The relation between the supply of the executive staff of the law enforcement organisations (police) and certain age group characteristics

Abstract

Regarding the topic indicated in the title, I assume that – compared to the issue of training commissioned officers and would-be leaders –, there is relatively little discussion going on about the workforce supply of the executive (warrant officers) staff, the prediction of their situation, the prevention of their problems, and this applies to special literature. In the current situation of the police organisation it is precisely the recruitment of warrant officers that is more of a problem – since the number of decommissioners exceeds the number of candidates, and we have not even taken into account that the knowledge and practice of those who leave the organization with many years, sometimes decades of professional experience, cannot be replaced by the mere presence of staff. It may well be asked: ‘Why is this happening?’ Also, it would be interesting to know why the warrant officers who are already members of the staff (obviously those who have already graduated from state or law enforcement higher education institutions) want to study further at a given specialisation of the National University of Public Service to become commissioned officers. Additionally, there are quite a huge number of warrant officers with these parameters in law enforcement bodies, especially police organizations. The answer could be very simple: they want to get ahead, to work in a better paying, working in a more managering position. But can this be the only way? Taking all this into account, I think it would be very timely to deal with the status, recruitment and working conditions of the subordinate (executive) staff working in the implementation as deeply as scientifically as it does for the officer.