Report to Congressional Requesters

United States General Accounting Office 

GAO 

June 2003 FEDERAL 

UNIFORMED POLICE 

Selected Data on Pay, 

Recruitment, and 

Retention at 13 Police 

Forces in the 

Washington, D.C., 

Metropolitan Area 

GAO-03-658 
During fiscal year 2002, entry-level police officer salaries varied by more 

than $10,000 across the 13 police forces, from a high of $39,427 per year to a 

low of $28,801 per year. Four of the 13 police forces received federal law 

enforcement retirement benefits. Between October 1, 2002, and April 1, 2003, 

12 of the 13 police forces received pay increases, which narrowed the pay 

gap for entry-level officers at some of the 13 forces. Officials at the 13 police 

forces reported that while officers performed many of the same types of 

duties, the extent to which they performed specialized functions varied. 

Total turnover at the 13 police forces nearly doubled (from 375 to 729) 

between fiscal years 2001 and 2002. Additionally, during fiscal year 2002, 8 of 

the 13 police forces experienced their highest annual turnover rates over the 

6-year period, from fiscal years 1997 through 2002. Sizable differences 

existed in the turnover rates among the 13 federal uniformed police forces 

during fiscal year 2002. The availability and use of human capital flexibilities 

to retain employees, such as retention allowances, varied. 

GAO found that the increase in the number of separations (354) across the 

13 police forces between fiscal years 2001 and 2002 almost equaled the 

number of officers (316) who left their forces to join the Transportation 

Security Administration (TSA). Given that the buildup in staffing for TSA’s 

Federal Air Marshal Program has been substantially completed, the increase 

in turnover experienced in fiscal year 2002 at 12 of the 13 police forces may 

have been a one-time occurrence. 

Officials at 9 of 13 police forces reported at least some difficulty recruiting 

officers. However, none of the police forces used important human capital 

flexibilities, such as recruitment bonuses and student loan repayments, 

during fiscal year 2002. 

Fiscal Year 2002 Turnover Among the 13 Police Forces 

22%

25% 53%

135 - 

Separated for other 

reasons (e.g.-other law

enforcement positions

at state or local level)

148 -

Took law enforcement

positions at

316 - Went to TSA other federal agencies

Source: GAO analysis of separations data provided by the 13 police forces.

4% 

28 - Involuntarily

separated

2% 

11 - Separated

on disability 599 - Total number

of police officers

voluntarily separated

91 - Retired

82%

2002

729 - total number of officer separations for all 13 police forces 

12%

FEDERAL UNIFORMED POLICE 

Selected Data on Pay, Recruitment, and 

Retention at 13 Police Forces in the 

Washington, D.C., Metropolitan Area 

www.gao.gov/cgi-bin/getrpt?GAO-03-658.

To view the full report, including the scope 

and methodology, click on the link above. 

For more information, contact Richard M. 

Stana, (202) 512-8777, or stanar@gao.gov. 

Highlights of GAO-03-658, a report to 

Congressional Requesters. 

June 2003

Officials at several federal 

uniformed police forces in the 

Washington, D.C., metropolitan 

area have raised concerns that 

disparities in pay and retirement 

benefits have caused their police 

forces to experience difficulties in 

recruiting and retaining officers. 

These concerns have increased 

during the past year with the 

significant expansion of the 

Federal Air Marshal Program, 

which has created numerous 

relatively high-paying job 

opportunities for existing federal 

uniformed police officers and 

reportedly has lured many 

experienced officers from their 

uniformed police forces. GAO’s 

objectives were to (1) determine 

the differences that exist among 

selected federal uniformed police 

forces regarding entry-level pay, 

retirement benefits, and types of 

duties; (2) provide information on 

the differences in turnover rates 

among these federal uniformed 

police forces, including where 

officers who separated from the 

police forces went and the extent 

to which human capital flexibilities 

were available and used to address 

turnover; and (3) provide 

information on possible difficulties 

police forces may have faced 

recruiting officers and the extent to 

which human capital flexibilities 

were available to help these forces 

recruit officers. 
Page i GAO-03-658 Federal Uniformed Police 

Letter 1

Results in Brief 2

Background 5

Scope and Methodology 7

Entry-Level Pay and Benefits Varied among the Police Forces 9

Sizable Differences in Turnover Rates among the 13 Police Forces 14

Most Forces Experienced Recruitment Difficulties 21

Conclusions 23

Agency Comments 24

Appendix I Counties and Cities Included in the Washington 

Metropolitan Statistical Area 27 

Appendix II Selected Turnover Data for the 13 Police Forces 28 

Appendix III Use of Human Capital Flexibilities 35 

Appendix IV Recruiting Strategies and New Hire Selection 

Process 40 

Appendix V Comments from the Department of the Interior 46 

Appendix VI Comments from the National Institutes of Health 47 

Appendix VII Comments from the Office of Personnel Management 51 

Appendix VIII Comments from the United States Secret Service 53 

Contents 
Page ii GAO-03-658 Federal Uniformed Police 

Appendix IX Comments from the Supreme Court of the United 

States 58 

Appendix X GAO Contacts and Acknowledgments 59 

GAO Contacts 59

Staff Acknowledgments 59

Tables 

Table 1: Federal Uniformed Police Forces with 50 or More Officers 

Stationed in the Washington MSA 5

Table 2: Types of Duties Performed by Officers at Each of the 13 

Police Forces Located in the Washington MSA 13

Table 3: Specialized Functions Performed by Officers at Each of 

the 13 Police Forces 14

Table 4: Fiscal Year 2002 Turnover Rates and Separations Data for 

Each of the 13 Police Forces in the Washington MSA 17

Table 5: Summary of Where Officers Who Voluntarily Separated 

from the 13 Police Forces in Fiscal Year 2002 Went 19

Table 6: Extent to Which Police Forces Reported Experiencing 

Recruitment Difficulties in the Washington MSA 23

Table 7: Number of Separations and Turnover Rates of Uniformed 

Police Officers in the Washington MSA for Fiscal Years 

1997 through 2002 28

Table 8: Fiscal Year 2002 Voluntary Separations by Years of 

Experience on a Police Force for 13 Police Forces in the 

Washington MSA 29

Table 9: Separations to TSA in Fiscal Year 2002 by Police Force 

and Years of Service on a Force for 13 Police Forces in the 

Washington MSA 31

Table 10: Separations to Other Federal Law Enforcement Positions, 

Excluding TSA, in Fiscal Year 2002 by Years of Service on 

a Force for 13 Police Forces in the Washington MSA 32

Table 11: Extent to Which Police Forces Reported Experiencing 

Retention Difficulties in the Washington MSA 33

Table 12: Reported Availability and Use of Human Capital 

Flexibilities at 13 Police Forces in the Washington MSA 36

Table 13: Use of Recruiting Strategies as Reported by the 13 Police 

Forces in the Washington MSA 42
Page iii GAO-03-658 Federal Uniformed Police 

Table 14: Minimum Qualification Requirements and Selection 

Process Reported by 13 Police Forces in the Washington 

MSA 44

Figures 

Figure 1: Pay for Entry-level Officers and Retirement Benefits for 

Each of the 13 Police Forces with 50 or More Officers 

Stationed in the Washington MSA as of September 30, 

2002 10

Figure 2: Fiscal Year 2003 Pay Increases for Entry-Level Officers 

for Each of the 13 Police Forces with 50 or More Officers 

Stationed in the Washington MSA as of April 1, 2003 12

Figure 3: Total Number of Separations for 13 Police Forces in the 

Washington MSA during Fiscal Years 1997-2002 16

Figure 4: Percentage Breakdown of Where 599 Officers Who 

Voluntarily Separated during Fiscal Year 2002 Went 20

Figure 5: Voluntary Separations, Excluding Retirements and 

Disability, by Years of Service on a Force in Fiscal Year 

2002 30

Abbreviations 

DHS Department of Homeland Security 

FBI Federal Bureau of Investigation 

FERS Federal Employees Retirement System 

MSA Metropolitan Statistical Area 

NIH National Institutes of Health 

OPM Office of Personnel Management 

TSA Transportation Security Administration 

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Page 1 GAO-03-658 Federal Uniformed Police 

June 13, 2003 

The Honorable George V. Voinovich 

Chairman 

Subcommittee on Oversight of Government 

 Management, the Federal Workforce, and 

 the District of Columbia 

Committee on Governmental Affairs 

United States Senate 

The Honorable Dan Burton 

The Honorable Dave Weldon, M.D. 

House of Representatives 

Recent events, including the September 11, 2001, terrorist attacks, have 

highlighted the importance of ensuring proper security at federal facilities. 

As the headquarters location for many federal agencies, the Washington, 

D.C., metropolitan area is home to numerous federal uniformed police 

forces. Officials at some of these police forces have raised concerns that 

disparities in pay and retirement benefits have caused their police forces 

to experience difficulties in recruiting and retaining officers. These 

concerns increased with the significant expansion of the Federal Air 

Marshal Program, which created numerous relatively high-paying job 

opportunities for existing federal uniformed police officers and reportedly 

lured many experienced officers from their uniformed police forces. 

This report responds to your request that we review recruitment and 

retention issues at selected federal uniformed police forces in the 

Washington Metropolitan Statistical Area (MSA).1

 As agreed with your 

offices, our objectives for this report were to (1) determine the differences 

that exist among these federal uniformed police forces regarding entrylevel pay, retirement benefits, and types of duties; (2) provide information 

on the differences in turnover rates among these federal uniformed police 

forces, including where officers who separated from the police forces 

 1

The Washington MSA, as defined by the Office of Management and Budget, includes the 

District of Columbia and many adjacent counties and cities. However, the Washington MSA 

does not include Baltimore, Annapolis, or Howard County. For a full list of all the cities and 

counties included in the Washington MSA, see appendix I. 

United States General Accounting Office

Washington, DC 20548 
Page 2 GAO-03-658 Federal Uniformed Police 

went and the extent to which human capital flexibilities2 were available 

and used by the police forces to address turnover; and (3) provide 

information on the possible difficulties police forces may have 

experienced in recruiting police officers and the extent to which human 

capital flexibilities were available to help these police forces to recruit 

officers. 

