Virtual Police Department Case Study
Virtual Police Department Case Study

Virtual Police Department Case Study

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  • Pages: 7 (3489 words)
  • Published: October 15, 2017
  • Type: Research Paper
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This paper will dwell of an overview of the Virtual Police Department. the history of that section and where it is today. I will analyze the different issues within the section and put a constructive way for the section so that it may profit to the full from all the resources that it has available. The Virtual Police Department is a medium sized section with 155 pledged officers. The section has a long history of engaging from a “good ole boy” system. The standard for being hired at this peculiar section is minimum and their turnover rate for forces is frequently and all at one time. The current section leading has been around for no more than 15 old ages and most of the staff have been hired within the last 5 old ages. Because of the turnover rate. experience is missing. All of the seasoned officers have “phased out” and publicities were required. nevertheless. non needfully earned or deserved. I have identified several countries that I would urge immediate attending to. However. I have highlighted four of these for the intent of this instance survey. Firstly. I would look at the hiring procedure within this section and do some much needed alterations.

Following. I would revisit the budget. Then. I would reconstitute the four organisations into working efficient groups. Last. I would set up connexions within the community and neighbouring constabulary sections and community bureaus to guarantee a close knit. positive. supported web. I recommend that this section Begin with a alteration to its hiring procedure. Many of the em


ployees have no more than a high school sheepskin. I feel at that place should be a fit criterion of instruction and experience to go the Chief of Police. Not merely household dealingss or friends. The community of VPD are losing religion and assurance in their constabulary section and one manner to get down the alteration is to get down from the interior. Once the Chief of Police is in office with a Bachelor or higher. so they may get down implementing their ain officers to at least carry through an associate’s grade in Criminal Justice. I understand that in the yesteryear. looking for forces who had a Bachelor’s grade rendered many from within the section ineligible. nevertheless. possibly this is a beginning to the alteration.

The section needs to get down looking outside of their town for forces to patrol the country. Harmonizing to the section demographics chart. the section has ne'er had the full authorised members. From 2009-2012. the mean figure of existent pledged employees was 140. The authorised figure rose in 2011 to 145. The current twelvemonth. there are 155 pledged officers which is 10 over mandate. The history of the devising of this constabulary section has earnestly perpetuated the state of affairs the VPD is confronting today. From the initial hiring in 1950. the Mayor and City Council hired their friends as the initial section members. In the beginning. this had no consequence on the section and it really solidified a great relationship within the community. However. as times have changed. the section itself has grown. the community

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has grown every bit good. this sort of engaging procedure has taken its toll on the section. authorization. and the community.

The section has a important insistent issue which is the consistent majority hiring and retiring of its officers. There truly isn’t a stage out procedure in topographic point whereby cub constabulary officers train and learn from the more experient 1s before they retire. It seems a common subject within this section is a batch of running from fire to fire. It appears the section spends more clip playing defense mechanism as opposed to offense. Alternatively of the section spacing its forces who are looking at retirement out. they all seem to retire at the same clip. This is yet another impact of the hiring of friends and household. Although it worked good in the 1950’s. the metropolis and its dwellers are far different than they were in the 1950s. There besides appears to be a important sum of ailments from both internal and external beginnings ; every bit good as diminishing per centum of offenses solved and/or successfully prosecuted. Based on these issues. I would phase the retirement and engaging procedure.

It may ab initio make a few concerns. nevertheless. I believe those will be fewer than the continual spiral out of control the section is presently confronting. I believe that if some of those that are close to retirement were promoted to other places within the force. they would remain around a small longer. Finally. there will be a good mix of length of service within the constabulary section. Guaranting that junior officers receive proper preparation from the more seasoned officers is highly of import. Harmonizing to the offense statistics provided by the scenario. there appears to be a batch of burglary. robbery. and larceny in the Part 1 Offences. Forces should be dedicated to these countries to guarantee the offense is attacked BEFORE it occurs. The Broken Windows theory is epic when sing the transmutation of a community. Showing the community that the constabulary want to be proactive as opposed to reactive is surely a good start. In the proactive article titled “Broken Windows: The Police and Neighborhood Safety. ” James Q. Wilson and George L. Kelling argued that patroling should work more on “little problems” such as keeping order. supplying services to those in demand. and following schemes to cut down the fright of offense ( 1982:29 ) .

