– Vi ser en tendens i hele Norden at politiudannede søker seg bort fra yrket, og at rekrutteringen svikter. Det krever tiltak, sier Unn Alma Skatvold, leder av Politiets Fellesforbund.
Hun deltok nylig på møte i Nordisk Politiforbund i Helsinki hvor hovedtemaet var hvordan man kan rekruttere og beholde politifolk.
– Dansk, svensk, norsk, finsk og islandsk politi sliter med en del av de samme utfordringene. Nå har vi i fellesskap med de andre nordiske politiforbundene laget en rekke tiltak som vi mener kan være med på å rekruttere, men også beholde dyktige politifolk, sier Skatvold.
Hun peker på lønn som en avgjørende faktor.
– Høy arbeidsbelastning, et krevende arbeidsmiljø og en følelse av utilstrekkelighet er vanlige årsaker til at politiutdannede forlater etaten. Lønn er helt klart en nøkkelfaktor for at man skal forbli i yrket. I tillegg bør det tas grep for å bedre arbeidsvilkårene, styrke lederskapet og redusere arbeidsbelastningen – ved å blant annet øk bemanningen, sier Unn Alma Skatvold.
I Norge er det hittil i år registrert rundt 100 i politistilling som har valgt seg jobb utenfor politiet.
Her kommer uttalelsen fra Nordisk Politiforbund:
Statement Attract and Retain Police officers
The Nordic Police Federation (Nordiska Polisförbundet, NPF) is an association of police unions from Iceland, Denmark, Norway, Finland, and Sweden. It was established in 1921 with the aim of promoting common Nordic interests in the field of policing.
One of the main tasks of the NPF is to advocate for police officers’ professional issues. This includes improving working conditions, work environment, and social rights for police officers. Attracting and retaining police officers is the focal point of today’s Nordic meeting, leading to the following common statement.
Key Factors for Attracting and Retaining Police Officers:
Salary and Working Conditions
Salary is a crucial factor for staying in the profession in all Nordic countries. Improved working conditions, including working hours and work environment, are also important.
Leadership, Influence, and Mandate
The quality of leadership, the ability to have influence over one’s work, and having a clear mandate are central. Police officers want present and supportive leaders as well as clear career plans. Having a mandate means that officers feel empowered to make decisions and act without needing to ask for permission for everything.
Workload, Work Environment, and Moral Stress
High workload, a tough work environment, and moral stress, including feelings of inadequacy, are common reasons for police officers leaving the profession. Reducing the workload by hiring more police officers, improving the work environment, and addressing moral stress are crucial.
Suggestions / Policy Proposals
Improve Salaries and Working Conditions:
Increase salaries and career paths, improve working conditions to make the profession more attractive.
Strengthen Leadership and Provide Clear Mandate:
- Develop leadership within the police force by giving leaders better conditions to be good leaders. This includes training and support for leaders as well as clear career paths for officers.
- Providing officers with a clear mandate to make decisions and act independently is also important to increase their sense of autonomy and efficiency.
Reduce Workload:
Hire more police officers to share the workload and improve the work environment. Adress moral stress by fostering a supportive culture.
