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THE PERSONNELDEPARTMENTREPORTFROMFebruary 12,2008THE HONORABLE PERSONNEL AND PUBLIC SAFETYCOMMITTEESTO;REFERENCE:COUNCIL FILEPolice Officer Hiring - October through December 200706-0447 - -;;SUBJECT1 QUARTERLY ACTIVITIES REPORT OF THE PERSONNEL DEPARTMENTBackground: The Persounel Department and Los Angeles Police Department (LAPD) continue their cooperativeefforts to improve recruitment and selection of Police Officer candidates. Information that highlights our effortsduring the reporting period is in the main report and detailed statistical results are documented in Attaclunent 1.RECRUITMENTDEVELOPMENTSThe LAPD and Persounel Department's Public Safety Bureau (PSB) continue to work together to increase thenumber of candidates entering the LAPD testing process. In accordance with the approved Recruitment Plan,concerted efforts are being made to recruit both active and passive jobseekers with specific outreach to womenand minorities. Outreach teams of LAPD recruiters, backed by the resources of the Personnel Department, areactive throughout Southern California at a variety of events and seminars supported by a variety of paid mediasources and canvassing opportunities including: print ads, electronic media both internet and broadcast radioadvertising, direct mail, banners, posters and partnering with community organizations to attract qualifiedcandidates to achieve our recruitment goals.LAPD Recruitment Seminars: To maintain consistent recruitment efforts during the fall season, LAPD and PSB coordinated a total offour Recruitment Seminars, three at the Alunanson Recruit Training Center on October 6, November 10and December 8, and one at the historic Elysian Park Police Academy on November 3. LAPDRecruitment Seminars targeting specific demographics are planned monthly according to the PoliceDepartment Deployment Period 13-month calendar. For example, the October 6 Seminar was titled "AsianPacific Islander Recruitment Seminar," the October 10 event targeted the Gay, Lesbian, Bi-sexual andTransgender (GLBT) communities and the December 8 event focused on potential women candidates.Each seminar offered a question and answer session on the entire recruitment and hiring process, theCandidate Assistance Program (CAP) which is designed to get candidates into the best physical shape oftheir lives and ready for the rigors of the job, and a self-defense demonstration before offering the twohour LAPD written test. Through canvassing and advertisement, LAPD tested 28 potential candidates onOctober 6, 21 candidates on N.ovember 10 and a remarkable 48 candidates )l0.nJUt. 2 4 2008PUBliC SAFETY!ElER OM"iEl\lib. o i,\!!'\!!-'1-/11iAj//JHl/ A/rnTL./ts.·lWHE ENERALMANAGERPERSONNEL DEPARTMENT
"Continuing The Tradition,' u recruitment seminar held November 3 ,,, (he historic Elysian Park Academy,focused on the proud heritage of the LAPD. This popular event brought out members of the LAPDcommand staff to relate some of their career stories as well as answer questions from candidates. Theoutdoor event, attended by more than 100 potential recruits, featured exhibits of vintage police equipmentas well as displays from some of the LAPD's most elite units including airship operations, which landedone of the Department's helicopters on the Academy field. LA City Channel 35 shot extensive videofootage of the event that was edited and aired throughout the following week over the cable network. Thefinal event of the day was the administration of the LAPD written test to 62 men and women who wanted acareer with the LAPD. Additional recruitment seminars and expos are planned for the remainder of the fiscal year to help reachthe Department's goal of 780 police officers hired during Fiscal Year 2007/2008. Upcoming events in2008 include a Latino seminar in January, an Asian/Pacific Islander seminar and joint LAPD/LAFD BlackHistory Month Expo at the Crenshaw Christian Center in February, as well as a Women's seminar inMarch.Community/Cultural Events: The Department has made a concerted effort to reach out to the faith communities throughout Los Angelessince the successful "Spirit of Service" luncheon hosted by the Mayor in March 2007. This effort isclosely associated with the efforts to build relationships in the African American community. The