Summary
"During the late 1970's and early 1980's Calgary experienced a period of rapid growth and prosperity. With this rapid growth came the need to hire more staff, a trend that was seen throughout the public sector, including the Calgary Police Service (CPS). This hiring trend created a large 'bubble' of staff with roughly the same seniority and experience, now 25 years later these members (sworn police officers) are eligible to retire. The result is that 32% of current members are eligible to retire within 5 years (CPS 2001 Environmental Scan). This 'bubble' of staff is now or will soon be eligible to retire to pension and many of them are doing so. Once again the Canadian economy is very vibrant creating many attractive opportunities in the private sector for these experienced individuals. Research Question: What incentive strategies can the Calgary Police Service implement to retain sworn members who are eligible to retire and thereby potentially enhance coaching and mentoring opportunities for new members?"--Page 1.