COLUMBUS, Ohio — In a move aimed at bolstering local law enforcement recruitment and flexibility, Ohio Governor Mike DeWine signed House Bill 44 into law Wednesday, ushering in key reforms to Ohio’s police training and hiring standards. The legislation, passed by the 136th General Assembly, empowers cities to establish their own in-house training academies for aspiring officers, exempts participants in these programs from state classified civil service requirements, and streamlines waiver options for new police chiefs’ mandatory training.
The bill addresses longstanding concerns about officer shortages and bureaucratic hurdles in smaller municipalities, where competitive state exams and centralized training can delay hiring.
Local Academies: A New Path for Officer Training
A cornerstone of the new law is the creation of Section 737.061 of the Ohio Revised Code, which authorizes municipal police chiefs to launch “prospective law enforcement training schools” tailored to their department’s needs. These programs must align with standards set by the Ohio Peace Officer Training Commission (OPTC) and can include paid salaries for trainees, along with department-provided equipment.
Under the old framework, aspiring officers typically relied on state-run academies or limited local options, often requiring full civil service certification before employment. HB 44 changes that.
Proponents, including the Ohio Municipal League, hailed the provision as a game-changer for rural and mid-sized cities struggling with recruitment.
The bill also adds these training participants to the state’s unclassified civil service under Section 124.11(A)(32), exempting them—and by extension, program instructors—from the rigid competitive examination process required for classified roles. This exemption applies specifically to those “appointed to participate” in the schools, shielding academy staff from state-level hiring mandates that could otherwise complicate local operations. Civil service watchdogs expressed mild concerns about potential favoritism but noted the change mirrors existing flexibilities for other public safety roles.
Eased Training Waivers for New Police Chiefs
Another significant update targets the 40-hour chief of police training course mandated by the OPTC since 2018, as outlined in amended Section 109.804. Previously, exemptions were limited and vaguely defined; the new law formalizes “equivalency exemptions” for up to eight hours of the course, covering approved topics like diversity training or community relations.
Newly appointed chiefs can now submit evidence of prior training or qualifications within 10 days of their appointment, with requests due no later than 14 days before the course starts. This builds on existing deferral options for medical or other hardships, aiming to reduce barriers for experienced leaders transitioning into the role.
The course itself—covering topics like historical community-police dynamics—remains semiannual and free for attendees, with costs covered by state funds. Chiefs continue to receive full pay during training, though their departments foot the bill for travel and lodging.
Broader Impacts on Hiring and Advanced Training
HB 44 also tweaks Section 124.30 to let police departments fill vacancies without competitive exams for candidates with “specialized certifications” or those who’ve completed a department’s cadet program—provided it’s not a promotional slot. This non-competitive pathway, limited to exceptional cases, could accelerate hires for roles needing niche skills, like cybercrime investigators. The bill said that the candidate who fills the position must have “peculiar” or “exceptional” skills, yet the bill does not define what peculiar or exceptional means, leaving it up to the discretion of the police chief until the matter is ever litigated in a court, leaving a Judge to define the terms.
Additionally, the law enacts Section 109.791, enabling the OPTC to offer advanced courses for sergeants and higher-ranking officers beyond basic requirements. Details on these programs will be finalized by the commission, but early indications suggest a focus on leadership and tactical updates.
The reforms take effect immediately, though some provisions—like chief training—phase in for appointments after Jan. 1, 2018. Critics, including the Ohio Civil Service Employees Association, worry the unclassified exemptions could erode merit-based hiring, but supporters argue the changes are narrowly tailored to public safety needs.
With Ohio facing a projected shortfall of 1,500 officers by 2030 according to a recent state report, HB 44 hopes to fix that.
The bill repeals prior versions of Sections 109.804, 124.11, and 124.30 to align with these updates.