Personnel Problem at Kitsap County Sheriff's Office
The Kitsap County Sheriff's office, with 110 sworn deputies, is responsible for the public safety of 230,000 citizens. Kitsap County is located about 6 miles west of Seattle across the Puget Sound on the Kitsap Peninsula, and comprises about 393 square miles. The sheriff's office began with the election of the first sheriff in the late 1850s. The Sheriff is still elected and appoints the Undersheriff, the Chief of Patrol, the Chief of Detectives, the Chief of Corrections, and the Chief Civil Deputy. There are two lieutenants and thirteen sergeants, all filling career Civil Service positions. To become a deputy sheriff, you must:
· Pass a Civil Service entrance examination (written and physical agility)
· Be a citizen of the United States
· Have completed two years of accredited college
· Pass a medical, psychological, and polygraph examination, and a complete background investigation
· Be at least 21 years of age
· Possess a valid Washington State driver's license
· Have no felony convictions
The Kitsap County Sheriff's office is accredited through the Washington State Association of Sheriffs and Police Chiefs (WASPC). For this accreditation, the agency goes through an evaluation every four years and must meet a set of standards that are higher than the industry norm.
The Processes: The sheriff's office falls under county government. The agency that handles most personnel/human resource management (P/HRM) issues is the County Personnel Office (CPO). The CPO plays a key role in collective bargaining for the county with the various guilds/unions, and they are also involved in grievance issues concerning EEO complaints (workplace harassment, discrimination, unfair labor practices, etc.) The CPO is also responsible for the hiring and promotion processes for all career Civil Service positions in county level employment.
During the deputy sheriff hiring process, you must submit an application to the CPO. Once they review the application and determine you have met the minimum requirements, you are allowed to attend the written examination. The top 40 applicants are then asked to attend a physical agility test, and top 25 at the end of the physical agility test are placed on a civil service register to be hired from.
When a vacancy in the sheriff's office comes up, the top three names from the register are sent over for the sheriff's office to conduct interviews, background investigations, and the medical, psychological and polygraph exams. The sheriff's office doesn't become involved in the hiring process until after the written exam and physical agility test have been completed, and names have been received from the register.
The Thompson Valley Police Service is seeking to double the number of police recruits over the next three years. In an attempt to attract more applicants, the newly appointed Police Commissioner, Commissioner Jason DeVillain is proposing two key changes to the current selection process. Firstly, Commissioner DeVillain is proposing to eliminate the requirement for partial or completed tertiary education. Secondly, it is being proposed that psychological testing should be removed from the selection process. As a research and policy officer for the Thompson Valley Police Service, the validity and likely impact of the above two proposed changes will be investigated thoroughly, followed by recommendations to Commissioner DeVillain to ensure the selection process is as effective as possible in selecting the most suitable candidates for the new police recruits. The role of a general duties police officer is broad in nature and requires the officer to be efficient in many areas, ranging from administrative duties to conflict resolution and problem solving. In addition to the recording and logging of all jobs attended while on duty, the officer may be required to prepare documents for court hearings, where written communication skills will also be
Today WA Police mans 2.5 million square kilometres which is the largest single jurisdiction (WA Police, 2011). Currently WA Police force is under a lot of scrutiny due to numerous corruption charges against the police officers. The public has a negative perception of police force and they no longer feel secure, neither do they trust the police force to keep them safe.
In the area of Background Investigations the FBI manages checks on anyone who applies for positions with the Department of Energy, Nuclear Regulatory Commission, the Department of Justice, and the FBI its self. When conducting these investigations on applicants the FBI will interview past neighbors, and coworkers of those who apply. Also they will check their criminal records and credit history. Doing so ...
For the purpose of this paper, the Houston Police Department’s organizational structure will be used to illustrate the chain of command. The jail operations are designated to Strategic Operations as you can see from the diagram below, and it is overseen by the executive assistant chief, assistant chief and captain. The captain over jail operations is responsible for all three shifts at the city jail, and he assigns three lieutenants to supervise each shift (days, evenings, and nights). Within Houston’s jail facility, there are both classified officers and civilians performing various assignments and tasks. The immediate concern that was brought to attention pertains to a sexual misconduct allegation from a female inmate against a correctional
There is change trying to happen, in a rural Pacific Northwest police department (PD) that is nestled in the corner of Washington’s Olympic Peninsula. This Department serves a diverse population of 9000 people and encompasses roughly 4 mi.², as well as being surrounded by water on three of those four sides. When evaluating police departments, according to the state and national averages it is undersized for the population it serves. As one would expect it is a department with a long and rich 126-year history JCHS (2014). As well, as with the majority of all municipal departments, it has suffered its ups and downs, as well as suffering and prospering through healthy and poor administrations.
