City auditor finds APD recruiting strategy lacks measurable pipeline; department outlines youth and data steps

City Auditor Corey Stokes and audit manager Kathy Harrison presented an audit of Austin Police Department recruiting and hiring to the Public Safety Commission, concluding the department’s recruitment strategy lacked measurable objectives and sustained pipelines to produce sworn applicants.

Kathy Harrison summarized the audit objectives and scope, saying auditors examined recruiting and hiring from roughly 2020 through 2024 and evaluated whether APD recruited “effectively, efficiently and equitably.” The auditors’ primary findings were that APD’s recruitment strategy did not include measurable targets or a robust set of coordinated pipeline programs and that the department relied on a small set of recruiting activities rather than a formalized, sustained pipeline of internships, apprenticeships and repeated outreach. The auditors recommended four actions, including a data‑driven recruitment plan, improved data reliability, coordinated social‑media outreach and expanded applicant exploration programs (internships or apprenticeships).

APD Chief of Staff Robin Henderson delivered the department’s response. Henderson said APD is authorized 1,816 sworn positions and reported 332 vacancies as of May 28, 2025. She told commissioners that staffing and hiring were affected during the audit period by a pause in cadet classes, an earlier contract lapse and elevated attrition. Henderson said the department has resumed regular cadet classes, is updating standard operating procedures and plans to hire a professional data analyst to improve recruitment data and decision making. APD also said it is expanding recruiting outreach to women‑focused institutions and historically Black colleges and universities and plans a youth‑focused grant program that will engage about 60 Austin‑area youth aged 16 to 18 to co‑design recruiting and mentoring approaches.

Commissioners asked why the audit did not examine academy attrition; the auditor’s office said the audit scope focused on entry into the pipeline and suggested academy retention could be a topic for a future audit. Commissioners also asked about whether civilian HR professionals should play a larger role in recruiting; APD said city HR liaisons participate in executive and command meetings and that recruiting staff receive HR support.

No formal commission action was taken on the audit itself during the meeting. Commissioners asked the auditor’s office to consider follow‑up work on academy retention and to monitor APD’s implementation of the audit recommendations.