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Retention and Training A Guide to Developing, Maintaining, and Succeeding With Your School Resource Officer Program Office of Community Oriented Policing Services (COPS), June 2005. This guide for school resource officer (SRO) programs focuses on recruitment, screening, retaining, training, supervision, identification of funding sources, and the maintenance of funding. Promising methods used by these programs to address the aforementioned problem area are featured in this guide. Assessment of the Law Enforcement Family Support Grant: Vermont State Police, Final Report National Institute of Justice (NIJ), December 1998. This report presents the methodology and findings of an evaluation of the Critical Incident Stress Management and Critical Incident Stress Debriefing training program for Vermont State Troopers, dispatchers, and their spouses or significant others. (NCJ 186278) Best Practices for Institutionalizing Mentoring into Police Departments International Association of Chiefs of Police (IACP), January 2003. During the summer of 2000, the IACP project, Services, Support and Technical Assistance for Smaller Police Departments, published the first of the Best Practice Series–Recruitment and Retention of Qualified Police Personnel. One of the strategies cited as an excellent means of enhancing law enforcement recruitment and retention efforts was the practice of employee mentoring. This document provides chiefs from smaller police departments with a step-by-step method for institutionalizing mentoring within their agency. Building Tools for a Learning Organization U.S. Department of Justice (DOJ), June 2004. This study evaluated the Ada County, Idaho Sheriffs Office (ACSO) delivery of community policing services, as well as its advancement toward becoming a learning organization. Development of Peer Support Programs in Native American and Campus Police Departments National Institute of Justice (NIJ), April 2001. This report provided an overview in the development, implementation, and evaluation of a peer support stress identification and reduction program within Native American and campus police departments in Arizona. (NCJ 189123) Hiring & Retaining More Women: The Advantages to Law Enforcement Agencies National Center for Women in Policing (NCWP), 2003. This publication lists six advantages for law enforcement agencies that hire and retain more women. These advantages include: female officers are proven to be as competent as their male counterparts; female officers are less likely to use excessive force; female officers implement community-oriented policing; more female officers will improve law enforcement’s response to violence against women; increasing the presence of female officers reduces problems of sex discrimination and harassment within a law enforcement agency; and the presence of women can bring about beneficial changes in policy for all officers. Hiring and Keeping Police Officers National Institute of Justice (NIJ), July 2004. This study analyzed the hiring and retention of police officers. As a result of federal funding and increased demands for service, more than half of the Nation’s police agencies grew in officer strength during the late 1990s. The supply of good police recruits was down throughout the nation during the summer of 2000. The researchers used three methods for studying police staffing issues: a national survey of police agencies, a critical synthesis of the literature, and an analysis of police employment data. (NCJ 202289) Hiring and Retention Issues in Police Agencies: Readings on the Determinants of Police Strength, Hiring and Retention of Officers, and the Federal COPS Program National Institute of Justice (NIJ), October 2001. This report presents a series of papers that address the following staffing issues in policing: determinants of police staffing levels, the processes of hiring and training officers, and retention patterns related to individual officers and staff positions. (NCJ 193428) Lessons Learned From Early Corrections and Law Enforcement Family Support (CLEFS) Programs National Institute of Justice (NIJ), 2001. This report discusses the lessons learned from the first 3 years of funding (1996 through 1998) the NIJ-sponsored Corrections and Law Enforcement Family Support (CLEFS) Program, which has addressed the negative effects of stress experienced by law enforcement and correctional officers and their families. (NCJ 192287) National Institute of Justice Law Enforcement Peer Support Training National Institute of Justice (NIJ), February 1999. This training manual provides an informational course to Peer Support Counselors involved in Arizona Fraternal Order of Police Lodge #51’s peer support stress identification and reduction program within Native American and campus police departments. (NCJ 189124) On-Line Education, Resources and Support for Law Enforcement Families, Final Report National Institute of Justice (NIJ), 2001. Because stress reduction is an important focus of many police department programs and federally-funded initiatives, this study hypothesized that an on-line curriculum designed for rookie police officers, veteran spouses, and children would provide additional support and increase the resilience of police officers and their families. (NCJ 186749) Police Family Life Education Project (FLEP) Implementation, September 11, 1999, October 2, 1999, April 29, 2000 and June 24, 2000 and Follow-Up Surveys of Families Who Attended Each of the Classes -- Final Report National Institute of Justice (NIJ), 2001. Final report on implementation of the Police Family Life Education Project and follow-up surveys of families who attended each class. Police Training Officer (PTO) Program Office of Community Oriented Policing Services (COPS), 2006. The Police Training Officer (PTO) program represents an alternative national model for field training that incorporates community policing and problem-solving principles. It incorporates contemporary methods of adult education and a version of the Problem-Based Learning (PBL) method of teaching adapted for police. The PTO program represents the first new post-academy field training program for law enforcement agencies in more than 30 years. Police Training Officer (PTO) Program Manual Office of Community Oriented Policing Services (COPS), April 2006. The manual guides agencies implementing the Police Training Officer (PTO) Program and the PTO Officers who train academy graduates. This manual is