primaryfocus of this effort is on canvassing the various houses of faith in the Los Angeles County area to explainthe Police Officer Recruitment Incentive Program (PORIP) where faith-based institutions and other nonprofit agencies are eligible for payments of 1,000 for each appointed candidate that a qualified institutionsponsored. In addition to PORIP, Recruitment Officers are also promoting many of the upcoming LAPDseminars and expos to the various congregations while establishing strong relationships with the clergy andcongregational leaders.During this quarter, LAPD recruiters visited the Second Annual ChristianHealth/Career Expo, Grateful Hearts Fundraiser, the Power'of Love Ministries Meeting and many more. Specific focus to build relationships and trust between the LAPD and the African American community isenhanced by the contacts in the faith-based communities as well as through general public contact atcommunity events. LAPD Recruitment has made a special effort to attend several high profile communityevents, including "The Taste of Soul," a popular annual culinary event, the Watts Community Health Fair,the Magic Johnson Job Fair, and others. Other communities are also the focus of LAPD recruitment. The LAPD and the Personnel Departmenthave dedicated significant resources to reaching out to the GLBT communities and is pleased to report thatthe City is in full compliance with the terms of the Grobeson settlement agreement. LAPD recruiters havecanvassed for pocket tests held at both the Center in Long Beach and the Metropolitan Community Church- LA. Moreover, LAPD attended several GLBT events including the LA Valley Pride held at the CBSStudios lot in Studio City, and the 2-day Palm Springs Pride Fair where LAPD officers in uniform with theDepartment's Recruitment Hummer participated in the Palm Springs Pride parade. Asian and Pacific Islander (API) community was also a focus for recruitment. LAPD Recruiters attendedthe API Clergy Forum in November as well as other cultural community events. One such event was theSri Lankan Community Music Festival where LAPD maintained a recruitment table during intermission(supported by in-house announcements), and where Personnel Department purchased a full-page colorLAPD recruitment ad in the event program. Other API events during the quarter were also supported bytelevision commercials and segments, which were on Asian language news and magazine programs overLA channel 18, a prominent broadcast television station serving many API communities. LAPD Recruiters were heavily involved in community, educational and sports related events throughout2
the City providing a positive .ace for the LAPD as well as helping to "esent information on careers in theLAPD. Some of the more significant events were: the Latino Heritage Family Picnic in East Los Angeles;the San Fernando Veteran's Day Parade; the Police Appreciation BBQ in Elysian Park; the 2007 Women'sConference; the Women for Hire Event; nth Clergy Council Meeting; the Criminal Justice EmploymentOrientation; and the 2007 Youth Environment Youth Conference. LAPD also continued its partnershipwith the LA Avengers Arena Football team by attending three Avengers Street Team College FootballAppearances at the Los Angeles Colisenm during heavily attended Saturday USC games. LAPD Recruitment also played a significant role in holiday events including the Jeffrey Foundation ToyGiveaway, a program to secure holiday gifts for developmentally disabled youth, by turning the LAPDRecruitment Hummer into Santa's sleigh to deliver gifts provided by employees of the PersounelDepartment.Career Fairs and Expositions: Recruiters attended a variety of general career fairs throughout Southern California during the quarter topresent LAPD career opportunities to non-traditional candidates who may not have given a career in publicsafety much consideration. These general fairs were considered highly successful in broadening thecandidate pool for the LAPD.o October saw the LAPD attending: the Monster.Com Job Fair, Mega Career Fair, South SpecialEDD Job Fair, San Diego Law Enforcement Expo, 3,d Annual Fall into Success Job Fair, twoHireQuest Career Fairs and the Working World Job Fair.o In November, LAPD attended events including: HireQuest Career Fair, Golden Future Career Fair,Police Expo, Jobing.com Career