Florida Highway Patrol Recruitment Program Report No. 201516-28 Page 1 of 32 Florida Highway Patrol February 13, 2017 Recruitment Program Audit Report 201516-28

Audit Report No. 201516-28 Page 1 of 32

Florida Highway Patrol February 13, 2017

Recruitment Program Audit Report 201516-28 Executive Summary The Department of Highway Safety and Motor Vehicles’ (Department) Division of Florida Highway Patrol (FHP) is one of the largest law enforcement agencies in the State of Florida. The recruitment, selection, and training of qualified applicants for the position of Florida State Trooper (Trooper) are vital in accomplishing the Department’s mission of providing highway safety and security. Section 943.13 and Section 943.133, Florida Statutes (F.S.), establish minimum qualifications for employment as a law enforcement officer in Florida and require the employing agency to collect, verify, and maintain documentation establishing that an applicant for employment complies with these requirements. The FHP Recruitment and Selection Section (Recruitment Section) is responsible for the recruitment and selection process and determines which applicants will be accepted into the FHP Training Academy (Academy). The Recruitment Section’s responsibilities include screening applications and applicants, administering various tests, tracking applicant status, and maintaining contact with applicants throughout the recruitment process. FHP Policy 25.02, Selection, establishes the process used for selecting applicants and details the selection process in its entirety. The selection process consists of an application submission, a Physical Abilities Test (PAT), a Basic Abilities Test (BAT), polygraph examination, psychological examination, physical examination, eye examination, backgrounding process, and selection for the Academy. The purpose of this engagement was to review and evaluate the efficiency and effectiveness of the FHP Recruitment Process and compliance with applicable laws and Department policy and procedure. The focus of this report will be on the recruitment and selection process, advertising and outreach, the Academy, and retention and competition.


Overall FHP’s recruitment and selection process for hiring and training recruits is thorough and comprehensive. However, we noted key areas in which FHP could implement improvement, including:

Pursuing an increase in Trooper salaries to encourage retention and be more competitive with other state and local law enforcement agencies;

Considering alternate housing solutions for the FHP Academy;

Annually evaluating the current reimbursement amount to ensure it covers the current full cost of training, including all instructor costs;

Incorporating specific measureable goals into the Recruitment Plan to strengthen FHP’s ability to evaluate the effectiveness of recruitment efforts;

Ensuring recruitment material is consistent with Recruitment Plan objectives; and

Improving the efficiency and accuracy of data collection used for reporting purposes.

FHP management generally agreed with our findings and recommendations and has begun implementing corrective actions.

Background and Introduction The Department’s FHP is one of the largest law enforcement agencies in the State of Florida. The recruitment, selection, and training of qualified applicants for the position of Trooper are vital in accomplishing the Department’s mission of providing highway safety and security. For the 2016-17 Fiscal Year (FY), FHP was authorized 1,974 sworn positions and has a budget of $232,997,999. The FHP Recruitment Section is responsible for the recruitment and selection process and determines which applicants will be accepted into the Academy. The Recruitment Section’s responsibilities include screening applications and applicants, administering various tests, tracking applicant status, and maintaining contact with applicants throughout the recruitment process. Minimum Law Enforcement Qualifications Section 943.13 and Section 943.133, F.S., establish minimum qualifications for employment as a law enforcement officer in Florida and require the employing agency to collect, verify, and maintain documentation establishing that an applicant for employment complies with these requirements. The minimum requirements include:

Being at least 19 years of age, a United States citizen, a high school graduate or its equivalent, pass a physical health exam by a licensed physician, or other qualified persons;


Having good moral character as determined by a background investigation (Section 943.13(7), F.S.), execute and submit an affidavit-of-applicant, complete commission-approved basic recruit training, achieve an acceptable score on the Officer Certification exam; and

Must not have been convicted of any felony or of a misdemeanor involving perjury or a false statement, or have received a dishonorable discharge from any of the Armed Forces of the United States.

FHP requires applicants to have a valid driver’s license, meet FHP’s minimum vision requirements, and have at least one of the following: one year of sworn or non-sworn law enforcement experience, two years of active and continuous military service, two years of public contact experience and full time work experience of 40 hours a week, or successful completion of 30 semester hours or 45 quarter hours at an accredited college or university. Recruitment, Advertising, and Outreach FHP Policy 25.01, Recruitment, requires FHP to maintain an aggressive recruitment program to seek the most qualified applicants and provide Equal Employment Opportunities for all applicants. Objectives of the program include promoting activities that will increase the pool of applicants by sending FHP recruiters to career fairs, career or job services, school programs, and general public employment programs. The Policy also requires the Recruitment Section’s Statewide Recruitment Coordinator to prepare a Recruitment Plan to determine the recruitment and selection program goals for FHP, and objectives for achieving those goals. The recruitment plan should focus on prospective applicants who possess the required skills, knowledge and abilities needed to perform the tasks of a law enforcement officer. The plan is reviewed annually and revised as needed. At the time of the audit, the 2016 Recruitment Plan was not available. Goals from the 2015 Recruitment Plan include:

Filling vacant FHP Trooper positions in order to achieve 100 percent staffing;

Recruiting a workforce of sworn members which reflects the statewide demographic makeup, including actively pursuing members of the protected classes and members of the military, with a special interest of those who were military police officers;

Encouraging all sworn and non-sworn members to be involved with the recruitment process;

Providing applicants with guidelines for submitting applications, information regarding upcoming FHP Training Academies, more effective communication with applicants as to their status and progress through the selection process, real time information as to the status of applicants for the position of State Trooper; and

Establishing a timely and efficient background investigations process.


FHP maintains a broad recruiting strategy which includes billboards, magazines, internet radio, and online advertisements and spent $263,035 on advertising during the 2015-16 FY. One of the main recruiting efforts is attending career fairs, military events, and safety programs. Over the four month period from March to June 2016, FHP recruiters spoke to an average of 886 individuals per month. The Recruitment Section maintains two social media accounts, one on Facebook and the other on Instagram. Maintaining a social media presence offers the Recruitment Section more targeted and relevant advertising outlets. The Facebook account was created in 2012 and the Instagram account was created in 2014. The purpose of these accounts is to connect to the public in a way that is more accessible and has a higher chance of reaching the growing number of individuals who utilize social media to communicate. The Facebook and Instagram accounts have over 13,500 and 11,600 followers, respectively. The Department’s Communications Office handles all of FHP’s official advertising publications, including videos, photos, and billboards. The Communications Office also prepares advertising materials or reviews materials that FHP prepares. Selection Process FHP Policy 25.02, Selection, establishes the process used for selecting applicants and details the selection process in its entirety. The selection process consists of an application submission, a Physical Abilities Test (PAT), a Basic Abilities Test (BAT), polygraph examination, psychological examination, physical examination, eye examination, backgrounding process, and selection for the Academy.

