PUBLIC TESTIMONY
Testimony by Dalvanie Powell, President of United Probation Officers Association, on Workforce Retention at NYC Department of Probation
1:20:03
ยท
3 min
Dalvanie Powell, President of the United Probation Officers Association, testifies on the critical issue of workforce retention at the New York City Department of Probation. She highlights significant staffing declines, low wages compared to similar roles, and problematic departmental policies that have exacerbated the retention crisis.
- The Department of Probation has seen a dramatic drop in staffing levels, from 832 in 2018 to 645 today, with high rates of resignation and retirement.
- Powell supports Intro 671, which would waive civil service exam fees for first-time applicants and high school students, but emphasizes that more comprehensive action is needed.
- She calls for collaboration between leadership and unions to address staffing and workload issues, develop hiring and training plans, and create a more supportive work environment.
Dalvanie Powell
1:20:03
Good afternoon.
Carmen N. De La Rosa
1:20:03
Good afternoon.
Dalvanie Powell
1:20:04
Good afternoon, chair De La Rosa and esteemed members of the committee.
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Thank you for the opportunity to testify today on a critical issue of workforce retention at the New York City Department of Probation.
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My name is Dalvin k Powell and I serve as the president of the United Probation Officers Association representing nearly super nearly 700 supervising probation officers, probation officers, probation officer trainees, and probation assistants.
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Our members are predominantly women and people of color work tirelessly to uphold public safety while helping keeping individuals rebuild their lives.
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Becoming a probation officer requires a bachelor's degree and 2 years of experience or a master's degree.
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We are peace officers trained alongside police and correctional officers authorized to carry authorized to carry firearms, make arrests, and perform essential public safety duties.
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Yet despite our critical role in providing an alternative to incarceration, saving the city and state 1,000,000 of dollars, our compensation lags significantly behind that of NYPD corrections and even probation officers in surrounding counties like Suffolk County, Nassau County, and Westchester.
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Over the past 6 years, staffing levels at DOP have dropped significantly.
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In 2018, headcount was 832.
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Today, that number has gone down to 645.
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This this decline has been driven by an alarming rate of attrition.
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In 2023 alone, a 103 members resigned, 32 retired, 28 terminated.
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In 2024, these numbers included 78 resignations and 25 retirements, and they continue to go down.
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With fewer officers on the job, cases have soared, pushing the remaining workforce to the brink.
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Retention challenges extend beyond low wages.
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The current department administration has implemented policies and practices that have exacerbated the crisis.
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The removal of caseloads from probation officer trainees despite severe staffing shortages is one such misstep.
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Adjusting the department is planning to disband court liaison officers' units and replace them with higher paid attorneys.
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The just disregarding UPOA's warnings about violation of bargaining rights, family court staffing has been cut by 40% or more at a time when juvenile juvenile cases have risen under raise the age initiative further straining resources.
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Meanwhile, hiring efforts have stalled, 3 academy classes, and crucial exam canceled resulting in only 57 new retirees during the time of critical need.
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Unreal unrealistic demands on staff have also intensified, including extensive documentation, time tracking requirements, coupled with discouragement of necessary adjournment despite overwhelming case loads.
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These policies not only hinder productivity but also contribute to low morale.
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Furthermore, punitive disciplinary measures have replaced progressive discipline creating create an environment of fear and intimidation, direct interference with u p UPOA members by management following the unions raised concerns has further eroded trust between staff and leadership.
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We strongly support intro intro 671, which will waive the civil service exam fee for first time applicants in high school students, if you allow me one more, removing financial barriers to to entry to a positive step to what addressing recruitment challenges across civil service agencies, including the DOP.
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However, this is just one piece of the puzzle.
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Retention requires work environment found on respect, dignity, and professionalism.
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To stabilize the DOP, leadership must collaborate with unions to address staffing, workload issues, develop realistic plans for hiring and training, and create pathways for career growth while prioritizing institutional law knowledge.
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Policies policy that support rather than undermine the workforce are essential for building a substantial agency.
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DOP is a breaking point and immediate action is is at its breaking point and its immediate action is necessary to prevent further deterioration to ensure department can continue to critical can continue in this critical mission.
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Thank you for your attention.
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I'm happy to answer any questions.
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I'm sorry.
UNKNOWN
1:23:59
No.