Westover Hills Police Department Training Case Study

This paper will show four different police departments that are currently hiring or recruiting for police officers. There will be a summary on the research found on the process used to recruit police officers. It will also show their current hiring trends and what hiring practices they have that are successful or not successful. The paper will also go over the different methods departments use to train their new officers and their values.

First, there is lack of information and knowledge on the right police training philosophy, learning approach and training program objectives (CALEA, 2010). This lack of knowledge has immense negative effects on police training, especially because it affects not only senior commanders of police departments but also management, police trainers and other staffs. The other ingredient to police training that lacks is community understanding and support for police training programs (Mitrani, 2014). It is found out that the communities that are served by officers do little to support or appreciate post-academy training programs, which have numerous benefits to communities (CALEA, 2010). For instance, post-academy and field training for newly posted officers helps in the utilization of individual and department creativity, stakeholder collaboration, and effective problem-solving skills and techniques that would improve communal safety and

Lawrence (Trey) McIntosh III has applied for a position with the Austin Police Department. Trey is currently employed as an intern for Nacogdoches Fire & Rescue and is a student at Stephen F. Austin State University. Trey has worked with us since June of 2015 and has been a positive addition to our staff.

Each year citizens die in encounters with law enforcement officers. It is reported that “Americans are eight times more likely to be killed by a police officer than by a terrorist” (Rucke, 2013). Although there is no official data base tracking these occurrences it is estimated that between 500 and a 1,000 people are killed by police officers each year. To put this in greater perspective this number equals approximately 5,000 since the 9/11 terror attack which is roughly the same number as U.S. soldiers who have been killed in the line of duty in Iraq (Rucke, 2013). This statistic is justifiably concerning. The cause of police related killings are multifold and cannot be attributed to only one factor. Many deaths may be unavoidable and perhaps, dependent on the situation, necessary. I contend, however, that many of these deaths may very well be preventable.

The International Association of Chiefs of Police Research Center Board of executives, Smaller Law Enforcement Agencies Technical Assistance Program developed a New Police Chief Mentoring Project (IACP, 2013). Supported by the Bureau of Justice Assistance, U.S. Department of Justice, the focus is to make available official support to newer law enforcement leaders in the first three years of appointment, who are serving in smaller populations less than 50,000 citizens. As cities expand geographically and demographically, police departments face additional challenges determining efficient and effective ways to make use of officers and resources (Roberts, 2000).

On Friday, January 20, 2017, I, Officer McDaniel #147, of Mansfield ISD Police Department, located at 1522 N Walnut Creek Dr, Mansfield, TX, was on a campus check a James Coble Middle School, located at 1200 Ballweg Rd, Arlington, TX, when School Counselor Smith, Murrielisa, B/F, DOB unk, stated that she has a student in her office having suicidal and homicidal thoughts.

In the Training Day film, directed by Antoine Fuqua (2005), it depicted many cop code regarding police subculture. Subculture is "a subdivision of a national culture or an enclave within it with a distinct integrated network of behavior, beliefs, and attitudes" (Collins English Dictionary, n.d., as cited by Jones, 2005, p. 60). Although subculture has its positive impacts, the negative ideas about police subculture are more likely to garner attention. Alonzo and Jake portrayed many cop codes that include, “don't make waves,” “don’t leave work for the next tour,” “don't give up another cop,” and “protect you ass” (Pollock, 2015). These ideas contradict the code of ethics, values of the police organization, and society as whole

Mason attended the Round Rock Junior Police Academy this week. I highly recommend this FREE program next summer for any Round Rock friends who have kids ages 8-16. They divide the weeks into age groups, so Mason was in the 14-16 year old group. RRPD does not use tax payers money for this. This program is available through donations and local sponsorships. Mason especially loved when they got to play dodgeball against the Round Rock Police!

On 3/18/17 at approximately 12:40 Hrs.; I, Ofc R. Marrero #26, of the Okeechobee City Police Department, was dispatched to 1116 SE 11th St. in reference to a suspicious incident. Upon my arrival, I met with Idell Pearce and she informed me that she has been receiving threatening letters from an anonymous person ever since she fired Karen Smith. Mrs. Smith used to be Mrs. Pearce's care taker, but she had to be let go because their constant disagreements.

When this loyalty to the subculture becomes too strong, the unity that follows can adversely affect the ethical values of the officers (Martin 2011). This type of work environment causes officers to feel like they are doing what is wanted by their organizations and the public and the officers may continue with the behavior because the pressure to produce results is greater than that to follow the rules. A law enforcement department might choose to punish an individual, but the fear of punishment usually is not enough to change unwanted behavior (Martin 2011).

Looking at the training on the local level in relation to that of the training academy in Bristol offers a stark difference in the time to train the local law enforcement. The training guide to law enforcement offers that the average training program for local police is about six weeks of training (Academy, 2008). The levels of training reflects the needs of the law enforcement officer and the occurrences that the officer will likely encounter in the field on his patrol. The training of officers usually consists of a classroom part and a field training part. The sessions of training often provide the officers with a balance for the skills and techniques that the officer will likely employ in the field. Such skills and techniques as firearms training, handcuffing, and paperwork preparation are usually training received at a police academy.

In his article "Lack of Skills Leads to Violence", James J. Fyfe states that with "training...more comparable to that provided social workers, schoolteachers, psychologists and lawyers", police would become more adept at preventing violence. I believe this to be true, yet I think that many police departments confuse quantity with quality, and divert funding to the wrong places in an effort to better themselves. Training needs to be at the forefront of any reform. A police force that is educated and experienced, with knowledge of the community will be much more successful at preventing violence.

On Friday, December 2, 2016, I, Officer McDaniel #147, of Mansfield ISD Police Department, located at 1522 N Walnut Creek Dr, Mansfield, TX, was on a campus check at Della Icenhower Intermediate, located at 8100 Webb Ferrell Rd, Arlington, TX. While on a Campus Check, I made contact with Assistant Principal Brooks, Amber, B/F, DOB 8/26/1985.

     The curriculum that is devised for a police officer is very important to the police officer and his or her success in their chosen career path. An officer’s training is also very important to the community in which they serve and the department in which they work. An officer must receive training in a variety of fields to help them be a well-rounded police officer. Officers receive training in such areas as: law, community relations, firearms, vehicle driving, search and seizure, and cultural awareness. The basic curriculum that is offered to a new recruit is focused on giving the recruit the best overall training that will give him or her the tools necessary to become the

The staffing of the administrative structure of COP, as well as the COP unit, are important elements of the pilot program in development. The experimental area of the program will be tested in 5 Brooklyn precincts, preferably in the 67th precinct, 71sr precinct, 73rd precinct, 75th precinct, and 81st precinct.