However, there are also steps a department can take to cultivate a positive department-wide attitude towards fitness that are more immediately actionable. These monetary bonuses are ideal, but they will take time to implement through contract negotiations and need the support of your city council and/or mayor’s office.
This option would level the playing field.
Officers often envy firefighters’ ability to work out on-the-clock. This could be implemented by allowing officers to clock in one hour early to train before their shift or by paying officers bonus hours each pay period once they have passed the physical test to compensate for off duty training. On-duty fitness time: Giving officers three hours of on-the-clock fitness time per week would remove any excuses for not finding time for exercise. This would incentivize officers to improve their fitness scores each year instead of just meeting the minimum required standard.ģ. The test scores show which percentile an officer falls in and those percentiles could be used to stagger multiple tiers of bonuses. The Cooper fitness test is used by many police academies nationwide. A monetary fitness bonus: Officers who pass a physical fitness test could be given a monthly or yearly fitness bonus to use towards a gym membership or at-home fitness equipment. Health insurance discounts: Fit officers are less likely to use health care benefits and could be incentivized with lower premiums or rates.Ģ. Possible fitness program incentives include:ġ. The carrot is a voluntary fitness program with incentives - financial and non-financial - for participating officers. The carrot approach to a department-wide fitness program will help cultivate positive attitudes about the program, officer buy-in, and long-term health and wellness benefits for officers. We at PoliceOne have gathered our resources and set about a comprehensive examination of the health of our industry, focusing on agencies, individuals, and private sector police enterprises.
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