part of a 4-part series that includes, PTO Overview and Introduction, PTO Manual, PTO Trainee Manual, and PTO Training Standard. Police Training Officer (PTO) Program Overview and Introduction Office of Community Oriented Policing Services (COPS), April 2006. This document provides an introduction to the PTO program, and summarizes the valuable experiences and lessons learned from the six agencies selected to participate in the PTO pilot project. This manual is part of a 4-part series that includes, PTO Overview and Introduction, PTO Manual, PTO Trainee Manual, and PTO Training Standard. Police Training Officer (PTO) Program Trainee Manual Office of Community Oriented Policing Services (COPS), April 2006. This manual is used by the academy graduate (recruit) undergoing Police Training Officer (PTO) training. This manual is part of a 4-part series that includes, PTO Overview and Introduction, PTO Manual, PTO Trainee Manual, and PTO Training Standard. Police Training Officer (PTO) Program Training Standards Office of Community Oriented Policing Services (COPS), April 2006. The Police Training Officer (PTO) Training Standard guide is intended for use in training PTOs. This manual is part of a 4-part series that includes, PTO Overview and Introduction, PTO Manual, PTO Trainee Manual, and PTO Training Standard. POST Recruitment and Retention: Best Practices Update California Commission on Peace Officers Standards & Training (POST), April 2006. This report presents the results of a 2005 survey approved by the Commission to provide an update on recruitment and retention best practices in California. It addresses the rapidly changing environment of law enforcement in California, provides information and resources to assist law enforcement in addressing recruitment and retention issues, and updates best practices for agencies to consider in improving recruitment and retention. (NCJ 215740) Profiling Police: Evaluating the Predictive and Structural Validity of an Actuarial Method for Screening Civil Liabilities Among Police Officer Candidates National Institute of Justice (NIJ), 2006. The results of a study that examined the predictive and structural validity of an actuarial method for predicting traits associated with negligent and volatile behavior among police officer candidates. (NCJ 214121) Racially Biased Policing: A Principled Response Office of Community Oriented Policing Services (COPS), 2001. This report, funded by COPS and produced by the Police Executive Research Forum, will assist agencies in meeting the challenge of eradicating racially biased policing. It provides the first step in assisting law enforcement professionals, in collaboration with the community, to consider the issues and develop approaches for their community’s specific needs. The report guides law enforcement agencies in their response to racially biased policing and to the perceptions of its practice, thereby helping to strengthen citizen confidence in the police and improve police services in the community. Reaching Out to North Carolina's Law Enforcement Community National Institute of Justice (NIJ), February 2001. This report presents the methodology and findings of an evaluation of a project for statewide distribution of a stress-prevention and treatment program for the North Carolina Highway Patrol. (NCJ 188874) Recruiting and Retaining Women: A Self-Assessment Guide for Law Enforcement Bureau of Justice Assistance (BJA), National Center for Women in Policing (NCWP), June 2001. Under a grant from the U.S. Department of Justice, BJA and NCWP developed a self-assessment guide to assist agencies seeking to recruit and retain more women in sworn law enforcement positions. This publication will help federal, state, and local law enforcement agencies examine their policies and procedures to identify and remove obstacles to hiring and retaining sworn and civilian women employees at all levels within the organization. It also provides a list of resources for agencies to use when they plan or implement changes to their current policies and procedures. Recruitment and Retention of Qualified Police Personnel: A Best Practices Guide International Association of Chiefs of Police (IACP), July 2000. A feature article published in "Big Ideas for Smaller Police Departments," a newsletter designed to respond to the needs of smaller police departments. Recruitment and retention of qualified law enforcement personnel is of great concern to communities around the country. Smaller departments are challenged by limited resources to advertise and compete against larger departments, often for the same applicants. The goal in writing this article was to find smaller departments around the country that are successful recruiting and retaining, identify their strengths, and compile those strengths in a best practices guide. Recruitment and Retention Study Series: Sworn Police Personnel North Carolina Governor's Crime Commission, April 2003. This report examines the challenges involved in recruiting and retaining North Carolina’s sworn police personnel. The findings are based on 124 responses to a 27-item survey that was administered to a random sample of 205 state and local police agencies. Survey questions probed issues related to recruiting sworn police officers, including specific strategies or techniques, number of applicants, and length of waiting list time for potential candidates. Attrition and retention were also probed through questions related to the agency’s turnover and vacancy rates. (NCJ 205838) Recruitment and Retention Study Series: Sworn Sheriffs’ Personnel North Carolina Governor's Crime Commission, April 2003. This report examines the challenges involved in recruiting and retaining North Carolina’s sworn sheriffs’ personnel. The findings are based on 49 responses to a 22-item survey was administered to a random sample of 80 sheriffs’ offices. Survey questions probed issues related to recruiting sworn sheriffs’ personnel, including specific strategies or techniques, number of applicants, and length of waiting list time for potential candidates (NCJ 205839) Tennessee Law Enforcement and Family Support (LEAFS) Project National Institute of Justice (NIJ), 1999. A two-volume report that describes and evaluates a model for a stress-reduction program at regional law enforcement academies and includes course critiques by participants, sample lesson plans, and descriptions of law enforcement stress inoculation training. (NCJ 185888)
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