Annual turnover and retention measures of police investigation officers

Question:

Ms Diana Pang Li Yen: To ask the Senior Minister, Coordinating Minister for National Security and Minister for Home Affairs (a) in the past five years, what has been the annual turnover rate among Police investigation officers; (b) among departing officers interviewed, how many have cited long working hours or excessive workload as their primary reason for leaving; and (c) what measures are being taken to address workload and retention.

Answer:

Mr K Shanmugam, Senior Minister, Coordinating Minister for National Security and Minister for Home Affairs:

1. Policing is demanding work and the Singapore Police Force is a lean force. Police investigation officers face heavy workload and increasing public demands. The Police recognise these challenges and have put in place various measures to better support police officers including investigation officers.

2. Over the past five years, the turnover rate of investigation officers averaged about 6%, while the annual turnover rate in 2025 was 3.8%, the lowest over the period.

3. Departing officers generally cite a range of personal and professional considerations during exit interviews, and these factors may overlap.

4. The Police leverage technology widely to automate and streamline investigation work processes. For example, the Police have launched a next-generation investigation case management system that automates manual tasks and enhances sense-making capabilities. The Police have also developed the Investigator Co-Pilot, a suite of AI tools to assist investigation officers in managing cases more effectively.

5. Beyond technological initiatives, the Police have been reviewing the structure, systems and processes in the investigation fraternity.

6. The career development pathways of investigation officers have also been strengthened through the development of expert career tracks that allow them to deepen their technical competencies as they move up the ranks. This builds a broader pool of experienced officers who can take on complex cases and mentor less experienced officers. By providing a structured career pathway for officers who wish to remain in specialist investigation roles, the expert tracks also help retain critical expertise within the investigation function.

7. Nevertheless, as has been stated previously in this House, the role of an investigation officer is demanding. They work under pressure. The manpower crunch means that the load on the investigation officers is significant and unless these conditions change, we must expect attrition.