The Pinellas County Sheriff’s office is a growing company and their goal is to make our community safe. They are committed to providing a safer environment and enhancing the lives of everyone in the county. They value respect, trust, and accountability.... ... middle of paper ...
The Los Angeles Sheriff Department is the largest law enforcement agency in the United States under the lead of Chief Leroy D. Baca now retired. The Sheriff Department has about 18,050 employees with an annual budget of 2.5 billion dollars according to http://sheriff.lacounty.gov. The Sheriff’s Department service the Superior Court of Los Angeles Country and also mange the country jails. For the past three years the Federal Bureau of Investigation open an investigation in the Men’s Central Jail and the Twin Towers Correctional Facility with “punching inmates, kicking and pepper-spraying a chained inmate and then lying to cover up the alleged abuse” according to Melissa Pamer of KTLA. LA Country Sheriff controversies in recent events showed how corruption is still a central issue city have to deal with in the 21st century.
A typical day for a Correctional Officer would be the preparing of inmates for court appearances. They also receive new inmates to the facility brought in by the Sheriffs Department. Each new inmate must be photographed and fingerprinted upon immediate arrival to the Pre Trial Centre. They are then stripped and fully searched inside and out. With that ...
Stewart, JD, Clark County Prosecuting Attorney, in an Office of the Clark County Prosecuting Attorney 's website section (accessed July 22, 2008) and titled "A Message from the Prosecuting Attorney," offered the following:
This paper will show four different police departments that are currently hiring or recruiting for police officers. There will be a summary on the research found on the process used to recruit police officers. It will also show their current hiring trends and what hiring practices they have that are successful or not successful. The paper will also go over the different methods departments use to train their new officers and their values.
The first step is to weed out the ones who just are not right to be a officer. The next step is to find the ones who fit the needs of the department. Medical and psychiatric testing, personal interview, and background information is used when identifying if a person is a good fit. There is research that has identified five personality characteristics that allows a police officer to excel in his or her job: extrovert, emotional stability, agreeable, conscientious, and open to experience. People also need to be aware of working in a high crime area. Even if the person has all five traits, but can’t handle the stress they may need to find another profession. There may be times new hires come from another department, but before hiring they need to talk to the previous employer. There may be certain reasons that the officer for hire is wanting to move to a different department. They could have been disciplined or terminated if they had not agreed to resign. This is not okay for the officers are not taking the consequences for their behavior.
Once the department interviews qualified candidates for the interview, they make decisions on the candidate they would like to hire. That candidate is sent back to HRM where they complete the hiring process and contact the applicant with a job offer. Having a hiring procedure as such, saves hiring managers time and costs as well as reducing liabilities that may come along with possibly hiring unqualified employees. HRM and department managers have to have a trust in each other’s role in the hiring process to be successful in finding qualified
Being a police officer requires high level of ethics and standards. Corruption within an agency can affect a community, state, and even a nation. Corruption may seem inevitable but using proper screening, extensive and continuous training and holding officers responsible can deter officers from becoming corrupt.
To become a police officer there are five basic requirements that one must first meet. Although these requirements may vary slightly from state to state they are pretty basic and not to difficult to meet. First an applicant must be a U.S. citizen or at least a permanent resident alien who has applied for citizenship. The next requirement seeks that an applicant be 21 years old by his academy graduation date. Agencies also have an education requirement, which can vary from department to department. Some departments will accept an officer with a high school degree or at least a GED; while police departments require some form of a college education whether that be a bachelors degree or a minimum number of college credits. Agencies also ask that the applicant has a valid drivers license and there is a minimum fitness requirement to ensure that an applicant will be able to keep up with any obstacle that he or she may face out on the field.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)