The selection process begins when an applicant submits an application through the online People First system or through the mail. Applicants that meet the minimum state and FHP qualifications receive a conditional letter of employment containing the following:

Terms Used for Individuals During the Recruitment and Selection Process

Applicant: A person who has applied for a Trooper position within FHP and has not completed the selection process.

Recruit: An applicant, who completed the selection process that accepted an employment offer from FHP and is currently attending the Academy or the Field Training and Evaluation Program.

Trooper: A recruit who has successfully finished the Academy.


The FHP supplemental application;

Information on the PAT, a liability waiver for the PAT, assignment to a PAT location, and a checklist of documentation required at the PAT; and

Information on how to obtain the required Criminal Justice Standards and Training Commission test, known as the Basic Abilities Test (BAT).

At the PAT testing site, applicants submit the FHP supplemental application and all required documentation. The PAT is designed to measure the physical wellness and performance capabilities of the applicants, and must be passed before moving on in the selection process. FHP currently follows the Florida Department of Law Enforcement’s (FDLE) guidance in administering the PAT. The BAT test is a test program that determines whether candidates possess the minimum competencies required for enrollment in certified training centers and for employment within the state of Florida as sworn law enforcement officers. It assesses a candidate in written comprehension and expression, information ordering, spatial orientation, memorization, problem sensitivity, and inductive and deductive reasoning.

Once the PAT and the BAT are successfully completed the applicant is required to complete a polygraph screening, psychological screening, physical examination and eye examination. The physical and eye examinations are performed by Department approved physicians. Applicants are evaluated based on physical conditions and ability to perform the critical functions of the position. Psychological screenings are used to determine whether or not applicants are suitable for a career in law enforcement. The psychological screenings are conducted by a third party organization contracted by FHP. The examination includes an intelligence evaluation, personality evaluation, social evaluation, psychopathology, motivation evaluation, maturity evaluation, crisis and conflict handling evaluation, attitude evaluation, work relations evaluation, and an approach to police functions evaluation. Reports are created by psychological examiners that place applicants into categories of acceptable, unacceptable, or marginal based on their responses in the evaluations. The reports are reviewed by the Recruitment Section to determine if the applicants will proceed in the hiring process. Polygraph examinations are performed by FHP members that are accredited by the American Polygraph Association. The purpose of the polygraph exam is to verify that the information contained in the application is complete, true, and accurate. Applicants are provided a list of what will be covered by the examination beforehand. The polygraph examiner creates a report based on the responses given by the applicant when interviewed while connected to a polygraph device. The reports are then reviewed by the Recruitment Section.


If the polygraph examination is successfully completed, an FHP background investigator is assigned to each applicant for the backgrounding process. FHP background investigators throughout the state conduct a thorough investigation of the applicant. The investigation includes a check of the applicant’s neighborhood, previous employment, criminal history, military service, driver’s license, personal references, credit, education, a discrepancy interview, and controlled substance testing. The background investigators will also use the psychological examination results to assist in the investigation. While many individuals apply to become a trooper, very few complete the selection process and are selected to attend an FHP Academy. The largest decline in participation in the selection process occurs between the application and PAT testing phases. Chart 1 below illustrates the number of applicants at each stage of the selection process for the 2015-16 FY. During the 2015-16 FY, the Department received 22,874 applicants, while only 261 applicants made it to the background screening process. Most applicants do not make it past the application stage to the PAT testing due to applicants who meet the minimum qualifications but choose not to attend the PAT testing. Only approximately 8 percent of all applicants attend the PAT testing.

Chart 1 – Number of Applicants at Each Stage of Selection Process

22,874

1,921 1,207

568 272 261 261

-

5,000

10,000

15,000

20,000

25,000

FY 2015-2016

Applicants Remaining

Applicants PAT Poly Psych Physical Eye Background


FHP Training Academy FHP Policy 26.01, Training, provides for the establishment and operation of an FHP law enforcement training program. Training is handled by the Academy and consists of a 28 week program. Training includes both classroom (course material) and physical training. Through classroom lectures and discussions recruits learn basic concepts and knowledge. Practical exercises require the recruit to demonstrate proficiency in certain skill areas. Recruits are also placed in law enforcement scenarios requiring them to take action and demonstrate learned skills. The course material consists of two parts; course material derived from the FDLE Florida Basic Recruit Training Program and course material specific to the Department and FHP. The Academy course material covers a variety of areas including: introduction to law enforcement legal, interactions in a diverse community, interviewing and report writing, fundamentals of patrol, calls for service, criminal investigations, crime scene to courtroom, critical incidents, traffic stops, driving under the influence (DUI) traffic stops and traffic crash investigations, law enforcement vehicle operations, first aid for criminal justice officers, criminal justice firearms, criminal justice defense tactics, dart-firing stun gun and criminal justice officer physical fitness training. There are numerous exams throughout the 28 week program and a minimum score of 80 percent is required to pass each exam. Table 1 below shows the number of recruits that were accepted to and graduated from the Academy for classes 129 through 133. Approximately 82 percent of all the recruits accepted to the Academy since July 2014 have graduated.

