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What does one resignation cost you?

Most agencies only see turnover as an open slot on the roster. The budget sees it as academy wages, field training, overtime, and hiring costs, paid again every time someone leaves. Enter your own numbers. Every assumption is shown and editable.

Voluntary departures per year

Starting salary ($)

Benefits load (% of salary)

Academy hours

Field training weeks

Months the seat sits empty

Recruiting, testing, background, medical, uniforms & equipment ($)

How this is calculated

Academy: academy hours × hourly wage (salary ÷ 2,080) × (1 + benefits load).
Field training: field-training weeks × 40 hours × hourly wage × (1 + benefits), counted at 50%, since a trainee is partly productive and an FTO is partly pulled off independent work.
Overtime coverage: months empty × 173 hours × hourly wage × 0.5, the time-and-a-half premium paid to cover the shift. The base wage is offset by the vacancy savings.
Hiring: your figure for recruiting, testing, background, medical, psychological screening, uniforms, and equipment.
Not included: lost experience, extra complaints and mistakes from newer officers, the fatigue that drives the next resignation, and supervisors' time. The real number is higher.

Each departure costs about

Academy wages & benefits
Field training
Overtime to cover the seat
Hiring & equipment

Every year

Cut voluntary departures by 25% and you keep about a year, before counting the experience that stays.

See the Retention Audit

Defaults are an illustrative sample: a $55,200 starting salary, a 576-hour basic academy, and common field-training and hiring figures. Replace them with yours. This is an estimate for planning, not an audit.