As agreed with your offices, we limited the police forces in our review to 

the 13 federal uniformed police forces with 50 or more officers in the 

Washington MSA as of September 30, 2001, because we wanted to focus on 

the forces with the largest number of officers. To address our objectives, 

we interviewed officials from and reviewed documents provided by the 

following federal uniformed police forces: Bureau of Engraving and 

Printing Police, the Federal Bureau of Investigation (FBI) Police, Federal 

Protective Service, Government Printing Office Police, Library of Congress 

Police, National Institutes of Health (NIH) Police, Pentagon Force 

Protection Agency, Supreme Court Police, U.S. Capitol Police, U.S. Mint 

Police, U.S. Park Police, U.S. Postal Service Police,3

 and the U.S. Secret 

Service Uniformed Division. We also interviewed officials at the 

Transportation Security Administration (TSA) and the Office of Personnel 

Management (OPM). We developed a data collection instrument (survey) 

regarding recruitment and retention and distributed the survey to the 

13 federal uniformed police forces. We analyzed the results and followedup with agency officials when data were incomplete or inconsistent. We 

performed our work in Washington, D.C.; Maryland; and Virginia between 

August 2002 and May 2003 in accordance with generally accepted 

government auditing standards. 

Entry-level pay and retirement benefits varied significantly among the 

13 federal police forces as of September 30, 2002. Entry-level police officer 

salaries varied by more than $10,000 across the 13 police forces.4

 At 

 2

In broad terms, human capital flexibilities represent the policies and practices that an 

agency has the authority to implement in managing its workforce to achieve its goals. 

These flexibilities can include retention allowances, recruitment bonuses, tuition 

reimbursement, on-site childcare facilities, and performance-based awards, among others. 

3

According to U.S. Postal Service officials, the official name of their police force is the 

U.S. Postal Service Security Force. For this report, the U.S. Postal Service Police refers to 

the U.S. Postal Service Security Force. 

4

Throughout the report, all salary figures are as of September 30, 2002, unless otherwise 

noted. 

Results in Brief 
Page 3 GAO-03-658 Federal Uniformed Police 

$39,427 per year, the U.S. Capitol Police, Library of Congress Police, and 

Supreme Court Police forces had the highest starting salaries for entrylevel officers, while entry-level officers at the NIH Police and Federal 

Protective Service received the lowest at $28,801 per year. The annual 

salaries for officers at the remaining 8 police forces ranged from $29,917 to 

$38,695 per year. However, between October 1, 2002, and April 1, 2003, 

12 of the 13 police forces (all except the U.S. Postal Service Police), 

received pay increases, which narrowed the pay gap for entry-level 

officers at some of the 13 forces. In addition, officers at 4 of the 13 police 

forces (U.S. Capitol Police, Supreme Court Police, U.S. Park Police, and 

Secret Service Uniformed Division) received federal law enforcement 

retirement benefits, which allowed them to retire at age 50 with a 

minimum of 20 years of service and required retirement at age 57. Officers 

at the remaining 9 police forces received standard federal employee 

retirement benefits.5

 Officials at the 13 police forces reported that officers 

on these forces performed many of the same types of duties, such as 

protecting people and property and conducting entrance and exit 

screenings.6

 However, police force officials noted that the extent to which 

officers performed specialized functions, such as K-9 and SWAT, varied. 

Total turnover at the 13 police forces nearly doubled from fiscal years 

2001 to 2002. Additionally, during fiscal year 2002, 8 of the 13 police forces 

experienced their highest annual turnover rates over the 6-year period, 

from fiscal years 1997 through 2002. During fiscal year 2002, significant 

differences existed in the turnover rates among the 13 federal uniformed 

police forces. Turnover ranged from a low of 11 percent for the Library of 

Congress Police to a high of 58 percent at the NIH Police. The turnover 

rates for the remaining 11 police forces ranged from 13 percent to 

41 percent. Of the 729 officers who separated from the 13 police forces in 

fiscal year 2002, 599 (about 82 percent) voluntarily separated.7

 Of these 

599 officers, 316 (about 53 percent) went to TSA—nearly all (313 of 316) to 

become Federal Air Marshals where they were able to earn higher pay, 

 5

To retire with full standard federal retirement benefits, employees generally must be at 

least between ages 55 and 57 with 30 years of service. The age at which they are eligible to 

retire with unreduced retirement benefits depends on the year of their birth and the 

specific retirement plan they are covered by (the Civil Service Retirement System or the 

Federal Employees Retirement System). Employees age 60 can retire with 20 years of 

service; and employees age 62 can retire with 5 years of service. 

6

We did not attempt to assess the relative difficulty of performing these duties. 

7

For this report, voluntary separation includes leaving for any reason other than retirement, 

disability, or involuntary separation, such as death, reduction-in-force, or misconduct. 
Page 4 GAO-03-658 Federal Uniformed Police 

federal law enforcement retirement benefits, and a type of pay premium 

for unscheduled duty equaling 25 percent of their base salary. Additionally, 

148 officers (about 25 percent) took other federal law enforcement 

positions; 32 officers (about 5 percent) took nonlaw enforcement 

positions; and 51 officers (about 9 percent) took positions in state or local 

law enforcement or separated to, among other things, continue their 

education.8

 About 65 percent of the officers who voluntarily separated 

from the 13 police forces during fiscal year 2002 had fewer than 5 years of 

service on their police forces. While officials from the 13 forces reported a 

number of reasons that officers had separated, including to obtain better 

pay and/or benefits at other police forces, less overtime, and greater 

responsibility, we were unable to discern any clear patterns between 

employee turnover and pay. That is, turnover varied significantly among 

police forces that had similar pay for entry-level officers. The use of 

human capital flexibilities to reduce turnover varied among the 13 police 

forces. For example, 3 of the 13 police forces reported that they paid 

retention allowances ranging from about $1,000 to $4,200 during fiscal 

year 2002. 

Officials from 9 of the 13 police forces reported that they were 

experiencing at least a little or some difficulty recruiting police officers. 

Officials at 4 of these police forces (Bureau of Engraving and Printing 

Police, the FBI Police, Federal Protective Service, and NIH Police) 

reported that they were having a great or very great deal of difficulty 

recruiting officers and cited pay as a major contributor to their 

recruitment difficulties. Officials at 5 police forces reported that they were 

having difficulty recruiting officers to a little or some extent or to a 

moderate extent. Conversely, officials at 4 of the 13 police forces (Library 

of Congress Police, Supreme Court Police, U.S. Mint Police, and U.S. 

Postal Service Police) reported that they were not having any difficulty 

recruiting officers. Although many of the police forces reported facing 

recruitment difficulties, none of them used human capital recruitment 

flexibilities, such as recruitment bonuses and student loan repayments, in 

fiscal year 2002. 

We provided a draft of this report to officials representing each of the 13 

federal uniformed police forces included in our review, along with OPM, 

and received comments from 12 of the 13 police forces and OPM. Most of 

 8

Officials were unable to determine where the remaining 52 (about 9 percent) of the 

voluntarily separated officers went. 
Page 5 GAO-03-658 Federal Uniformed Police 

the police forces provided technical comments, which were included as 

appropriate. The U.S. Secret Service and OPM wrote detailed comments 

that are discussed in our Agency Comments section on pages 24 and 25. 

Although the specific duties police officers perform may vary among 

police forces, federal uniformed police officers are generally responsible 

for providing security and safety to people and property within and 

sometimes surrounding federal buildings. There are a number of federal 

uniformed police forces operating in the Washington MSA, of which 

13 had 50 or more officers as of September 30, 2001. Table 1 shows the 

13 federal uniformed police forces included in our review and the number 

of officers in each of the police forces as of September 30, 2002. 

Table 1: Federal Uniformed Police Forces with 50 or More Officers Stationed in the Washington MSA 

Department Uniformed police force 

Number of officers on-board 

as of September 30, 2002

Executive branch 

Department of Defense Pentagon Force Protection Agency 259

Department of the Interior U.S. Park Police 439

Department of Justice Federal Bureau of Investigation Police 173

Department of the Treasury Bureau of Engraving and Printing Police 120

 U.S. Mint Police 52

 U.S. Secret Service Uniformed Division 1,072

General Services Administration Federal Protective Service 140

Department of Health and Human Services National Institutes of Health Police 53

U.S. Postal Service U.S. Postal Service Police 109

Legislative branch 

Government Printing Office Government Printing Office Police 52

Library of Congress Library of Congress Police 129

U.S. Capitol Police U.S. Capitol Police 1,278

Judicial branch 

Supreme Court Supreme Court Police 122

Total 3,998

Source: GAO analysis of data provided by the 13 police forces. 

On November 25, 2002, the Homeland Security Act of 2002 was enacted 

into law.9

 The act, among other things, restructured parts of the executive 

branch of the federal government to better address the threat to the United 

 9

P.L. 107-296, 116 Stat. 2135 (2002). 

Background 
Page 6 GAO-03-658 Federal Uniformed Police 

States posed by terrorism. The act established a new Department of 

Homeland Security (DHS), which includes two uniformed police forces 

within the scope of our review—the Federal Protective Service and the 

Secret Service Uniformed Division. These police forces were formerly 

components of the General Services Administration and the Department of 

the Treasury, respectively. Another component of DHS is the TSA, which 

protects the nation’s transportation systems. TSA, which was formerly a 

component of the Department of Transportation, includes the Federal Air 

Marshal Service, which is designed to provide protection against hijacking 

and terrorist attacks on domestic and international airline flights. The 

Federal Air Marshal Program increased significantly after the September 

11, 2001, terrorist attacks, resulting in the need for TSA to recruit many Air 

Marshals during fiscal year 2002. By fiscal year 2003, the buildup in the 

Federal Air Marshal Program had been substantially completed. Federal 

Air Marshals are not limited to the grade and pay step structure of the 

federal government’s General Schedule. As a result, TSA has been able to 

offer air marshal recruits higher compensation and more flexible benefit 

packages than many other federal police forces. 