Fair and Worksource Holiday Job Fair. LAPD also set up arecruitment booth at the weeklong LA Auto Show and 3-day Skidazzle, both held at the StaplesCenter.o For December, LAPD attended various career fairs including: the HireQuest Career Fair andEmployment Guide Job Fair. LAPD Recruitment officers made presentations at the MortgageIndustry Orientation, a meeting attracting individuals looking for a career change.College Events: LAPD Recruitment continued its presence at college campuses throughout Southern California during themonths of October, November and December by attending the following college-based career fairs:oooooooooooooooooAntelope Valley College Job FairCenter Fall Job FairCerritos College Fall Job FairChaffey College Transfer and CareerFairChapman University Career FairCollege of the Canyons Fall 2007Career FairCSU Dominguez Hills Job FairCSU Long Beach Career FairCSU LA Fall Career Fair 2007CSU Northridge Fall Job FairEast Los Angeles College Job FairGolden West College Job Fairoooooo3Jefferson HS Job FairJobs For Bruins, Session I & 2Los Angeles City College Job FairMt. San Jacinto College Job FairPasadena City College Personal SafetyDaySanta Monica City College CareerServicesSantiago Canyon College Job FairUCI Fall Career Fair 2007West LA College Job FairWestwood College Anaheim PACMeetingWoodrow Wilson HS Career Evening
LAPD hosted information se.sions, canvassed, maintained booths an" .ield pocket tests (PT), as specified,at the following colleges:00000000000000American Intercontinental University(PT)Cal Poly Pomona (PT)Cerritos College (PT)College of the Canyons (PT)CSU Long Beach (PT)CSU NorthridgeCSU San Bernardino (PT)East Los Angeles CollegeEI Camino College (PT)Everest CollegeGlendale CollegeGolden West CollegeHarbor CollegeIrvine Valley College000000000000000LA Valley College (PT)Long Beach City College (PT)Moorpark City College (PT)Mt. San Antonio CollegePasadena City CollegePierce College (PT)Rancho Santiago College (PT)Saddleback CollegeSanta Ana College (PT)Santa Monica City College (PT)Santiago Canyon CollegeUC Irvine (PT)UCLA (PT)Victor Valley CollegeWestwood College Upland (PT)Military Recruitment Efforts: Military base recruitment efforts, a strong source of highly qualified candidates in recent months, continuedto be a focus this quarter. During the months of October, November and December, pocket tests (PT), asspecified, canvassing and Transition Assistance Program (TAP) classroom presentations were conductedfor military personnel who were in the process of being discharged from the military at the following bases:00000000 250th Transportation (PT)29 Palms (PT)Camp Pendleton (PT)March Air Force BaseMilitary Reserve H&S Co 2123Military Reserves, LancasterMilitary Reserves, Long BeachMilitary Reserves, Palmdale00000000Military Reserves, San PedroMiramar Reserve, RiversideMiramar Reserve, San BernardinoPort Hueneme (PT)Pt. MuguUS Army Reserve (PT)USMC Miramar (PT)Ventura County ReservesLAPD Recruiters also attended military events including: the 2-day Camp Pendleton Mini Fair; AerotechExpo & Fall Job Fair; the 2-day Miramar Air Show; and Hire a HeroNeteran Job Fair and Expo in October.During November, recruiters attended the Miramar Job Fair, 250th Military Intel Group Fair, Job Fairs ofAmerica Fair, Military HR Employment Fair, Hire Patriots Job Fair, Camp Pendleton Sponsor AppreciationDay, and 5-07 Class Pride Run. In December, recruiters attended the Recruit Military Career Fair, MiramarCareer Fair, Veterans Workshop/EDD Career Presentation, and the Camp Pendleton Mini Fair.Media Expenditures: Media expenditures for the 2nd Quarter were:o Print - 72,506.92o Internet/Radio - 70,823.00o Total- 143,329.92 The following table provides details of these expenditures and the graph, "Media Expenditures and LocalCandidates Tested," provides a comparison of expenditures and the number of candidates appearing for thewritten test.4
eral12/5GeneralGeneral11/15,11/16ventsian Journal Publications12/8 Seminar12/1Chinese Yellow Pa esGeneral12/1-12131Dail Journal Lesbian News11/10,12/8 Seminars11/1-11130Dail Journal LA TimesGeneralDail Journal Women on a Roll 11/10 Seminars10/6,10/27,11/3,12/8Dail NewsSeminarsSri Lankan Musical FestivalPro ramGeneral10/6,10/27,11/3,11/10,1218 Seminars10/23,11/10 /1210/H0/31,7,762.004,125.0011/10 Seminar12/8 31,10/1510/27,1218 001,000.001,000.0011/10 Seminar10/6 113010/HO/3111/H1/3029,784.62 24,802.2817,920.02Oct5NovDec72,506.92TOTAL
