Anne Arundel County police chief warns staffing shortfalls persist despite recruiting gains

Police Chief Atwood told the Anne Arundel County Council on March 11 that the Police Department is authorized for 809 sworn officers but still has 51 vacancies and 121 officers in “not operational” status, a category the department uses for officers out of duty 30 days or more for reasons such as medical leave, military deployment or academy training.

Atwood said the 121 figure includes the 51 vacancies and that the number of non-operational officers fluctuates; the department’s five-year monthly average of non-operational officers is about 35. He told the council that typical annual separations average about 50 sworn officers per year because of retirements, resignations and terminations.

The chief and members of his executive team described a mix of short- and longer-term responses aimed at reducing the staffing gap. Among measures cited were raising starting pay to $70,000, offering a $10,000 hiring bonus, a $1,000 referral bonus, expanding pre-hire and academy supports, shortening the hiring pipeline and targeted recruiting events.

Atwood said the department’s prior International Association of Chiefs of Police (IACP) staffing study in 2017 recommended an authorized strength of 824 officers. The county’s internal 2023 analysis, using the IACP methodology and accounting for population growth and new responsibilities such as body-worn cameras and use-of-force reporting, recommended an authorized strength of 1,187 officers.

The council pressed department leaders on retirement risk and retention. Councilmember Smith said the county should aim for a larger authorized force to enable consistent community policing across districts. Councilmember Pickard and others asked about academy scheduling and training supports; the department said its 100th recruit class has 10 officers and the 101st class begins March 27 with 20 recruits, and that recruits receive written-exam preparation, on-site fitness training and other supports to improve pass rates.

Assistant Chief Bill Lowery and recruiter Corporal Josh DeBrock described outreach efforts, including making the written exam available online with proctoring, targeted recruitment at job fairs and focused work to bring lateral hires into the county. The department said it reduced the typical hiring timeline from nine months toward a goal of three months, while remaining selective to maintain standards.

Chief Atwood and council members also discussed the Real Time Information Center, which the department plans to staff 24/7 as a force multiplier for patrol once staffing permits. Atwood emphasized that technology supports officers but does not replace patrol presence.

Atwood summarized risk factors: a nationwide decline in applicants since about 2019–2020, a sizable share of senior officers eligible for retirement and recurring operational demands such as cross-jurisdictional investigations and seasonal public events that divert patrol resources. He said progress is visible in rising academy numbers and recruitment changes, but restoring specialized units and sustained community policing will depend on continued hiring and retention.

The presentation drew supportive remarks from several council members who said residents want more visible policing and urged continued focus on recruitment and the Real Time Information Center staffing.

The council did not take formal action in session on staffing numbers; the briefing was presented for information and follow-up questions.