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Chp 1 supervision

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In a law enforcement organization the first line supervisor is the crucial masher y'all pony where policy is transmitted into action. The task of a supervisor is to assist employees to become productive members of the organization. Intelligence-led and predictive policing in their efforts to improve the quality of life in communities and facilitate crime reduction, disruption, and prevention A first line supervisor is a trainer a mentor, s guide and the one in the best position to identify individual weaknesses and needs. The supervisor is at the organizational focal point bw officers and other managerial levels and supervisorial duties must be performed with absolute confidence and situational adaption Interaction with employees is what most first line supervisors deal with in the work place

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Advantages to transforming to a first line supervisor

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Additional training Border perspective of the depts op Commitment to success Develop rapport with peers managers/subordinate Diff assignments Feeling accomplished Gained rep Increase in pay Training/mentoring of personnel Prestige of rank

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Disadvantages of transforming to first line sup

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Accountable for work Acting like a boss rather than friend At the bottom of the seniority level No longer just one of the boys One step removed from line operations Positioned on the middle bw line and top mngmt Work in isolation part of the time Risk take Make decisions everyday Less freedom of action Must implement policy not personally supported

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Good supervisors

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Is the result of the serious application of ones knowledge about human behavior to the work situation. Develops the ability to obtain results thru others Value ppl as organizational assets

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W. Artley Out of sight out of mind (operational attitude)

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Accountability has seen little application and its obligatory aspects have been ignored and permeated at every level of a Dept to include first line supervisor

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Accountability

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The obligation a person group or organization assumes for the execution of authority and fulfillment of responsibility The obligation includes: answering- providing explanation or justification Reporting on results of execution and fulfillment (is mandated and the mainstay of the process) Assuming liability for those results Accountability permeates an organization it can result in a written or unwritten contract Founded on assigned authority that defines the relationship be an individual a team or elements of an organization The real goal of the accountability process is maximizing achievement through goal attainment

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5 levels of accountability

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Personal (involves trustworthiness honor principled confuct scruples reliability) Individual (accountability that occurs within a working configuration-task force Team Organizational Stakeholders

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Organizational accountability

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Both an internal and external relationship Internal refers to the upward downward and lateral flow of info nw management and officers and teams groups ask task force External accountability answers to or reports to its stakeholders with regard to the performance of the organizational as well as organizational conduct

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Supervisory skills Hu-tack

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Hu-human skills T- tactical A- affective C-conceptual K- knowledge Human (coaching communicating counseling mentoring delegation interesting Leading resolving conflict) Tactical(capabilities control expertise procedures task orientation techniques) Affective( attitudes empathy equality fairness integrity interrelations values loyalty Conceptual ( analysis assessment Decision making identification of objectives prioritizing problems solving problems interpreting) Knowledge( critically review reports Directing evaluating organizing work scheduling training policy implementation provides admin credibility)

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Conceptualize

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Consumes the least amount of the supervisors time To conceptualize is to form new ideas or concepts

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Network management

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Combining diff approaches (accomplished supervisor)

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Management expectations of a supervisor

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Positive attitude Loyalty Integrity Performance Some managers are listeners and prefer certain reports orally and others react best to written reports allowing them time to assess and evaluate the info presented

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Supervisors

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Deal with numerous demands from varying sources from within and outside....most demanding is the subordinate

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Relating to a first line supervisor

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Subordinates feel accessibility and approachability are important

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Officers needs

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Acquisition of new skills Attainment of ind goals Fulfilling and consequential work Involvement in decision making Opp to excel Recognition Responsibility Self management Vision

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Progressive police organizations

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Open the decision making process to employees and supervisors should train and critique officers in the process of decision making

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Conflict resolution

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Found that the vast majority of supervisors deal with resolution of conflict as most important function

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Chp 2 community policing

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As of 2009 it was estimated that 81% of the population of this country were policed by agencies that practice community policing Citizen involvement is essential and requires the creation of new avenues where a true partnership is created bw residents and police It also can address overall neighborhood decay and social problems in addition it's a process wherein consideration is given to addressing civil disobedience and it strives to improve the quality of life in neighborhoods

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Accomplishing community policing

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Called for identifying community attitudes and values dealing with the personality of participants and key decision makers addressing problems with an open mind and dealing with varying preferences of all of those who are involved from makers and city managers down to the individual resident Others will resist bc of their opposition to police

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Chp 2

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Evidence shows that local organizations have proven to be effective in developing a viable and continuing partnership Everyone has to be trained in the nuances of community policing and problem solving

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Community policing

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A Philosophy that promotes organizational strategies which support the systematic use of partnerships and problem solving techniques to proactively. Address the immediate conditions that give rise to public safety issues such as Crime, social disorder and fear of crime A philosophy of policing that calls for real organizational transformation

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Key elements of community policing def

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1)development of w dynamic relationship what community partners 2)consideration of the most urgent needs of the community ranging from criminal acts to the fear of crime 3) utilization of community resources 4)application of the problem solving process

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Change process

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Training coaching and counseling should be applied throughout and change process One successful technique is to implement change in a small scale and evaluate its effectiveness prior to full scale implementation

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Community policing

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Top manage my must articulate the values of community policing and communicate them to every level in the organization It differs substantially from traditional models of policing and places considerable power and authority at the lowest level of the organization

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Three complementary core components of community policing

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Community partnerships Organizational transformation Problem solving

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Characteristics of officers and supervisors operating in a community policing program

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Integrity Risk taking originality Creativity Individuality Problem solving

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Essential ingredient to community policing

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Empowerment of line personnel and first line supervisors Community policing envisions the empowerment of officers (the goal is to get line personnel to function independently ) Empowerment is the the opposite of a sup encouraging officer to just do what I tell you stay out of trouble or don't bother me

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Components of empowerment

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Creation of atmosphere that supports additional responsibilities Decision making is an operational part of the empowerment process Maximization of officer discretion Officers are allowed to function independently Placing authority and power to the lowest level Risk takin is an acceptable component of the process Trust governs the relationship bw officers and supervisors

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Win win win proposition

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Training has to be consistent with what the Dept asks them to do the goal is to create a working environment wherein what is taught in training permeate every aspect of day to day operations and the process

