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CSP has enhanced its recruiting effort

• In 2015, CSP replaced its in-house written examination with a professionally developed aptitude test.
• In 2016, CSP transitioned from paper-based applications to an online system.
• In 2016, CSP added real-time communication opportunities with CSP recruiters through the website's chat function.
• In 2016, CSP designed and implemented the distribution of a standardized email to all individuals who express interest in CSP and provide their email address. This email communication offers a structured and systematic way to engage and communicate with potential applicants by providing an application to ride along with a trooper and preparatory materials for the written exam and physical fitness step.
• In 2017, CSP removed the physical fitness test as a pass-fail outcome.

Diversity has increased, but barriers remain

• Since 2014, there has been an average increase of 10 percentage points in racial/ethnic minority applicants and an increase of 17 percentage points in racial/ethnic minority appointees.
• Since 2014, there has been an average increase of 3 percentage points in female applicants and female appointees.
• Barriers to diversity include the composition of the current workforce, the nature of the job, relocation requirements, and the lengthy hiring process.