law enforcement chaplain is clergy with special interest and training for providing pastoral care in law enforcement. The International Conference of Police Chaplains maintains a website with a wealth of information and resources.

Examples of Local Chaplaincy Programs

Outside Employment

Recommended Resource

  • U.S. Bureau of Justice Assistance – Provides grants, training and technical assistance, and policy development services to help state and local law enforcement agencies.

Last Modified: June 07, 2024