Federal uniformed police forces operate under various compensation 

systems. Some federal police forces are covered by the General Schedule 

pay system and others are covered by different pay systems authorized by 

various laws.10 Since 1984, all new federal employees have been covered by 

the Federal Employees Retirement System (FERS).11 Federal police forces 

 10The General Schedule system consists of 22 broad occupational groups. Each group 

includes separate series that represent occupations in that group. The police series 

(GS-0083) is within the Miscellaneous Occupations group. OPM defines the police series as 

positions in which the primary duties are the performance or supervision of law 

enforcement work in the preservation of the peace; the prevention, detection, and 

investigation of crimes; the arrest or apprehension of violators; and the provision of 

assistance to citizens in emergency situations, including the protection of civil rights. 

11FERS benefits are derived from three components: an annuity, a thrift savings plan, and 

Social Security. The basic annuity provided under FERS is computed on the basis of 

(1) years of service and (2) the 3 years of service with the highest annual salaries (high 3). 

Congress intended that the second component of FERS—the Thrift Savings Plan—be a key 

element of FERS. The Thrift Savings Plan provides for an employer contribution, including 

an automatic contribution of 1 percent of salary, along with a matching contribution of up 

to 5 percent. Social Security benefits make up the third component of the retirement 

package. The Civil Service Retirement System annuity, which applies to individuals hired 

prior to January 1, 1984, is a stand-alone annuity based on age and years of service. 
Page 7 GAO-03-658 Federal Uniformed Police 

provide either standard federal retirement benefits or federal law 

enforcement retirement benefits.12

Studies of employee retention indicate that turnover is a complex and 

multifaceted problem. People leave their jobs for a variety of reasons. 

Compensation is often cited as a primary reason for employee turnover. 

However, nonpay factors, such as age, job tenure, job satisfaction, and job 

location, may also affect individuals’ decisions to leave their jobs. 

During recent years, the federal government has implemented many 

human capital flexibilities to help agencies attract and retain sufficient 

numbers of high-quality employees to complete their missions. Human 

capital flexibilities can include actions related to areas such as 

recruitment, retention, competition, position classification, incentive 

awards and recognition, training and development, and work-life policies. 

We have stated in recent reports that the effective, efficient, and 

transparent use of human capital flexibilities must be a key component of 

agency efforts to address human capital challenges.13 The tailored use of 

such flexibilities for recruiting and retaining high-quality employees is an 

important cornerstone of our model of strategic human capital 

management.14

To address our objectives, we identified federal uniformed police forces 

with 50 or more officers in the Washington MSA—13 in all. Specifically, we 

reviewed OPM data to determine the executive branch federal uniformed 

police forces with 50 or more police officers in the Washington MSA. We 

reviewed a prior report issued by the Department of Justice’s Bureau of 

Justice Statistics and our prior reports to determine the judicial and 

 12Under FERS, officers receiving federal law enforcement retirement benefits receive 

1.7 percent of their high 3 multiplied by the first 20 years of service and 1 percent 

multiplied by each year of service greater than 20 years. Thus, a police officer who retires 

at age 50 with 20 years of service would receive 34 percent of the officer’s high 3. After 

30 years of service, the benefit would be 44 percent of the officer’s high 3. Officers retiring 

under FERS would also receive benefits from their Thrift Savings Plan accounts and Social 

Security. 

13U.S. General Accounting Office, High Risk Series: Strategic Human Capital 

Management, GAO-03-120 (Washington, D.C.: Jan. 2003). 

14U.S. General Accounting Office, A Model of Strategic Human Capital Management, 

Exposure Draft, GAO-02-373SP (Washington, D.C.: Mar. 15, 2002). 

Scope and 

Methodology 
Page 8 GAO-03-658 Federal Uniformed Police 

legislative branches’ federal uniformed police forces with 50 or more 

police officers in the Washington MSA. 

In addressing each of the objectives, we interviewed officials responsible 

for human capital issues at each of the 13 police forces and obtained 

documents on recruitment and retention issues. Using this information, we 

created a survey and distributed it to the 13 police forces to obtain 

information on (1) entry-level officer pay and benefits, types of officer 

duties, and minimum entry-level officer qualifications; (2) officer turnover 

rates15 and the availability and use of human capital flexibilities to retain 

officers; and (3) difficulties in recruiting officers, and the availability and 

use of human capital flexibilities to improve recruiting. We reviewed and 

analyzed the police forces’ responses for completeness and accuracy and 

followed-up on any missing or unclear responses with appropriate 

officials. 

Where possible, we verified the data using OPM’s Central Personnel Data 

File.16 In reviewing duties performed by police officers at the 13 police 

forces, we relied on information provided by police force officials and did 

not perform a detailed analysis of the differences in duties and 

responsibilities. Additionally, due to resource limitations, we did not 

survey officers who separated from the police forces to determine their 

reasons for leaving.17 We obtained this information from officials at the 

police forces. Although some of the police forces have police officers 

detailed at locations throughout the country, the data in this report are 

only for officers stationed in the Washington MSA. Therefore, these data 

are not projectable nationwide. 

 15To calculate the turnover rates, we divided the total number of police officers who 

separated from the police forces by the average of the number of officers on-board at the 

beginning of the fiscal year and the number of officers on-board at the end of the fiscal 

year. For each police force, we included as separations both those who left the police 

force, as well as those who transferred from the police officer series (GS-0083) to other job 

series within the force. 

16The Central Personnel Data File is a database that contains individual records for most 

executive branch federal employees and is the primary governmentwide source for 

information on federal employees. 

17We did not have the resources to find and confirm the addresses of all 599 officers who 

voluntarily separated from the 13 police forces included in our review, which would have 

been necessary to conduct a survey. 
Page 9 GAO-03-658 Federal Uniformed Police 

Entry-level pay and retirement benefits varied widely across the 13 police 

forces. Annual pay for entry-level police officers ranged from $28,801 to 

$39,427, as of September 30, 2002. Officers at 4 of the 13 police forces 

received federal law enforcement retirement benefits, while officers at the 

remaining 9 police forces received standard federal employee retirement 

benefits. According to officials, all 13 police forces performed many of the 

same types of general duties, such as protecting people and property and 

screening people and materials entering and/or exiting buildings under 

their jurisdictions. Eleven of the 13 police forces had specialized teams 

and functions, such as K-9 and/or SWAT. The minimum qualification 

requirements and the selection processes were generally similar among 

most of the 13 police forces. 

At $39,427 per year, the U.S. Capitol Police, Library of Congress Police, 

and Supreme Court Police forces had the highest starting salaries for 

entry-level officers, while entry-level officers at the NIH Police and Federal 

Protective Service received the lowest starting salaries at $28,801 per year. 

The salaries for officers at the remaining 8 police forces ranged from 

$29,917 to $38,695. Entry-level officers at 5 of the 13 police forces received 

an increase in pay, ranging from $788 to $1,702, upon successful 

completion of basic training. Four of the 13 police forces received federal 

law enforcement retirement benefits and received among the highest 

starting salaries, ranging from $37,063 to $39,427. Figure 1 provides a 

comparison of entry-level officer pay and retirement benefits at the 

13 police forces. 

Entry-Level Pay and 

Benefits Varied 

among the Police 

Forces 
Page 10 GAO-03-658 Federal Uniformed Police 

Figure 1: Pay for Entry-level Officers and Retirement Benefits for Each of the 13 Police Forces with 50 or More Officers 

Stationed in the Washington MSA as of September 30, 2002 

a

Pay increase after successful completion of basic training. 

Entry-level officers at 12 of the 13 police forces (all but the U.S. Postal 

Service Police) received increases in their starting salaries between 

October 1, 2002, and April 1, 2003. Entry-level officers at three of the four 

police forces (FBI Police, Federal Protective Service, and NIH Police) with 

the lowest entry-level salaries as of September 30, 2002, received raises of 

$5,584, $4,583, and $4,252, respectively, during the period ranging from 

October 1, 2002 through April 1, 2003. In addition, entry-level officers at 

Library of Congress +$1,381a

+$1,702a

Federal law

enforcement retirement

Supreme Court

U.S. Capitol

Secret Service

Park Police

U.S. Mint

GPO

FBI

USPS

NIH

0

5,000

10,000

15,000

20,000

25,000

30,000

35,000

40,000

45,000

No

Yes

Yes

No

Yes

Yes

No

No

No

No

No

No

No

$39,427

$39,427

$39,427

$40,808

$38,695

$37,851

$37,063 +$788a

$36,613

$36,613

$32,964

$37,851

$31,262

$31,259

$29,917

$28,801

$28,801

+$1,381a

$40,808

+$1,381a

$40,808

Pentagon Force

Protection Agency

Bureau of Engraving

and Printing

Federal Protective

Service

Source: GAO analysis of pay data provided by the 13 police forces.
Page 11 GAO-03-658 Federal Uniformed Police 

both the U.S. Capitol Police and Library of Congress Police—two of the 

highest paid forces—also received salary increases of $3,739 during the 

same time period. These pay raises received by entry-level officers from 

October 1, 2002, through April 1, 2003, narrowed the entry-level pay gap 

for some of the 13 forces. For example, as of September 30, 2002, entrylevel officers at the FBI Police received a salary $8,168 less than an entrylevel officer at the U.S. Capitol Police. However, as of April 1, 2003, the pay 

gap between entry-level officers at the two forces had narrowed to $6,323. 

Figure 2 provides information on pay increases that entry-level officers 

received from October 1, 2002, through April 1, 2003, along with entry-level 

officer pay rates as of April 1, 2003. 
Page 12 GAO-03-658 Federal Uniformed Police 

Figure 2: Fiscal Year 2003 Pay Increases for Entry-Level Officers for Each of the 

13 Police Forces with 50 or More Officers Stationed in the Washington MSA as of 

April 1, 2003 

a

In late April 2003, Supreme Court Police officers were granted a pay increase retroactive to October 

1, 2002. This pay increase brought the entry-level pay of Supreme Court officers to the same levels 

as those of the Capitol Police and Library of Congress Police. 

