By Chief Justin Baum
In July 2022, New York State achieved a historic milestone by establishing its first new police department in nearly five decades. This significant step allowed the Syracuse Regional Airport Authority (SRAA) to create the Syracuse Regional Airport Authority Police Department (SRAAPD), tasked with managing public safety operations at Syracuse Hancock International Airport (SYR). The move underscored the importance of aviation-specific law enforcement services, providing enhanced personnel control, security measures and resource management.
Establishing a new police department in the state is an extraordinary achievement. SRAA leadership braced for challenges, recognizing the scarcity of national data and resources on newly formed police agencies. Experts predicted turnover rates in these departments could soar to as high as 80–90% in the first year. For the SRAAPD, turnover reached 55% within its initial two years. However, by April 2025, the department reached full staffing capacity with 23 sworn officers — proof of its commitment to leadership and enduring commitment to stability.
The department’s success stems from fostering a culture of open communication, valuing individual contributions and adopting transformational and democratic leadership approaches. Studies suggest that nearly half of police officers feel unsupported by their leaders, a sentiment that can hinder recruitment and retention in law enforcement. The SRAAPD set out to change this narrative, creating an environment where team members feel empowered to share their perspectives and ideas.
Driving change through climate surveys
In addition to maintaining an open-door command policy, the SRAAPD conducts semiannual climate surveys to assess staff sentiment, identifying what is going well as well as areas for improvement. While the surveys are anonymous, many members choose to disclose their identities to facilitate deeper discussions. Open-ended, narrative-based questions frequently asked on the survey include:
- What do you look forward to each day on the way to work?
- What makes you stay here?
- What are you learning here and what do you want to learn?
- When was the last time you considered resigning, and what prompted that thought?
- What can the leadership team do to improve your work experience?
- What do you feel is not going well?
- What ideas do you have to sustain or enhance the department?
The responses can be surprising, often revealing small, easily solvable issues that could make a significant difference. While exit interviews are a common practice among employers, many of the concerns raised during these conversations could be proactively addressed, potentially preventing the employee’s decision to leave in the first place.
The insights gained have led to meaningful conversations and proactive solutions. For example, one response revealed an officer contemplating resignation due to a misconception about the SRAA’s level of involvement with the SRAAPD. Prompt leadership intervention addressed their concerns and secured their retention.
Recent survey results paint a promising picture, especially considering that all the questions are open-ended without fixed answer choices: 67% of officers expressed enthusiasm about working with their team, while 75% expressed a desire to learn more about airport operations.
This feedback inspired the development of a training program, “Airport Police 101,” aimed at enriching officers’ understanding beyond the scope of law enforcement. The class teaches members about the many different roles throughout the airport and how the police department fits into the bigger picture, covering topics from how airports are financed and governed to joint emergency response efforts and the federal role in maintaining airport safety and security. It is intentionally less law enforcement-focused and more geared toward general airport knowledge, with the goal of equipping traditionally trained police officers with the information needed to transition into the role of an “Airport Police Officer.”
Interestingly, nearly all respondents cited leadership support as the primary reason they remain with the department and emphasized its role in improving their overall job satisfaction.
Quarterly town hall meetings offer a forum for transparency
From the start, SRAA executive leadership showed solid support for the department, backing it with a real commitment to transparency. The SRAAPD command team further embraced this mentality by hosting quarterly all-hands town hall meetings to provide updates, facilitate dialogue and promote camaraderie. These meetings are conducted in a judgment-free environment, feature catered meals and offer flexibility for officers to participate either in person or via video conference, with in-person attendees receiving compensation for their time. Each meeting follows a structured agenda, covering:
- Department statistics and performance updates since the last meeting.
- A review of recently introduced equipment and technology, alongside updates on upcoming deployments.
- A training update covering new courses, initiatives and opportunities.
- Staffing updates, including the onboarding of new officers who are also invited to attend.
- Briefings by each command team member regarding ongoing projects and initiatives.
- Prior climate survey results, including leadership responses to concerns and suggestions.
The meetings conclude with a question-and-answer session, allowing officers an expressive platform to voice questions and concerns. Although officers may not always agree with decisions on certain topics, providing clear rationale and context often helps to address potential dissatisfaction or resolve conflicts. Each meeting ends with impromptu impact award ceremonies recognizing officers for exemplary contributions, further reinforcing a sense of accomplishment and belonging.
Action-oriented leadership
SRAAPD leadership is dedicated to reshaping the standards of transparency and engagement within law enforcement. By prioritizing open communication and collaboration, the department has turned challenges into opportunities for growth, stability and excellence. Its climate surveys and town hall meetings continue to bridge the gap between leadership and officers, ensuring that every voice is heard, valued and acted upon. In today’s national climate, where law enforcement officers seek to be heard, supported and advocated for, investing time in these efforts can significantly boost morale and, in turn, improve the retention of valuable personnel.
| Learn more about the Syracuse Regional Airport Authority Police Department
Leadership discussion questions
To apply the lessons shared in this article, consider these questions designed to spark discussion and inspire leadership growth within your agency:
- How can we create more structured opportunities for officers to provide honest feedback — and act on it?
- What barriers might exist in our agency that prevent officers from feeling comfortable voicing concerns?
- In what ways could leadership visibility and transparency be improved in day-to-day operations?
- How can we recognize and celebrate small wins more effectively to boost officer morale?
- What systems can we put in place to regularly measure leadership effectiveness beyond traditional evaluations?
- How should we handle feedback that highlights uncomfortable or critical issues within the department?
- What early warning signs should leadership watch for that may indicate officer dissatisfaction or risk of turnover?
About the author
Justin Baum is the Chief of Police at Syracuse Hancock International Airport. Prior to his current role, he served as a police officer within the department and held positions as a sergeant and investigator in other law enforcement agencies. A former captain in the U.S. Army Military Police Corps, he served in Afghanistan, specializing in host-nation police mentorship and development. Justin is a graduate of the Rochester Institute of Technology, where he studied criminal justice, military science, leadership and American history. He holds several certifications, including Certified Membership in the American Association of Airport Executives and Airport Certified Employee credentials in Law Enforcement and Security, and is an Airport Security Coordinator.
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