New York Police Department
3.6 of 5 59 reviews New York, NY

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3.6 59 reviews


62% Approve of the CEO

New York Police Department Commissioner Raymond W. Kelly

Raymond W. Kelly

(37 ratings)

63% of employees recommend this company to a friend
1 Employee Review Back to all reviews
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  • Work/Life Balance
  • Senior Management
  • Comp & Benefits
  • Career Opportunities


NYPD, every steroetype is true.

Sergeant (Current Employee)
New York, NY

I have been working at New York Police Department

ProsThe NYPD retirement package is hard to beat. Employees are given a defined benefit of 50% of their final salary or the best average of three consecutive years, all of which is payable if an employee retires on their 20 year anniversary.. Additionally, each year retirees are given a $12000 holiday check. Complimenting this is a well run defined contribution program consisting of 457h, 401k, and the ability to invest into the pension program which provides a guaranteed 8.25% return. Additionally, the NYPD allows for purchases of goverment EE and I bonds, directly withdrawn from bi-weekly pay. Medical and other health coverage is offered free to employees using GHI or HIP of NY health coverage. Employees are also granted a very nice vacation package consisting of 27 vacation days which is often, depending upon assignment, accompanied by up to 25 additional days, termed "chart" days. Although most police personnel work each holiday, they receive compensation annually whether you work these holidays or not. The NYPD provides its employee with free and unlimited access to mass transit (MTA, LIRR, MetroNorth).

ConsMost employees work each holiday and often work overnight or part of their days off. Often, the needs of the Department come before an employees choice of work location which could mean assignment or unanticipated transfers to Precincts far from home, extending the daily commute. Department training is less than ideal and primarily consist of watching videos to familiarize officers with crime trends. There are few options to have hands-on training or work alongside an expert to gain valuable experience. There is no financial incentive to pursue education and the NYPD does not provide any compensation or choice assignment for individuals with advanced degrees. Moreover, senior management is primarily chosen from individuals with longevity or are part of the "good-ol' boys" club rather than technical or tactical competence. Do not expect the NYPD to resemble a meritocracy. Promotions are limited to the timing of the civil service exams. Lateral movement is quite limited and transfers between Bureaus (Transit, Housing, Patrol, Detective) is fairly difficult. Civil service law makes firing unproductive employees difficult and so many Officers are minimum-output employees. Most Officers are assigned to perform relatively easy tasks which do not challenge the employee or entail technical skills; something which can lead to boredom.

Advice to Senior ManagementDecentralize the personnel transfer system to allow employees to seek employment in locations where they can provide the maximum benefit to the public. Provide incentives for higher education and reward such achievements. Mandate advanced degrees in order for promtion to senior management positions. Redesign training programs to include testing of the newly acquired skills and enforce the pass/fail standard. Currently, Officers rarely fail and their skills arent tested. Retraining individuals who fail, something which currently never happens, would be a good first step toward increasing the level of competence Department-wide.

No, I would not recommend this company to a friend

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