An overview of Washington State Criminal Justice Training Commission Executive Director Monica Alexander’s session at AWC’s City Action Days.

AWC was privileged to host a thought-provoking and compelling discussion between AWC Government Relations Advocate Lindsey Hueer and Executive Director of the Washington State Criminal Justice Training Commission, Monica Alexander, during our City Action Days conference in February. We are also pleased to welcome Director Alexander back as part of a panel discussion on police recruitment and retention at AWC’s upcoming Labor Relations Institute in May in Yakima.

As executive director of the Criminal Justice Training Commission, Monica Alexander is a leader in redefining law enforcement education in Washington state. She has extensive experience as a law enforcement officer, served as a public information officer for the Washington State Patrol (WSP), and has worked on a variety of legislation in Washington state. In 1996, she became the first African American woman in WSP’s history to be promoted to the rank of Sergeant and made history again when she was promoted first to Lieutenant and then Captain. While a quick look at her biography conveys these accomplishments, Alexander’s absolute sincerity around improving law enforcement and strengthening relationships between local police forces and their communities come through in her passion, charisma, knowledge, and dedication.

Washington’s city officials know that recruitment and retention of police is a major concern. Washington is facing historic vacancies in law enforcement, and cities across the state face challenges with hiring and maintaining police officers necessary to do critical work. The number of police officers per capita has lagged behind national trends for the past several decades, while departments struggle to keep up with retirements, lateral transfers, and people leaving the field for employment elsewhere.

To address these trends, Alexander highlights the importance of retaining and training our officers. At the time of the conference (winter 2024), she had “300 people who say they want to be police officers, and another 200 on a wait list.” When she asks them why they want to join the police force, they often answer in the same way—they want to serve their communities and be part of something bigger than themselves.

The actions of leaders make a difference

Alexander encourages city officials to focus on retention by supporting the whole officer. She continues to express her commitment to creating new training centers around the state to expand capacity for Basic Law Enforcement Academy (BLEA) classes.

Here is an overview of her suggestions:

Focus on your community.“ Observe how your community relates to the police force and ask yourself what we can do to improve that. Focus on what is important to your community. Be problem-solvers. Partner with other people to ask, ‘How can the police be a positive influence?’”

Leverage your relationship with the media. Use a PIO or social media guru or make the most of “that person—everyone has one—who is creative, energetic, and interested in serving the community in that way.” Share the good programs and successes, the funny and interesting stories, and the stories of your recruits on the web and social media.

Invest in the officers you have.“ When we get notices of separation—maybe officers not even leaving law enforcement, but leaving an agency—we have to ask, ‘Why are they leaving?’ We have to care. They represent a big investment and an important resource.”

We are the agency. City leaders create the environment. Share suggestions and listen to suggestions. “This business is negative by nature, and we have to have some really hard conversations, but we are all part of the agency, so be kind to people.” Ask what mayors and city managers can do to build positive relationships with the leaders in your police force—to foster mutual understanding of values and philosophies.

Accountability is important. Public safety is important—and so is accountability. Remember that we can support our police and hold them accountable.

Ask how we are treating our people—all our people. What are their needs, and what’s important to them? Alexander notes that money isn’t always the answer, and sometimes “the money we have is the money we have, but we can provide other benefits.”

Laterals will change your culture. Remember that police officers come from all over. A new recruit from out of state doesn’t know Washington—doesn’t know their new community. “We need to educate people about who we are. I’ve very proud of the State of Washington. We are very bold, and also inclusive. I love the new trainings that we’re offering [to help new officers] understand the history of the communities that we’re serving. The closer you are to me, the less you can dislike me.”

Alexander offers one final insight—"Regular people make the best cops.”