Officers at the 13 police forces reportedly performed many of the same 

types of duties, such as protecting people and property, patrolling the 

grounds on foot, and conducting entrance and exit screenings. Police 

force officials also reported that officers at all of the police forces had the 
Page 13 GAO-03-658 Federal Uniformed Police 

authority to make arrests. Table 2 displays the types of duties performed 

by officers at each of the 13 police forces. 

Table 2: Types of Duties Performed by Officers at Each of the 13 Police Forces Located in the Washington MSA 

Uniformed police force 

Protection of 

people and 

property 

Patrol in 

vehicle 

Patrol on 

foot 

Patrol 

outside 

agency 

boundary 

Entrance 

and/or exit 

screening 

Crowd 

control Arrests 

Library of Congress • • • • • 

Supreme Court • • • • • • 

U.S. Capitol • • • • • • • 

Pentagon Force Protection Agency • • • • • • • 

Secret Service • • • a • • • 

Park Police • • • • • • • 

Bureau of Engraving and Printing • • • • • • • 

U.S. Mint • • • • • • • 

Government Printing Office • • • • • 

Federal Bureau of Investigation • • • • • • • 

U.S. Postal Service • • • • • 

Federal Protective Service • • • • • • • 

National Institutes of Health • • • • • • • 

Total 13 12 13 8 13 11 13 

Source: GAO analysis of data provided by the 13 police forces. 

a

The Secret Service noted that the Uniformed Division has full police powers in Washington, D.C., 

and that it further has the authority to perform its protective duties throughout the United States. 

Although there are similarities in the general duties, there were differences 

among the police forces with respect to the extent to which they 

performed specialized functions. Table 3 shows that 11 of the 13 police 

forces reported that they performed at least one specialized function; 

2 police forces (Government Printing Office Police and U.S. Postal Service 

Police) reported that they did not perform specialized functions. 
Page 14 GAO-03-658 Federal Uniformed Police 

Table 3: Specialized Functions Performed by Officers at Each of the 13 Police Forces 

Uniformed police force K-9 SWAT 

Criminal 

investigation

Chemical/ 

biological/ 

hazmat Traffic Bicycle Other 

Library of Congress • 

Supreme Court • • • 

U.S. Capitol • • • • • • • 

Pentagon Force Protection Agency • • • • • • • 

Secret Service • • • • • • • 

Park Police • • • • • • • 

Bureau of Engraving and Printing • • 

U.S. Mint • • • • 

Government Printing Office 

Federal Bureau of Investigation • • • • • • 

U.S. Postal Service 

Federal Protective Service • • • • • • 

National Institutes of Health • • • • • • 

Total 8 6 9 8 9 8 8 

Source: GAO analysis of data provided by the 13 police forces. 

The minimum qualification requirements and the selection processes were 

generally similar among most of the 13 police forces. As part of the 

selection process, all 13 police forces required new hires to have 

successfully completed an application, an interview(s), a medical 

examination, a background investigation, and a drug test. Each force also 

had at least one additional requirement, such as a security clearance or 

physical fitness evaluation. The U.S. Postal Service Police was the only 

force that did not require a high school diploma or prior law enforcement 

experience. For additional information on qualification requirements and 

the selection process for the 13 police forces, see appendix IV. 

Total turnover at the 13 police forces nearly doubled from fiscal years 

2001 to 2002. Additionally, during fiscal year 2002, 8 of the 13 police forces 

experienced their highest annual turnover rates over the 6-year period, 

from fiscal years 1997 through 2002. There were sizable differences in 

turnover rates among the 13 police forces during fiscal year 2002. NIH 

Police reported the highest turnover rate at 58 percent. The turnover rates 

for the remaining 12 police forces ranged from 11 percent to 41 percent. Of 

the 729 officers who separated from the 13 police forces in fiscal year 

2002, about 82 percent (599), excluding retirements, voluntarily separated. 

Sizable Differences in 

Turnover Rates 

among the 13 Police 

Forces 
Page 15 GAO-03-658 Federal Uniformed Police 

About 53 percent (316) of the 599 officers who voluntarily separated from 

the police forces in fiscal year 2002 went to TSA.18 Additionally, about 

65 percent of the officers who voluntarily separated from the 13 police 

forces during fiscal year 2002 had fewer than 5 years of service on their 

police forces. 

The total number of separations at all 13 police forces nearly doubled 

(from 375 to 729) between fiscal years 2001 and 2002. Turnover increased 

at all but 1 of the police forces (Library of Congress Police) over this 

period. The most significant increases in turnover occurred at the Bureau 

of Engraving and Printing Police (200 percent) and the Secret Service 

Uniformed Division (about 152 percent). In addition, during fiscal year 

2002, 8 of the 13 police forces experienced their highest annual turnover 

rates over the 6-year period, from fiscal years 1997 through 2002. 

Figure 3 displays the total number of separations for the 13 police forces 

over the 6-year period. 

 18Of the 316 officers who went to TSA, 313 accepted law enforcement positions and 3 

accepted nonlaw enforcement positions. 
Page 16 GAO-03-658 Federal Uniformed Police 

Figure 3: Total Number of Separations for 13 Police Forces in the Washington MSA 

during Fiscal Years 1997-2002 

The turnover rates at the 13 police forces ranged from 11 percent at the 

Library of Congress Police to 58 percent at the NIH Police in fiscal year 

2002. In addition to the NIH Police, 3 other police forces had turnover 

rates of 25 percent or greater during fiscal year 2002. The U.S. Mint Police 

reported the second highest turnover rate at 41 percent, followed by the 

Bureau of Engraving and Printing Police at 27 percent and the Secret 

Service Uniformed Division at 25 percent. Table 4 shows that at each of 

the 13 police forces, turnover was overwhelmingly due to voluntary 

separations—about 18 percent (130) of turnover was due to retirements, 

disability, and involuntarily separations. 

1997 1998 1999 2000 2001 2002

(291)

(330)

(356)

(470)

(375)

(729)

300

400

500

600

0

100

200

700

800

Total number of separations for all 13 police forces

Fiscal year

Source: GAO analysis of separations data provided by the 13 forces.
Page 17 GAO-03-658 Federal Uniformed Police 

Table 4: Fiscal Year 2002 Turnover Rates and Separations Data for Each of the 13 Police Forces in the Washington MSA 

Uniformed police force 

Turnover 

rate (in 

percent) Retirementsa

Disability 

separations

Voluntary 

separations 

Involuntary 

separations

Total 

separations

Library of Congress 11 5 0 9 0 14

Supreme Court 16 3 0 14 0 17

U.S. Capitol 13 10 1 143 6 160

Pentagon Force Protection Agency 13 4 1 25 3 33

Secret Service 25 39 3 234 1 277

Park Police 13 12 3 36 4 55

Bureau of Engraving and Printing 27 1 1 32 2 36

U.S. Mint 41 0 0 21 1 22

Government Printing Office 16 2 1 2 3 8

Federal Bureau of Investigation 17 1 0 30 1 32

U.S. Postal Service 14 7 1 7 1 16

Federal Protective Service 19 7 0 21 1 29

National Institutes of Health 58 0 0 25 5 30

Total 91 11 599 28 729

Source: GAO analysis of turnover data provided the 13 police forces. 

a

Includes both mandatory and voluntary retirements. 

There was no clear pattern evident between employee pay and turnover 

rates during fiscal year 2002. For example, while some police forces with 

relatively highly paid entry-level officers such as the Library of Congress 

Police (11 percent) and the Supreme Court Police (13 percent) had 

relatively low turnover rates, other police forces with relatively highly paid 

entry-level officers such as the U.S. Mint Police (41 percent), Bureau of 

Engraving and Printing Police (27 percent), and Secret Service Uniformed 

Division (25 percent) experienced significantly higher turnover rates. 

Additionally, turnover varied significantly among the 5 police forces with 

relatively lower paid entry-level officers. For example, while the Federal 

Protective Service (19 percent) and NIH Police (58 percent) entry-level 

officers both received the lowest starting pay, turnover differed 

dramatically. 

Likewise, no clear pattern existed regarding turnover among police forces 

receiving federal law enforcement retirement benefits and those receiving 

traditional federal retirement benefits. For example, entry-level officers at 

the Library of Congress Police, U.S. Capitol Police, and Supreme Court 

Police all received equivalent pay in fiscal year 2002. However, the Library 

of Congress (11 percent) had a lower turnover rate than the Capitol Police 

(13 percent) and Supreme Court Police (16 percent), despite the fact that 

officers at the latter 2 police forces received federal law enforcement 
Page 18 GAO-03-658 Federal Uniformed Police 

retirement benefits. In addition, while officers at both the Park Police 

(19 percent) and Secret Service Uniformed Division (25 percent) received 

law enforcement retirement benefits, these forces experienced higher 

turnover rates than some forces such as U.S. Postal Service Police 

(14 percent) and FBI Police (17 percent), whose officers did not receive 

law enforcement retirement benefits and whose entry-level officers 

received lower starting salaries. 

More than half (316) of the 599 officers who voluntarily separated from the 

police forces in fiscal year 2002 went to TSA—nearly all (313 of 316) to 

become Federal Air Marshals where they were able to earn higher salaries, 

federal law enforcement retirement benefits, and a type of pay premium 

for unscheduled duty equaling 25 percent of their base salary. The number 

(316) of police officers who voluntarily separated from the 13 police forces 

to take positions at TSA nearly equaled the increase in the total number of 

separations (354) that occurred between fiscal years 2001 and 2002. 

