Aurora Police Department Career Counseling and Development PDF

AURORA POLICE DEPARTMENT DIRECTIVES MANUAL 7.7 SUBJECT: EFFECTIVE: September 1, 1998 REVISED: November 3, 2006 _____________________________________________________ Daniel J. Oates, Chief of Police CAREER COUNSELING AND DEVELOPMENT REFERENCES: CALEA: PAGE: 1 of 4 Annual Review: Training Section Lieu...

AURORA POLICE DEPARTMENT DIRECTIVES MANUAL 7.7 SUBJECT: EFFECTIVE: September 1, 1998 REVISED: November 3, 2006 _____________________________________________________ Daniel J. Oates, Chief of Police CAREER COUNSELING AND DEVELOPMENT REFERENCES: CALEA: PAGE: 1 of 4 Annual Review: Training Section Lieutenant 7.7 CAREER COUNSELING AND DEVELOPMENT 7.7.1 Career Development Program Establishment 11-3-2006 The Aurora Police Department has established a Career Development Program in the Training Section. This program has been established for the benefit of all sworn personnel in the Department. The intent of the program is to encourage the improvement of skills, knowledge and abilities of all sworn personnel in order to accomplish agency and personal goals more effectively. 7.7.2 Career Development Program Procedures Participation in the Career Development Program is voluntary and all sworn personnel have equal access to training and development opportunities through the program. The key components of the program are career counseling, advanced and specialized training, external educational and training resources. The Training Section Lieutenant is responsible for the administration of the Career Development Program. As the administrator, they have the authority to determine the direction the program will take in accomplishing its tasks. Program objectives are stated in quantitative terms, which include, but are not limited to: (a) The percentage of sworn personnel who utilized the Career Development Program during each calendar year. (b) The number of hours of training and education provided to sworn personnel during each calendar year. (c) A breakdown of those hours of training and education according to major training category or type. (d) The number of hours spent by the Career Development counselor(s) assisting sworn personnel. Directive Manual (Revised: 11-3-2006) 7.7 CAREER COUNSELING AND DEVELOPMENT 7.7.3 Daniel J. Oates Page 2 of 4 (e) The number of hours of remedial training provided to sworn personnel during each calendar year. (f) Assist the EEO Investigator in an annual assessment of the number of minority personnel and women assigned to supervisory/managerial positions, specialized assignments and other promotional positions to determine if EEO and Affirmative Action objectives are being met. If these objectives are not being met, the assessment must include recommendations for meeting the objectives. Annual Assessment of the Program The Career Development Program is evaluated annually to determine if the objectives are being met. The annual evaluation assesses the strengths and weaknesses of the program, the validity and usefulness of the objectives, and the need for changes which would make the program more responsive to the Department needs or the needs of individual sworn personnel. If changes are necessary in the program, it is the responsibility of the Training Section Lieutenant to ensure that the adjustments are completed. 7.7.4 Training Requirements for Program Personnel The Training Section Lieutenant, Career Counselors and supervisors who act as career counselors in the program are trained in the following areas: 7.7.5 (a) General counseling techniques. (b) Techniques of assessing skills, knowledge and abilities. (c) Training opportunities in the agency. (d) Educational opportunities and incentive programs. (e) Availability of outside resources. (f) Record keeping techniques. Career Development Program Record Keeping The Aurora Police Department Training Section maintains written records of all basic and in-service training conducted by the Department. It is the responsibility of the individual receiving training from external sources to provide the Training Section with written documentation of that training. Once that documentation has been provided it is the responsibility of the Training Section to maintain a record of it, along with internal training records. Training records include, but are not limited to: Directive Manual (Revised: 11-3-2006) 7.7 CAREER COUNSELING AND DEVELOPMENT 7.7.6 Daniel J. Oates (a) Title and content of the course. (b) Course instructor information. (c) Date(s) of the course. (d) Test scores (if any). (e) Achievement of any special skills or honors. Page 3 of 4 In-Service Training Resource Inventory The Aurora Police Department Training Section maintains an inventory list of external resources, which the Department uses to assist in training. This list will be maintained by the Training Section and available on demand to any participant in the Career Development Program. Information on this list includes, but is not limited to: 7.7.7 (a) Training opportunities offered by the resources. (b) Resource contact information (name, address and telephone). (c) A brief description of training courses offered. Supervisory Review of In-Service Training Record The in-service training record of all sworn personnel in the Department is reviewed with the employee's supervisor on an annual basis. This review is conducted between the employee and supervisor and the in-service training record is provided to the supervisor by the Training Section. The review is conducted to assess progress by the employee and evaluate future training needs. 7.7.8 Using Temporary Assignment/Job Rotation in the Career Development Program The Aurora Police Department uses temporary assignments and job rotation to give sworn personnel on-the-job training in specialized assignments or promotional positions. The Bureau / Section Command Officer will determine the duration of temporary assignments or job rotations, but will normally be thirty (30) to ninety (90) days. Temporary assignments require the publication of a Personnel Order, approved by the appropriate Division Chief. Examples of temporary assignments or job rotation, which the Department uses, include, but are not limited to: (a) Patrol Officers or Agents acting as street supervisors. Directive Manual (Revised: 11-3-2006) 7.7 CAREER COUNSELING AND DEVELOPMENT Daniel J. Oates Page 4 of 4 (b) Patrol Officers working several months in the Detective Section to learn a Detectives job. (c) Sergeants acting as Lieutenants (d) District/Bureau Command Officers acting as Division Chiefs. (e) Division Chiefs acting as the Chief of Police. (f) Personnel temporarily assigned to special investigations.