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Training Program Plan

Manny Casas
April 21, 2015
Natasha Spellman

Training Program Plan

Training Program Description
This training program is in reference to a new and exciting direction that our organization
would like pursue. This new innovated approach can be described as a field training officer
program. By focusing on the training aspect of our business, it will ensure we are identifying the
needs of new officers which is essential for our success.
The Police Department Field Training program is a streamlined approach to the field training
of recruit officers based on a system of formal, standardized, and structured in teaching and
evaluation. The demands placed on a police officer in today's society require an officer to gain a
vast amount of knowledge and at the same time focusing on integrity and morals. To be effective
and safe, an officer must learn quickly and be able to relate the knowledge they gain to real life
field situations. The learning process starts the first day with classroom instruction and will then
be integrated with practical field instruction. An overall desired goal for this filed training
program would be a recruit who has been trained thoroughly and who is confident and efficient.
The recruit, being the primary target of the program, will undergoes fourteen weeks of intense
field training instruction. The combined efforts of all personnel and staff that are part of the
program are necessary to ensure its success. Together with everyone working as a team for the
common goal will be a solid foundation for a new member. Furthermore, even though there are
only a few who are directly involved, indirectly every member of the Department will benefit to
some degree. The success of the Field Training Program will be evident for years to come
through the professional police officers developed by the police department.

Below are objectives of the police field training program.

To provide for a formal and uniform on-the-job training period.

To provide experience, guidance and supervision so that the probationary officer may
develop the skills, knowledge and abilities necessary to become a professional and
productive Police Officer.

To aid in the evaluation of probationary personnel.

To serve as an aid in evaluating the police academy training program.

To outline the training of recruit police officers in a formalized manner

Needs and Gap Analysis

This section of the field training program will focus on the needs and identifiable gaps of the
program. Taking the time to identify these issues will illustrate the major issues and opportunities
that the program faces. It will also generate a hypothesis surrounding each issue and be able to
classify the circumstances. Overall, it is necessary to take the time to look at the field training
program overall. This type of analysis is necessary to see where the field training program is
strong and where it is weak or more importantly how can the program improve or expand. In
order to accomplish this feat certain techniques can be utilize to narrow the issues. Three

techniques that emerge are as follows; observations, interviews, and tests.

When analyzing what can be improved within the program, the technique of observing can
be a vital tool. Initially as the program begins, a new officer to the department starts off with
basic observations. This is a crucial point of the entire process. Additionally, just as the new
officer observes so does the mentor or the field training officer. The veteran officer will take this
opportunity to see what is working for the program and what can be implemented if a new officer
is not learning. Another tool and technique that can used to identify the needs of the program are
interviews. Utilizing both sides and different perspective from the officer training and from the
new officer learning, will allow everyone an inside peak. From interviews the department will
have the opportunity to streamline the process of the program from adding material that would
have been beneficial to even taking out items that are not relevant. Having first hand feedback
from the officers will ensure what this needed for the program.
The last technique that will be discussed is the test and evaluation tool. This is one of the best
ways to get direct and unbiased feedback on the field training program. A test through collected
data will be able to determine what is working for the program and where some of the
deficiencies lie. It is important to administer the test to all levels or personnel directly related to
the program.

Budget Plan

Staffing Plan

This portion of the training plan will take a closer look at the kind and type of officers that
the field training officer should employ. A field training officer must have the combined skills of
an experienced police officer, but at the same time show patience as a teacher or coach. The filed
training officer must be a leader and a "role model" not only for the new officer but for fellow
officers within the department. The field training officer job is particularly difficult because the
field training officer will be required to supervise the new officer starting out while tempering
this supervisory image with empathy for the new employee.

All field training officers will be appointed by the uniform services commander or their designee.
The field training officer shall meet the following requirements:

Two years service with the police department.

Six months service immediately prior to appointment in the patrol division.

The officer may not be on extended or disciplinary probation.

Should the above requirements not be met, field training officers may be appointed at the
discretion of the Chief of Police.

After being appointed to the position of field training officer, the officer must complete a
recognized Field Training Officer Program Course from an approved academy. This course must
be completed within one year of appointment. Also, prior to assuming the duties as field training
officer, the officer must attend a seminar instructed by the Police Department Training
Coordinator, or a designee. This seminar will assist the new field training officer with learning
the procedures and guidelines of the Police Department Field Training Program.
In the event there are shortages or gaps in filling these positions, the uniform services
commander will look to assign officers at his desecration. The selection process will mirror the
requirements mentioned and will also be based on current performance levels.