GeneralKIISDail Journal KJLHGeneral10/27 0,040.0010/22-10/26 13,117.5013,117.50" -"'37,665.50 33,157.50OctNovTotal Media forTotal Media forTotal Media forTOTAL MEDIAOctoberNovemberDecemberFOR 2ND QUARTER0.00Dec67,450.1257,959.78. . . . 17,920.02143,329.92Media Expenditures and local Candidates TestedJanuary 2007 - December 2007'g900800 250,000"Cc: 200,000(I)Q. 700600500 150,000We.!l!;3400300200100 100,000 50,000 Monthly Expenditures"CiIIn "C:;;lij0o -70,823.00TOTAL--6Monthly Candidates TestedI
EXPEDITED TESTINGThe following chart indicates the number of expedited candidates processed and appointed. Many candidates whobegin testing in the expedited process are removed due to medical or background issues. While some of thesecandidates eventually get appointed after resolving their issues, they are no longer considered expedited candidates.However, without the availability of the expedited testing, a significant number of these candidates would not haveentered the selection process.Available dates are over-booked to accommodate for "no shows" and cancellations. Candidates are phoned one totwo weeks prior to their scheduled test dates to verify that they will appear for their appointments. A total of 16expedited sessions were conducted in the second quarter of fiscal year 2007-2008.EXPEDITED TESTINGBY FISCAL YEARMonthFY inted61145FY 2005-2006nlanla393121FY 619Dec-07125824410FY 2007-2008 To Date82571031857FY 2007-2008Number appointed each month IS derived from expedited sessions held In previous months.7
PRELIMINARY BACKGROUND APPLICATION COMPLETEDThe online Preliminary Background Application (PBA) allows potential candidates to complete the PBA andimmediately know their likelihood of success in key areas of the background investigation portion of theexamination process. If any potential background issues are identified, candidates are informed of the issues theymust resolve and referred to their Case Manager for further help and clarification. Results of PBAs, including thosecompleted online and at written test sites, are provided in the following table.Those who have completed "clean" PBAs but have not taken the written test are contacted bye-mail to encouragethem to apply. As of December, e-mails have been sent to 14,192 individuals who completed the PBA betweenJanuary 1, 2005 and December 31, 2007. Of these, 767, or 5.40% of those contacted, have subsequently taken thewritten test.PRELIMINARY BACKGROUND APPLICATIONS*BY FISCAL YEARMonthTotalOKCOMPLETED% of OKsIssuesFY 2004-200530,2357,52524.7%22,710FY 2005-200628,9916,13221.2%22,859FY Y 2007-2008Jul-07FY 2007-2008 To (PBO).
WRITTEN TESTThe following charts indicate the number of candidates that participated in the written test during Fiscal Years2003-2004, 2004-2005, 2005-2006, 2006-2007, and 2007-2008. Beginning October 2005, written test locationswere changed from Wilshire and North Hollywood Police Stations to municipal facilities in San Pedro, Van Nuys,and Hollywood.WRITTEN TEST PARTICIPATIONBY FISCAL YEARPeriodFY 20032004FY 20042005FY nnelBuildingConstSvc 'Testing at these locations ended In September 2005.PeriodFY 20052006Starting Oct05 ThroughJun-06FY 20062007San PedroVan NuysPersonnelBuildingHollywoodConstSvc .1%1.1%46.0%7.7%3,336FY 20072008Jul-07Aug-07Sep-07Oct-07Nov-07Dec-07FY 20072008To Date729.8%729737670681578401
PRE-EMPLOYMENT POLYGRc.'H EXAMINATIONSOf 2,579 candidates scheduled, 1,890 (73.3%) appeared for their polygraph examination during FY 2007-2008 todate. Candidates must complete their polygraph examination before taking their Department Interview for selectionto a background field investigation.POLYGRAPH EXAMINATION RESULTSBY FISCAL YEARPeriodNoSignificantSignificantResponseNo 72.2%5.7%82.9%51.8%27262.1%289FY 2006-2007FY 3%17.3%31.7%2.8%2.9%FY 2007·2008 To Date10
