Strengthen Minnesotan Law Enforcement Safety and Recruitment

 

The purpose of this bill is to strengthen public safety in Minnesota by addressing law enforcement staffing shortages

and improving officer morale. It creates a statewide incentive program offering signing bonuses or tuition reimbursement

for recruits who commit to five years of service. The bill also enforces a mandatory minimum two-year sentence for

assaulting an officer, with harsher penalties for serious or repeat offenses.

 

In recent years, Minnesota has faced a serious decline in law enforcement recruitment and retention. According to the

Minnesota Department of Public Safety (DPS), police resignations spiked after May 2020 due to heightened public scrutiny

of officers. The Executive Director of the Minnesota Chiefs of Police Association has described the current situation as

a “workforce crisis.” A 2024 survey conducted by the Minnesota Police and Peace Officers Association (MPPOA) found that

nearly all officers were concerned about retention rates and the future of policing in the state.

At the same time, Minnesota has experienced fluctuating but concerning levels of violent crime. Between 2019 and 2021,

violent crime including homicide, rape, robbery, and aggravated assault rose sharply across the state. The most recent

2024 data shows that violent crime in the seven county Twin Cities metro area increased by 1%, while it decreased by 3%

outside of the metro. Although homicides and aggravated assaults have slightly declined since 2023, certain crimes such

as rape and carjacking have increased by 5.2% and 5.5% respectively. Additionally, bias-related crimes (non-violent)

have risen by 25% compared to 2023. These trends highlight an ongoing need for strong, well-staffed, and supported law

enforcement agencies across Minnesota to ensure public safety.

A major factor contributing to staffing shortages is the financial burden of becoming a police officer. To become

eligible for licensure, a recruit must complete a post-secondary degree and a POST-certified Professional Peace Officer

Education program, pass the Peace Officer Licensing Examination, and meet state selection standards. The cost of this

education is significant, ranging from approximately $10,000–$12,000 for a two year associate degree to as much as

$30,000 per year, for a four year criminal justice degree. These costs are a barrier to potential recruits that deters

individuals from entering the field, worsening the shortage.

Other states have successfully addressed this issue through incentive programs. For example, Florida’s statewide Law

Enforcement Recruitment Bonus Program offers a $5,000 signing bonus and up to $1,000 in expense reimbursements for

certification. This program has drawn over 9,400 new officers, including 1,900 from 49 other states and two territories,

distributing over $63 million to date. Florida’s success shows that a statewide incentive program can both attract new

recruits and restore respect for the profession. By adopting a similar approach, Minnesota can strengthen its workforce,

boost morale, and improve community safety. In addition to recruitment efforts, this bill strengthens Minnesota law by

enhancing penalties for violence against peace officers. Under current Minnesota Statute 609.2231, physically assaulting

a peace officer is classified as a gross misdemeanor, or a felony punishable by up to three years in prison if bodily

harm occurs. This bill adds a mandatory minimum sentence of two years to any conviction of assaulting a peace officer,

ensuring consistent and meaningful consequences. Likewise, under Minnesota Statute 609.221, subdivision 1, individuals

who inflict great bodily harm through assault currently face a sentence of up to twenty years. This bill strengthens

that provision by adding a mandatory minimum of five years, ensuring that assaults causing severe injury are punished

appropriately.

Together, these measures of recruitment incentives and strengthened penalties will improve officer morale, deter

violence against law enforcement, and enhance the safety of communities across Minnesota. By investing in those who

protect the public, the state reinforces its commitment to law and order while addressing a growing workforce crisis.

 

"Peace Officer" has the meaning given in section 626.84, subdivision 1:

“Bias-related crimes” shall be defined as non-violent crimes that are motivated by a person’s race, religion, national

origin, gender, or other protected characteristics.

“Retention” shall be defined as the ability to keep employees in their respected jobs over an extended period of time.

“Aggravetd Assault" shall be defined as a serious form of assault that involves causing great bodily harm or use of a

deadly weapon.

”Violent Crime” shall be defined as where any victim is harmed or placed in immediate danger.

”Incentive Program” shall be defined as a financial support system intended to attract new recruits.

 

$7.5 million per fiscal year is appropriated to the Minnesota Department of Public Safety (DPS) for the Law Enforcement

Recruitment Incentive Program, and this funding shall come from unused federal COVID-19 relief funds rescinded in 2023,

which is about 50 billion. The DPS will distribute a total of $1.5 million in base funding to all eligible law

enforcement agencies and $3.75 million in needs-based funding determined by vacancies, staffing shortages, and

population served, with priority given to agencies with fewer than 25 officers or counties under 50,000 residents. An

additional $750,000 shall be used by DPS for auditing and program administration. Typical funding amounts will range

from $300,000–$500,000 for large agencies such as Minneapolis or St. Paul, $100,000–$200,000 for mid-sized agencies such

as Duluth or Rochester, and $20,000–$50,000 for small town or rural departments. Any unused funds shall return to the

state account for the next annual cycle.

 

Any law enforcement agency that misuses program funds shall repay the full amount of misused money plus a 10% penalty

and will be ineligible for program funding for two years. Deliberate falsification of vacancy data, staffing

information, or financial reports will result in immediate removal from the program, a three-year suspension of

eligibility, and referral to the Minnesota Office of the Legislative Auditor. The Department of Public Safety must

properly administer, audit, and distribute program funds; failure to complete required audits or statewide reports will

result in a temporary suspension of DPS authority to distribute further funds until all requirements are fulfilled, and

intentional misallocation or biased distribution shall be referred to the Legislative Auditor for investigation.

 

This act shall take effect on January 1, 2027, at which time all provisions, including the Law Enforcement Recruitment

Incentive Program and mandatory minimum sentencing requirements, shall become operative.