Their premises were based on three grounds: Areas with street people. youth packs. harlotry. and rummies are high-crime countries. Neighborhood upset creates fear. ( 1982:30 ) Another issue with the current hiring procedure is there is no engaging board or public proclamations made. The constabulary section likes to engage from within and have kept to engaging friends and household to. “keep all the undesirables off the constabulary force. ” I would denote any approaching vacancies province broad and set up a hiring procedure based on makings. The hiring would non be coincident with the Mayoral elections and the constabulary section will interrupt from the political tie it presently has. As the constabulary section and the mayoral council run so tightly

together. it is impossible for the VPD. province constabulary. and county sheriff to pass on with each other. Communication between constabulary sections is important for the VPD to last. The procedure of socialisation seems to be losing from the Virtual Police Department. Although they are close because of the internal hiring. it does non impart acceptance to larning the ropes by making every bit much as by the rule-book.

As the experient officers phase out. there is non a batch left for the younger inexperient officers to larn the valuable on-the-job lessons with. George. C. . & A ; Smith. C. ( 2004 ) . With the alterations to the hiring and retiring procedure. the budget evidently needs to be revisited. The first thing I would make is look at the mean starting wage for the constabulary and bead it to $ 32. 000 – $ 35. 000 one-year. Get downing cub constabulary officers out at $ 45. 000 doesn’t give room for publicity with wage addition. clip on section additions. and doesn’t encourage members within the section to foster their instruction or strive for a better place. Pay should increase as places and duty addition. If 75 of the 155 constabulary officers are within their first 5 old ages on the force. their wage should be $ 35. 000 one-year. The budget would necessitate to be met to cover the cost of each constabulary officer with a buffer of 15 % for over clip. If the starting wage for the VPD force was $ 32. 000. the sum for the cub officers would be $ 2. 400. 000 one-year.

That would be a nest eggs of $ 975. 000 a twelvemonth. Police sections should hold a plan and publicity rate for their officers to endeavor toward. Harmonizing to George Cole and Christopher Smith. “The mean get downing wage in 2001 was more than $ 32. 000” . ( 2004:173 ) . Pay addition should come with duty and occupation cognition and clip on the force. I besides think the constabulary section needs to compare the wage of their officers and commanding officers to other neighbouring sections and establish the get downing wage on those. An highly of import facet has been overlooked within this section due to budget cuts. Training has evidently suffered greatly. I do non believe that preparation should of all time be jeopardized for the interest of salvaging a few pennies. Train the trainer plans are a great manner to maximise developing the cheapest manner. Sending one or two persons to have preparation that will attest them to carry on the preparation within their section is gold.

Once the resonance is established with the other sections within the country. so the trainer can besides develop those sections. Basically. each section would direct person to have specialised preparation and portion that developing throughout the sections. This manner. each section will salvage money and non hold to predate the preparation. Another country that is refering is firearm making preparation. This is a major error to let officers to go on to transport their pieces when they are non qualified. If they

had to utilize their arm and during the class of the probe. it is determined that they were non qualified. the reverberations would be huge. non merely for the section. but for the other sections. the metropolis. and the province. Besides of great importance in the preparation country is E & A ; T non maintaining up with jurisprudence updates. alterations. and recent tribunal opinions. Training can be conducted on the occupation and any extra preparation can be completed during one of the 8 hr displacements if the agenda can be made to let a preparation twenty-four hours. That manner. the officer isn’t on the route. isn’t side-tracked. isn’t in tribunal. or isn’t unavailable. If training twenty-four hours was a “duty day” so preparation can be maintained. “Recruits need formal preparation in order to derive an apprehension of legal regulations. arms use. and other facets of the occupation. ” ( 2004:179 ) .

A positive attack to set uping a budget within the legal power would be to measure the cost of offense. Harmonizing to Mark Cohen. “taking a “bottom-up” attack to offense AIDSs in interrupting them down. ” ( 2005: 84 ) . Interrupting the offenses down on a per-crime footing will give the contrivers aid when looking at the statistics of their community offenses. In making this. it would be good for the tribunals to readdress the cost of mulcts paid. fees and offense times. etc. The tribunals would basically be helping the constabulary section in patroling their community. Possibly. stiffer sentences. stiffer mulcts. and attending to the offenses will be a important hindrance. Let those who choose to interrupt the jurisprudence pay the monetary value for it. The best manner to reasonably guarantee that preparation is being conducted is to form the section a spot better. The section does look to be organized good. It has the typical four separate bids ; Patrol. Investigations. Particular Operations. and Support Services.