Table 1 – Academy Acceptance and Graduation for Classes 129 Through 133

Recruit Class Graduation

Date Recruits Accepted

Recruits Graduated

129th 12/18/2014 72 52

130th 5/20/2015 75 69

131st 9/30/2015 60 56

132nd 2/12/2016 61 44

133rd 6/15/2016 45 36

134th 10/21/2016 51 48

Grand Total 364 305

FHP does not own the facilities it uses for the Academy; the space is owned by Tallahassee Community College’s (TCC) Florida Public Safety Institute (FPSI). The FPSI contains facilities for FHP to conduct classroom teaching, physical conditioning and training, defensive technique training, weapon firing and operation training, first aid


training, and driving training. FHP conducts both new recruit, transitional recruit (an individual who already has their law enforcement certification), and current member training at the FPSI facility. The FPSI has an on-site dormitory for recruits and other trainees attending the Academy. The FPSI is the primary training location for many different law enforcement agencies operating in Florida, and even some out-of-state agencies. Field Training

FHP Policy 26.01, Training, establishes the FHP Field Training and Evaluation Program (FTEP). The FTEP is a continuation of the training process after graduation from the Academy for all recruits. The training ensures all recruits receive thorough, consistent, and legally defensible field training. The training is designed to provide knowledge and demonstrate the proper techniques and procedures for performing law enforcement duties. After graduating from the Academy, recruits are assigned a Field Training Officer (FTO). There are four phases in the FTEP. Each phase lasts three weeks, except the last phase which is one week (40 hours). During three of the phases, each recruit is assigned a different FTO. The first FTO they worked with will be the same one they are assigned to at the last phase of the FTEP. This four phase program is designed to provide on-the-job training with an FTO supervising the recruit out in the field. In the last phase, the FTO is not actively participating while in the field and is there to support the recruit if a problem arises and they need assistance. The recruit should be able to independently complete approximately 25 percent of the work in phase 1, 50 percent of the work in phase 2, 75 percent of the work in phase 3, and 100 percent of the work in phase 4. The FTO is required to evaluate the recruit at the end of each phase and determine if they are ready for the next phase. The FTO has a checklist that they use to evaluate the recruit on their performance prior to the end of the respective phases. Once the recruit has completed the four phases of the FTEP, the FTO and FTO supervisors will determine if the recruit is ready to be in the field on their own. The FTEP training can be extended, if needed, by the FTO to encompass a maximum of 14 weeks. Reimbursement Process Section 943.16, F.S., states a trainee who attends an approved basic training program at the expense of an employing agency must remain in the employment or appointment of such employing agency for a period of not less than 2 years after graduation from the basic recruit training program. If employment or appointment is terminated on the


trainee’s own initiative within 2 years, he or she shall reimburse the employing agency for the full cost of his or her tuition and other course expenses. Currently the Department requires recruits to sign a reimbursement agreement prior to entering the Academy. If a recruit leaves the Department to seek employment elsewhere within two years of graduation from the Academy, they are required to reimburse the amount of the training to retain their law enforcement certification or forfeit the certification. The current reimbursement amount was increased in July 2015 and now totals $10,909. The reimbursed amount prior to July 2015 was $4,475.11

Findings and Recommendations Our review determined FHP has a thorough and comprehensive recruiting and training program. However, we noted the following key areas in which improvements could be made: Salary and Retention Finding No. 1: FHP should pursue increasing Trooper starting salary to be more competitive with other law enforcement agencies, including adjustments based on experience. It is imperative for FHP to recruit and retain qualified members to accomplish its mission of promoting a safe and secure Florida. As only a small number of all applicants become Troopers, it is essential for FHP to be able to retain members to ensure the Department recoups its investment in training and hiring, and staffing levels remain within an acceptable range. To gain an understanding of how well FHP is retaining Troopers and the reasons for separations, we reviewed retention data and compared FHP new hire starting salaries with salaries for state police agencies nationally and salaries for law enforcement officers in Florida. The starting salary of an FHP Trooper is $33,977.04 in most counties, $38,976.84 when working in select1 counties, and $41,946.84 for Troopers living and working in Monroe County. In Broward, Miami-Dade, Monroe, and Palm Beach Counties, Troopers only need to work in the county to receive the increased pay. For all other counties that can receive the increased pay, a Trooper must live and work in the county. Troopers in all counties are eligible for overtime pay. FHP currently does not increase starting salary based on prior law enforcement experience. Troopers must have at least two years of continuous service with the Department before being eligible to promote to a Traffic Homicide Investigator position. 1 Select counties include Broward, Collier, Duval, Escambia, Hillsborough, Lee, Marion, Miami-Dade, Monroe, Orange, Palm

Beach, and Pinellas


Our comparison of starting salaries for state law enforcement officers determined that Florida has the lowest starting salary of any state police or highway patrol in the Nation. FHP’s starting salary ranks 49th when excluding existing pay adjustments available in specific counties. Exhibit 1 of this report shows the minimum starting salaries for all state police and highway patrol agencies in the Nation. We also compared FHP’s starting salary to local sheriff and police agencies throughout Florida. Using FDLE’s 2016 Criminal Justice Agency Profile Report2, we determined FHP’s starting salary ranks lower than 173 police departments and 39 sheriff’s offices. Exhibits 2 and 3 of this report show the minimum starting salaries for all Florida police departments and sheriff’s offices respectively. During our review of starting salaries for law enforcement agencies in Florida we also noted approximately 28% of police departments and 32% of sheriff’s offices offer higher starting salaries for prior law enforcement experience. To identify whether starting salary was impacting retention, we reviewed vacancy rates, hires and separations, turnover rates, and separation timeframes for new hires. FHP is currently authorized for 1,974 sworn positions. At the beginning of July 2016, FHP had 185 vacancies and 1,789 Troopers employed. Table 2 below shows the number of Trooper vacancies compared to the number of sworn positions authorized at the beginning of the 2011-12 FY, through the 2016-17 FY.

Table 2 – Vacancies and Authorized Positions

As of July 1st 2011 2012 2013 2014 2015 2016

Trooper Vacancies3 134 180 174 117 103 185

Authorized Positions

1,946 1,946 1,946 1,974 1,974 1,974

Vacancy Rate 6.89% 9.25% 8.94% 5.93% 5.22% 9.37%

Over the last six fiscal years, the vacancy rate has fluctuated between approximately 5 percent and 9 percent, and was at its highest level to start the 2016-17 FY.

2 The Final 2016 Criminal Justice Agency Profile Report will not be available until May 2017, the salary information

as of February 2017 was used for this report. 3 Positions filled by academy recruits are not included as vacancies.


Table 3 below shows the turnover rate4 for the last five fiscal years. The turnover rate has fluctuated within two percent from the 2011-12 FY, through the 2015-16 FY, and has been increasing over the past year

Table 3 – Sworn Member Turnover Rate

Fiscal Year 2011-12 2012-13 2013-14 2014-15 2015-16

Turnover Rate 7.59% 6.34% 8.07% 6.46% 8.83%

Chart 2 below shows the number of Troopers who separated from FHP after graduating the academy during the 2009-10 FY, through the 2015-16 FY, which includes classes 118 through 133.

Chart 2 – Academy Graduate Separations

Of all Troopers graduating between 2009 and 2016, (82%) currently remain with FHP. Of those that have separated from the Department, the largest number of separations occurred within two years of graduation. Between two and three years after graduation the number of separations is significantly less, and after the three year mark, the number of separations slightly increases.