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First line sup

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Takes center stage when it comes to community policing Must work at understanding the needs and perceptions of the public Quality sup envisions shares decision making teamwork creativity and innovation The sup must personify the attributes of a facilitator coach counselor mentor role model communicator and coordinator if community policing is to be successful

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Operational motto of first line sup

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Facilitate facilitate facilitate

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Vital responsibility of building partnerships

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Serving as a conduit-relaying information up the chain of command explaining problem and finding the means to resolving them

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Reduce isolation bw

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Detectives and patrol officers

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Landlord training program

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Emphasizes cooperation among property owners and law enforcement agencies to help neighborhoods fight drug related crime Liaison and follow up activities are essential if collaboration is to be effective

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Chp 2

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Working in partnership with community members and organization is an effective and productive way to address neighborhood problems Potential partners come from groups ho are directly affected by a problem, those who must deal with the problem and those who would benefit if the problem did not exist

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Overcome objectivity to community policing

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Time Example Word of mouth

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Constitutes a neighborhood

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A feeling of community

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2 reasons for focusing on those who are organized

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A collective community is more likely to be sustained and successful in solving a problem than individuals An organized effort is more likely to continue to exist after the problem is solved

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Key characteristic of modern approach to policing

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Positive orientation to problem solving

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Chp 2

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Citizens police depts and other agencies work together to identify problems and apply appropriate problem solving strategies...emerged in the late 1970s described by Herman Goldstein Detectives and line officers are the ones who can use the problem solving approach

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Problem solving approach SARA

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S-scanning (identifying the problem ) A-analysis(explore its underlying causes) R-response (implementing an analysis) A-assessment (ongoing review and monitoring of the progress of the respond in achieving its objectives)

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Problem

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A cluster of similar related or recurring incidents rather than a single incident A component of police business A place a persons (a repeat perp of child abuse) A special event or time A substantive community concern A type of behavior (panhandling) Informally a problem can be thought of as two or more incidents similar in one or more ways that are of concern to the police and and prob for the community(both entities perceive it as a prob)

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Crime triangle

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The victim the offender and the place

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Stakeholders

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Include private and private organizations and groups of individuals such as youths seniors homeowners renters or merchants The greater the number of stakeholders allowed for the application the greater the potential for dealing positively with problems

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Nucleus group 2 Or 3 stakeholders

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Makes the prob solving effort more effective

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Crime prevention surveys

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Provide info on criminal behavior (times , kinds of offenses committed ,method of op targets of strake crime generators hot spot locations

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Physical environment

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Composed of buildings parks trees streets transportation facilities overall landscaping area and functions and conditions of these entities

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More recently officers have turned to active offenders

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Providing info about crimes motives and techniques -drug dealers and users -residential burglars -armed robbers -gang members -gun offenders

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Ofc checklist to ensure all needed info is collected

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Actors -involved in the prob including victims and offenders Specific incidents -including the sequence of events and physical Conrad involves in the incident Responses -by the community and institutional entities

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Source in analysis stage The environmental survey

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Understanding of conditions contributing to the problem

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Analysis source best one in recent years

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COPS community oriented policing service Cops and office of bureau of justice statistics hv a software package that includes standardized community atelephone survey

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RIC Resource information center

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Publications and training material in a wide range of law enforcement concerns and community policing topics

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Response phase Solutions to the problems 6 responses

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1. Better handling of the problem and an improved response to the problem 2. Fewer incidents 3. Less serious or harmful incidents 4. Ppl and institutions affected by the problem are left better equipped to handle a similar prob in the future 5. Remover the problem from police consideration 6. Total prob elimination An open mind is an essential element

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Community policing involves giving officers greater control over their working conditions and empowerment

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Sgst should spend most of their time working with officers in the neighborhoods but also the problems facing he officers so help can be provided as needed Praise is a stimulus that can result in a continuing pattern of goal attainment

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Managing and controlling failure can result in positive outcome

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Sup have o develop an attitude of acceptance of failure The sup should arrange for additional training or provide feedback on order to reduce future errors A teamwork philosophy should replace power oriented supervision emphasizing atmosphere of risk takin creativity and the acceptance of errors in decision making

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Essential part of learning process (failure)

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When failure occurs sup must work with the officer and document the reasons for failure. Circulation of this info to all interested parties is an essential part of the learning process

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Chp 3 comm

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Interpersonal communication exists at every level of any organization but is most prevalent at the operational level (continual interaction be line personnel and sup) Good comm is a result of effective supervision If comm is to be effective it must be nurtured by all levels of management from the top down

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First line sup spend app. Communicating with

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55% with subordinate 26% superiors 15% public 4% other sups

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Effective communication

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Means getting the meaning across The first line sup must understand the importance of verbal and non verbal comm, the art of listening and information processing The interaction bw sergeants and subordinates succeeds or fails as a direct result of their ability or inability to comm 94 meanings of the word communication Most important managerial tool

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Sender of the message

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Must make a sincere effort to affect the behavior of the recipient 9% of the us have limited ability to read write and speak or understand English The sender and the recipient of a message are affected by attitudes skills knowledge opinions and other forces existing before during and after the message is transmitted

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Interpersonal communication

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Involves two or more ppl When goals are well matched there is a greater possibility get a message will be interpreted accurately

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Gate keeping

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The sender of the message determine the relevancy of each message

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Realistic comm process

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Sender-encoding-channel-decoding-recipient The context can't be ignored bc it can be more meaningful than the content

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6 aspects of comm

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What the sender meant to say What the recipient heard What the recipient said What the recipient thinks he or she heard What the sender thinks the recipient said What was in fact said

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Noise (Last in the comm process)

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Anything that reduces the accuracy of the comm

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Communication

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The exchange of info bw individual implying that it can be either one way or two way

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One way comm

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The sender comm without expecting feed back (Preferable when compliance is imperative, feedback is not wanted Orderliness is significant Speed is important)

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Two way comm

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Recipient provides feed back Drawback is that in must accept some risk and share power and authority Success depends on mutual understanding as an integral part of the comm process

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Barriers to comm

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Knowledge of the subject Probability of being looked upon with displeasure Jeopardizing ones status Environmental influences Personal expectations and semantics

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Physical barriers to comm

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Poor radio transmission Poorly written note Incorrect use of the 10 code

