Title
Olympia Police Department Public Safety Update
Recommended Action
Committee Recommendation:
Not referred to a committee
City Manager Recommendation:
Receive an Olympia Police Department public safety update
Report
Issue:
Whether to receive an Olympia Police Department public safety update
Staff Contact:
Shelby Parker, Police Chief, Olympia Police Department. 360.753.8147
Presenter(s):
Shelby Parker, Police Chief
Background and Analysis:
During this presentation, Police Chief Shelby Parker will provide an update on 2025 crime data, staffing levels, hiring and recruitment efforts, and Department-specific wellness programs.
The Olympia Police Department regularly uses data to track and respond to crime trends in the community. Recent service delivery data shows continued high demand for police services. In 2025, the Department responded to 53,664 calls for service requiring an officer, completed 6,642 reports, and conducted 5,904 Crisis Response Unit (CRU) contacts, reflecting a sustained need for both traditional policing and behavioral health response.
Crime and arrest data also continue to inform deployment strategies and resource allocation, including trends over time.
The Department currently includes approximately 129 total full-time employees, including 88 commissioned personnel and 41 non-commissioned staff. Additionally, the Department supports the community through volunteers, including VIPS (Volunteers in Police Service), Police Explorers (youth), and Police Chaplains.
As of late 2025, the Department experienced significant staffing challenges, including vacancies across commissioned and non-commissioned positions. As of April 2026, the Department has 13 commissioned vacancies. However, staffing trends are improving. The Department has hired 6 new members this year (3 officers and 3 CRU staff), is utilizing hiring incentives to strengthen recruitment outcomes, and has additional candidates progressing through the hiring process, with several expected to be hired in the second quarter of 2026. This forward momentum reflects a strengthening hiring pipeline and a positive trajectory toward increased staffing stability.
Staffing shortages continue to impact operations. Attrition and extended hiring timelines require the Department to carefully manage personnel resources. Officers currently in the hiring and training pipeline include academy recruits and members in field training, with staggered timelines before they can work independently and contribute to staffing levels. These delays create ongoing gaps in service capacity.
As a result, staffing shortages have required the Department to prioritize patrol staffing by temporarily reassigning personnel from specialty units to ensure a consistent response to calls for service. While this supports core operations, it reduces capacity for proactive policing and specialized services and increases organizational strain. These staffing dynamics have also affected the Department’s capacity for proactive and community engagement, though this is expected to improve as staffing levels stabilize. Sustained workload demands also contribute to employee fatigue and an increased risk of burnout, underscoring the importance of retention and wellness strategies.
Police departments across the country continue to face similar hiring challenges, including reduced applicant pools and increased attrition. Washington State remains among the lowest in the nation for officers per capita, and recruitment timelines remain lengthy due to training requirements and limited candidate availability.
Wellness programs are a key component of the Olympia Police Department’s strategy to support its workforce and strengthen long-term retention. The Department utilizes several initiatives, including peer support, The Counseling Team International, SIGMA Tactical Wellness cardiovascular screening, Ready Rebound for rapid access to medical care, and targeted training, to provide employees with practical tools for managing occupational stress and exposure to trauma.
These programs support early intervention, reduce stigma, provide confidential crisis support, and improve access to medical and mental health resources. Collectively, they help reduce the risk of burnout, shorten recovery time from injury or stress, and improve overall employee resilience.
In addition to supporting employee well-being, these efforts reinforce the City’s investment in its workforce. Employees who feel supported and prepared are more likely to remain with the organization, preserving institutional knowledge and reducing the operational and financial impacts of turnover. Maintaining a strong wellness framework helps stabilize staffing and ensures consistent service delivery to the community.
Together, these efforts reflect a balanced approach that invests in people, strengthens service delivery, and builds a more sustainable and responsive public safety system for the Olympia community.
Climate Analysis:
This update does not create any new activities that would affect the climate. It is only a report on staffing, crime data, service levels, and wellness programs, so there are no climate impacts to consider.
Equity Analysis:
This update supports equity by helping the Department maintain consistent service levels across all neighborhoods. Data-driven deployment and CRU staffing help ensure appropriate responses to community needs, including behavioral health calls. Wellness programs also support a healthy workforce capable of providing fair and reliable service to all community members. No negative equity impacts are expected.
Neighborhood/Community Interests (if known):
Community members are interested in crime trends, response times, staffing levels, and the Department’s ability to respond to calls for service. This update provides transparency regarding current service demands, staffing challenges, and efforts to maintain public safety and employee well-being.
Financial Impact:
None
Options:
Discussion Only - No Action Required
Attachments:
None