4 The turnover rate is the percentage of employees in a workforce that leave during a certain period of time. The

calculation for the turnover rate in this report is the number of sworn member separations for the fiscal year divided by the average number of sworn members employed during the year.

Before 2 YearsBetween 2 to

3 YearsAfter 3 Years

Separations 75 32 45

-

10

20

30

40

50

60

70

80

Members Leaving


Although compensation may not be the only factor affecting vacancies, turnover rates, and separations, the low salary cannot be ignored as a possible reason, and offering a more competitive salary could help increase retention. Recommendations We recommend FHP pursue an increase in Trooper starting salaries to encourage retention and be more competitive with other state and local law enforcement agencies. Management Response FHP management concurs with this recommendation. FHP has gathered and submitted significant analytical data in relation to state, county and municipal law enforcement salaries, and attrition/retention issues in an effort to highlight and educate legislative partners towards a pay improvement initiative. FHP is currently working with the appropriate parties to seek legislative approval to provide for an increase in base salaries for troopers. Academy Housing Finding No. 2: Alternate housing solutions should be considered for the FHP Academy. Pursuant to 11B-35, Florida Administrative Code, all law enforcement recruits must undergo basic or transitional recruit training. FHP is authorized by Section 321.25, F.S., to provide for the training of recruits in the duties, functions, and powers of FHP. FHP conducts both new recruit, transitional, and current member training at the FPSI facility. The FPSI is the primary training location for many different law enforcement agencies operating in Florida, and even some out-of-state agencies. The FPSI has an on-site dormitory for recruits and other trainees attending the Academy. FPSI’s dormitory has limited space available for each agency using the facilities, and the agencies are not always able to get the desired amount of space. TCC has an agreement with a hotel near the FPSI facilities to house recruits when space is not available in the dormitory. Agencies with recruits at the hotel are required to reimburse TCC for the cost of housing recruits.


Due to the limited space in the dormitory and the size of the recruit classes, FHP houses two recruits per room and has also had to house a number FHP recruits in hotel rooms. Our review of Academy class sizes determined there has been a decrease in the overall class size for the 129th class, which began in July 2014 and accepted 72 recruits, to the 133th class which began in December 2015 and accepted only 45 recruits; a decrease of more than 37%. Housing recruits in hotel rooms is approximately 25 percent more expensive than dormitory housing and increases total housing costs. Recommendation We recommend FHP consider alternative housing options for FHP recruits attending the Academy. Management Response FHP management concurs with this recommendation. FHP has added a request for funding of an FHP Training Academy in the Legislative Budget Request for the 2017 Legislative Session. If appropriated, these funds will be used to construct recruit housing. Reimbursement Policy Finding No. 3: Trooper reimbursement amount should be re-evaluated to ensure FHP is reimbursed for the full costs of training. Section 943.16, F.S., states an employing agency is authorized to pay any costs of tuition of a trainee approved for the basic recruit training program. A trainee must remain in the employment of the agency for a period of not less than 2 years after graduation. If employment is terminated by the trainee within 2 years, they shall reimburse the agency for the full cost of the tuition and other course expenses such as the cost of meals. Currently, the Department requires recruits to sign a reimbursement agreement prior to entering the Academy. If a recruit leaves the Department to seek employment elsewhere within two years of graduation from the Academy, they are required to reimburse the amount of the training to retain their law enforcement certification or forfeit the certification. The current reimbursement amount was increased in July 2015 and now totals $10,909.


Table 4 below illustrates the various costs associated with training each recruit. FHP currently has calculated the total expense for training a recruit is $12,386, which is significantly more than the current amount recruits are required to reimburse the Department of $10,909.

Table 4 - Recruit Training Costs (per recruit) as of September 2016

Expenses Contracted

Services Total Training

Costs

$8,211 $4,175 $12,386

We also noted during our review that the instructor cost is only the cost for instructor lodging and food and does not include the instructor salaries for the time spent training at the Academy. As part of the audit we determined per recruit cost, including instructor salaries5 for time spent training, was approximately $13,067, or approximately 20% more than the current reimbursement amount. Recommendations We recommend FHP periodically evaluate the current reimbursement amount to ensure it covers the full cost of training, including all instructor costs. Management Response FHP management concurs with this recommendation. Factors contributing to applicant costs include class size, instructor salaries, changes in vendors, and routine increases in goods and services. To ensure a fair and equitable reimbursement, FHP will evaluate the methodology used to calculate applicant costs every two years and adjust as necessary. Demographic Makeup One of the goals from the 2015 Recruitment Plan is “Recruiting a workforce of sworn members which reflects the statewide demographic makeup, including actively pursuing members of the protected classes.”

5 Salary was based on the hourly rate of pay and did not include benefits for instructors for the 133

rd Academy

class.


Our review of current FHP sworn members and the past five recruiting class determined as a whole, the racial demographic makeup of sworn members is close to the statewide racial demographic makeup of Florida. Proportionally, FHP is composed of slightly more white and slightly less other race individuals than Florida. The Academy also proportionally graduates slightly more white individuals, but also 7 percent more Hispanic individuals than Florida’s population. Similar to FHP as a whole, the Academy graduates slight less African American and other race individuals. Chart 3 below shows the proportional racial makeups of recent Academy graduates (classes 129-133), current FHP sworn members, and Florida as a whole.

Chart 3 – Racial Makeup

Our review of current FHP sworn members and the past five recruiting class determined as a whole, the gender makeup of sworn members and recent Academy graduates consist of significantly more males then the gender makeup of Florida. Chart 4 below shows the proportional gender makeup of recent Academy graduates, FHP as a whole, and Florida as a whole. This is consistent with the national average for gender makeup of law enforcement officers. According to FBI statistics from 2013 on the population of full-time law enforcement employees, the national average gender breakdown for law enforcement officers is around 88 percent male and 12 percent female.