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Psychological barriers

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Beliefs Judgements Values Needs Life experiences Education Training Goals Emotional state Personal attitude

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Viable and positive supportive relationship

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Working relationship in which subordinate can influence the sup (trust and respect are prerequisites for any working relationship )

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Successful sup

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Give serious consideration to creating a working environment in which there is mutual respect and trust bw themselves and subordinates

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Feedback

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Acknowledges subordinates importance and can build a foundation of trust bw the sup and officers It should be specific The best comm is that which is supports and in which the recipient of the message has a feeling of personal worth and comfort

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The art of listening

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Research suggests that most ppl listen at an efficiency level of approximately 25% Listen and wait Concentrate on the conversation and look for value and meaning in what is being said to respond intellectually Try to listen to what is not being said

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Techniques that can be used for improving listening

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Adjust to the senders message (ask questions repeat major points Minimize or eliminate criticism) Attempt to listen unemotionally (be patient don't interrupt) Give undivided attention to the speaker

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3 components of a message that contribute to comm process

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The actual words 7% The way it was said 38% Nonverbal facets 55%

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Kinesics

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One reveals inner most thoughts and feelings thru this (body language) The fade is the primary communicator of emotions Gestures reinforce the verbal component of the message

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2 types of interpreters for deaf ppl

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Sign language Oral interpreter (repeats words without using voice )

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Chp 4 motivation Motive

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Energized one to take action and concerns itself with the choices one makes about goal directed behavior Motives are the why of human behavior

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Four qualities of motivation that give a sup frame of reference for making officer more effective and productive

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Motives are hierarchical in nature Motives may be unconsciousness Inference Variability Aristotle believed that reason held sway over all human capacities A need arises and ones perception mobilized the energy needed for reaching a goal

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Paralanguage Chp 3

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Sends messages thru tone of voice pitch and inflection

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Motivation cycle

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Phase one - perceived need(caused by internal or external force) Phase two- behavioral response Phase three- goal which all equals Satisfaction

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Two types of feeling when one considers work

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Global-expressed feelings about the total job Facet-feelings about a specific job element

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Pleasant work place

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A pleasant place to work Politics are minimal Everyone is treated fairly It is more than just a job You really feel like it's your family

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Motives are not static they are dynmic

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Every person has their own motivational hierarchy based on needs rewards and values

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S-A self actualized 1% of the population

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Personality more harmonious perceptions less distorted by fears desires hopes false optimism or pessimism Maslow created the theory of motivation showing a number of basic needs that are clearly identifiable as species wide unchanged and instinctual motivate human beings

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5 need categories of the motivation theory 5 basic needs

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Physiological Security Social Esteem Self actualization

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Two categories of esteem needs (Maslow hierarchy)

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Self esteem including a need for independence freedom confidence achievement Respect from others includes the concepts of recognition prestige acceptance status and reputation

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Motivation-hygiene theory Frederick herzberg

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Workers who were found to be happiest with their jobs identified factors relating to the performance of tasks work events reflecting successful performance and factors identified growth The other factor related to feelings of unhappiness and they were found to be totally unrelated to the actual accomplishment of work. These factors identified as hygiene bc they acted in a manner similar to medical hygiene include supervision interpersonal relations physical working conditions salary company policies administrating practices benefits and job security

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Motivation hygiene theory

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Herzberg viewed satisfies and dissatisfied as separate and distinct entities. But can happen simultaneously

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Theory X- theory Y

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The traditional view of direction and control is theory x (ordianry employee has an aversion to work and will strive to steer clear of it Most ppl bc of their dislike for work will have to be coerced forced directed and threatened with punishment Chief concerns of employees are job security and survival lack of ambition desire to avoid responsibility )

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Theory Y

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Assumes that employees will exercise self direction and self control of they are committed to Dept objectives It does not imply soft management Assumes authority is not appropriate for all situations

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Expectancy theory Victor H vroom

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It is an internal state as well as external forces impinging on individual that will cause them to act in a specific manners, worker will be motivated when it will result in a desired goal

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4 basic assumptions about human behavior for expectancy theory

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Behavior is not determined exclusively by the individual Effort-performance (e-p) refers to individuals motivation to choose specific performance objective and relationship effort to that objective Performance outcome (p-o) deals with and officers anticipation of performing at a specified level and the outcome of those efforts

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Valence

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Strength of an individual's desire for a particular outcome

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Equity theory

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Fairness is the keystone of equity theory and is viewed as one of the process theories of motivation Equity occurs when specific rewards are looked upon as fair and foundational to the total rewards system Calls for a rations stability bw a officers inputs and outputs(distributive fairness) Employees compare themselves to others in terms of what they get out of a job(outputs) vs what they put into the work (inputs)

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Sensitivity theory

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Emetics behavior cognitive model of axiomatic motivation. The position of two psychologists that human behavior can be put into two categories: means(performs a act for a useful purpose) and End (when a individual performs a behavior for no evident reason other than it's own purpose)

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Two principle of behavior (how to motivate)

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When behavior results in a positive consequence officers will sustain that behavior Officers will shaped or curtail a specific behavior when the result is negative

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Chp 4 how to motivate

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Punishment is the quickest most effective way of getting compliance but is not long lasting when used exclusively Reinforcement must be tied to a specific act by the employee and should occur immediately after the specific activity ( can modify behavior and officers can be motivated to work harder

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Leadership Chp 5

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Reliance on knowledge methods and techniques that dominated work in a mine position and allows performance of specific operational tasks must now be shifted to a greater consideration of human and conceptual skills Varying demands on a person in a sup position call for a diff mix of supervisory skills (hu tack). When one analyzes a first line sup position in law enforcement it is apparent that human skills dominate

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TQM total quality management (emphasized the critical roles that leaders should assume in order to deal with organizational environment and with the continuing and constantly changing demands

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Fosters openness fairness and sincerity and provides for involvement of everyone

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Four critical tasks leaders need to carryout in a high performance organization (tqm)

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Permits decisions to be made at appropriate level Build trust and openness Empowers others Creates a vision and communicates it to everyone in the org

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Leadership

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The process of influencing group activities toward the achievement of goals

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50 percent rule

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At min sup should spend half their time managing others rather than being just another employee

