Supervisory Training Assignment

Supervision theories and practices began emerging as soon as counsellors started to train other counsellors (Bernard & Goodyear, 2009). Several different theoretical models have developed to clarify and support counselling supervision. The focus of early models of supervision had generally been based on counselling theories (such as Cognitive Behavioural Therapy, Adlerian or client-centred), but these orientation-specific models have begun to be challenged as supervision has many characteristics that are different to counselling. Competency as a counsellor does not automatically translate into competency as a supervisor, and when supervisee/supervisor orientations differ, conflicts may arise (Falender &

Racial disparity in the Criminal Justice system has been a issue of discussion in our law enforcement for years. Statistics say the likelihood of imprisonment in a lifetime is 1 in 3 black men, 1 in 6 Latino men and 1 in 17 white men. (Bonczar2003) The search and seizure 4th amendment was passed in 1789 which was supposed to protect all persons of unreasonable searches, etc. In 1944 Gunner Myrdal wrote “it’s part of a policeman’s philosophy that Negro criminals or suspects that show any sign of insubordination should be punished bodily, to keep the negro in his place.” In the late 1960’s early 70’s there were many riot commissions that recommended changes in police practices, especially aggressive stop-and-risk procedures.(Skolnick1969) Racial disparities have been an issue for years, especially in traffic stops. There are a couple different approaches to help reduce or end racial profiling. The ACLU’s 5 part battle plan to end racial profiling (Harris2003), and The Racial Justice Improvement project (ABA2010). Racial profiling is an issue in many aspects of the Criminal Justice system. This paper will mainly be based on traffic stops and in sentencing.

Research focusing on the calculation of racial disparities in police outcomes has generally examined police traffic stops and the follow up police activities, such as, citations, search and warnings. Review of these studies suggests that calculation methods of racial disparity vary from one study to another; however, majority of those studies employed population as a baseline measure or benchmarking variable (Withrow, 2002; Smith & Petrocelli, 2001; Withrow & Williams, 2015). Early studies using population as a baseline measure to compare disproportionate traffic stop counts found substantial racial disparities (Lamberth, 1996; Verniero & Zoubek, 1999). Studies later have begun to discuss that

Law enforcement officials often confront situations where it’s an almost certainty that illegal activities are taking place despite not having sufficient resources to investigate every possible perpetrator. Research on race and vehicle stops by police show that African American drivers are disproportionately stopped in traffic by police for driving violations (Kowalski & Lundman, 2007). The reason is because law enforcement officials use characterizations or

Justice Department is a mandated position. The RACG, created by the Superintendent, formalizes the Risk Management process and allow the correction of problematic behavior by members. Part of the RACG process is presenting the state mandated "Analysis of Motor Vehicle Stop Data by Race/Ethnicity" report to the NJSP command staff on a quarterly basis. This report and presentation take months to compile and involves analysis and briefing of Field Operations Command Staff, Field Operation Risk Officers and The Office of Law Enforcement Professional Standards (OLEPS). The combination of my road, technical, and supervisory experience would qualify me for the Intelligence & Analysis Crime Unit

Apart from periodically publishing stop and search records, supervisors and managers of police force are now required to closely monitor such statistics and take timely actions if something wrong is being observed. Also stricter rules on stop and search have since been imposed, along with the requirement of police officers writing a detailed report on spot about every single incident which subjects to review seems helpful in improving police conduct (Fyfe 1979; Skogan and Frydl 2004 in Miller 2010). While stop and search practice has been somehow improved, racial discrimination can still be seen in stop and search statistics. The notion of “Black and minority ethnic groups, particularly black people, have for many years been disproportionately at the receiving end of police stop and search—a fact associated with profound community resentment towards the police” (Bowling and Phillips 2002 in Miller 2010) still largely applies today. Miller’s (2010) analysis indicate that black people are about 6 times more likely to be stopped and searched, while it is about 2 times more likely for Asians. Similar idea is seen in Bennetto’s (2009) report, which draws on police statistics that shows in 2009 “black people are seven times more likely to be stopped and searched than white”, worse than Miller’s analysis with the most recent figures in 2008. No official explaination is provided by Police, but Bennetto (2009) assumes this may be caused by simply discrimination of

reports after each stop, detailing the events of the stop to ensure that they are not factoring in race with their decisions. They must provide information such as the person’s gender, race, the alleged offense the person has committed, whether any property was taken into custody and if there was probable cause for the search, whether the

Within the California Highway Patrol there are many different factors that affect a person's work performance. Motivation or lack of motivation is one way that employee's work performance can be affected. Emotions and moods of the employee can also have a short-term affect on their work performance. It is incumbent for supervisors and managers within the CHP to recognize when they have an employee whose work performance is affected by one of these issues and address them appropriately. The purpose of this discussion board is to provide a response to discussion board Forum 2.

I am currently assigned as a Traffic Homicide Detective in CID since December 2007. I was previously assigned to District 2 where I served as a traffic accident investigator and patrol Deputy. While in District 2 I was also on temporary duty to Special Projects where I assisted in the training and implementation of the new Versaterm CAD system. I also served as a Field Training Officer for 6

A review of each Police department to weed out Racial bias in traffic tickets issued, minority arrests

A couple examples. During my assignment as training supervisor at our police academy, I had to tactfully address how some of the fulltime class and firearms instructors were conducting training. Some of them thought they were Drill Instructors and other through they were score keeper instead of actually instructing and improving firearms skills. This created an uncomfortable situation for those coming to the academy for training. They were nervous and scared, instead of being excited about learning and improving skills. In the end, I was able to turn things around, creating a better environment for those coming out to train and for those assigned to the academy.

It has come to my attention that some of our supervisors are not following our scheduling advance time off policy and procedures, Such as vacations or pre-scheduled doctor’s appointments. Employees are required to ask for and receive permission for scheduling time off in advance. Some of our supervisors are allowing employees to use the eCATS system as a substitute for communicating with their supervisor when requesting time off in advance, but as presented in my supervisor training eCATS is not to be used as a substitute for communicating such requests. Employees must be encouraged to speak directly with their supervisors when requesting time off. This must be enforced by supervisors for employees requesting to schedule time off and all requests

My entrée into the world of high-tech crime began innocuously in 1995 while working as a 28-year old investigator and sergeant at LAPD’s famed Parker Center police headquarters. One day, my lieutenant bellowed my name across the crowded and bustling detective squad room: “Gooooooodmaaaan, get your ass over here!” I presumed that I was in trouble, but instead the lieutenant asked me the question that would change my life: “Do you know how to spell check in WordPerfect?” “Sure boss, just hit Control-F2,” I replied. He grinned and said, “I knew you were the right guy for this case.”

Katie you have completed your bi-annual skills assessments, security mentor trainings and the below trainings (table below) per policy. Katie you have two more classes to take to complete your 40 hours of supervisory training. You were schedule to take two below classes, however they have been rescheduled by several times by Human Resources. Your training record below demonstrates your wellness to see opportunities to enhance your professional development.

The task supervisor assigned at the beginning of the semester is leaving the organization. I informed Ms. McCain of the situation. However, according to the field manual handbook, the task supervisor "... the preceptor may be from professional disciplines other than social work such as marriage and family counseling, psychology, occupational and recreational therapy, etc." At SelfRefind, currently no employee other than Beth, the employee supervisor and myself have a bachelors. However, SelfRefind is hiring for counselors positions. There is a chance a new counselor to be hired by the beginning of the semester next year. I wanted to let you know what is happening and to receive your feedback about options for a task supervisor.