About 25 percent (148) of the voluntarily separated officers accepted other 

federal law enforcement positions, excluding positions at TSA, and about 

5 percent (32 officers) took nonlaw enforcement positions, excluding 

positions at TSA. Furthermore, about 9 percent (51) of the voluntarily 

separated officers took positions in state or local law enforcement or 

separated to, among other things, continue their education. Officials were 

unable to determine where the remaining 9 percent (52) of the voluntarily 

separated officers went. Table 5 provides a summary of where officers 

who voluntarily separated in fiscal year 2002 went. 
Page 19 GAO-03-658 Federal Uniformed Police 

Table 5: Summary of Where Officers Who Voluntarily Separated from the 13 Police Forces in Fiscal Year 2002 Went 

Uniformed police 

force TSA 

Other federal 

law 

enforcement, 

excluding 

TSA 

State 

 or 

local law 

enforcement 

Other federal 

nonlaw 

enforcement, 

excluding 

TSA 

Other 

nonlaw 

enforcement Other Unknown 

Total 

voluntary 

separationsa

Library of Congress 3 4 1 0 0 0 1 9 

Supreme Court 5 5 2 0 1 1 0 14 

U.S. Capitol 66 36 14 0 5 11 11 143 

Pentagon Force 

Protection Agency 10 10 2 1 2 0 0 25 

Secret Service 148 45 5 1 2 3 30 234 

Park Police 22 6 0 1 1 5 1 36 

Bureau of 

Engraving and 

Printing 12 12 3 0 0 0 5 32 

U.S. Mint 18 3 0 0 0 0 0 21 

Government 

Printing Office 0 1 0 0 0 0 1 

2 

Federal Bureau of 

Investigation 16 1 0 13 0 0 0 30 

U.S. Postal Service 0 7 0 0 0 0 0 7 

Federal Protective 

Service 7 10 0 0 1 0 3 21 

National Institutes 

of Health 9 8 4 4 0 0 0 25 

Total 316 148 31 20 12 20 52 599 

Source: GAO analysis of turnover data provided by the 13 police forces. 

a

Excludes voluntary retirements and disability. 

Figure 4 shows a percentage breakdown of where the 599 officers who 

voluntarily separated from the 13 police forces during fiscal year 2002 

went. 
Page 20 GAO-03-658 Federal Uniformed Police 

Figure 4: Percentage Breakdown of Where 599 Officers Who Voluntarily Separated 

during Fiscal Year 2002 Went 

Although we did not survey individual officers to determine why they 

separated from these police forces, officials from the 13 forces reported a 

number of reasons that officers had separated, including to obtain better 

pay and/or benefits at other police forces, less overtime, and greater 

responsibility. Without surveying each of the 599 officers who voluntarily 

separated from their police forces in fiscal year 2002, we could not draw 

any definitive conclusions about the reasons they left. For additional 

details on turnover at the 13 police forces, see appendix II. 

The use of human capital flexibilities to address turnover varied among 

the 13 police forces. For example, officials at 4 of the 13 police forces 

reported that they were able to offer retention allowances, which may 

assist the forces in retaining experienced officers, and 3 of these police 

forces used this tool to retain officers in fiscal year 2002. The average 

retention allowances paid to officers in fiscal year 2002 were about 

$1,000 at the Pentagon Force Protection Agency, $3,500 at the Federal 

Protective Service, and more than $4,200 at the NIH Police. The police 

forces reported various reasons for not making greater use of available 

human capital flexibilities in fiscal year 2002, including 

316 - TSA

Source: GAO analysis of turnover data provided by the 13 police forces.

25%

9%

5%

3%

2%

3%

148 - Other federal law 

 enforcement, excluding TSA

52 - Unknown

31 - State or local law

 enforcement

20 - Other

12 - Other non-law enforcement

20 - Other federal non-law

 enforcement, excluding TSA

53%
Page 21 GAO-03-658 Federal Uniformed Police 

• lack of funding for human capital flexibilities, 

• lack of awareness among police force officials that the human capital 

flexibilities were available, and 

• lack of specific requests for certain flexibilities such as time-off awards or 

tuition reimbursement. 

The limited use of human capital flexibilities by many of the 13 police 

forces and the reasons provided for the limited use are consistent with our 

governmentwide study of the use of such authorities. In December 2002, 

we reported that federal agencies have not made greater use of such 

flexibilities for reasons such as agencies’ weak strategic human capital 

planning, inadequate funding for using these flexibilities given competing 

priorities, and managers’ and supervisors’ lack of awareness and 

knowledge of the flexibilities.19 We further stated that the insufficient or 

ineffective use of flexibilities can significantly hinder the ability of 

agencies to recruit, hire, retain, and manage their human capital. 

Additionally, in May 2003, we reported that OPM can better assist agencies 

in using human capital flexibilities by, among other things, maximizing its 

efforts to make the flexibilities more widely known to agencies through 

compiling, analyzing, and sharing information about when, where, and 

how the broad range of flexibilities are being used, and should be used, to 

help agencies meet their human capital management needs.20 For 

additional information on human capital flexibilities at the 

13 police forces, see appendix III. 

Nine of the 13 police forces reported difficulties recruiting officers to at 

least a little or some extent. Despite recruitment difficulties faced by many 

of the police forces, none of the police forces used important human 

capital recruitment flexibilities, such as recruitment bonuses and student 

loan repayments, in fiscal year 2002. Some police force officials reported 

that the human capital recruitment flexibilities were not used for various 

 19U.S. General Accounting Office, Human Capital: Effective Use of Flexibilities Can 

Assist Agencies in Managing Their Workforces, GAO-03-2 (Washington, D.C.: Dec. 2002). 

20U.S. General Accounting Office, Human Capital: OPM Can Better Assist Agencies in 

Using Personnel Flexibilities, GAO-03-428 (Washington, D.C.: May 2003). 

Most Forces 

Experienced 

Recruitment 

Difficulties 
Page 22 GAO-03-658 Federal Uniformed Police 

reasons, such as limited funding or that the flexibilities themselves were 

not available to the forces during the fiscal year 2002 recruiting cycle.21

Officials at 4 of the 13 police forces (Bureau of Engraving and Printing 

Police, the FBI Police, Federal Protective Service, and NIH Police) 

reported that they were having a great or very great deal of difficulty 

recruiting officers. In addition, officials at 5 police forces reported that 

they were having difficulty recruiting officers to a little or some extent or 

to a moderate extent. Among the reasons given for recruitment difficulties 

were: 

• low pay; 

• the high cost of living in the Washington, D.C., metropolitan area; 

• difficulty completing the application/background investigation process; 

and 

• better retirement benefits at other law enforcement agencies. 

Conversely, officials at 4 of the 13 police forces (Library of Congress 

Police, the Supreme Court Police, U.S. Mint Police, and U.S. Postal Service 

Police) reported that they were not having difficulty recruiting officers. 

Library of Congress officials attributed their police force’s lack of 

difficulty recruiting officers to attractive pay and working conditions and 

the ability to hire officers at any age above 20 and who also will not be 

subject to a mandatory retirement age.22 Supreme Court officials told us 

that their police force had solved a recent recruitment problem by 

focusing additional resources on recruiting and emphasizing the force’s 

attractive work environment to potential recruits. U.S. Postal Service 

officials reported that their police force was not experiencing a 

recruitment problem because it hired its police officers from within the 

agency. Table 6 provides a summary of the level of recruitment difficulties 

reported by the 13 police forces. 

 21All executive branch agencies have the authority to use human capital flexibilities, such 

as recruitment bonuses and student loan repayments. However, agencies may choose not 

to offer them. 

22Police forces that are not covered by federal law enforcement retirement benefits do not 

have a mandatory retirement age. 
Page 23 GAO-03-658 Federal Uniformed Police 

Table 6: Extent to Which Police Forces Reported Experiencing Recruitment Difficulties in the Washington MSA 

Uniformed police force Very great extent Great extent Moderate extent Little or some extent No extent 

Library of Congress • 

Supreme Court • 

U.S. Capitol • 

Pentagon Force Protection Agency • 

Secret Service • 

Park Police • 

Bureau of Engraving and Printing • 

U.S. Mint Police • 

Government Printing Office • 

Federal Bureau of Investigation • 

U.S. Postal Service • 

Federal Protective Service • 

National Institutes of Health • 

Total 1 3 4 1 4 

Source: GAO analysis of data provided by the 13 police forces. 

Although many of the police forces reported facing recruitment 

difficulties, none of the police forces used human capital recruitment 

tools, such as recruitment bonuses and student loan repayments, in fiscal 

year 2002. For more information on human capital flexibilities, see 

appendix III. 

Without surveying each of the 599 officers who voluntarily separated from 

their police forces in fiscal year 2002, we could not draw any definitive 

conclusions about the reasons they left. However, officials at the 13 police 

forces included in our review reported that officers separated from their 

positions for such reasons as to (1) obtain better pay and/or benefits at 

other police forces, (2) work less overtime, and (3) assume greater 

responsibility. 

The number of separations across the 13 police forces included in our 

review increased by 354 between fiscal years 2001 and 2002. This increase 

almost equaled the number (316) of officers who voluntarily separated 

from their forces to join TSA. Given that TSA’s Federal Air Marshal 

Program has now been established, and the buildup in staffing has been 

substantially completed, the increase in turnover experienced in fiscal 

year 2002 at 12 of the 13 police forces may have been a one-time 

occurrence. Additionally, the recent pay increases received by officers at 

12 of the 13 police forces, along with the potential implementation of 

Conclusions 
Page 24 GAO-03-658 Federal Uniformed Police 

various human capital flexibilities, might also help to address recruitment 

and retention issues experienced by many of the police forces. 

We requested comments on a draft of this report from each of the 

13 federal uniformed police forces included in our review. We received 

written comments from 12 of the 13 police forces (the Federal Protective 

Service did not provide comments). Of the 12 police forces that 

commented, 11 either generally agreed with the information presented or 

did not express an overall opinion about the report. 

In its comments, the U.S. Secret Service raised four main issues relating to 

the pay, retirement benefits, and job responsibilities information. First, it 

suggested that we expand our review to include information on the 

compensation packages offered to separating officers, particularly those 

moving to TSA. However, our objective was to provide information on pay, 

retirement benefits, types of duties, turnover, and the use of human capital 

flexibilities at 13 federal uniformed police forces in the Washington, D.C. 

area. Our aim was not to compare the officers’ previous and new job pay, 

benefits, responsibilities, or training requirements. 