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First line sup power sources

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Reward Coercive (based on fear and some type of punishment Legitimate Referent (not directly attributable to the position a aspect of potential power Expert

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Two types of leadership behavior

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Initiating structure (leaders behavior) Consideration (behavior indicative of a friendship mutual trust respect)

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Contingency

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Model of leadership that holds the leaders style must match the demands of a specific situation

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3 factors of contingency model

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Position power(degree to which the position itself confers upon the leader and member) Task structure(much easier for a supervisor to control operational duties and officers can be held responsible for their actions or inactions) Personal relationships ( most important to influence a group of officers)

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Two basic styles of leadership (Fiedler)

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Task oriented Relationship oriented (Not effective by themselves depend on the situation)

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Trait theory of leadership

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Identified distinguishing qualities or characteristics a person possess when functioning as an affective leader

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6 groups of traits (Leadership)

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Ability(brainpower training creativeness verbal ability) Accountability(reliability perseverance self control assumes responsibility) Attainment (ability to work in a group academic achievement) Involvement (flexibility cooperative was friendliness) Situational( status skill mental level needs and interest of follows) Standing (popularity social position economy position)

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Two basic types of leadership

answer

Autocratic & democratic 5 styles of leadership; Authoritarian Democratic Laissez faire Bureaucratic Charismatic

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Leadership types to influence the behavior of officers

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Consultative (shows concern for officers and their needs as well as organizational needs ) When dealing with simple task or issues Directive (includes autocratic and dictatorial indicating the variability of behavior Do as I say philosophy Participative (group involvement shared power two way comm

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Power techniques

answer

Persuasion Patience Gentleness/kindness Teachableness Openness Consistency integrity

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Sup styles can be identified as

answer

Innovative (spend more time with the public, delegates decision making refrains from yelling officer show to handle a situation A good patrol officer will try to find out what residents think the neighborhood problems are Supportive (sup functions as a protector rather than supporter , lesser concern for paper work and ensuring that officers produce) Active(lead by example)

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Leadership mistakes

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Sup who critics employees in public make a serious mistake The true mark of a competent sup is a strong sensitively toward the feelings of others When it's necessary to criticize someone do it privately and in a sensitive manner

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Chp 6 team building

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Some groups accept change whereas others groups resist change and prefer the status quo. Whatever their characteristics they are the focal point for human interaction One o these groups is law enforcement and potential members are those who have an interest in a police cater and to through a screening process before acceptance If entry is successful the individual enters a closed and formal group

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Group and two factors

answer

Consists of two or more ppl who interact with and influence each other for a common purpose Factors: interaction And influence

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Cookie cutter mentality

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Candidate at the police academy, is expected to dress appropriately accept authority never criticize the agency and become a member of the team

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Esprit de corps

answer

Spirit of the corp Esprit de corps and high morale are by products of socialization

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Healthy groups

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Can satisfy officer needs in many ways including association friendship recognition and self esteem

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Social roles in a group

answer

Devils advocate Enforcer Expert Facilitator Follower Leader Scapegoat

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Goal

answer

Reduction of conflict be the individual and the organization

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Formal groups

answer

Work groups created and supported by the organization for the express purpose of fulfilling specific organizational needs or performing special tasks (can be temporary or Permanent)

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Informal group

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Composed of ppl who have common interests such as basketball who get together for the sport(can work not to support the org, some argue the majority of police unions are informal groups) (can evolve into cliques

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3 categories of cliques

answer

Horizontal - cuts across Dept lines and will normally Include a number of first line sup (assumes defensive posture and functions to ensure status quo) Vertical- occurs in one unit of the Dept( be sup and subordinates) Random - just basic desire to associate with other members of the dept

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A newly organized group passes through 6 stages

answer

Orientation Conflict and challenge Cohesion Delusion (Uncertainty) Disillusion(on a treadmill going nowhere) Acceptance(interacts positively)

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Norms

answer

The techniques members of a group develop as a way of controlling the behavior of others

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Law enforcement norms

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Loyalty Silence Danger (Deadly mix-the officer, offender, circumstances that brought them together) Isolation Performance

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Blow concept of team membership

answer

B- be part of the cause L-lend a hand O-obey the rules W-work in partnership

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Team size

answer

In a selection of dept from a nationwide survey by the police foundation it was found that the me member of officers supervised by a sergeant ranged from 4.5 to 16.6 and the avg team consisted of slightly more than 8 member

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Conducting meetings

answer

A sup should prep for a mtg by setting aside adequate time to conduct the research

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Group think

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A by product of cohesiveness and it is more or less the glue that binds members of group think Group think can be handled effectively by selecting someone in the group to be the devils advocate- to question the solution

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Chp 7 change

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If an organization is to change there must be a change in the behavior of the dept members Real organizational change is effectuated by first line sup not middle or upper management

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10% of employess

answer

Actively embrace Change 80% will wait to be convinced or wait til change is unavoidable Remaining 10% will actively resist change

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Factors that foster change

answer

Legal system Work values (provide dram of reference on now an officer relates to co workers, sup and consumers) Technology Unions

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Core evaluation traits of change

answer

Self esteem Generalized self efficacy locus of control Emotional stability

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Two personality traits

answer

Extra version Conscientious (Affect job satisfaction directly)

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Acceptance to change

answer

If individuals are knowledgeable about the consequences of the change a decision to accept is more apt to occur bc it's something they want to do not sole thin forced to accept Important feature to chant is the prospect of alternatives Another reason for accepting change is that the event can create enhancement Officers need to be told about their proposed responsibilities and duties

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Reasons for accepting change

answer

Alternatives Enhancement Knowledgable Need is fulfilled Planned

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Resistance to change

answer

Ambiguity Cultural reasons Discretion is restricted or eliminated Economic reasons Habits are altered Relationships are restricted Unpopular decisions (actions dealing with discipline, changes in work schedules, changed in affecting salaries) Compliance gaining technique give adequate justification for decision

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Rational resistance

answer

Ex. Officer resisted booking juvenile hall but it simplified the book on process

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Emotional resistance

answer

Feelings

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Working for change

answer

1) being knowledgable ( when rumors are not confronted with accurate and complete information they can cause irreparable damage to the change process) 2)communication 3) involvement 4) informal leaders 5)mandated change

