It’s no secret that police departments around the country face a pressing challenge — how to recruit and retain the right people for one of the most demanding professions. A nationwide drop in law enforcement applications has left many agencies scrambling to find qualified and committed candidates.

But in Robbinsdale, Minn., a program has proven that investing in prospective officers early can lead to big payoffs, both for the department and the community.

Robbinsdale is a vibrant city of 15,000 residents, located just outside Minneapolis. It’s known for its strong sense of community and bustling downtown. Despite its idyllic image, it grapples with the same recruitment-related challenges as other cities and towns. That’s why the department introduced its cadet program at the end of 2021 to develop law enforcement professionals.

Captain John Elder, who oversees patrol and emergency response there, describes the program as a proactive solution in a challenging hiring climate.

“We’re seeing that applications to law enforcement agencies are down,” he said. “They’re just historically down across the country, and being able to fill these spots is difficult. Putting the investment into the cadet program not only gets people in early on, but through that investment, you know who you’re hiring as a police officer. You’re able to make sure the right people are getting on as officers with your department.”

The cadet program does exactly that by giving individuals aspiring to a career in law enforcement a unique opportunity. Candidates — typically between 18 and 21 years old — receive financial support for their education while they work part time for the department.

In Elder’s estimation, the program has lived up to its potential so far.

“I refer to it as a two-year job interview,” he said. “We’ve already had success with it. We just got our first cadet through the program completely. He’s now an officer with (our department). We have three more slated to be promoted to officers by fall. So, we just keep restocking the cadet rank. Then when they complete their schooling, there’s the academy and the state licensure tests. (After those milestones), they come on with us as police officers.”

Per Elder, cadets are assigned non-enforcement duties, such as responding to parking complaints, assisting with animal control or managing traffic at crash scenes. They also shadow officers on calls, gaining invaluable experience and insight into the realities of law enforcement. They don’t have arrest powers, but they’re immersed in hands-on learning. Along the way, they’re mentored by veteran officers and gain familiarity with community-oriented policing and processes.

The dual focus of learning the job while building relationships with community members sets Robbinsdale’s cadet program apart. According to Elder, the department prioritizes qualities like honesty, compassion and communication skills in their recruits, knowing that these traits cannot be easily taught.

“We can teach you how to do traffic stops. We can teach how to handle domestics, but somebody who cares about the community is of the utmost importance,” he said.

Elder noted that the cadets make welcome additions to the department because the time needed to train them as officers is significantly reduced. That’s because they’re already familiar with the department culture, expectations and processes.

Internally, the program has been met with enthusiasm from veteran officers as well.

“They’re very supportive of it,” he said. “They know that it’s going to help bolster their ranks when these cadets get through the training and the programs. It’s also an extra set of hands, like at crash scenes. It can be very fun to train these cadets because they’re eager and willing to learn. They want to know how to be a good officer. The officers who are training them feel like they’re making a difference.”

While the majority of cadets are younger individuals just starting their career paths, Elder said the program has also proven successful in attracting non-traditional recruits. One recent cadet, a 31-year-old with a prior degree in another field, sought a complete career change and found the perfect opportunity through the Robbinsdale cadet program. This is an example of how the program allows people from all walks of life to step into a profession that’s challenging but incredibly rewarding.

On the community side, Elder said feedback from residents and business owners has been overwhelmingly positive. For instance, local business owners have commented on the seamless transition of cadets into full-fledged officers.

Still, initiating a program comes with its share of hurdles. It requires significant investment, both in funding and in effort. But, as the Robbinsdale Police Department has demonstrated, the results can be tangible.

“It takes an investment,” he said. “We’re seeing that applications to law enforcement agencies are historically down across the country, and being able to fill these spots is difficult. Putting the investment into the cadet program not only gets people in early on. But through that investment, you’re able to make sure the right people are getting on as officers with your department. It can be a crapshoot when you’re hiring somebody just off of interviews, because they may be a great interviewer (but lack the follow-through).”

Now in its third year, the Robbinsdale cadet program continues to evolve. While the department currently has five cadets, Elder said they’re hoping to expand that number to six. And with the upcoming expansion of light rail through the area, the department anticipates a growing need for officers to meet future demands.

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