A recent audit released by the City of Austin has revealed that the Austin Police Department (APD) still lacks a long-term recruitment and staffing plan, despite a landmark $218 million contract deal signed just six months ago to address the ongoing officer shortage. The findings come amid heightened scrutiny over public safety staffing in the capital city. According to the audit, APD’s vacancy rate has doubled to 18 percent between 2020 and 2024. While department leadership celebrates early signs of stabilization, the report warns that without strategic planning, lasting progress may be elusive. “There should be a plan, right? It’s always good to have long-term plans,” said Michael Bullock, president of the Austin Police Association. Bullock emphasized that while attrition has slowed—APD gained a net of three officers in the past year for the first time in several years—the department is still short by around 700 officers.

Bullock was quick to point out the broader context that the audit allegedly overlooked. “The report doesn’t factor in the political climate, department cuts, and the lack of a working contract prior to six months ago,” he said. “We were already on a downturn, and in 2020 we took a dive.” The 2023 contract deal, finalized after 1.5 years of negotiation, includes a 28% pay increase over five years. However, it doesn’t extend immediate benefits to cadets still going through the academy, which Bullock says continues to hamper recruitment efforts. “You may not even make it through the academy, you’re taking a pay cut to be there, and the cost of living is high,” Bullock said. “That’s a big ask.”

Budget and Recruitment

The city’s general fund forecast for FY 2026 projects a $1.5 billion total budget, with 36.2%—about $540 million—allocated to APD. An additional $2.1 million is designated specifically for costs associated with the police contract. The Open Budget Portal also shows that APD will have $3.7 million allocated to recruitment efforts in 2025, the most in any year over the past five years, excluding incomplete 2021 data. “We are back to being in one of the most competitive positions we can be,” Bullock said, highlighting increasing interest in joining APD, but acknowledging the need for a strong, well-defined recruitment pipeline.

While Chief Robin Henderson Davis was unavailable for comment at the time of the audit’s release, she did share her perspective during a March interview with CBS Austin. “We are up 166% in the number of applicants taking the written and physical test,” she said, projecting that APD could be fully staffed by the end of 2027 if the current momentum continues. Despite the optimistic outlook, the audit recommended a multi-pronged approach that includes developing:

• An action-oriented recruitment plan

• Measurable objectives

• A clear social media strategy

• A structured recruitment pipeline

Bullock agreed that these steps would provide much-needed structure and transparency. “It’s good for officers to see measurable success and know that we’re addressing X number of vacancies with a specific strategy.” He added, “Now that the department has been given tools through the contract, it’s time to get serious about solving this problem.” As staffing challenges continue to weigh on city leaders, the audit serves as a call to action: for all the funding and optimism, long-term success hinges on detailed, measurable planning.