Beruflich Dokumente
Kultur Dokumente
Manny Casas
AET/570
April 21, 2015
Natasha Spellman
To provide experience, guidance and supervision so that the probationary officer may
develop the skills, knowledge and abilities necessary to become a professional and
productive Police Officer.
Budget Plan
Staffing Plan
This portion of the training plan will take a closer look at the kind and type of officers that
the field training officer should employ. A field training officer must have the combined skills of
an experienced police officer, but at the same time show patience as a teacher or coach. The filed
training officer must be a leader and a "role model" not only for the new officer but for fellow
officers within the department. The field training officer job is particularly difficult because the
field training officer will be required to supervise the new officer starting out while tempering
this supervisory image with empathy for the new employee.
All field training officers will be appointed by the uniform services commander or their designee.
The field training officer shall meet the following requirements:
Should the above requirements not be met, field training officers may be appointed at the
discretion of the Chief of Police.
After being appointed to the position of field training officer, the officer must complete a
recognized Field Training Officer Program Course from an approved academy. This course must
be completed within one year of appointment. Also, prior to assuming the duties as field training
officer, the officer must attend a seminar instructed by the Police Department Training
Coordinator, or a designee. This seminar will assist the new field training officer with learning
the procedures and guidelines of the Police Department Field Training Program.
In the event there are shortages or gaps in filling these positions, the uniform services
commander will look to assign officers at his desecration. The selection process will mirror the
requirements mentioned and will also be based on current performance levels.
Partnership goal
Learn to be an effective
Communication and
officer
transparency
New Officer
To have a new officer
Communication and an
Training Officer
materials
Fostering a mentorship
safety
tools
Supervisor
Police Department
City
Communication Plan
In the world today, Communication is a vital way for us as a society to interact with one
another. As a matter of fact, throughout history communication has been an important factor in
the way a person delivers a message to another, whether it is verbal or a non-verbal form of
communication. It is crucial when a person wants to share an idea in order to receive feedback.
However, as important as communication is, there are ways to exhibit poor communication. With
that being said, communication is imperative at all levels, with emphasis between the field
training officer and the new officer.
The police department needs to be able to communicate on all levels, whether it is internal or
external. When dealing with the public the police department needs to be able, convey clear and
concise points. Being able to explain in detail will help keep the city transparent for business
relationships. Internally, is just as important, employees also need to be able to receive clear
messages. Not confusing an employee is a key for better efficiency with their job performance.
Ultimately, the goal is to ensure each supervisor, starting with the top, is making a conscious
effort to instill the new ways of communicating. This is especially true when it comes to the filed
training officer and setting clear set forward messages to the new officer. In order to meet our
goals to promote effective communication within the field training program the police
department encapsulated five primary goals:
Inclusive- Allowing the employees, such as the new officer to be involved with the
decision making on the outcome of the training they received during the program. On the
other hand, businesses that keep their communication closed will actually create an
environment where employees feel they do not have a voice or even matter. This kind of
negative communication approach can be detrimental as the chance of lost ideas and
opportunities will be missed as business is not utilizing their resources.
communication in a one way direction will often set an atmosphere of selfishness that
will lead to negative results and issues. As mentioned, this is an important part of the
entire process of the program, having the ability to effectively communication between
the field training officer and the new officer.
Results Driven- The field training program needs to have successful results in order for a
new officer to come out of the program and be an effective contributor to the community
they serve.
Understanding what is needed for the training program when it comes to communication is
one thing; however knowing how it will be delivered is another. Choosing the best and right
method is extremely important to ensure the correct message is being portrayed. As mentioned
when communicating to external or internal audiences, the program wants to be able to reach and
target that particular audience through clear and unambiguous messages. The initial process
would be the program gathering and collecting the results from the consultations that was done
with each employee, to include their input and suggestions on the matter, as well as a briefing on
what is the police department stance on communication. At this point, the police department will
have all the research needed to construct a plan of emphasis on the importance of
communication. The new officer will then have an array of approved communication choices in
deciding which channel to use. For instance, when doing a written communication through
means of email, statements, or any paper messages the communication will provide a clear,
professional, yet informative statement that will connect with the intended recipient. Another
method such as oral communication will ensure the message has a humanistic feel to it and will
definitely avoid any misunderstandings.
Program Evaluation
As each new officer proceeds through the field training program their entire progress is
recorded through effective written evaluations. The evaluation process is equally as important as
the training process and, as such, has been given great attention during the conception of this
program.
This is a crucial portion of the field training program The evaluations procedures have many
purposes, with emphasis on the overall one being able to record a new officers progress as they
go through the program. The evaluation process is excellent tools for informing the new officers
of their current performance level at any given point in time. Evaluations are also efficient
devices for identifying training needs and documenting training efforts as mentioned earlier in
the training plan. In summation, the word represents true feedback.
Collectively, over the duration of the Program, evaluations tell a story, both categorically and
chronologically. Evaluations will be able to notify the new officer of their successes and failures,
improvements and digressions, and of the attempts to manage each of these occurrences.
Evaluations are critical in the career of each new officer and should be treated as such by all of
those directly involved. This is where honesty and true objective evaluations of new officers
come into play in order for the overall training to be successful. Ultimately it is the responsibility
of each field training officer and the Uniform Services Commander to take responsibility for
overseeing the program and its success.
The evaluation will be broken into a number of various categories in order for the new officer
to receive a thorough and fair assessment. These categories cover as much of each aspect of the
police environment and responsibilities as can be expected and at this level. In this particular
program the police department has selected twenty-five categories as the basis for evaluating the
performance of new officers while they are in the field training program.
A form tilted "Observation Report" will be used as a tool to evaluate the new officer and each
rating of any new officer will be equal and standard throughout the department. These type of
forms can provide a definition of unacceptable, acceptable, and superior levels of performance
for each of the twenty-five categories.