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Influence of informal leaders

answer

Normally one officer in the group will be the social leader and another officer will be the group leader Informal leaders can provide information to the decision making process that might otherwise be unavailable allowing those involved the opportunity to meet this resistant head on

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Chp 8 performance appraisal Objective of performance appraisal

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To inform employees about the quality of their work so that they can strive to improve their own performance Referred to as: developmental & judgemental performance appraisal

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4 universal aspects of performance appraisal

answer

1. Performance goal, standard, or plan 2. Measurement of job related performance 3. Comparison of employee performance with the goal standard or plan 4. A use of corrective action as required in a give situation (Rep the conceptual pillars in which employee evaluation process was built)

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Performance appraisal necessary:

answer

In order to allocate resources Reward component employees Provide valuable feedback to workers Maintain fair relationships and open communication CALEA standard is that evaluate permanent employee once a year

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3 common objectives to performance evaluation protocols

answer

1. To assess agh employees contribution to the org 2.to provide employees with valuable feedback 3.to develop a mutually acceptable plan for Correcting performance related prob

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Evaluation process

answer

Assessment Evaluation interview Mediation (Sergeant is a central fig)

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Graphic rating scale

answer

Most frequently used performance device .-Each characteristic trait is to be evaluated is represented by a line or scale on which the evaluator indicated (usually 0-100) to which it is believers the person possess that particular trait or characteristic

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Advantages to graphic tater scale

answer

1. Fairly simple to design and construct 2. Easy for sup to use 3.interpretation is not diff 4. Employees can be compared based on a composite score (The raters knowledge training and indication to take risk are critical variables that actually may determine the success or failure of the performance process

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Critical incident method

answer

Involves identifying classifying and recording significant employee behaviors

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3 basic steps in the critical incident approach

answer

Gather and record accurate info about critical incidents involving employees Abstract the info into a manageable number of categories describing significant Job behaviors Provide the evaluator with a list of categories and a form to record and analysis of the employees performance during critical incidents

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Advantages of critical incident

answer

Factual situations Zeros is on positive and neg aspects of behavior Well suited for employee counseling aspects of performance assessment

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Disadvantage of critical incident method

answer

Takes a great deal of time Specialized training Management oversight to do it correctly

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Behavioral anchored rating scales (BARS)

answer

Focus on what employees Gould be doing rather than on their personal traits by relating specific performance to critical job responsibilities ( sup look for and rage definite I serval and measurable job behavior)

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Paired comparison

answer

Can be a formal or informal process - the sup is provided with w set of all possible pairs of officers and is instructed to select the individual in each pair who is the better performer

question

Advantages to paired comparison

answer

Does not require the use of standards Officers who perform similar duties are compared against each other Relatively simple and saves time

question

Advantages to informal paired comparison

answer

Supervisors selects the positive characteristics and abilities among all he subordinates and creates a model officer that can be compared With each officer

question

Management by objectives (MBO)2

answer

Identifies exactly who is to do what within a given time frame based on the allocation of existing resources (Viewed as a complete management and control system) 1.setting mutually acceptable goals and objectives 2.identifying resources and necessary actions 3.prioritizing goals and objectives 4.setting precise timetables 5. Evaluating the results (Clarity and specificity are essential components of MBO)

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The error of leniency (Human error factor)

answer

Involves the human tendency to give ppl the benefit of the doubt and evaluate their on the job performance beyond what the circumstances warrant (Sup lose their credibility moral suffers and employees placed into positions for which they are unprepared

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The error of central tendency

answer

More ppl will be rated closer to he mean than to any other point on the evaluative scale (Only becomes a central tendency error when it fails to reflect a truly objective appraisal and forces many employees into a avg category)

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The halo effect (Human error factor)

answer

Frequently committed error- means the first line sup permits just one outstanding positive or neg characteristic or critical incident to shape the overall rating given to the employee (The halo effect is the MBO version of the self fulfilling prophecy)

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The error of bias

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Tendency to rate employees they know and really like much higher than can reasonably be justified (Factors such as race sex sexual preference color creed lifestyle and physical appearance may be imbued in the evaluator either intentionally or unintentionally based on the sup norms values and prejudices and operational stereotypes

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Contrast error

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Tendency of some first line sup to judge subordinates in terms of their own expectations and aspirations

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Recent error

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If the sup does not keep documentation on the subordinates activities during eval period (generally decency error results in a higher rating than that actually deserved by subordinates

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Valid performance appraisal

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Accurate measurement of traits (graphic rating scale) and applied problem solving (critical incident) or goal acquisition (MBO) the evaluation process purports to measure A relatable performance appraisal is not biased by the idiosyncrasies(errors) of the rarer manipulation by the person evaluated flaws in the design of the measuring device or the constraints of time or place

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The evaluation interview

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A forum for positive face to face interaction bw first line sup and their subordinates

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Chp 9 training coaching counseling and mentoring Theory of andragogy

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Emphasizes that adults are self directed and are willing to take responsibility for their decisions

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4 assumptions about learning andragogy is based off ROSE

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R-readiness to learn O-orientation to learning S- self concept E-experience (The sup should keep in mind that listening should preempt lecturing, lecture only in exceptions situations It is best to discuss the issue and drive to let the officer solve the prob by tellin you exactly how they will proceed

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Officers retention

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60% of what we discuss with others 70% of what we experience personally 80% what we discover and solve individually

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Types of formal training

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In service Specialized Supervision Field training officer Managerial

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Project STAR (System training and analysis requirements)

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Focused on roles tasks and training needs of police personnel

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8 traits or characteristics of successful law enforcement ofc

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Directing others Interpersonal skill Perception Decision making Decisiveness Adaptability Oral comm Written comm

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Sergeants role as a trainer

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Everything a sup does in directing the workforce has some element of training in it conversely every training activity involves an element or supervision

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Civil liability for failure to train police personnel Concern areas

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Negligent employment negligent supervision Negligent training Can be sued under federal law section 1983

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First line sup

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Remedy a situation by counseling Functions as teachers coaches mentors and counselors

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Effective coach

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Characteristics include vision self confidence and self development The best coaches listen at the same level as the sender of the message

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Two types of constructive feed back

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Optimistic -feedback occurs on a continuous basis over and extended period. An operational climate exist where info can be shared freely and without restraint (positive reinforcement and appropriate praise of achievements Corrective-tailored to tell officers that improvement is necessary

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Teach technical skills

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A failure to concern tested on developing skills of subordinates results in unsound or unproductive supervsion At the same time it should be kept in mind they even the most skilled coach will diminish his impact if ppl skills are ignored One managerial expert has pointed out that it is easy to disguise a deficiency of knowledge skills but impossible to disguise a lack of human skills

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Operational climate

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A counselor should strive develop a working environment that is open trusting ethical and built upon a foundation of integrity

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Features of successful counseling style

answer

Communication Flexibility Intention Support

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80/20 rule

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Speak only one fifth of the time Counselor should not dominate the conversation.