Each of these sections has a commanding officer. The sections are organized by endowments. friendly relationships. and accomplishments. The section seems to be highly mismanaged as they presently have 155 pledged officers. nevertheless they are merely authorised 145 by 2012. Along with the pledged officers. they are besides highly overstaffed with civilian employees every bit good. Harmonizing to the tabular array. they are authorised 17. nevertheless. they presently employ 70. On top of the overstaffing issue. the section has a history of engaging predominately Caucasic male constabulary officers ( 70 % ) . and merely 11 % Caucasic female officers ; which has held reasonably steady over the last four old ages. Harmonizing to Wilson and Kelling. “For most of the nation’s history. about all constabulary officers were white work forces. ” ( 2004:174 ) . The Civilian Personnel demographics are non much different. The section has a high figure of Caucasic work forces and adult females employees. The Afro-american male employees estimate at 10 % of the constabulary force over the last four old ages. The Afro-american female constabulary officers sat at 3. 7 % estimated over the last four old ages. As the community has grown in size.

it appears the constabulary section has maintained a consistent employee demographic base.

The last recorded nose count was from 2000. Based on that nose count. the population consisted of the followers ; 50. 9 % male. 49. 1 % female. 60. 1 % Caucasian. 16. 7 % black or African American. 11. 4 % Hispanic. 7. 0 % Asiatic. Other 0. 2 % . some other race 1. 7 % . two or more races 2. 9 % and foreign born 16. 2 % . The average age was 37. 9 old ages of age. Not merely has the cultural population changed. but the average income norm has every bit good. The median has dropped by 13 % which should alarm the surrounding bureaus that their citizens are non every bit affluent as they one time were and most of the clip. this besides incites condemnable activity. The demographic differences in the community and constabulary section is broad. It may hold been the same demographics at one clip. nevertheless. the constabulary section hasn’t seemed to alter much since the 1930s in that facet. As the section still chooses to engage friends and household. this is non expected to alter anytime shortly. I would reason that the alteration needs to go on instantly. I think a new nose count should be taken or at least have patrols identify countries within the community that have changed drastically with ethnicity.

A new nose count would besides help the budget and the legal power boundary and besides let the bigger image to be apparent to the Mayor. Most metropoliss have a natural cultural divide. It is of import for the constabulary section to acknowledge this and adjust their manning consequently. If there is an addition of offenses against adult females. it would be of import for the section to look at engaging more adult females onto the force who can cover with the more sensitive countries. If there are race issues within the community. it wouldn’t be a good determination to direct a constabulary officer into that country cognizing it could potentially intensify a state of affairs. The section should hold more diverseness amongst the officers.

To get down this. I will travel back to my earlier statement on engaging exterior of the constabulary force household. Try and appeal to the other cultural backgrounds that the community can associate to and hopefully get down to swear. Next. I would re-evaluate the displacement work. If the country of duty has grown. and the figure of citizens within the community has grown. it is imperative that the constabulary are able to react and respond to name suitably. Because constabulary work doesn’t terminal at the scene. officers must hold clip to travel back to the station and finish their required paperwork. Twelve hr displacements make it virtually impossible to finish paperwork and acquire adequate remainder before the following displacement. I would interrupt the displacements up into 8 hr displacements and use the greater sum of officers to the busiest clip of the twenty-four hours or dark.

Taking a expression at the condemnable statistics. I ab initio notice that due to the

unplanned metropolis demographic alterations. the section is presently enduring a set back with a larger than projected country of duty and more citizens within their legal power. The figure of lower income households has risen. and the mean age of the community dropped to 34. 7 which means more kids are go toing the local schools. Looking at the Statistics of Crime in VPD country. there has been a important addition in Part 1 and Part II Offenses. Part II Offences have seen the most addition over the last four old ages with drugs. disorderly behavior. and burglary exceeding the list. It is chilling to observe that although offenses in about every discourtesy is up. apprehensions are down significantly from 2009-2011 and 2012. Over the last four old ages. the metropolis has seen a steady addition in offense and antisocial activity. Besides. Use of Force. behavior. and public presentation ailments have drastically increased against the constabulary. foregrounding a possible stressed. stretched thin constabulary section. and defeated community. It besides appears that the grownup offenses are higher than the young person discourtesies.