Second, the U.S. Secret Service suggested that we report that a pattern 

existed between employee turnover and pay. However, our discussions 

with human capital officials in the 13 police forces found that separating 

officers provided them with a variety of reasons why they chose to leave 

their police forces, including increased pay, additional benefits, greater job 

satisfaction, and personal reasons. We did not contact separating officers 

to determine why they decided to move to other jobs and whether the new 

jobs was comparable in pay, benefits, and job responsibilities. 

Nevertheless, with the information we obtained, we were unable to 

discern any clear patterns between employee turnover and pay. That is, 

turnover varied significantly among police forces that had similar pay for 

entry-level officers. 

Third, the U.S. Secret Service suggested that we calculate the differences 

in retirement benefits that would accrue to officers in the different forces. 

We noted in our report that different forces had different retirement plans 

with significant differences in benefits. However, calculating the 

retirement benefits of a hypothetical police officer at each of the forces 

was beyond the scope of our review. 

Finally, the U.S. Secret Service noted that fundamental differences exist 

among the agencies’ authorities, responsibilities, duties, and training 

Agency Comments 
Page 25 GAO-03-658 Federal Uniformed Police 

requirements, and that this could account for differences in compensation. 

We agree that differences exist among the 13 agencies, and we captured 

many of these differences in the report. However, we did not attempt to 

determine the extent to which these differences accounted for differences 

in police officer compensation. 

We also requested and received comments from OPM. OPM was 

concerned that the data provided in our report will lead to unintended 

conclusions, citing what it considered to be a lack of substantive analysis 

and comparisons of the pay systems involved. OPM further commented 

that the data and information we report must not serve as a basis for 

modifying the pay structure, salaries, or retirement system of any of the 

police forces. 

Our report provides information on 13 federal uniformed police forces that 

had not been previously compiled, which is useful in comparing entry-level 

pay, retirement benefits, types of duties, turnover rates, and the use of 

human capital flexibilities. In preparing this report, we worked closely 

with these police forces to obtain reliable information on these items, as 

well as the conditions and challenges confronting their operations. 

Nevertheless, we agree that more comprehensive information would be 

useful in deciding how best to deal with pay, benefit, and retention issues. 

As the executive branch agency responsible for establishing human capital 

policies and monitoring their implementation, OPM is in a good position to 

perform the additional analysis it believes would be useful to draw 

conclusions on such issues. 

Most of the police forces and OPM provided technical comments, which 

were incorporated in the report, where appropriate. The Department of 

the Interior (U.S. Park Police), NIH, OPM, and the U.S. Supreme Court 

provided formal letters, and the U.S. Secret Service provided an internal 

memorandum, which are included in appendixes V through IX. 

We are sending copies of this report to the Attorney General, Secretary of 

the Treasury, the Secretary of Defense, the Secretary of the Department of 

Homeland Security, Secretary of the Interior, Chair of the Capitol Police 

Board, the Librarian of Congress, the Public Printer, the Marshal of the 

Supreme Court, the Postmaster General, the Under Secretary of 

Transportation for Security, and the Directors of NIH, OPM, and the 

Pentagon Force Protection Agency. We will also provide copies of this 

report to the directors of each of the 13 police forces, relevant 

congressional committees, and Members of Congress. We will make 
Page 26 GAO-03-658 Federal Uniformed Police 

copies of this report available to other interested parties upon request. In 

addition, the report will be available at no charge on GAO’s Web site at 

http://www.gao.gov. If you have any questions, please contact me at 

(202) 512-8777 or at stanar@gao.gov or Weldon McPhail, Assistant 

Director, at (202) 512-8644 or at mcphailw@gao.gov. See appendix X for 

additional GAO contacts and staff acknowledgments. 

Richard M. Stana 

Director, Homeland Security and Justice Issues 
Appendix I: Counties and Cities Included in 

the Washington Metropolitan Statistical Area 

Page 27 GAO-03-658 Federal Uniformed Police 

Washington, D.C. 

Maryland counties 

Calvert County 

Charles County 

Frederick County 

Montgomery County 

Prince George’s County 

Virginia counties and cities 

Counties 

Arlington County 

Clarke County 

Culpeper County 

Fairfax County 

Fauquier County 

King George County 

Loudoun County 

Prince William County 

Spotsylvania County 

Stafford County 

Warren County 

Cities 

Alexandria city 

Fairfax city 

Falls Church city 

Fredericksburg city 

Manassas city 

Manassas Park city 

West Virginia counties 

Berkeley County 

Jefferson County 

Appendix I: Counties and Cities Included in 

the Washington Metropolitan Statistical Area 
Appendix II: Selected Turnover Data for the 

13 Police Forces 

Page 28 GAO-03-658 Federal Uniformed Police 

Table 7 shows, among other things, that during fiscal year 2002, 12 of the 

13 police forces experienced increased turnover from the prior fiscal year, 

while 8 of the 13 police forces experienced their highest turnover rates 

over the 6-year period, from fiscal years 1997 through 2002. 

Table 7: Number of Separations and Turnover Rates of Uniformed Police Officers in the Washington MSA for Fiscal Years 

1997 through 2002 

a

U.S. Mint Police reported that it used mainly contract police officers during fiscal years 1997 through 

1999. 

b

Turnover rate cannot be calculated due to incomplete data. 

Table 8 shows that officers with fewer than 5 years of experience on their 

forces accounted for about 65 percent of the voluntary separations in 

fiscal year 2002. 

Appendix II: Selected Turnover Data for the 

13 Police Forces 

7

Separations

FY 1997

Source: GAO analysis of separations data provided by the 13 forces. 

Library of Congress

Separations

Separations

Separations

Separations

Separations

FY 1998 FY 1999 FY 2000 FY 2001 FY 2002

Turnover rate

(in percent)

Turnover rate

(in percent)

Turnover rate

(in percent)

Turnover rate

(in percent)

Turnover rate

(in percent)

Turnover rate

(in percent)

Supreme Court

U.S. Capitol

Pentagon Force Protection Agency

Secret Service

Park Police

Government Printing Office

U.S. Mint

Bureau of Engraving and Printing

Federal Bureau of Investigation

National Institutes of Health

Percentage change from prior year

Total

13

4

84

23

73

31

11

a

5

1

U.S. Postal Service 4

Federal Protective Service 23

19

291

12

5

16

11

7

6

9

a

10

1

45

b

b

4

4

76

29

122

30

18

a

7

10

11

14

5

330

13%

4

5

7

12

11

6

14

a

13

6

9

b

12

3

5

73

52

108

44

10

5

14

13

19

a

10

356

8%

3

6

7

21

11

9

8

a

18

3

11

6

45

22

6

110

42

150

33

15

24

4

6

11

38

9

470

32%

18

7

9

16

15

7

11

7

7

3

8

20

19

26

10

88

31

12

5

7

9

12

21

13

31

110

19

10

7

12

10

7

8

9

13

5

10

12

25

375

-20%

14

17

160

33

277

55

36

22

8

32

16

29

30

729

94%

11

16

13

13

25

13

27

41

16

17

14

19

58
Appendix II: Selected Turnover Data for the 

13 Police Forces 

Page 29 GAO-03-658 Federal Uniformed Police 

Table 8: Fiscal Year 2002 Voluntary Separations by Years of Experience on a Police Force for 13 Police Forces in the 

Washington MSA 

Less than 

2 yrs. 

2 yrs. to 

less than 5 

yrs. 

5 yrs. to 

less than 

10 yrs. 

10 yrs. to 

less than 

15 yrs.

15 yrs. to 

less than 

20 yrs. 

20 yrs. to 

less than 

25 yrs.

25 yrs. or 

greater 

Total 

separations 

Library of 

Congress 4 4 1 0 0 0 0 9 

Supreme Court 2 8 1 0 3 0 0 14 

U.S. Capitol 59 50 23 8 2 1 0 143 

Pentagon Force 

Protection Agency 12 10 1 2 0 0 0 25 

Secret Service 88 42 34 67 3 0 0 234 

Park Police 3 11 9 12 1 0 0 36 

Bureau of 

Engraving and 

Printing 14 12 5 0 1 0 0 32 

U.S. Mint 6 12 1 2 0 0 0 21 

Government 

Printing Office 1 0 0 0 1 0 0 2 

Federal Bureau of 

Investigation 9 9 8 4 0 0 0 30 

U.S. Postal 

Service 0 5 1 1 0 0 0 7 

Federal Protective 

Service 2 10 9 0 0 0 0 21 

National Institutes 

of Health 10 8 4 0 2 1 0 25 

Total 210 181 97 96 13 2 0 599 

Source: GAO analysis of separations data provided by the 13 police forces. 

Figure 5 shows that officers with fewer than 2 years of service on their 

forces accounted for about 35 percent of the voluntary separations in 

fiscal year 2002, and officers with 2 to 5 years of service comprised an 

additional 30 percent. 
Appendix II: Selected Turnover Data for the 

13 Police Forces 

Page 30 GAO-03-658 Federal Uniformed Police 

Figure 5: Voluntary Separations, Excluding Retirements and Disability, by Years of 

Service on a Force in Fiscal Year 2002 

Table 9 shows that approximately half (316) of the 599 police officers who 

voluntarily separated from their forces in fiscal year 2002 went to TSA. Of 

the 316 officers who went to TSA, about 53 percent (166) had fewer than 

5 years of experience on their forces. An additional 19 percent (59) had 

5 years to less than 10 years of experience on their forces. 

15 - 15 years or greater

96 - 10 to less than15 years

97 - 5 to less than10 years

181 - 2 to less than 5 years

210 - Less that 2 years

35%

16%

16%

3%

30%

Source: GAO analysis of separations data provided by the 13 police forces.
Appendix II: Selected Turnover Data for the 

13 Police Forces 

Page 31 GAO-03-658 Federal Uniformed Police 

Table 9: Separations to TSA in Fiscal Year 2002 by Police Force and Years of Service on a Force for 13 Police Forces in the 

Washington MSA 

Less than 

2 yrs. 

2 yrs. to 

less than 5 

yrs. 

5 yrs. to 

less than 

10 yrs.

