Organization Performance

‘Strategy is the direction and scope of an organisation over the long term, which achieves advantage in a changing environment through it’

This paper will prove that this change is not only likely but policing in Australia has already shifted in this direction. Events including the Global Financial Crisis, the increase in transnational crime and terrorism highlight the need for a stronger national police force to manage high-risk situations. The benefits outlined in this essay, while offering a benefit to the community are also beneficial to the police in their role protect and security the community. The United States will be used as an example of this shift, increasing their

The success of implementing a program like this requires that both parties be well informed and well educated on the changes that will take place. One of the first steps is to market the concept of community policing both internally (within the department), as well as externally(within the community).  Marketing community policing internally often involves collapsing the existing structures of authority that are in place as well as the specialization within the department.  The case study mentioned that although the senior administrators in the department played a critical role in the reform, it was also necessary that line level officers be active participants in the process.  After all, two important components of community policing are empowerment and ownership.  Officers were given ownership of certain areas that were

Police respond to 160,000 calls p.a., which is 19 times greater than SFRS who respond to 8,300 calls. When comparing budgets, SPOL have a budget of £118.3m, which is 4 times the budget of SFRS, set at £39.1m. This is because SPOL have significantly more duties to perform. However, SFRS management structure takes up 2.5 times more of the budget compared to the Police. Despite SFRS reducing this figure to 2.4 times, there is a clear need to streamline S top-heavy executive and management structure. It would appear SFRS are over managed for an organisation half the size of their coterminous Police

The eight Fundamental Concepts of Excellence (see appendix 3) which are formed from the foundation of the EFQM model criteria are: (EFQM, 2013)

When determining how to evaluate the effectiveness of the police department located in a medium-sized community several procedures must be used. However before the procedure can be used, the mission and goals of the department must first be determined, as this outlines the need for the effectiveness to be evaluated. Once the goals have been established, the individual should decide what measures will be used to ensure the evaluations of the goals are met. One approach that could be used is the strategic constituents approach. It assesses the effectiveness to satisfy multiple strategic constituencies both internal and external to the organization. Emphasis is place on its ability the organization has to gather scared and valued resources to

Environmental characteristics affect the process portion of the Integrative Framework. In the agency’s situation group and organizational levels are being affected due to the change in goals and philosophies. Police officers display cynical type personalities and raise suspicion to change and need reasons why a change is necessary. To suddenly hear one captain state the previous way was ineffective without presenting data to support the statement causes discontent and frustration. Presumably, outcomes become affected by officers losing meaning to goals and regressing to ineffective concepts of random patrolling because they lack guidance in a true objective.

The main task and duty of law enforcement officers is to maintain a safe and protected place for its people. Western Australia police is one of the eight authorities in Australia and is primary responsible for handling the world’s biggest single jurisdiction wrapping an area of 2.5 million square kilometres with two regions, fourteen boroughs and one hundred fifty eight police posts. (WA POLICE 2014) However, in a report last 2010 by Trever Paddenbburg of the Sunday Times, one out of ten western Australian officers stated that corruption, improper and illegal behavior sparks within the ranks of the WA force. The exit questionnaires revealed several negative situations happening in the organization. The exit questionnaires are

with government, law enforcement, public safety organizations can get very difficult, because no organization likes changes, and would prefer to work as a separate organization verses a unified one. They tend to believe if “it is not broken why should it be revamped”, but this only happens when organization have gotten comfortable within their leadership field. Some organizations also tend to question why they should collaborate with other agencies’ verses working as a separate entity, where they can make their own changes for their organization as well as take individuals punishment or reprimands

The Fort Myers Police Department set out to conduct an evaluation or needs assessment of the Department. The City recognized that there was a problem and looked to the Freeh Group International Solutions in order to identify problems within the Fort Myers Police Department. The FGIS was given full access to the department in order to benefit the department and the community. The men and women of the Fort Myers Police Department were acknowledge in the assessment by the FGIS for their courage and aspiration to make the City and department a better place. The overall purpose of the assessment was to lead the way to improvement.

Structure is characterized as providing structure, organization, or planning when creating or establishing a desired systematic framework (Structure). Law Enforcement agencies rely heavily on sustaining structure within their organization in order to provide a positive, stable work environment that promotes consistency. The same configuration should be applied to programs and initiatives implemented by those agency. Reviewing program structure and initiatives sponsored by an agency is a constant endeavor which entails conducting needs assessments to determine its viability and success. Police organizations will benefit from having programs that are structured and consistently evaluated. In doing so, this practice will add to its legitimacy as a professional law enforcement agency. Through research it has been substantiated that the general public is more apt to conform and assist law enforcement officers in the performance of their duties when the police are viewed as legitimate (Mazerolle, Bennett, Davis, Sergeant, & Manning, 2013). A law enforcement initiative that is employed throughout the world is referred to as community policing. Community policing is a program that is continuously evolving as societal needs dictate. Police agencies have benefitted significantly from having a well-structured community policing program when employing this method of policing. When

The South Australia Police (SAPOL) is one such organization that is subject to the changing environment therefore it must enhance its capabilities to meet the requirements of service delivery. SAPOL must constantly evaluate how it keeps pace with technology both internally and externally by examining its technological infrastructure,

UK police are one of the professional police around the world and for their professionalism, commitment, motivation and commitment of supply for their activities and the country as a whole known. Like any other force, they take the motivation to continue their level of commitment. Depending upon the level of organization, there are a number of motivational factors and theories that maintain this level of motivation at the top of the world, but there is another factor, which provides a roadmap for organizations in terms of professional obligations. This is leadership.

This paper will consist of an overview of the Virtual Police Department, the history of that department and the problems that it faces today. I will analyze a few of the many issues within the department and use all the resources available to find what benefits the department the most. The Virtual Police Department was created 63 years ago and is a medium sized department with 155 sworn officers, as well as 70 civilian employees. The standards for being hired in this department are minimal and because their turnover rate for personnel is high, with a majority of them being experienced officers from supervisory and command levels; leadership has struggled. This has caused an issue, where their current department leaders have been around for roughly 15 years, and over 30% of its current staff having been hired within the last 5 years. All of the seasoned officers have exited and promotions were required, even if they were not necessarily earned and/or deserved. There is a positive out of this however, since the department is young, implementing these strategies now, will allow the department to work long term reform to regain the glory it has always had. I have identified four of the most critical issues/problems facing the Virtual Police Department that I believe need to be solved. First, I would look at the hiring process and make some much needed change within this department. Then, I will look into the budget and see what can be changed to better support the department.

The Allegheny County Police Department has stakeholders -- the citizens of the County, municipal police departments, the County Council, and the local justice system -- and all have interest in a police department runs efficiently and effectively. The County Manager’s office should choose key performance indicators (KPIs) that are relatively standard across police reporting, easily understood by the public and other stakeholders, and reflective of the quality of department performance, not just outside influence. The US Department of Justice (USDOJ) Community Oriented Policing Service (COPS) has published best practices on effective performance measures for law enforcement. I recommend using these KPIs as baseline indicators.