BACKGROUND PACKAGE RE, .EWPolice Officers are responsible for protecting and serving the public and are entrusted with substantial authority tocarry out these responsibilities. Therefore, each applicant's prior conduct is evaluated to assure that it meets thefollowing standards: Interpersonal Skills, Sensitivity, and Respect; Decision Making and Judgment; Maturity andDiscipline; Honesty, Integrity, and Personal Ethics; Setting and Achieving Goals; and Record Checks.During the Fiscal Year 2007-2008 to date, 1,693 completed background packages were reviewed by the PublicSafety Bureau, of which 537 (31.7 %) were determined to be acceptable for hire ("PASSED"). The following chartindicates the number of completed background packages reviewed during the Fiscal Year 2007-2008.BACKGROUND PACKAGES REVIEWEDBY FISCAL YEARTime PeriodFY 2006-2007PASSEDFOLLOW-UPINVESTIGATIONDQLACKS .8%1,693FY 2007-2008Jul-07Dec-07FY 2007-2008To Date11
BACKGROUND REVIEW PANELThe background review panel is comprised of one Personnel Department Assistant General Manager, oneAssistant Chief of the Police Department, one Police Commander, and, when feasible, one Civil ServiceCommissioner. The panel makes the final adjudications of appeals for entry-level Police Officer candidates. Thefollowing table provides the total number of appeals reviewed by the panel each month during the Fiscal Year2007-2008.BACKGROUND REVIEW PANELBY FISCAL YEARNo. of AppealsReviewed297227MonthFY 2003-2004FY 2004-2005FY 2005-2006FY 2006-2007125307FY -072519FY 2007-2008 To Date129BACKGROUND INVESTIGATIONSThe following chart indicates the number ofbackgronnd investigations completed during this reporting periodwithin the specified time frames.BACKGROUND INVESTIGATIONSOctober 19, 2007 - December 16, 2007Investigations CompletedTime FrameOCTNOVDECLess than 30 days3016.8%2917.3%2816.1%30 - 45 days2514.0%2917.3%2011.5%46 - 60 days2111.7%2213.1%2313.2%61 - 90 days6234.6%3621.4%4626.4%91 -120 days3016.8%2716.1%2514.4%14.9%3218.4%More than 120 daysTOTAL116.1%25179100.0%16812100.0%174 100.0%
CERTIFICATION STATISTIC&Once candidates pass all segments of the Police Officer examination process, their names are certified to the PoliceDepartment for appointment consideration. The table below shows the total certification statistics by fiscal year aswell as each Police Officer Academy Class within the most recent fiscal year.CERTIFICATION STATISTICSBY FISCAL YEARAcademyClassTotalCertifiedFY 2003-2004FY 2004-2005FY 2005-2006FY 40219384.5%5.6%0.0%2.4%20.9%6.4%FY 0ct-0712-Nov-0710-Dec-07FY 2007-2008To Date* Appointments61316893to the June 2007 class are under the FY 2007-2008 budget.APPOINTMENT STATISTICSThe table below shows the total appointment statistics by fiscal year, as well as each Police Officer Academy Classwithin the most recent fiscal year.APPOINTMENT STATISTICSBY FISCAL YEARAcademy Class ndidates%ofClassOOTCandidates%ofClassFY 2003-200428026896.0%41.4%82.9%FY 2004-200538136796.3%133.4%10.3%FY 2005-200654551995.2%91.7%173.1%FY 3870.21%74.51%12 25.53%10 19.61%234.26%5.88%20-Aug-07533871.70%13 24.53%23.77%17-Sep-07524280.77%6 11.54%47.69%15-0ct-07544277.78%12 22.22%00.00%12-Nov-07604880.00%12 20.00%00.00%503774.00%12 24.00%12.00%36727875.75%77 20.98%123.27%FY 2007-200825-Jun-07*10-Dec-07FY 2007-2008 To Date* Appomtmentsto the June 2007 class are under the FY 2007-2008 budget.13
POLICE RECRUITMENT QUE . IONNAlREA recruitment questionnaire is distributed to candidates at the written test sites. To date, the most commonlycited recruitment source for Police Officer candidates are the Internet and Police affiliations, including friendsand family. The following table provides monthly detailed information regarding questionnaire results for thecurrent fiscal year.All advertising for careers with the Los Angeles Police Department are designed to drive interested persons to theJoinLAPD.com Website for detailed information. Today's candidates gather most if not all of their employmentinformation from Websites, rather than bulletins and brochures as in years past. To capitalize on this, the PublicSafety Bureau commissioned the creation of JoinLAPD.com to be the focus of all advertising and recruitmentefforts. This award-winning Website holds detailed information on salary and benefits, testing locations, and evena sample written test. In addition, JoinLAPD.com has a link to an on-line Preliminary Background Applicationand Job Preview Questionnaire that will provide feedback to an interested candidate regarding potentialbackground issues, if any, and how these issues may be resolved, as well as a preview of employment conditionsofficers have to face. While informative flyers and a toll-free telephone number are still maintained,JoinLAPD.com is a key element in starting candidates through the testing and selection process.POLICE OFFICER RECRUITMENT QUESTIONNAIREBY FISCAL YEARBillboard iend!Relative1,4956.3%20.0%3628917.6%588BannersFY 2004-2005FY 2005-2006FY 2006-2007InternetPrint 08929.4%481.3%812.2%2276.1%952.6%FY 2007-2008Jul-07Aug-07Sep-07Oct-07Nov-07Dec-07FY 2007-2008To Date147376706815784013,706