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Effective flexibility approach in 1-1 counseling

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Asking open ended questions about specific instances

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Counseling

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A shared effort to identify strengths and weaknesses and work together to develop a plan that will resolve performance issue Not to be punitive

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3 Styles of counseling

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Directive style-best to correct uncomplicated problems, make a correction on the spot or correct aspects of job performance (sup engages in 1 way com) Non directive (preferred) help employee to grow develop and perform more effectively. Combined styles - stresses that planning and decision making are the responsibility of the subordinate. Counselor assist the officer when a plan of action is created

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Positive atmosphere

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Creates the potential for two way communication

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Mentoring

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The proactive development of each subordinate by observation assessment coaching teaching developmental counseling and evaluation (guide and assist officers) Developmental counseling is best for improving human affective and conceptual skills Coaching utilizes every skill in hu tack Teaching focuses on improvement of technical and tactical skills

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Chp 10 discipline

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Considered positive and means of teaching instruction training and remediation. To facilitate collective action the internalization of self control based on the norms and values of the work place

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Maintains Discipline is a management function that Involves

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Obedience Internal self control Acceptance of punishments designed to curb individual deviance or professional misconduct

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According to Dwight Eisenhower

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Leadership is the art of getting others to do something you want done bc they want to do it

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Most Positive form of discipline

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Self discipline built on human tendency to do what needs to be done tondo what is right in a given situation and comply voluntarily with the reasonable standard of performance and conduct that apply to all members of the workforce

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The greatest management principle Michael leboeuf

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The things that get rewarded get done Recognition and praise are rewards

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Tqm

answer

Technique designed to assist in developing a positive performance oriented culture as well as employee commitment within the work environment.

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PRICE to improve employee performance through;

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P- pinpoint R-record I-involve C-coach E-evaluate

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Negative discipline

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Discipline is based on the use of punishment rather than rewards (To deal with deviant and marginal employees) (All disciplinary actions should be constructive rather than destructive. Constructive is built on foundation of sensitivity and good judgement)

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Failure to recognize and deal with employee needs

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Leads to: job dissatisfaction minter personal conflict Poor performance Disciplinary problems High turn over rate

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Two objectives of the imposition of disciplinary action

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To reform the individual offender Mot deter others who may be influenced by what has happened

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Proper goal of imposed discipline

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Make the future more satisfactory not to vent emotions or to fulfill some abstract sense of justice

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Keys to effective discipline

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Don't be a ostrich-overlooking discipline problems Become a Caesars wife-loyal to the org and comply , lead by example Practice hot stove rule- discipline should be immediate never lose control Be instructive- good teacher/counseling Be firm but fair open honest attitude is key Stay out of the employees private life State rules in a positive manners Don't be a disciplinary magician- don't make up new rules Be precise

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5 stages when facing disciplinary action

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Denial Anger Bargaining Depression Acceptance

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Hot stove effect

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When you touch a hot stove the burn is immediate (immediate predictable consistent totally impersonal, you had advance warning )

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Garrity v New Jersey

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Garritty protection when employee is required to ans questions in a internal investigation. Employee cannot use info provided by the employee in a crimson procedure against the employee (must be compelled under threat and substantial disciplinary action or dismissal)

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Firm and fair discipline depend on;

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The quality of the personnel being recruited by the dept The effectiveness of the promotion system The training given to newly promoted sergeants The support that first line sup receive form the superiors

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Punishment with server punishment steps:

answer

Informal discussion Oral warning Written reprimand (Designed to spell out problem) Final written warning Transfer Suspension Demotion Discharge

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Mistakes to avoid (Discipline)

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No clear cut misconduct or violation Inadequate warning Absence of positive evidence Active on prejudice Inadequate records Excessive punishment Violation of procedural due process (Systematic failure is the absence of discipline)

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Constructive discharge

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Claim or legal finding that an employee who purportedly voluntarily resigned from a position should be treated as though the employee was actually discharged or fired by the employer

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Chp 11 internal discipline

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General assignment police spend no more than 10-15% of their on duty time actually enforcing criminal law

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Occupational deviance (3 categories)

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Nonfeasance- failure to take appropriate action as required by law or Dept policy Misfeasance-performing a required and lawful task in an unacceptable or inappropriate way Malfeasance- wrongdoing or illegal conduct or misuse of authority

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5 basic problems in ur an policing as institutional preconditions for police crime corruption and occupational deviance

answer

Broad discretion Low managerial visibility Low public visibility Peer group secrecy (more likely to see criminal or corrupt cops and say nothing) Managerial secrecy

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Three factors that lead to deviance

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Discretion secrecy and lack of supervision (Lack of sup of the First line sup is at the core of every scandal)

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Responsibility encompasses

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Professional ethics answerability and accountability (Ingredients to police professionalism)

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7 basic steps involved in the investigation of a serious personnel complaint

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Nature and extent of alleged deviance An internal investigation to ascertain merit Logical conclusions drawn off evidence Alternative courses of action must be evaluated and converted into recommendations If corrective action must be firm and fair Precautions must be taken to ensure admin due process Sup must perform a follow up

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Purpose of police internal affairs 5 fold

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1. Ensures a professional image 2.fosters confidence and trust bw the public and its police Dept 3. Provides a mechanism for the public to seek redress for alleged acts of police misconduct 4.ensures that policies exist to provide guideline for internal affairs investigations 5.ensures that members of the police agency know that a code of conduct exists and is enforced