This could be as a consequence of the closing of the neighbouring city’s high rise populace and subsidized lodging doing its occupants to relocate. Due to this. a 10 % addition in low income occupants are now a portion of the VPD community. Larry Bennett. Janet Smith. and Patricia Wright wrote about Paul Fischer of Lake Forest College. In a 2003 survey. “most households relocated from CHA lodging are re-segregated into other really low-income. bulk Afro-american vicinities where lodging conditions are non appreciably better than those they left. ” ( 2006: 219 ) . Along the lines of altering 12 hr displacements into 8 hr displacements. I would besides get down pass oning with the environing constabulary sections. I would set up a resonance – even if it is to my sections forfeit at first. I would be interested in any preparation chances. their demographics for their country. any countries that may “overlap” with legal powers. and I would get down an interagency database so the environing countries demographics may be included in it. One thing that would hold assisted the VPD before the edifices were torn down in the neighbouring countries would hold been the communicating between sections.

Having a good working relationship with them would hold potentially avoided all the pandemonium that was created by the inflow of lower income households. I would besides hold my Patrol Commander to set up a Community Oriented Policing undertaking force to acquire out into the community and acquire some penetration to what the citizens would wish to see. If the section takes a measure in the right way and shows the community that they know there is a job and they want the community’s aid to repair it so it may bring forth a batch of involvement. I am certain that if the community pulls together to get down paying attending to hooliganism. harlotry. drugs and disorderly behavior. so hopefully the homicides. colzas. burglaries. motor vehicle larcenies and aggravated assaults would diminish. I would besides integrate an operation similar to “Operation Condor”

which was highlighted by Howard Safir and Ellis Whitman. Harmonizing to Safir and Whitman. Condor was an extension of the Broken Windows consequence.

This operation had important impact on homicide and offense rates and eliminated marks of anarchy. ( 2005: 198 ) . Based on the positive result of Operation Condor. VPD may profit significantly with something like this. The constabulary section has a bad repute reacting to calls. In 2012. there were 163. 433 calls for constabulary service and units were dispatched to merely 131. 548. That means that 31. 885 calls for aid were unreciprocated. This is non acceptable. Harmonizing to James Q. Wilson and George L. Kelling. “Untended disorderly behaviour is a signal that the community does non care. This leads to worse upset and offense. If constabularies are to cover with upset to cut down fright and offense. they need the community for aid. ” ( 1984:29 ) The new acceptable criterion of flexing the regulations and the codification of silence is inexcusable. The VPD has had a longstanding repute for unity. However. over the last several old ages. it has become accepted to flex the regulations and misdemeanors. and is overlooked by supervisors.

The Virtual Police Department is in great demand of a complete inspection and repair. Unfortunately. the section does non hold its precedences correct. In my effort to repair the VPD. I would name in Police Officer Standards and Training Commissions POST Commissions to measure and develop the section on the critical issues of police officer criterions. As this is a province map. the county. Mayor. and others will non be able to act upon the preparation or determination devising. Harmonizing to Sullivan and Simonetti Rosen. “These state-level committees provide jurisprudence enforcement bureaus with guidelines. established by administrative ordinances or jurisprudence. and necessitate conformity by all municipal. county. and province jurisprudence enforcement bureaus. to keep a baseline for police officer criterions and preparation. ” ( 2006: 350-351 ) .

I candidly feel an “audit” would profit the section on so many degrees. Finally. I would name a Human Resource Manager to guarantee that the demands of the forces are met and a Safety Officer to guarantee that ordinances are being followed suitably. The hiring procedure. budget. construction of the section. and community dealingss are what I see to be the weakest countries within this section. Fortunately. they feed off of each other and accommodations in one country will impact the others. It will be a procedure. but a greatly needed procedure none-the-less.


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; Simonetti Rosen. M. ( 2005 ) .

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