The police chief selection is very interesting to me. Police chief of NYPD is Philip Banks III and he was selected in March 2013. The 26-year veteran of the force and former Chief of Community Affairs was officially installed as the Department's highest ranking uniformed officer in promotion ceremonies at Police Headquarters. I wanted to know how chiefs were selected and what they were selected based on. A Chief of Police is the title commonly given to the top official in leadership of a police division, especially in North America. Elective titles for this position incorporate Commissioner, Superintendent, and Chief constable. Rather than an Us Sheriff, who is for the most part chosen by the voters of a district, with the exception of in the states of Rhode Island and Hawaii, a Chief of Police is generally a civil representative who owes his or her fidelity to a city or town. The expected salary for a typical Police Chief is $97,822.
“Before new chiefs can set a path for a new vision, they must have a clear understanding of the past. A police department’s organizational culture is a deeply ingrained, personal aspect of its functioning that must not be trivialized. Years of hard work and dedication by scores of individuals went into the creation of that culture, and it must be respected. However, if the culture is no longer in step with the expectations of the community, then changes must be made. Changes for the future must be carefully crafted to achieve the desired goal without disregarding the past. New chiefs can best accomplish this task by first listening to the variety of individuals that represent the stakeholders for their departments. Gaining input is important to obtaining an understanding of the values and expecta...
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...cation with neighbors in the community and most of all to look good in the public. If they feel there not meeting the standards, they tend to resign from the job or try to step back down in rank. They have a much larger force to pay attention to, especially when you’re watching over the biggest Police department (NYPD) and trying to make sure that your department is not corrupted.
Professor Decarlo stated that “you must make sure you are one with your community and the community would be one with you.” “That is why our community applauded us when we walked in”. Being a police chief, you would want that effect from your community and after feeling like you can’t produce that you start to get scared and or nervous, and feel you’re not the person for the job. In conclusion police chief selection is way more complicated than anyone, including myself, cold ever imagine.
The commitment to progress, exist in the changing environment. They seek opportunities for changes leading to improved police services.
Replacing the police chief was a hard process for Will Spanning, city manager of Dover. Spanning was well respected by his professional peer and those in the community. He recreated the city’s financial struggle to a “healthy surplus”. The city of Dover was doing great under his management skills. His accomplishments were recognized along with the police department. They were one of the most professional force in Dover. Spanning worked alongside newly hired Police Chief Charles Johnson after the previous two police chief’s resigned. As the two highest ranking executives, they understood each other’s perspective and supported each other 100%. Johnson was young, educated and well trained. Years later, he made a decision to study for his MPA fulltime, so Spanning was left to hire a new Police Chief.
The internal roles exhibited by Chief Fortier and Chief Davis differed dramatically. After reviewing the case studies, I feel Chief Fortier’s possessed the internal role of a manager. Upon assuming the position of chief in the Riverside Police Department, Chief Fortier’s primary objectives were to revamp the administration, install modern police systems, and establish a community-policing program (Cordner, 2016). I believe Chief Fortier exclusively exhibited traits as manager because he updated organizational goals, and implemented new policies and procedures, but he failed to elicit adequate support within the Riverside Police Department. The internal role of leading requires a police administrator to lead by example, and show employees
The police selection process can be lengthy and expensive and there are two different methods to selecting applicants to go further with the selection process. One method for selecting is "weeding out," which turns over a much smaller cohort of candidates (Doerner, 2016). This method focuses on disqualifying candidates based on negative aspects or one failed part of the rigorous selection process. By disqualifying a candidate that fails one part of the many parts of the selection process, the department can reduce the number of candidates that make it to the more expensive tests of the process. This advantage of this selection process is that it can save money, helping the department in need of officers.