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External and internal whistle blowing should be considered negative

answer

The most effective way to prevent abuse of police power is through vigilance and prompt use of disciplinary action when abuse is found a

question

Types of complaints Primary complaints

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Received directly from the alleged victim

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Types of complaints Secondary complaints

answer

From persons who while not victims themselves complain on behalf of others

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Types of complaints Anonymous

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Coming from Unidentified force

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First step in a personnel investigation complaint

answer

Interview the complainant

question

Function of a interview

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1.gather additional info concerning the complaint 2. Identify witnesses and investigative leads related to the alleged police misconduct 3.assess the complainants credibility 4.determine the merits of the accusation 5.ascertain if possible the complainants motive (Preparation is key to conducting s successful investigative interview)

question

Personnel complaint adjudicatory findings

answer

1. Sustained 2. Not sustained -insufficient evidence 3. Exonerated -act occurred but was legal and proper 4. Unfounded-didn't occur complaint was false 5. Misconduct not based on original complaint 6. Policy failure-allegation true but action not inconsistent with the policy

question

Decisions

answer

Based on the preponderance of evidence and not proof beyond a reasonable doubt (Members of a trial board are expected to use rational, objective and analytical reasoning in researching that decision)

question

Forecasting and dealing with potential disciplinary problems

answer

The EWS early warning system- keep track of all personnel complaints lodged with the dept (Interview process is the most critical component of EWS) Sole function to alert internal affairs and first line sup

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Chp12 supervising the difficult employee 3 types of employees

answer

Ascendant -workaholic an organizational person or someone on the fast track work oriented and Job is uppermost in life Indifferent-perform duty on what they perceive is acceptable level....minimal Ambivalent-often imaginative and intelligent , upon mastering a technique they search for more interesting work , routine is boring and usually becomes less committed over time (A simple way to rate yourself is to identify the most troublesome employee supervised )

question

Behavioral problems

answer

70% of behavioral problems involve the organization itself the immediate sup and the employee

question

3 variables when managing personnel

answer

The sup The officer The officers performance

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Problem employees can be placed in one of these categories

answer

Erudites-have am opinion about everything see themselves as intellectuals learned and I'm all class all by themselves. Use their expertise as powerful decisions Tyrants-control oriented and do not respect others ,respond explosively. Sup must respond to them at the same level Defeatist- resist every new idea skeptical about change , never say anything good about anything Manipulators-do anything necessary to gain the advantage , unethical , play others against each other Indecisives- work to avoid making decisions , procrastinator

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Marginal performer

answer

Knows all of the work norms and consistently performs just below the acceptable level

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Work stressors

answer

Most commonly researched job stress related illnesses: hypertension, heart disease, alcoholism, mental illnesses

question

Task stressors

answer

Danger Boredom-patrolling low crime beat Role conflict and ambiguity-lack of clarity about objectives and how tasks should be carried out Control over work Shift work Use of excessive force

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Personal problems

answer

Suicide Alcohol abuse Divorce Spousal concerns about danger

question

Fitness for duty

answer

When ofcs behavior calls into question their judgement stability self control emotional control in performing duties a FFD veal may be appropriate (Should not be used unless there is strong documentation and Ofc is Mentally unstable and hazard to them-self and others and organization

question

Chp13 supervising minorities Prejudice

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Neg attitudes toward a particular group considered diff and inferior

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Stereotypes

answer

Standardized mental images held by members of one group regarding the characteristics or traits of another group. A set of group shared and generally neg attitudes based on tradition limited interaction or ignorance which is undesirable to the members of the out group

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Discrimination

answer

The neg and unfavorable treatment of ppl based on their membership In a minority group

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Ethnocentrism

answer

Natural tendency of human beings to view their own culture and customs as right and superior and to judge all others by those standards

question

Xenophobia

answer

The irrational fear or hatred of strangers and foreigners, minorities esp racial minorities are often viewed as strangers in their own land

question

Civil rights act 1964 title Vii(7)

answer

Prohibited discrimination based on national origin ethnic group sex creed age or race

question

Equal employment act of 1972

answer

Gave the eeoc more authority to formulate policies procedures rules and regulations designed to ensure compliance with the law

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Affirmative action

answer

Stressed the need for goals, timetables, and actions to deal with discrimination

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Action plan to motivate non traditional employees

answer

Make work interesting Relate rewards to performance Provide value rewards Treat employees as individuals Encourage participation and cooperation Explain why the action is being taken Provide accurate and timely feedback

question

Female Ofc unique stressors

answer

1. Her own feeling of competence 2.her perception of how her peers view her competence(particularly males) 3.reluctant acceptance into the male dominated dept culture 4. Unfavorable stereotypical reactions by citizens 5. Sexual harassment

question

Golden rule for suPERVISING minorities

answer

Praise in public reprimand in private

question

Protected class

answer

Composed of individuals who have been unfairly or illegally discriminated against in the past who are believed to be entitled to preferential consideration due to past or present aspects of their life situation 1. Racial or ethnic origin 2.sex (gender or preference) 3. Age (over 40) 4. Physical status (disabilities) 5. Religion

question

OUCH test

answer

Effective strategy that applies to the supervision of employees who are members of a protected class (Helps remind sup that all of their actions as a first Line sup must be : O-objective U-uniform in application C-consistently applied H-have job relatedness

question

Two forms of sexual harassment:

answer

1. Quid pro quo sexual harassment-Individual is forced to grant sexual favors in order to obtain maintain or improve employment status 2. Hostile work environment sexual harassment- employees subjective to suggested comments, photographs, jokes, obscene gestures, or unwanted physical contact

question

4 elements of hostile work environment

answer

Conduct is unwelcomed Conduct is sufficiently severe or persuasive to alter the conditions of the victims employment and create an abusive work environment The conduct is perceived by the victim as hostile or abusive The conduct creates an environment that a reasonable person would find hostile or abusive

question

Sup gay and lesbian employees

answer

Strategy for dealing with this group must conform to the ouch test Objective Uniform in application Consistently applied Have job relatedness

question

4 parties benefit from employee participation and effective delegation of power

answer

The community The police dept First line sup Employees

question

Helpful systems and structures at the heart of the empowerment process

answer

Win-win situations Self-supervision Personal accountability (The empowerment of police personnel is essential if governments are to attract field and retain college educated officers)