The recruitment sources for those Police Officers appointed by fiscal year are indicated below.APPOINTMENTS BY RECRUITMENT SOURCEBY FISCAL YEARBillboard &BannersFY 2004 8%P.O.Friend!InternetRelative13910736.5%28.1%Print 3.9%304.1%435457.9%55730FY 2005 -20063169210139626FY 2006 9%14.2%48.2%20.4%0.8%2.2%5.2%4.1%3817.5%FY 15-0ct-0702-Nov-0710-Dec-07FY 2007-2008To Date* Appointmentsto the June 2007 class are under the FY 2007-2008 budget.15047515352546050367
POLICE OFFICER RECRUITl\ 8TINCENTIVE PROGRAMThe Police Officer Recruitment Incentive Program (PORIP), established in 2000, was designed to encourage Cityemployees to become involved in the recruitment of qualified candidates for Police Officer or Reserve PoliceOfficer by giving the recruiter a 1,000 incentive. The program expanded on March 28, 2007 with Ordinance178585 to include eligible Neighborhood Councils and Non-Profit Organizations.PROGRAM ENHANCEMENTS In October 2007, Public Safety Bureau (PSB) Recruitment Section provided the Department ofNeighborhood Empowerment (DONE) with Fire and Police recruitment promotional items and PORIPcards for Neighborhood Councils to distribute at their October 27,2007 Congress of Neighborhoods. On November 3, 2007 PSB Recruitment Section held a General Recruitment Seminar where part of theoutreach was to LAPD officers promoting PORIP. PORIP cards were distributed to 15 divisions. On November 5, 2007 an e-blast was sent to all City employees informing them to look for the PORIPflyer accompanying their paycheck on November 7, 2007. On November 7,2007 PORIP flyers were distributed. to every City employee, including the Department ofWater and Power, with their paychecks. The PORIP flyer distribution is a quarterly program to promotePORIP, entailing the distribution of half-sheet flyers with a program advertisement on one side, and aPORIP card on the reverse. In November, the PORIP Webpage JoinLAPD.comlPORIP was number five of the most accessed pageson JoinLAPD.com with 7,892 views. While the downloadable PORIP card for City employees wasnumber seven with 163 downloads. On December 20, 2007, the Department of Public Works, Bureau of Sanitation'sadvertised PORIP with a link to JoinLAPD.comJPORIP. In November and December, PORIP advertisements were placed in The Thin Blue Line, EI Pueblo andAlive newspapers, reaching out to ALL City employees.Intranet WebsiteThe table below summarizes the PORIP participation from June 2002 to date.POLICE OFFICER RECRUITMENTNon-Profit Organizations*INCENTIVE PROGRAMTOTAL CARDSRECEIVEDCityEmployeesUD to June 2002189-406--FY 2003 - 2004381--FY 2002 - ARDS INPROCESS--16-4733--50-47APPOINTMENTSGRADUATIONSFY 2004 - 2005288--FY 2005 - 2006596---FY 2006 - 0047111703910902767774FY 2007 - 2008Jul-07Dec-07555500FY 2007-2008To Date3983889103/28/2007 PORIP expands to Include Non-Profits & Neighborhood Councils.16
POLICE ACADEMY TRAININL ",TATISTICSAt the February 1, 2006 meeting of the Personnel Committee, it was requested that additional informationconcerning attrition during recruit training be included in the Personnel Department's Quarterly Activities Report.The following data was obtained from LAPD. Covering this reporting period, the first four tables below provideattrition data for the recruit classes that graduated; the fifth table provides the total number of recruits currently inthe Academy; the sixth table provides the number of resignations and terminations from the Academy; and the lasttable provides the number of resignations and terminations during the probationary period after the Academy.Attrition for all classes currently in training is summarized on the tables provided in
EDD Job Fair, San Diego Law Enforcement Expo, 3,dAnnual Fall into Success Job Fair, two HireQuest CareerFairs andtheWorking World Job Fair. o InNovember, LAPD attended events including: HireQuest CareerFair, Golden Future Career Fair, Police Expo, Jobing.com Career Fair and Worksource Holiday Job Fair. LAPD also set up a