WhiteAfrican

AmericanHispanic Other

Academy 55% 13% 31% 2%

FHP 61% 14% 23% 2%

Florida 54% 16% 24% 6%

0%

10%

20%

30%

40%

50%

60%

70%

Population percentage


Chart 4 –Gender Makeup

Finding No. 4: Incorporating specific measureable goals into the Recruitment Plan would strengthen FHP’s ability to evaluate the effectiveness of recruitment efforts. FHP Policy 25.01, Recruitment, states it is the policy of the FHP to maintain an aggressive recruitment program to seek the most qualified applicants and to provide Equal Employment Opportunities for all applicants. The emphasis behind the recruitment program of the FHP shall be to attract qualified individuals regardless of sex, race, or creed. It shall also be policy, whenever possible, that qualified minority personnel be involved in recruitment programs. The 2015 FHP Recruitment Plan includes a goal of recruiting a workforce of sworn personnel that reflects the statewide demographic makeup of Florida and objectives for recruiting minorities and females. Our review of the Recruitment Plan determined it does not include specific measurable goals which can be used to evaluate the effectiveness of recruitment efforts for minorities and females. Our review also determined the objectives are recruiting practices targeting female and minority groups and do not provide measurable targets for FHP to work towards.

Males Females

Academy 89% 11%

FHP 89% 11%

Florida 49% 51%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Population percentage


Recommendations We recommend FHP develop specific measureable goals related to recruiting efforts and incorporate them into the Recruitment Plan. We also recommend that FHP periodically evaluate recruit demographics to determine the effectiveness of targeted recruiting efforts. Management Response FHP management concurs with this recommendation. FHP will further refine our current recruiting goals, to include demographics, and ensure that those goals are reflected in the recruitment plan. FHP will evaluate the recruit demographics after each class to determine the effectiveness of the recruitment plan and adjust the plan as needed. Finding No. 5: Recruitment material should be consistent with Recruitment Plan objectives. During our review of recruitment materials, we determined there have not been any targeted recruitment materials or advertisements focused specifically on minority groups and females. The recruitment material and advertisements currently available are directed toward military personnel and veterans. Recommendations We recommend FHP evaluate current recruitment materials to ensure they are consistent with the requirements of the Recruitment Plan. Management Response FHP management concurs with this recommendation. FHP will continue to evaluate the recruitment plan annually for effectiveness and consistency with recruitment materials. FHP evaluates the recruitment plan yearly and will continue to work with the Communications Office and/or outside vendors to create recruitment materials. Although FHP is currently above the national average in relations to its hiring demographics, FHP is working on creating recruitment videos for targeted minority groups to ensure continued success. FHP is also looking to expand its recruitment efforts in secondary educational systems to promote diversity by increasing our presence at local job fairs and participating in other outreach efforts.


Academy Data Tracking Finding No. 6: The efficiency and accuracy of data collection used for reporting purposes could be improved. Data quality is an essential requirement for the effective use of data by management when making organizational and program decisions. When similar data is maintained by various sections it needs to be compared to ensure consistency and differences should be reconciled. FHP’s Recruitment and Selection Section collects and tracks various data related to the recruitment and selection process for reporting purposes. In addition to the Recruitment and Selection Section, several other areas within the Department track data related to the same process; including the Academy, the FHP Office of Program Planning and Administration, and the Office of Personnel Services. During our review of the Recruitment Process we were provided data that was not consolidated accurately and data provided from different Department sections did not always agree. Examples of data provided that differed depending on the source include: the number of recruits accepted into the Academy, the number of recruits starting the Academy, the number of recruits that dropped out during training, the number of recruits that graduated, the costs of hiring and training recruits, and the number of separations from employment. In order to meet data management goals and standards, all involved in the process must understand their roles and responsibilities. The roles and responsibilities for members associated with collecting recruitment and retention data are not clearly defined. Recommendations We recommend FHP determine the types of data to collect and determine which section should ensure it is collected, tracked, reconciled and consolidated. Management Response FHP management concurs with this recommendation. Although FHP currently tracks academy data extensively, FHP will initiate a process by which the appropriate academy data is properly reconciled with other sections within the Department to ensure accurate data is collected and reported.


Purpose, Scope, and Methodology

The purpose of this audit was to analyze the Department’s FHP recruiting, background, and hiring processes and analyze the employment status of recruits that have graduated from the FHP Academy. The scope of this audit focused on the analysis of data collected by FHP during the hiring process for new recruits for the following:

The yearly budget for Fiscal Years 2014-2015 and 2015-2016;

FHP Training Academy capacity and number of recruits accepted for each class for the Fiscal Years 2014-2015 and 2015-2016; and

The drop-out rates from the last five fiscal years (2011-2015). The methodology included:

Reviewing applicable statutes, rules, manuals, and procedures;

Interviewing appropriate Department staff;

Reviewing FHP’s 2015 Recruitment Goals;

Reviewing data collected throughout the recruitment and selection process;

Reviewing the current reimbursement amount and salaries of members who teach at the Academy;

Reviewing Academy housing arrangements, class schedules, instructor and counselor schedules; and

Reviewing recruitment and retention practices.


Exhibit 1 – Salary Comparison – State Police/Highway Patrol (2016)

Rank State Trooper

Minimum Salary

Rank State Trooper

Minimum Salary

1 California $74,700

26 New Mexico $44,969

2 New York $70,652

27 Maine $44,969

3 Colorado $68,328

28 Nebraska $44,574

4 Alaska $63,864

29 Michigan $44,000

5 New Jersey $62,404

30 South Dakota $43,848

6 Texas $60,613

31 Wisconsin $43,680

7 Pennsylvania $58,962

32 Kansas $42,806

8 Illinois $57,708

33 Wyoming $42,672

9 Oregon $55,080

34 Missouri $42,192

10 Delaware $55,000

35 West Virginia $41,258

11 North Dakota $53,568

36 Oklahoma $40,760

12 Minnesota $53,453

37 Idaho $40,518

13 Massachusetts $51,935

38 Mississippi $40,474

14 Washington $51,480

39 Utah $39,395

15 Connecticut $51,012

40 Indiana $39,213

16 Rhode Island $50,799

41 South Carolina $38,273

17 Louisiana $49,448

42 Tennessee $37,956

18 Ohio $49,400

43 Kentucky $37,886

19 New Hampshire $49,212

44 Iowa $37,794

20 Nevada $49,047

45 Virginia $36,207

21 Montana $47,403

46 North Carolina $36,050

22 Vermont $47,235

47 Arkansas $36,000

23 Georgia $46,422

48 Alabama $35,590

24 Maryland $46,000

49 Florida $33,977

25 Arizona $45,619

Average $47,641


Exhibit 2 – Salary Comparison – FHP vs. FL Police Departments (2016)

Rank Agency County Entry Min

Salary

Enhanced Min Salary Based on Prior LE

Exp.?

