By Kerry Lamson, Candidate for Town of Matthews Board of Commissioners
Here is the second in the series of blogs in response to a recent candidate background request I received with a few provocative questions we were asked to answer.
This questions was: How Can Matthews Attract and Retain More Police Officers?
Across the country, towns like ours are facing a growing challenge: recruiting and retaining qualified law enforcement professionals. The Town of Matthews has made real strides—offering competitive pay, solid benefits, and thoughtful training programs—but if we want to stay ahead, we need to do more.
As our population grows and community expectations evolve, public safety must remain a core priority. Here’s how Matthews can build on its strengths to ensure a fully staffed, well-supported, and community-connected police department.
Where We Stand Today
Matthews is doing many things right. In 2025, the Town achieved 77% of its target staffing for telecommunicators and implemented a new supervisor training program to support professional growth. With a compensation package that includes annual benchmarking, cost-of-living adjustments, merit increases, and incentives like certification bonuses, bilingual pay, hiring bonuses, and take-home vehicles, the foundation is solid.
Currently, there are 87 full and part-time police department employees, supported by 15 dedicated citizen volunteers. For 2026, the Town has set bold goals—85% staffing for officers and 90% for telecommunicators.
That said, recruitment and retention remain persistent challenges, and Matthews has the opportunity to lead with bold, practical solutions.
1. Help Officers Live Where They Serve
One of the biggest barriers facing new recruits is the rising cost of housing in Matthews. Entry-level officers and telecommunicators—despite strong pay and bonuses—often struggle to afford to live in the very town they protect.
Let’s change that. A Town-sponsored Essential Worker Homebuyer Assistance Program could be a game-changer. By offering down payment support or favorable loan terms to police officers, firefighters, EMTs, nurses, and teachers, we create a compelling incentive to join—and stay—in our community. This wouldn’t just help recruitment; it would improve morale, foster community roots, and reduce commute-related burnout.
2. Lighten the Load by Rebalancing Work
Workload imbalance is a key driver of burnout in law enforcement. By strategically reallocating tasks and expanding support staff, we can help officers focus on what they’re trained to do—protect and serve.
Some ideas worth pursuing:
- Hire more civilian staff for administrative duties, evidence tech work, and non-emergency report-taking.
- Use community service officers to handle non-criminal or non-urgent calls like minor accidents and noise complaints.
- Offer flexible scheduling such as 4/10s or split shifts to reduce fatigue and improve work-life balance.
These steps free up sworn officers for core duties and make the job more sustainable.
3. Build a Stronger Recruitment Pipeline
Recruitment today means more than job postings—it means creating pathways and partnerships.
Here’s how we can do that:
- Partner with local schools and colleges like CPCC and UNCC to develop cadet programs and continue to sponsor Basic Law Enforcement Training (BLET).
- Recruit from underrepresented communities with messaging that reflects Matthews’ values of inclusion, professionalism, and respect.
- Introduce referral bonuses if not already in place, so current employees are rewarded for helping find the next generation of officers.
4. Prioritize Mental and Physical Wellness
Retention starts with respect for the whole person behind the badge. That means investing in programs that support both mental and physical health.
Ideas include:
- Confidential mental health resources and peer support groups to help manage the unique stresses of law enforcement.
- Subsidized gym memberships or in-house fitness programs, along with injury prevention training.
- Encouraging use of vacation time and offering mental health days to help officers recharge and avoid burnout.
5. Strengthen Community Connection and Recognition
Officers stay longer in places where they feel connected and respected. Matthews should continue and expand its commitment to community policing and officer recognition.
That means:
- Continuing proactive outreach like “Coffee with a Cop,” school visits, and neighborhood walks.
- Celebrating officer achievements publicly—not just at annual ceremonies or Town Hall meetings, but through social media, newsletters, and peer-nominated awards.
- Making community trust a cornerstone of our policing philosophy.
6. Be Resourceful—Look Beyond the Town Budget
Funding these initiatives doesn’t have to fall solely on local taxpayers. Matthews should continue to pursue a budget neutral impact of these types of initiatives through:
- State and federal grants like the DOJ COPS program to fund new hires, equipment, or retention programs.
- Regional partnerships for shared training and mutual aid, easing the load on our local department.
Final Thoughts: A Department Rooted in Purpose
Matthews is a special place—and we deserve a police force that reflects the best of our community. That starts with investing in our people: the officers who keep us safe, the dispatchers who answer our calls, and the support staff who keep things running behind the scenes.
By addressing housing, workload, recruitment, wellness, and community connection, we can ensure that Matthews remains a town where public safety professionals want to serve—and where they’re proud to stay.
Let’s give them every reason to make Matthews home.
Want to see this vision become a reality? Let’s talk about it. Reach out with your ideas, share this blog, or get involved in shaping the future of public safety in Matthews.