10 yrs. to 

less than 

15 yrs. 

15 yrs. to 

less than 

20 yrs. 

20 yrs. to 

less than 

25 yrs.

25 yrs. 

or 

greater 

Total 

separations 

Library of Congress 2 1 0 0 0 0 0 3 

Supreme Court 1 1 1 0 2 0 0 5 

U.S. Capitol 13 27 17 6 2 1 0 66 

Pentagon Force 

Protection Agency 3 6 0 1 0 0 0 10 

Secret Service 39 21 22 63 3 0 0 148 

Park Police 0 8 5 8 1 0 0 22 

Bureau of Engraving 

and Printing 2 5 4 0 1 0 0 12 

U.S. Mint 4 11 1 2 0 0 0 18 

Government Printing 

Office 0 0 0 0 0 0 0 0 

Federal Bureau of 

Investigation 5 6 4 1 0 0 0 16 

U.S. Postal Service 0 0 0 0 0 0 0 0 

Federal Protective 

Service 2 3 2 0 0 0 0 7 

National Institutes of 

Health 4 2 3 0 0 0 0 9 

Total 75 91 59 81 9 1 0 316 

Source: GAO analysis of separations data provided by the 13 police forces. 

Table 10 shows that about 25 percent (148) of the 599 police officers who 

voluntarily separated from their forces in fiscal year 2002 took other 

federal law enforcement positions. Officers with fewer than 5 years of 

experience on their forces accounted for about 79 percent (117) of the 

separations to other federal law enforcement positions, and officers with 

5 years to less than 10 years of experience accounted for an additional 

16 percent (23). 
Appendix II: Selected Turnover Data for the 

13 Police Forces 

Page 32 GAO-03-658 Federal Uniformed Police 

Table 10: Separations to Other Federal Law Enforcement Positions, Excluding TSA, in Fiscal Year 2002 by Years of Service 

on a Force for 13 Police Forces in the Washington MSA 

Less than 

2 yrs. 

2 yrs. to 

less than 5 

yrs. 

5 yrs. to 

less than 

10 yrs.

10 yrs. to 

less than 

15 yrs. 

15 yrs. to 

less than 

20 yrs. 

20 yrs. to 

less than 

25 yrs.

25 yrs. 

or 

greater 

Total 

separations 

Library of Congress 1 2 1 0 0 0 0 4 

Supreme Court 0 5 0 0 0 0 0 5 

U.S. Capitol 18 13 4 1 0 0 0 36 

Pentagon Force 

Protection Agency 5 4 1 0 0 0 0 10 

Secret Service 16 17 9 3 0 0 0 45 

Park Police 0 2 2 2 0 0 0 6 

Bureau of Engraving 

and Printing 7 5 0 0 0 0 0 12 

U.S. Mint 2 1 0 0 0 0 0 3 

Government Printing 

Office 0 0 0 0 1 0 0 1 

Federal Bureau of 

Investigation 1 0 0 0 0 0 0 1 

U.S. Postal Service 0 5 1 1 0 0 0 7 

Federal Protective 

Service 0 5 5 0 0 0 0 10 

National Institutes of 

Health 3 5 0 0 0 0 0 8 

Total 53 64 23 7 1 0 0 148 

Source: GAO analysis of separations data provided by the 13 police forces. 

Table 11 shows that of the 13 police forces surveyed, 11 reported problems 

ranging in severity from a little or some extent, to a very great extent, with 

retaining officers in the Washington MSA. Of these 11 police forces, 

4 characterized their agencies retention difficulties as a very great extent. 

Two police forces, the Government Printing Office Police and the Library 

of Congress Police, reported no difficulty with retention. 
Appendix II: Selected Turnover Data for the 

13 Police Forces 

Page 33 GAO-03-658 Federal Uniformed Police 

Table 11: Extent to Which Police Forces Reported Experiencing Retention Difficulties in the Washington MSA 

Uniformed police force Very great extent Great extent Moderate extent Little or some extent No extent 

Library of Congress • 

Supreme Court • 

U.S. Capitol • 

Pentagon Force Protection Agency • 

Secret Service • 

Park Police • 

Bureau of Engraving and Printing • 

U.S. Mint • 

Government Printing Office • 

Federal Bureau of Investigation • 

U.S. Postal Service • 

Federal Protective Service • 

National Institutes of Health • 

Total 4 4 2 1 2 

Source: GAO analysis of data provided by the 13 police forces. 

Police forces reporting difficulties indicated a number of commonalities in 

terms of why officers had left the forces. Among the reasons given were1

• better pay at other agencies; 

• better benefits, including law enforcement retirement, at other agencies; 

• better morale at other agencies; 

• more challenging work at other agencies; 

• promotional opportunities at other agencies; 

• too much overtime at their police forces; and 

• retirements from their police forces. 

Library of Congress Police officials attributed their low turnover rate to 

pay, working conditions, and the fact that the force does not have any age 

restrictions, which allows the force to hire older, more experienced 

officers. Each of the forces with retention difficulties reported steps taken 

to address the problem, including providing retention allowances, 

improving training, and improving working conditions. Additionally, 

officials from several police forces reported that they were considering 

providing increases in retention allowances and student loan repayments 

to address their retention difficulties. 

 1

The forces determined why officers were leaving primarily through exit interviews and 

other paperwork associated with resignations, as well as through anecdotal information. 
Appendix II: Selected Turnover Data for the 

13 Police Forces 

Page 34 GAO-03-658 Federal Uniformed Police 

Only two police forces, the Pentagon Force Protection Agency and the 

Supreme Court Police, reported that the measures they had taken had 

solved the retention problem to a great extent; the remaining police forces 

indicated either that the measures taken had had a little or no effect or 

that it was too early to determine whether the measures taken would solve 

the retention problem. 
Appendix III: Use of Human Capital 

Flexibilities 

Page 35 GAO-03-658 Federal Uniformed Police 

Table 12 illustrates the use of human capital flexibilities by the 13 police 

forces included in our review. While agency officials reported that a 

variety of human capital flexibilities were available across the agencies, 

there was variation among agencies both in terms of the specific 

flexibilities available and in the frequency of use. For instance, only 3 of 

the 13 agencies reported the availability of recruitment bonuses, and none 

were given in fiscal year 2002. Ten of the 13 reported the availability of 

performance-based cash awards, and 9 of these agencies made these 

awards in amounts averaging $109-$2,500. 

Appendix III: Use of Human Capital 

Flexibilities 
Appendix III: Use of Human Capital 

Flexibilities 

Page 36 GAO-03-658 Federal Uniformed Police 

Table 12: Reported Availability and Use of Human Capital Flexibilities at 13 Police Forces in the Washington MSA 

Bureau of 

Engraving 

and Printing 

Federal 

Bureau of 

Investigation 

Federal 

Protective 

Service 

Government 

Printing 

Office 

Library of 

Congress 

Monetary incentives 

Relocation bonuses N Y Y N N 

Number used in fiscal year 2002 N/A 0 0 N/A N/A 

Recruitment bonuses N Y Y N N 

Number used in fiscal year 2002 N/A 0 0 N/A N/A 

Retention allowances N Y Y N N 

Number used in fiscal year 2002 N/A 0 120 N/A N/A 

Average amount in fiscal year 2002 N/A N/A $3,496 N/A N/A 

Increase in pay upon completion of basic training N N N Y Y 

Average amount in fiscal year 2002 N/A N/A N/A $1,702 $1,381 

Student loan repayment N Y Y N N 

Number of officers that received repayments N/A 0 0 N/A N/A 

Incentive awards and recognition 

Performance-based cash awards N Y Y N Y 

Number of awards in fiscal year 2002 N/A 100 12 N/A 8 

Average amount in fiscal year 2002 N/A $2,500 $388 N/A $656 

Quality step increases Y Y Y N N 

Number of increases in fiscal year 2002 1 9 1 N/A N/A 

Average amount in fiscal year 2002 $1,087 $1,000 $1,148 N/A N/A 

Honorary and informal recognition awards Y N Y Y N 

Number of awards in fiscal year 2002 11 N/A a 0 N/A 

Time-off awards Y Y N N N 

Number of awards in fiscal year 2002 1 3 N/A N/A N/A 

Average amount, in hours, in fiscal year 2002 8 8 N/A N/A N/A 

Performance development and training 

Tuition assistance N Y Y N N 

Are all officers eligible? N/A Y Y N/A N/A 

Number of officers who received this assistance in fiscal 

year 2002 

N/A 0 8 N/A N/A 

Average amount in fiscal year 2002 N/A 0 a N/A N/A 

External training reimbursement N Y Y Y N 

Are all officers eligible? N/A Y Y N N/A 

Number of officers who received reimbursement in fiscal 

year 2002 

N/A 10 28 0 N/A 

Average amount in fiscal year 2002 N/A $750 a 0 N/A 
Appendix III: Use of Human Capital 

Flexibilities 

Page 37 GAO-03-658 Federal Uniformed Police 

National 

Institutes of 

Health 

Pentagon Force 

Protection 

Agency Secret Service Supreme Court U.S. Capitol U.S. Mint 

U.S. Park 

Police 

U.S. Postal 

Service 

 

N Y N N N Y N N 

N/A 0 N/A N/A N/A 0 N/A N/A 

N Y N N N N N N 

N/A 0 N/A N/A N/A N/A N/A N/A 

Y Y N N N N N N 

51 253 N/A N/A N/A N/A N/A N/A 

$4,225 $1,013 N/A N/A N/A N/A N/A N/A 

N N N Y Y N Y N 

N/A N/A N/A $1,381 $1,381 N/A $788 N/A 

N N N N N N N N 

N/A N/A N/A N/A N/A N/A N/A N/A 

 

Y Y Y Y N Y Y Y 

48 196 1,161 20 N/A 0 392 100 

$2,000 $1,364 $438 $555 N/A 0 $827 $109 

Y Y Y Y N Y N Y 

1 44 0 1 N/A 2 N/A 0 

$3,000 $2,406 0 $2,152 N/A $4,445 N/A 0 

Y Y Y Y Y Y Y Y 

38 3 5 20 0 1 70 54 

Y Y Y N N Y Y N 

10 0 0 N/A N/A 4 717 N/A 

8 0 0 N/A N/A 40 10 N/A 

 