1 Pinecrest Police Department Dade $ 64,708 No

2 Lighthouse Point Police Department Broward $ 60,000 No

3 Sunrise Police Department Broward $ 57,963 No

4 Boca Raton Police Services Department Palm Beach $ 57,617 No

5 Hillsboro Beach Police Department Broward $ 56,638 No

6 Hollywood Police Department Broward $ 56,017 No

7 Aventura Police Department Dade $ 55,956 Yes

8 Hallandale Beach Police Department Broward $ 55,224 No

9 Coconut Creek Police Department Broward $ 55,146 No

10 Coral Springs Police Department Broward $ 55,078 Yes

11 Bal Harbour Village Police Department Dade $ 55,000 No

12 Margate Police Department Broward $ 54,590 Yes

13 Miami Shores Police Department Dade $ 54,038 No

14 Bay Harbor Islands Police Department Dade $ 54,000 No

15 Lauderhill Police Department Broward $ 53,599 Yes

16 Medley Police Department Dade $ 53,475 No

17 Sunny Isles Beach Police Department Dade $ 53,000 No

18 Plantation Police Department Broward $ 52,708 No

19 Coral Gables Police Department Dade $ 52,501 No

20 Key Biscayne Police Department Dade $ 52,455 No

21 Davie Police Department Broward $ 52,346 No

22 Surfside Police Department Dade $ 52,288 No

23 Jupiter Inlet Colony Police Department Palm Beach $ 52,224 No

24 Homestead Police Department Dade $ 51,501 No

25 Seminole Police Department Broward $ 51,168 No

26 Palm Beach Gardens Police Department Palm Beach $ 51,000 Yes

27 Palm Beach Police Department Palm Beach $ 51,000 Yes

28 Naples Police Department Collier $ 50,584 No

29 Wilton Manors Police Department Broward $ 50,524 No

30 Miami-Dade Police Department Dade $ 50,490 No

31 Tampa Police Department Hillsborough $ 50,211 Yes

32 Miami Springs Police Department Dade $ 49,965 Yes

33 North Miami Police Department Dade $ 49,816 Yes

34 Key West Police Department Monroe $ 49,757 Yes

35 Pembroke Pines Police Department Broward $ 49,732 Yes

36 Sea Ranch Lakes Police Department Broward $ 49,400 No

37 Clearwater Police Department Pinellas $ 49,302 Yes


38 Miramar Police Department Broward $ 49,276 No

39 North Palm Beach Police Department Palm Beach $ 48,876 No

40 Juno Beach Police Department Palm Beach $ 48,701 Yes

41 St. Petersburg Police Department Pinellas $ 48,611 Yes

42 Jupiter Police Department Palm Beach $ 48,302 Yes

43 Boynton Beach Police Department Palm Beach $ 48,241 No

44 South Miami Police Department Dade $ 48,008 No

45 Delray Beach Police Department Palm Beach $ 48,000 Yes

46 Highland Beach Police Department Palm Beach $ 48,000 No

47 Tequesta Police Department Palm Beach $ 47,944 No

48 Miami Gardens Police Department Dade $ 47,865 No

49 Gulf Stream Police Department Palm Beach $ 47,500 No

50 Key Colony Beach Police Department Monroe $ 47,500 No

51 Atlantis Police Department Palm Beach $ 47,262 No

52 Ocean Ridge Police Department Palm Beach $ 47,043 No

53 Gulfport Police Department Pinellas $ 46,777 No

54 Manalapan Police Department Palm Beach $ 46,700 No

55 North Miami Beach Police Department Dade $ 46,577 Yes

56 Temple Terrace Police Department Hillsborough $ 46,406 Yes

57 Belleair Police Department Pinellas $ 46,166 Yes

58 Tallahassee Police Department Leon $ 46,095 Yes

59 Miami Police Department Dade $ 45,929 Yes

60 Orlando Police Department Orange $ 45,884 No

61 Lantana Police Department Palm Beach $ 45,618 Yes

62 Treasure Island Police Department Pinellas $ 45,552 No

63 Apopka Police Department Orange $ 45,480 No

64 Maitland Police Department Orange $ 45,472 No

65 Largo Police Department Pinellas $ 45,199 No

66 Pinellas Park Police Department Pinellas $ 45,186 No

67 Cape Coral Police Department Lee $ 45,032 No

68 Tarpon Springs Police Department Pinellas $ 45,000 Yes

69 Lake Clarke Shores Police Department Palm Beach $ 44,768 Yes

70 Lakeland Police Department Polk $ 43,515 Yes

71 South Palm Beach Police Department Palm Beach $ 43,500 No

72 Zephyrhills Police Department Pasco $ 43,261 No

73 Golden Beach Police Department Dade $ 43,260 No

74 St. Augustine Police Department St. Johns $ 43,024 No

75 Miccosukee Police Department Dade $ 43,000 No

76 Plant City Police Department Hillsborough $ 42,915 Yes

77 Perry Police Department Taylor $ 42,784 No

78 St. Cloud Police Department Osceola $ 42,752 Yes

79 Stuart Police Department Martin $ 42,500 No

80 West Miami Police Department Dade $ 42,500 No

81 Port St. Lucie Police Department St. Lucie $ 42,200 Yes


82 Venice Police Department Sarasota $ 42,068 No

83 Hialeah Police Department Dade $ 42,038 No

84 Winter Garden Police Department Orange $ 42,037 Yes

85 Leesburg Police Department Lake $ 41,902 No

86 Winter Park Police Department Orange $ 41,742 No

87 New Port Richey Police Department Pasco $ 41,646 Yes

88 Sarasota Police Department Sarasota $ 41,644 No

89 North Port Police Department Sarasota $ 41,509 Yes

90 Sweetwater Police Department Dade $ 41,500 No

91 Kissimmee Police Department Osceola $ 41,371 No

92 Riviera Beach Police Department Palm Beach $ 41,210 No

93 Sewalls Point Police Department Martin $ 41,082 Yes

94 Fort Pierce Police Department St. Lucie $ 41,000 Yes

95 Holmes Beach Police Department Manatee $ 41,000 Yes

96 Oviedo Police Department Seminole $ 41,000 Yes

97 Punta Gorda Police Department Charlotte $ 41,000 No

98 Indian Shores Police Department Pinellas $ 40,997 No

99 Edgewood Police Department Orange $ 40,884 No

100 Fort Myers Police Department Lee $ 40,726 No