Stakeholders and Goals


Partnership goal

Ways to build support

Learn to be an effective

Communication and



New Officer
To have a new officer
Communication and an
Training Officer

complete the program

established program
Overseer the program to

Provide the necessary

ensure its efficiency


To have a fully trained officer

Fostering a mentorship

To have an officer patrol the

Providing the police

community to ensure their

department the necessary




Police Department


Communication Plan

In the world today, Communication is a vital way for us as a society to interact with one
another. As a matter of fact, throughout history communication has been an important factor in
the way a person delivers a message to another, whether it is verbal or a non-verbal form of
communication. It is crucial when a person wants to share an idea in order to receive feedback.
However, as important as communication is, there are ways to exhibit poor communication. With
that being said, communication is imperative at all levels, with emphasis between the field
training officer and the new officer.
The police department needs to be able to communicate on all levels, whether it is internal or
external. When dealing with the public the police department needs to be able, convey clear and
concise points. Being able to explain in detail will help keep the city transparent for business
relationships. Internally, is just as important, employees also need to be able to receive clear
messages. Not confusing an employee is a key for better efficiency with their job performance.
Ultimately, the goal is to ensure each supervisor, starting with the top, is making a conscious

effort to instill the new ways of communicating. This is especially true when it comes to the filed
training officer and setting clear set forward messages to the new officer. In order to meet our
goals to promote effective communication within the field training program the police
department encapsulated five primary goals:

Open- An open communication atmosphere is one in which all employees of the

organization feel free to share comments, ideas and even criticism at every level. That
being said, the employees should not feel obligated, yet when ready it should be received
well without consequences. Supervisor within a business who are committed to open
communication actually build a solid culture within the business consisting of trust and
laying down a foundation for success. An open door policy works well in this instance.

Inclusive- Allowing the employees, such as the new officer to be involved with the
decision making on the outcome of the training they received during the program. On the
other hand, businesses that keep their communication closed will actually create an
environment where employees feel they do not have a voice or even matter. This kind of
negative communication approach can be detrimental as the chance of lost ideas and
opportunities will be missed as business is not utilizing their resources.

Two-Way- Communication should always be revolving in a manner that it is not going in

a one way direction of left to right or from an up and down system. Just as the title states,
in order for a business to have an effective communication it must be a two way
approach. Organizations that have supervisors that unfortunately conduct their

communication in a one way direction will often set an atmosphere of selfishness that
will lead to negative results and issues. As mentioned, this is an important part of the
entire process of the program, having the ability to effectively communication between
the field training officer and the new officer.

Results Driven- The field training program needs to have successful results in order for a
new officer to come out of the program and be an effective contributor to the community
they serve.

Multi-Channeled- In order for any organization to be successful, it must be diverse and

flexible. This is no different when it comes to communication. A business employee
needs to be able to communicate in different ways using various channels that will have
the most impact on the receiver. Making the effort in having multi-channel
communication avenues will create opportunities in delivering the message and less of
chance of the message itself being misunderstood.

Understanding what is needed for the training program when it comes to communication is
one thing; however knowing how it will be delivered is another. Choosing the best and right
method is extremely important to ensure the correct message is being portrayed. As mentioned
when communicating to external or internal audiences, the program wants to be able to reach and
target that particular audience through clear and unambiguous messages. The initial process
would be the program gathering and collecting the results from the consultations that was done
with each employee, to include their input and suggestions on the matter, as well as a briefing on
what is the police department stance on communication. At this point, the police department will
have all the research needed to construct a plan of emphasis on the importance of

communication. The new officer will then have an array of approved communication choices in
deciding which channel to use. For instance, when doing a written communication through
means of email, statements, or any paper messages the communication will provide a clear,
professional, yet informative statement that will connect with the intended recipient. Another
method such as oral communication will ensure the message has a humanistic feel to it and will
definitely avoid any misunderstandings.

Program Evaluation
As each new officer proceeds through the field training program their entire progress is
recorded through effective written evaluations. The evaluation process is equally as important as
the training process and, as such, has been given great attention during the conception of this

This is a crucial portion of the field training program The evaluations procedures have many
purposes, with emphasis on the overall one being able to record a new officers progress as they
go through the program. The evaluation process is excellent tools for informing the new officers
of their current performance level at any given point in time. Evaluations are also efficient
devices for identifying training needs and documenting training efforts as mentioned earlier in
the training plan. In summation, the word represents true feedback.

Collectively, over the duration of the Program, evaluations tell a story, both categorically and
chronologically. Evaluations will be able to notify the new officer of their successes and failures,
improvements and digressions, and of the attempts to manage each of these occurrences.

Evaluations are critical in the career of each new officer and should be treated as such by all of
those directly involved. This is where honesty and true objective evaluations of new officers
come into play in order for the overall training to be successful. Ultimately it is the responsibility
of each field training officer and the Uniform Services Commander to take responsibility for
overseeing the program and its success.

The evaluation will be broken into a number of various categories in order for the new officer
to receive a thorough and fair assessment. These categories cover as much of each aspect of the
police environment and responsibilities as can be expected and at this level. In this particular
program the police department has selected twenty-five categories as the basis for evaluating the
performance of new officers while they are in the field training program.

A form tilted "Observation Report" will be used as a tool to evaluate the new officer and each
rating of any new officer will be equal and standard throughout the department. These type of
forms can provide a definition of unacceptable, acceptable, and superior levels of performance
for each of the twenty-five categories.