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Pleasant Valley board backs pilot advertising package to recruit police after hours of debate
Summary
After extended debate over pay, retention and training timelines, the Pleasant Valley board voted to have staff draft an ordinance to start a three‑month starter advertising package to recruit police officers and to use exit interviews to track retention drivers.
Pleasant Valley’s governing board voted on March 3 to move forward with a staff‑recommended starter advertising package intended to recruit police officers, directing staff to prepare an ordinance for final approval at a future meeting.
The board’s decision followed more than an hour of discussion about chronic understaffing, rising overtime and competing hiring by nearby jurisdictions. "I think advertising is definitely a good solution," said a committee member (speaker 8). The board debated whether advertising would only bring applicants to the door or whether it would help retain officers once they were hired.
Chief (public safety) (speaker 9) told the board the department has seen rising overtime and staffing gaps and that a recruiting push could “get them in the door” even if retention requires additional steps. Multiple aldermen said retention hinges on benefits and total compensation; one council member warned the city cannot match larger jurisdictions on pay alone.
Members also endorsed implementing exit interviews for departing employees so the city can better understand why officers leave. "If we do bring people in and we do see people leaving, we can know why and know what we need to improve on," a committee member (speaker 8) said.
After discussion, the board agreed to start with the minimum, three‑month starter package recommended by staff and to return the matter as an ordinance for formal adoption. The clerk recorded the vote and the motion passed.
The board did not specify a total contract value in the recorded discussion beyond references to a “starter” package; staff said a fuller cost and targeting plan would be presented with the ordinance.
Next steps: staff will work with the police chief and HR (Miss Georgia Fox was named in the discussion as HR contact) to develop the ad content, target demographics and a recommended budget and will return an ordinance and more detailed cost estimates at the next meeting.