question

Chp 14 tactical operations Critical incidents

answer

One thing is clear there is no warning and action must be taken immediately and effectively. Such calls ,as range from locating lost children to handling a major disaster such as s storm or terrorist attack,

question

3 major categories Types of calls for critical incidents

answer

1. Man made or natural disasters A. Fires both structural and woodland B. Weather 2. Safety and rescue A. List children B. Toxic spills evacuation disease outbreaks C. Major accidents 3. Criminal or threat incidents A. School/workplace shootings B.barricaded suspects and hostage C. Civil disorder riot crowd control D. Bomb threats explosions other terrorist threats (First line supervisors are in a particularly good position to gather such precrisis info

question

National incident management system NIMS

answer

Is designed to provide a consistent nationwide approach for federal, federal and local governments to work effectively and efficiently together to prepare for prevent respond gland recover from domestic incidents regardless of cause size or complexity (One of the requirements for the implementation of NIMS at state or local levels is for police to institutionalize the incident command system (ICS)

question

ICS incident command system

answer

A standard on scene all hazard incident management system (FEMA used for two decades)

question

3 basic element ps of the ICS

answer

Common terminology -use of plain English Communications Accountability - all agencies must adhere to check in procedure

question

Two main priorities of first line sup on scene of critical incident

answer

To act ; to communicate

question

Sup must communicate the following info as it becomes avail on the critical incident scene

answer

Nature and scope of the incident Perimeter security needs Need for specialized personnel

question

Supervisor may be deployed under any of these functions depending on nature of the incident and their training

answer

Incident command -sets the incident objectives strategies and priorities overall responsibility Operations-tactical operations to carry out plan Planning - prepares documents maintains records Logistics-provides support resources and all other services needed to meet operational needs Finance/administration- monitors cost related to the incident provides accounting ,procurement, time recording and cost analysis

question

3 additional personnel depending on the size in addition to ic, operations, planning, logistics, finance

answer

Public information officer Safety officer Liaison officer primary contact person

question

Span of control

answer

Can vary from 3-7, fema recommends a ratio of one sup to 5 reporting officers (if number falls out of these ranges then expansion or collapsing of the ICS org may be necessary

question

FEMA recommends adding following levels of operation to manage span of control

answer

Divisions- used to divide incident geographically Groups- used to describe functions areas of operation Branches- used when number of divisions or groups exceeds the span of control can either be geographical or functional

question

Tactical team

answer

Generally composed of three structures : Perimeter control, assault team, ; a sniper/observer

question

Two major purposes for Critical incident debriefing

answer

1. Tactical 2. Emotional (Should be conducted with all ofcs involved as soon as possible after critics Incident) (if symptoms i.e. depression persist for more than 30 days the off may be suffering from post traumatic stress disorder

question

National tactical officers association nToa

answer

Has published swats best practices as a guide for local law enforcement agencies developing a tactical team

question

Chp 16 homeland security The nature of terrorism

answer

Terrorists attempt to disrupt a community and create fear in order to advance a religious social agenda

question

Two categories of terrorism

answer

Domestic terrorism-carried out by persons who are citizens of the country against whom their attacks are targeted (The most common type of terrorism) Foreign terrorism-Carrie out by citizens of another country who target other countries

question

3 categories of foreign terrorist threat

answer

1. Foreign sponsors of international terrorism (7 counties support and fund) 2. Finalized terrorist groups (organized infrastructure) 3. Loosely affiliated international radical extremist (Unorganized groups or even individuals who take it upon themselves to make a terrorist attack. (Loosely affiliated terrorist groups and individuals may pose the most serious threat to the u.s. Due to the difficulty of law enforcement intelligence to identify these individuals

question

DHS (dept Homeland security)

answer

Dhs established the national infrastructure protection plan (NIPP)

question

NIPP national infrastructure protection plan

answer

Designed to coordinate terrorist threat response efforts among federal state and local authorities

question

NIPP consist of 6 steps designed to protect physical cyber and human assets within the nations infrastructure and key resources

answer

1. Establish security goals or performance targets that constitute protective posture 2. Identify assets systems networks and functions within and outside the us that require a level protection 3. Assess risks in terms of a direct or indirect attack on particular assets and the probability that a target will be attacked 4. Establish priorities in terms of risk and levels of current protection and mitigation systems 5. Implement protective programs for high priority assets esp those that currently have low levels of protection 6. Measure effectiveness in terms of progress toward hardening assets and preventing attacks

question

Local response to terrorism

answer

Local police are typically the first responders to a terrorist attacks Federal authorities fear that sharing a high level intelligence with local police might lead to misuse or leaks to the public

question

Intelligence

answer

When a wide array of raw information is assessed for validity and deductive reasoning. (The product of an analysis process that provides an integrative perspective to disparate information about crime, crome trends security threats and conditions associated with criminality)

question

Information vs intelligence

answer

Several local and state law enforcement agencies have partnered with the fbi to form terrorist early warning teams called fusion centers

question

Fusion centers

answer

Provide for a collaboration and coordination of all emergency response Dept within a given metropolitan area

question

TSC terrorist screen centers

answer

Maintains database of sensitive but unclassified information that is available to local law enforcement during on scene traffic stops Ncic - if a hit is made on a suspected terrorist the officer is advised to approach with caution and phone the TSC immediately

question

Transient targets

answer

Any function that may attract large crowd of ppl on a temporary basis (sporting events festivals fairs and carnivals)

question

SAR-suspicious activity reporting

answer

Suspicious activity around potential target areas should be reported to locals for state fusion centers so that activity can be documented shared and analyzed

question

NSi nationwide SAR initiative

answer

Strategy is to develop evaluate and implement common processes and policies of gathering

question

3 primary responsibilities of the first line sup to deal with terrorist threat

answer

Safety Information Effective first response (The first responsibility of the police supervisor is safety of the public and subordinate officers)

question

5 types of situations in which police officers may be vulnerable to terrorist attack

answer

1. Routine traffic stops 2. Routine domestic disturbance and residence calls 3. public rallies and marches 4. Confrontations and standings (hostage situation) 5. Revenge and retaliation

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