101 Marco Island Police Department Collier $ 40,600 No

102 Sebastian Police Department Indian River $ 40,592 Yes

103 Bradenton Beach Police Department Manatee $ 40,560 No

104 Ocoee Police Department Orange $ 40,500 No

105 Winter Haven Police Department Polk $ 40,456 No

106 Auburndale Police Department Polk $ 40,427 No

107 Indian Harbour Beach Police Department Brevard $ 40,399 No

108 Brooksville Police Department Hernando $ 40,272 No

109 Sanibel Police Department Lee $ 40,127 No

110 St. Augustine Beach Police Department St. Johns $ 40,060 No

111 Fernandina Beach Police Department Nassau $ 40,033 No

112 Altamonte Springs Police Department Seminole $ 40,000 Yes

113 Hialeah Gardens Police Department Dade $ 40,000 No

114 Ocala Police Department Marion $ 40,000 Yes

115 Florida City Police Department Dade $ 39,918 No

116 City of Belle Isle Police Department Orange $ 39,750 No

117 Longboat Key Police Department Manatee $ 39,700 No

118 Ormond Beach Police Department Volusia $ 39,508 No

119 Oakland Police Department Orange $ 39,399 No

120 Jacksonville Beach Police Department Duval $ 39,395 No

121 Kenneth City Police Department Pinellas $ 39,360 No

122 Melbourne Police Department Brevard $ 39,231 No

123 Casselberry Police Department Seminole $ 39,210 No

124 Bradenton Police Department Manatee $ 39,000 Yes

125 Lake Mary Police Department Seminole $ 38,918 Yes


126 Green Cove Springs Police Department Clay $ 38,880 Yes

127 Longwood Police Department Seminole $ 38,835 No

128 Haines City Police Department Polk $ 38,720 No

129 Fruitland Park Police Department Lake $ 38,716 No

130 Mount Dora Police Department Lake $ 38,700 No

131 Deland Police Department Volusia $ 38,548 No

132 Vero Beach Police Department Indian River $ 38,502 No

133 Opa Locka Police Department Dade $ 38,500 Yes

134 Palm Bay Police Department Brevard $ 38,375 Yes

135 Palmetto Police Department Manatee $ 38,007 No

136 Orange Park Police Department Clay $ 37,954 Yes

137 Clewiston Police Department Hendry $ 37,890 No

138 Daytona Beach Police Department Volusia $ 37,853 No

139 Sanford Police Department Seminole $ 37,555 No

140 Cocoa Beach Police Department Brevard $ 37,523 No

141 Dade City Police Department Pasco $ 37,378 No

142 Umatilla Police Department Lake $ 37,073 No

143 Titusville Police Department Brevard $ 37,000 Yes

144 Groveland Police Department Lake $ 36,931 No

145 Lady Lake Police Department Lake $ 36,894 No

146 Lynn Haven Police Department Bay $ 36,623 No

147 Gulf Breeze Police Department Santa Rosa $ 36,386 No

148 Satellite Beach Police Department Brevard $ 36,241 No

149 Bunnell Police Department Flagler $ 36,167 No

150 Virginia Gardens Police Department Dade $ 36,120 No

151 Eustis Police Department Lake $ 36,099 No

152 Panama City Beach Police Department Bay $ 36,088 Yes

153 Lake Wales Police Department Polk $ 36,000 No

154 Rockledge Police Department Brevard $ 36,000 No

155 West Melbourne Police Department Brevard $ 36,000 No

156 New Smyrna Beach Police Department Volusia $ 35,905 No

157 Indialantic Police Department Brevard $ 35,669 No

158 Wildwood Police Department Sumter $ 35,500 No

159 Fort Walton Beach Police Department Okaloosa $ 35,285 No

160 Eatonville Police Department Orange $ 35,254 No

161 Cedar Key Police Department Levy $ 35,226 No

162 South Daytona Police Department Volusia $ 35,117 Yes

163 Pensacola Police Department Escambia $ 35,006 Yes

164 Melbourne Beach Police Department Brevard $ 35,000 No

165 Orange City Police Department Volusia $ 34,944 No

166 Edgewater Police Department Volusia $ 34,900 No

167 Winter Springs Police Department Seminole $ 34,850 Yes

168 Palatka Police Department Putnam $ 34,831 Yes

169 Port Orange Police Department Volusia $ 34,366 Yes


170 Port Richey Police Department Pasco $ 34,341 Yes

171 Flagler Beach Police Department Flagler $ 34,289 No

172 Alachua Police Department Alachua $ 34,091 No

173 Panama City Police Department Bay $ 34,084 No

174 Florida Highway Patrol All $ 33,977 No

175 Defuniak Springs Police Department Walton $ 33,915 No

176 Port St. Joe Police Department Gulf $ 33,852 No

177 Carrabelle Police Department Franklin $ 33,841 No

178 Wauchula Police Department Hardee $ 33,800 No

179 Tavares Police Department Lake $ 33,600 No

180 Crescent City Police Department Putnam $ 33,590 No

181 Howey-In-The-Hills Police Department Lake $ 33,540 No

182 Lake Placid Police Department Highlands $ 33,197 No

183 Fellsmere Police Department Indian River $ 33,000 Yes

184 Lake Hamilton Police Department Polk $ 33,000 No

185 Ponce Inlet Police Department Volusia $ 32,980 No

186 Lake Alfred Police Department Polk $ 32,746 Yes

187 Lake City Police Department Columbia $ 32,521 No

188 El Portal Police Department Dade $ 32,500 No

189 Quincy Police Department Gadsden $ 32,500 No

190 Holly Hill Police Department Volusia $ 32,463 Yes

191 Crestview Police Department Okaloosa $ 32,306 No

192 Bartow Police Department Polk $ 32,094 No

193 Davenport Police Department Polk $ 32,038 No

194 Niceville Police Department Okaloosa $ 32,032 Yes

195 Arcadia Police Department DeSoto $ 32,000 No

196 Bowling Green Police Department Hardee $ 32,000 No

197 High Springs Police Department Alachua $ 32,000 No

198 Jasper Police Department Hamilton $ 32,000 No

199 Melbourne Village Police Department Brevard $ 32,000 No