Y Y Y Y N Y N Y 

Y Y Y Y N/A N N/A Y 

0 10 11 3 N/A 20 N/A 0 

0 $302 $1,536 $2,304 N/A $1,508 N/A 0 

N Y Y Y N N N Y 

N/A Y Y Y N/A N/A N/A Y 

N/A 185 0 21 N/A N/A N/A 0 

N/A $1,155 N/A $1,226 N/A N/A N/A 0 
Appendix III: Use of Human Capital 

Flexibilities 

Page 38 GAO-03-658 Federal Uniformed Police 

Bureau of 

Engraving 

and Printing 

Federal 

Bureau of 

Investigation 

Federal 

Protective 

Service 

Government 

Printing 

Office 

Library of 

Congress 

Work-life policies and programs 

Gym/health program Y Y Y N N 

Are all officers eligible? Y Y Y N/A N/A 

Child care program N Y Y N Y 

Are all officers eligible? N/A Y Y N/A Y 

Alternative work schedule N N N N N 

Are all officers eligible? N/A N/A N/A N/A N/A 

Transportation subsidies Y Y Y Y Y 

Are all offices eligible? Y Y Y Y Y 

Take home vehicle N N Y N N 

Number of officers with take home vehicles in fiscal year 

2002 

N/A N/A 122 N/A N/A 

Other human capital flexibilities 

Waiver of qualification requirements N Y Y N N 

Number of waivers in fiscal year 2002 N/A 11 0 N/A N/A 

Specialized unit opportunities Y Y Y N N 

Are all officers eligible? Y Y Y N/A N/A 

Referral bonuses N Y N N N 

Number used in fiscal year 2002 N/A 0 N/A N/A N/A 

Source: GAO analysis of data provided by the 13 police forces. 

a

The Federal Protective Service reported that it was unable to produce reliable data for this item. 
Appendix III: Use of Human Capital 

Flexibilities 

Page 39 GAO-03-658 Federal Uniformed Police 

National 

Institutes of 

Health 

Pentagon Force 

Protection 

Agency Secret Service Supreme Court U.S. Capitol U.S. Mint 

U.S. Park 

Police 

U.S. Postal 

Service 

 

N Y Y Y Y Y N Y 

N/A Y Y Y Y Y N/A Y 

N N N Y N Y N N 

N/A N/A N/A Y N/A Y N/A N/A 

Y N Y N N Y Y N 

N N/A Y N/A N/A Y Y N/A 

Y Y Y Y Y Y N N 

N Y Y Y Y Y N/A N/A 

N N Y Y Y N Y N 

N/A N/A 84 2 34 N/A 133 N/A 

 

N N N N N N Y Y 

N/A N/A N/A N/A N/A N/A 3 0 

Y Y Y Y Y Y Y Y 

Y Y Y Y Y Y Y Y 

N N N N N N N N 

N/A N/A N/A N/A N/A N/A N/A N/A 
Appendix IV: Recruiting Strategies and New 

Hire Selection Process 

Page 40 GAO-03-658 Federal Uniformed Police 

Table 13 provides information on the recruiting strategies used as reported 

by the 13 police forces during fiscal year 2002. A number of strategies were 

employed, including placement of announcements in various media 

sources. Also, in addition to agency and OPM Web sites, a number of 

agencies reported using various independent Web sites related to 

employment searches. 

Appendix IV: Recruiting Strategies and New 

Hire Selection Process 
Appendix IV: Recruiting Strategies and New 

Hire Selection Process 

Page 41 GAO-03-658 Federal Uniformed Police 
Appendix IV: Recruiting Strategies and New 

Hire Selection Process 

Page 42 GAO-03-658 Federal Uniformed Police 

Table 13: Use of Recruiting Strategies as Reported by the 13 Police Forces in the Washington MSA 

Bureau of 

Engraving and 

Printing 

Federal Bureau 

of Investigation 

Federal 

Protective 

Service 

Government 

Printing Office 

Library of 

Congress 

National 

Institutes of 

Health 

Colleges/universities 

Local • • • • 

Nationwide • 

Job Fairs 

Local • • • • • 

Nationwide • 

Internet 

Agency Web site • • • • • • 

OPM Web site • • • • • • 

Other Web site(s) • • 

Newspaper • • • • 

Radio • • • 

Television 

Military • • • • • 

Unemployment offices • • • 

Libraries • • 

Mailings • • • 

Other • 

Source: GAO analysis of data provided by the 13 police forces. 
Appendix IV: Recruiting Strategies and New 

Hire Selection Process 

Page 43 GAO-03-658 Federal Uniformed Police 

Pentagon Force 

Protection 

Agency Secret Service Supreme Court U.S. Capitol U.S. Mint U.S. Park Police 

U.S. Postal 

Service 

 

• • • • • • 

• • • • • • 

 

• • • • • • 

• • • • • 

 

• • • • • • 

• • • • • • 

• • • • • • 

• • • • • • • 

• • • • 

• • 

• • • • • • 

• • • • 

• • • 

• • • 

 • 

Table 14 shows that qualification requirements and the selection process 

used were similar across the agencies. The U.S. Postal Service Police was 

the only force that did not require a high school diploma or prior law 

enforcement experience. Additionally, as part of the selection process, all 

13 police forces required new hires to have successfully completed an 

application, an interview(s), a medical examination, a background 

investigation, and a drug test. Each force also had at least one additional 

requirement, such as a secret clearance or physical fitness evaluation. 
Appendix IV: Recruiting Strategies and New 

Hire Selection Process 

Page 44 GAO-03-658 Federal Uniformed Police 

Table 14: Minimum Qualification Requirements and Selection Process Reported by 13 Police Forces in the Washington MSA 

Bureau of 

Engraving 

and Printing 

Federal 

Bureau of 

Investigation 

Federal 

Protective 

Service 

Government 

Printing 

Office 

Library of 

Congress 

National 

Institutes 

of Health 

Minimum qualification requirements 

High school diploma/equivalent • • • 

2-year college degree in any major 

4-year college degree in criminal justice 

related major 

 

1-year law enforcement experience • 

2-year college degree in any major OR 1-

year of law enforcement experience 

 

4-year college degree in any major OR 1 

year of law enforcement experience 

4-year college degree in a criminal justice 

related major OR 1 year of law enforcement 

experience 

• • 

Selection process 

Application • • • • • • 

Written examinations(s) • • 

Interview • • • • • • 

Medical examination • • • • • • 

Physical fitness evaluation • • • • 

Psychological evaluation • 

Background investigation • • • • • • 

Polygraph test • 

Secret clearance • • • • 

Top secret clearance • 

Drug test • • • • • • 

Source: GAO analysis of data provided by the 13 police forces. 
Appendix IV: Recruiting Strategies and New 

Hire Selection Process 

Page 45 GAO-03-658 Federal Uniformed Police 

Pentagon Force 

Protection 

Agency 

Secret 

Service 

 Supreme 

Court 

U.S. 

Capitol 

U.S. 

Mint 

U.S. 

Park Police 

U.S. Postal 

Service 

 

• • 

 

 

 

 • 

• 

• • 

 

• • • • • • • 

• • • • • • 

• • • • • • • 

• • • • • • • 

• • • 

 • • • 

• • • • • • • 

• • 

• • 

• 

• • • • • • • 
Appendix V: Comments from the Department 

of the Interior 

Page 46 GAO-03-658 Federal Uniformed Police 

Appendix V: Comments from the Department 

of the Interior 
Appendix VI: Comments from the National 

Institutes of Health 

Page 47 GAO-03-658 Federal Uniformed Police 

Appendix VI: Comments from the National 

Institutes of Health 
Appendix VI: Comments from the National 

Institutes of Health 

Page 48 GAO-03-658 Federal Uniformed Police 
Appendix VI: Comments from the National 

Institutes of Health 

Page 49 GAO-03-658 Federal Uniformed Police 
Appendix VI: Comments from the National 

Institutes of Health 

Page 50 GAO-03-658 Federal Uniformed Police 
Appendix VII: Comments from the Office of Personnel Management 

Page 51 GAO-03-658 Federal Uniformed Police 

Appendix VII: Comments from the Office of 

Personnel Management 
Appendix VII: Comments from the Office of Personnel Management 

Page 52 GAO-03-658 Federal Uniformed Police 
Appendix VIII: Comments from the United States Secret Service 

Page 53 GAO-03-658 Federal Uniformed Police 

Appendix VIII: Comments from the United 

States Secret Service 
Appendix VIII: Comments from the United States Secret Service 

Page 54 GAO-03-658 Federal Uniformed Police 
Appendix VIII: Comments from the United States Secret Service 

Page 55 GAO-03-658 Federal Uniformed Police 
Appendix VIII: Comments from the United States Secret Service 

Page 56 GAO-03-658 Federal Uniformed Police 
Appendix VIII: Comments from the United States Secret Service 

Page 57 GAO-03-658 Federal Uniformed Police 
Appendix IX: Comments from the Supreme 

Court of the United States 

Page 58 GAO-03-658 Federal Uniformed Police 

Appendix IX: Comments from the Supreme 

Court of the United States 
Appendix X: GAO Contacts and 

Acknowledgments 

Page 59 GAO-03-658 Federal Uniformed Police 

Richard M. Stana (202) 512-8777 

Weldon McPhail (202) 512-8644 

In addition to the persons named above, Leo M. Barbour, 

Susan L. Conlon, Evan Gilman, Kimberley Granger, Geoffrey Hamilton, 

Laura Luo, Michael O’ Donnell, Doris Page, George Scott, Lou V.B. Smith, 

Edward H. Stephenson, Jr., Maria D. Strudwick, Mark Tremba, and 

Gregory H. Wilmoth made key contributions to this report. 

Appendix X: GAO Contacts and 

Acknowledgments 

GAO Contacts 

Staff 

Acknowledgments 

(440126) 

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