Oconomowoc Duties

There are very few careers with as high demands for an ethical standard as law enforcement. Although there are many careers, which require a dedication to doing the right thing, it is undeniable that there is a tremendous degree of responsibility and expectations placed on the police officer. While most professions allow for careful thought and planning, a police officer is often thrust into a situation with little advanced intelligence about what is occurring. Often an officer is involved in a situation which has the potential to turn violent. Relying on training allows the officer to successfully navigate a variety of situations.

The Town and the Police Department prides itself in having a diverse group of employees. All individuals will have equal opportunities including, but not limited to, hiring, advancement, compensation, training, benefits, and reasonable accommodations.

In recent years, recruitment and retention of police officers has been a pain point for many departments across the nation. Odd and inflexible hours, uncompetitive pay, para-militaristic organizational structures, and a negative public perception have all worked to diminish the pool of applicants interested in careers in law enforcement. Add to the mix the sexist “brotherhood” police culture, emphasis on masculinity and aggression, and the nearly non-existent opportunities for advancement for women, and over half of the eligible workforce has been discouraged from even considering a career in law enforcement. In 2013, women comprised just over 57% of the labor force, but accounted for only 13% of sworn police officers (USDOL, 2013; Crooke, 2013). Not only are women sorely underrepresented in the field of law enforcement, but those who are employed experience discrimination at the hands of their supervisors and coworkers, and as a result, the attrition rate for women is often much higher than that of their male counterparts. Departments should pledge dedication to recruiting and retaining more female officers, as research indicates that not only do females perform just as well as males in patrol positions, but they also have a unique set of advantages to offer agencies when employed in law enforcement. In order to improve the recruitment and retention of females into policing roles, departments must determine the biggest deterrents for women who are considering the pursuit

I was hired in 2011 as a police officer for the City of Muncie. I started on second shift and had a variety of field training officers (FTO’s). The FTO’s were supposedly training me according to the department policies, but I often saw opposite practices. It was hard to know if the FTO’s valued their own work and a job well-done. They did not have consistent values

There are three main reasons why I choose to become a police officer. The first is that I want

Finding a career in which you feel personally rewarded by helping others and knowing that you are making a difference should be one’s main goal. Officer Mares, was able to achieve this goal when he joined the LAPD as a police undercover agent back in 1996 when he was only 21 ½ years old. Nineteen years later, he is going strong, satisfactorily performing his duties as an officer and serving the community of Los Angeles. He feels rewarded, with this career and loves his schedule, and he is happy when he goes to work. He focuses on knowing that he is making a difference one person at a time. He states, “ I may not change the world, but I am making a difference one individual at a time, which in turn makes a better community for our kids to grow in.” (Mares) Back in the days, around 1960 being a police officer or becoming part of a department that served and protected the public was highly regarded. However, that is no longer the case. Now the Police Department is an affiliation you almost do not want to be involved in.

An important part of the United States workforce is made up of police officers. The number of police officers employed has grown drastically over the past few years. However, although the number of police officers employed has increased, public scrutiny has as well. The police employment practices have affected the publics’ perception of the police because of the factors involved as well as the desire to seek employment in law enforcement. The paper below will describe some of the factors involved with race and ethnicity when seeking police careers.

For consideration as a Lieutenant within the Intelligence & Analysis Crime Unit, Regional Operations & Intelligence Center. my experience of supervision, dealing with outside vendors and ability to manage complex data systems would make me a good fit for the Intelligence & Analysis Crime Unit. Used by the NJSP and various outside agencies, the Voicebox system is a primary tool of police wiretapping operations. Furthermore, I have managed the entire MAPPS System software, this includes negotiating with outside vendors and writing of waivers each valued at a quarter of a million dollars or more. Having been an assistant unit head since 2011, and in charge of two enlisted and five civilian personnel, my experience in managing personnel is established. My current assignment in the MAPPS/SPU Unit has required a wealth of different skill sets including, editing and writing SOPs, completing MAPPS Supervisory Training Lesson plans, and instructing hundreds of new supervisors.

Based on the ethical and professional practices of each of the branches, the law enforcement career path is most in line with my ethical beliefs and professional disposition. I feel I have a high code of ethics of what is right and wrong while it may

The profession of policing derives its effectiveness from its ability to attract and employ quality individuals who will strive to better their community. Therefore proper recruitment and selection of officers is incredibly important to a police organization. Some major needs to Missouri’s recruitment process will be addressed in the following paragraphs.

The first step in consideration of law enforcement selection, is recruitment and Conser (1978) explained mandated minimum state standards for selection dates back to the early 1950 's; albeit the actual reinforcement of established selection standards emphasized to the states until 1975, when The Advisory Commission on Intergovernmental Relations found police selection standards lacking (Conser, 1978). This lead to enacting legislation, employing the development of state commission councils of policing standards composed of local officials’ and law enforcement agencies, whose main responsibilities were to: oversee, implement and enforce the screening and evaluation of potential candidates; ensuring properly provided services and protection of local communities (Conser, 1978). The commissions set minimum standards of: 21 years of age or higher, good physical health, set minimum and maximum height and weight requirements to ensure the abilities of candidates would meet the physical demands of law enforcement work (Conser, 1978). Equally important officials’ sought out characteristics of candidates’ skills that consisted of: high emotional and stress level, endurance, confidence, public trust, and knowledgeable, psychologically sound individuals (Cosner, 1978). Moreover, officials’ conducted personality profiles, checked citizenship, verified addresses, and ran background checks (Conser, 1978). In addition, Cosner (1978) state the process also also involved: oral interviews,

Question: What has been your experience during your tenure as a police officer and administrator?

Minocqua has roughly 5,000 people living year round. To me, that is a perfect number. I appreciate the smaller communities because it gives me an improved chance of getting to interact with everyone. My main goal is to become a K-9 handler with the DNR department, but I want to start out working as a police officer. The department administration has 24 people working for them all together. Of the 24 there are only seven police officers not including the chief of police David Jager, detective sergeant, Dave Geiss, and lieutenant Jason Benbenek. Their mission statement is the following: The Minocqua Police Department will enhance the quality of life in the community through our service to the public, protection of persons and property,

Salary, benefits, and retirement are several factors that affect recruitment of certified officers for the Coffee County Sheriff’s Office. Recent job openings have found the number of certified applicants on a decline. The decline is due to better overall benefits in competing agencies. Several solutions that the county should consider are pay adjustments, more assistance with healthcare coverage, and considering the implementation of a merit system, with cooperation from the Sheriff.

I am writing to submit my interest for the Police Sergeant position open within the Patrol Division. As you are aware I was hired on with our department in 2010 as a Patrolman. During my time in this position I have had the opportunity to work each shift and gained experience dealing with a multitude of diverse situations. By gaining this experience, it has given me the ability to use good judgment and have empathy and compassion for those situations I encounter.