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Page 6 of 8 <br />2020-2023 and 2024 to date. <br />Table 3: Annual Separations from Pleasanton Police Department 2020-2024 <br />Annual Separations from Police <br />Department <br />2020 14 <br />2021 8 <br />2022 10 <br />2023 11 <br />2024* (YTD) 5 <br /> <br />As of November 12, 2024, the department had 2 police officer vacancies and 5 sworn <br />members on medical leave. There are 2 police officer trainees in the academy: one officer <br />trainee started the academy in November and one officer trainee starts the academy in March <br />2025. Fifteen police officers and 5 professional staff, including 2 dispatchers, 2 Community <br />Service Officers, and 1 maintenance assistant, have been hired in 2024. There are 5 officers <br />in the Field Training Program anticipated to be included in the deployable ranks in early 2025; <br />deployable officers can perform the duties of a solo beat officer and do not include those in the <br />police academy, field training, or on leave. Dispatch Center, Records Unit, and Community <br />Service Officer positions are all fully staffed; the only professional staff vacancy is <br />Property/Evidence Technician. <br />Over the past year the City has had much success using multiple strategies to fill police <br />department vacancies. The department now hosts the regional written exam and provides <br />Pleasanton police officer applicants with a voucher to pay for the physical agility test. To draw <br />candidates to the Pleasanton Police Department, staff participates in community events such <br />as Dias los Muertos and the Diwali Festival to expose our profession to, and encourage <br />applicants from, our diverse community. In addition, Personnel and Training Unit members <br />host mock oral boards to assist prospective applicants and highlight Pleasanton. Concurrently, <br />the Human Resources Department helped to streamline the hiring process by fast-tracking <br />academy graduate applicants for interviews; now, entry-level police officer trainees are <br />considered hired when they complete the hiring process and participate in in-house training <br />prior to attending the academy. This early hiring improves both success in the academy and <br />reduces the time necessary to complete the Field Training Program upon academy <br />completion. <br /> <br />Youth Engagement Programming as a Recruitment Mechanism <br />Recognizing the youth of Pleasanton as future leaders and with the goal of developing a <br />workforce reflective of the community, there has been a strong focus on the Department’s <br />youth programs. Traditionally, this occurs through the Police Explorer program and the Teen <br />Academy. The Police Explorer program is designed to educate and involve youth in police <br />operations, to educate youth about potential careers in law enforcement, to help strengthen <br />relations with youth, and to increase the opportunity to align department demographics with <br />those of the community we serve; the program is based on the “Learning for Life” school and <br />community-based program affiliated with Scouting of America, emphasizing education, <br />character building, and leadership development. Explorers are 14 to 20-year-old young adults <br />Page 92 of 126