200 Milton Police Department Santa Rosa $ 31,948 Yes

201 Valparaiso Police Department Okaloosa $ 31,865 Yes

202 Madison Police Department Madison $ 31,500 Yes

203 Astatula Police Department Lake $ 31,000 No

204 Williston Police Department Levy $ 30,500 Yes

205 Belleview Police Department Marion $ 30,140 No

206 Cross City Police Department Dixie $ 30,000 No

207 Trenton Police Department Gilchrist $ 30,000 Yes

208 Havana Police Department Gadsden $ 29,800 No

209 Chiefland Police Department Levy $ 29,282 No

210 Blountstown Police Department Calhoun $ 28,500 No

211 Marianna Police Department Jackson $ 28,500 No

212 Panama City Airport Police Bay $ 28,334 No


213 Parker Police Department Bay $ 28,308 Yes

214 Starke Police Department Bradford $ 27,846 No

215 Springfield Police Department Bay $ 27,431 No

216 Graceville Police Department Jackson $ 26,312 Yes

217 Gretna Police Department Gadsden $ 26,226 No

218 Chipley Police Department Washington $ 25,945 No

219 Midway Police Department Gadsden $ 25,511 No

220 Center Hill Police Department Sumter $ 25,000 No

221 Interlachen Police Department Putnam $ 25,000 No

222 White Springs Police Department Hamilton $ 24,190 No

223 Cottondale Police Department Jackson $ 24,000 No

224 Jennings Police Department Hamilton $ 23,000 No

225 Chattahoochee Police Department Gadsden $ 22,880 No

226 Bonifay Police Department Holmes $ 21,840 No

Average $40,371

Agencies Offering Higher Salary for Prior Experience 63

Agencies Not Offering Higher Salary for Prior Experience 162


Exhibit 3 – Salary Comparison – FHP vs. FL Sheriff’s Offices (2016)

Rank Agency County Entry Min

Salary

Enhanced Min Salary Based on Prior LE

Exp.?

1 Palm Beach County Sheriff's Office Palm Beach $ 51,132 No

2 Broward County Sheriff's Office Broward $ 47,482 Yes

3 Hillsborough County Sheriff's Office Hillsborough $ 47,022 No

4 Pinellas County Sheriff's Office Pinellas $ 45,500 No

5 Monroe County Sheriff's Office Monroe $ 45,176 No

6 Collier County Sheriff's Office Collier $ 44,943 Yes

7 Manatee County Sheriff's Office Manatee $ 44,921 No

8 Sarasota County Sheriff's Office Sarasota $ 43,264 Yes

9 Leon County Sheriff's Office Leon $ 43,021 No

10 Polk County Sheriff's Office Polk $ 43,005 No

11 Pasco County Sheriff's Office Pasco $ 42,410 No

12 Martin County Sheriff's Office Martin $ 42,120 No

13 Hernando County Sheriff's Office Hernando $ 41,194 Yes

14 Seminole County Sheriff's Office Seminole $ 41,031 No

15 Orange County Sheriff's Office Orange $ 40,934 No

16 Charlotte County Sheriff's Office Charlotte $ 40,093 No

17 Osceola County Sheriff's Office Osceola $ 39,500 Yes

18 Indian River County Sheriff's Office Indian River $ 38,950 No

19 St. Lucie County Sheriff's Office St. Lucie $ 38,722 No

20 Alachua County Sheriff's Office Alachua $ 38,560 Yes

21 Jacksonville Sheriff's Office Duval $ 38,148 No

22 Clay County Sheriff's Office Clay $ 38,000 Yes

23 Okaloosa County Sheriff's Office Okaloosa $ 37,793 Yes

24 Lee County Sheriff's Office Lee $ 37,500 Yes

25 Lake County Sheriff's Office Lake $ 37,485 No

26 Walton County Sheriff's Office Walton $ 37,000 Yes

27 Volusia County Sheriff's Office Volusia $ 36,857 No

28 Brevard County Sheriff's Office Brevard $ 36,837 No

29 Glades County Sheriff's Office Glades $ 36,756 No

30 Citrus County Sheriff's Office Citrus $ 36,566 No

31 Taylor County Sheriff's Office Taylor $ 36,465 No

32 Flagler County Sheriff's Office Flagler $ 36,327 No

33 St. Johns County Sheriff's Office St. Johns $ 36,050 Yes

34 Hendry County Sheriff's Office Hendry $ 36,000 No

35 Highlands County Sheriff's Office Highlands $ 35,508 Yes

36 Gulf County Sheriff's Office Gulf $ 35,100 Yes

37 Hardee County Sheriff's Office Hardee $ 35,000 No

38 Marion County Sheriff's Office Marion $ 35,000 Yes


39 Nassau County Sheriff's Office Nassau $ 34,000 No

40 Florida Highway Patrol All $ 33,977 No

41 Desoto County Sheriff's Office DeSoto $ 33,469 No

42 Columbia County Sheriff's Office Columbia $ 33,000 Yes

43 Bay County Sheriff's Office Bay $ 32,500 Yes

44 Union County Sheriff's Office Union $ 32,500 Yes

45 Baker County Sheriff's Office Baker $ 32,034 No

46 Levy County Sheriff's Office Levy $ 32,000 No

47 Suwannee County Sheriff's Office Suwannee $ 32,000 Yes

48 Escambia County Sheriff's Office Escambia $ 31,726 Yes

49 Santa Rosa County Sheriff's Office Santa Rosa $ 31,553 No

50 Jackson County Sheriff's Office Jackson $ 31,027 No

51 Madison County Sheriff's Office Madison $ 30,900 No

52 Bradford County Sheriff's Office Bradford $ 30,000 No

53 Gilchrist County Sheriff's Office Gilchrist $ 30,000 No

54 Liberty County Sheriff's Office Liberty $ 30,000 No

55 Wakulla County Sheriff's Office Wakulla $ 30,000 No

56 Dixie County Sheriff's Office Dixie $ 29,250 No

57 Putnam County Sheriff's Office Putnam $ 29,120 No

58 Calhoun County Sheriff's Office Calhoun $ 28,000 No

59 Lafayette County Sheriff's Office Lafayette $ 28,000 No

60 Holmes County Sheriff's Office Holmes $ 25,000 No

61 Hamilton County Sheriff's Office Hamilton $ 22,000 No

Average $ 36,424

Agencies Offering Higher Salary for Prior Experience 19

Agencies Not Offering Higher Salary for Prior Experience 41


ATTACHMENT - Management Response



Documents

Florida Highway Patrol Recruitment Program Report No. 201516-28 Page 1 of 32 Florida Highway Patrol February 13, 2017 Recruitment Program Audit Report 201516-28