There is a saying “actions speak louder than words” and pertaining to their mission statements it really does. In order for the Police departments to build trust within their communities it starts with them being true to their word; and their word being their mission statement and what they will do for the community. This statement can’t be just a saying they use to make the community feel comfortable because than they start to look untrustworthy and the community will start to doubt them. “Law enforcement officers have accepted a position of visible authority within their communities and are held to a tremendously high standard of honesty, integrity, equity, and professionalism” (U.S Department of justice. N/A) and with this comes the responsibility to uphold their word regardless of how they may
The leadership approaches of David Harman and Frank Viturello, have greatly affected their organization as a whole as they lead and demonstrate by example. Chief Harman and Viturello are both strong advocates of organizational leadership. What made these men stood out is their exceptional working relationship and partnership with each other regarding leadership and problem solving (Haberfeld, 2013). Both chiefs’ came from different ethnic backgrounds and experienced discrimination early in their careers and wanted to make a difference with new generations of police officers. The Chiefs’ had powerful envisions of innovative changes within their organization, and had revamped the recruitment policy in order to create ethnic diversification (Haberfeld, 2013). A criminal justice manager must select a style of leadership that will accomplish his or her mission, and most importantly, selecting a style of management that will attract qualified Asian-American applicants towards a career in law enforcement (Shusta et al.,
New York City Police Departments has a hierarchal structure with each rank carrying its own individual purposes and belong in different precincts. It has a rank structure which from the lowest are the recruit officer while police officer is in the middle and the chief of department is the highest. The recruit officer which is the lowest in the hierarchal system, are the police officers who graduate from police academy. Many would strive for a better rank which can include detectives, sergeants, captains or even the chief of the department. As you go higher, the more responsibility and leadership will become heavier than before.
The mission and goals of the department has been established by executive management and are implemented by the officers and administrative personnel who ultimately run and operate each individual office. The CHP has operated within the constraints of activity and productivity, the production of enforcement documents serve as evidence of individual and organizational competence. For years there has been an underlying assumption from the public that the CHP operates on a quota system in order to enforce the law, and while this is completely inaccurate the department does expect officers to be productive and to produce enforcement documents as a way to determine their productivity and job engagement (Walsh and Stanton, 2015). To that means the CHP is actively pursuing a culture change within the department. The Department has shifted its goals over the years and currently one of the goals of the department has changed to focus on public trust. The CHP is evolving with the rest of law enforcement; the years leading to our current state has watched this evolution affect all agencies within law enforcement. As the profession changes so must the
This innovative strategy allows law enforcement officers to achieve a level of respect and cooperation of the community through close working relationships between the citizens and the agency. “The key to infusing community policing throughout the department is by restructuring agency management, in particular making changes
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.
Law enforcement officers do not only se laws when it comes to making decisions. They also se police discretion when it comes to doing their jobs. To understand police discretion, we have to understand what it is, how and why it is used, and what factors influence it. Though upholding the law is an essential part of being a police officer, there is also a human aspect that must be taken into account. The law alone is not the only resource police officers use when doing their jobs.
All organizations, especially law enforcement agencies, require leadership. Maintaining a dependable leadership structure is key to the success of any organization. The philosophy of the modern style of police leadership involves a leader who is strong, competitive and unreceptive to change. Police leadership is based from an autocratic style which is founded on integrity and courage, embracing teamwork, involvement and shared leadership (Cordner & Scarborough, 2010). This style of leadership works well in an emergency situation in which rapid decision making and strict control is needed. The negative aspect to this style of leadership is the inability of the organization to function with the absence of leadership.
If I were appointed as the new Chief of Police in my hometown, the mission statement would revolve around professionalism, humanitarianism, and community, which are the most important values to me. Professionalism encompasses the entire gamut of any agency, not just law enforcement. Professionalism within law enforcement can be seen as an officer who is skilled in their job classification. The officers would be firm, fair, and consistent with every call for service, regardless of their personal morals nor opinions. They would treat everyone the same within the same situations. Humanitarianism would be emphasized with the officer’s knowledge of different programs available for troubled people. Drug and alcohol addicts could be advised of treatment
There are many different things that an officer has to deal with while working has a police officer. First thing is the work schedule its not always easy when you have to work 40 to 50 hours a week for work and you have a family at home you have to make time for. Also you have college and other things that are in your daily routine. So keeping your schedule balanced is one of your challenges of being a police officer. Another thing about law enforcement is their features. If an officer does hold himself a curtain way and doesn’t have curtain feature like integrity, confidence, honesty the office will not last long as a law enforcement officer. An officer will always be quick to judge. Noo matter ehat being a law enforcement will always be one of the most dangerous jobs out there. You have to be on youre guard constantly because there is always someone out there who dosnt like you ans is out to get you. Personally I believe that civilians do not give us officers enough credit for our work. We are constantly in danger so citizens will feel safe and go on with their everyday lives. Instead of taking officers for granted show your appreciation to law
When taking on the position as a Police Chief with a team of 150 sworn officers, it would be my duty to ensure the safety of my guys as well as to change order so that the community would have good communication with our department.