Dallas Police Department leaders told the Public Safety Committee on Jan. 14 that the department lost nine sworn officers and hired one in December but is scheduled to open an academy class of 50 tomorrow.

Major Polly Ashford, presenting recruiting and retention data with Assistant Chief Israel Herrera, said the department’s fiscal‑year-to-date figures show more hires than separations — 41 hires versus 36 losses — but that December’s month‑end numbers were a setback. “In December, we lost 9 officers and hired 1,” Ashford said.

The department reported 126 applicants referred by civil service in December; 66 were in some stage of background investigation. Professional staff hiring was stronger: 20 applicants processed with 16 entering background and 16 onboarded in December, the presentation said.

Why it matters: Dallas has said recruiting and retention are a top priority amid staffing shortfalls and rising service demand. Committee members pressed department leaders on where recruiting dollars are spent, whether the city is getting the best return on travel and advertising, and how compensation is presented to potential applicants.

DPD described a multi-pronged recruiting strategy. The department will prioritize Texas markets and has divided the state into quadrants for recruiters; it will also visit junior colleges, university career fairs and military job fairs. Officials described targeted out‑of‑state efforts in markets that have historically yielded hires. The slide deck shows applicants most often find DPD through dallaspolice.net, social media and recruiting events.

Marketing and pay: Recruiting staff presented a pocket recruiting card showing a $75,000 starting pay figure; department leaders said the card is a mockup and that an “up to” salary figure reflecting education pay, bilingual pay and other differentials will be added. “We were considering putting on there some of the different… benefits as well as putting an up to amount,” Ashford said. Committee members asked for follow-up showing the “up to” number and for a breakdown of hires from each out‑of‑state market the department targets.

Officials described a low‑cost outreach tactic: business‑card‑sized flyers that can fit in an officer’s pocket and include a referring officer number. Council members volunteered to distribute cards at events and suggested the design should be more explicit about “we want you” messaging.

Questions from council: Council members asked whether recruiting targets had been narrowed after prior meetings and whether DPD had surveyed large ISDs and P‑TECH or career‑pathway programs. Ashford said teams were returning to markets where past success had “dried up” and would expand outreach into high schools and junior colleges. Council members also urged advertising pilots in large markets (including Houston) despite higher sticker prices and asked the department to report costs and hires by market.

What was decided: The committee offered broad support for increasing recruitment advertising and for council members to participate in outreach. No formal policy changes or additional budget approvals were made at the meeting.

Ending: DPD and the committee celebrated that the next academy class will begin with a confirmed 50 recruits, and members asked for a follow‑up on the entry‑level requirements, a breakdown of out‑of‑state hires by market, and a revised recruiting card showing the “up to” pay figure.