Living Resumes.pdf

BOCA RATON POLICE SERVICES DEPARTMENT Departmental Standards Directive 35.105 LIVING RÉSUMÉS Revised: new I. PURPOSE: Living résumés were developed for the purpose of assisting with both succession planning and career guidance for all Department employees. It is the philosophy of the Department t...

BOCA RATON POLICE SERVICES DEPARTMENT Departmental Standards Directive 35.105 LIVING RÉSUMÉS Revised: new I. PURPOSE: Living résumés were developed for the purpose of assisting with both succession planning and career guidance for all Department employees. It is the philosophy of the Department to continue to develop “the finest people” by ensuring employees are constantly improving and prepared for lateral openings, promotional opportunities, and growing within their current assignments. II. POLICY: All supervisors shall review the living résumés with their employees at least once a year and will review additions to the résumés at the times of occurrence. In conjunction with the Career Path Manual and Human Resources training, the living résumé provides supervisors with a set of tools for more effective employee development. III. DEFINITIONS: Living Résumés: An online form located within the Halogen evaluation system which details, at a minimum, an employee’s career history, education, professional development, assignments, accomplishments, awards, communication assessment, and career goals. Career Path Manual: A document provided by the Department which details the knowledge, skills and abilities required for success within each position in the Department. Short-Term Goal: A professional goal which can be obtained in less than five years and/or is the next desirable step in the employee’s career path. Long-Term Goal: A professional goal which would likely take 5 or more years to achieve, and requires the achievement of one or more short-term goals. DARE Survey: A tool designed to determine an employee’s communication style and provide insight into successful methods of communication. The letters of the acronym represent the terms Driver, Analytic, Relater, and Expressive Effective: July 10, 2018 Revised: Living Resumes Directive No. 35.105 Page 1 of 3 IV. PROCEDURE: A. EMPLOYEE RESPONSIBILITIES: 1. All Department employees shall update their living résumés at least once a year, one month before their evaluation is due. 2. Living résumés can be accessed from the Halogen evaluation system by selecting the Talent View tab. The employee shall complete the following sections: B. a. Career history b. Education c. Professional development d. Assignments and specialty teams e. Projects/Accomplishments/Cases of note f. Professional memberships g. Awards and recognition h. DARE communication style assessment i. Career goals: short term 1-5 years j. Career goals: long term ≥5 years k. Mentor l. Mentee SUPERVISOR RESPONSIBILITIES: 1. Once employees have completed or updated their living résumés, supervisors are responsible for conducting a career counseling session with employees, at least once per year. a. The supervisor is responsible for explaining the meaning of the employee’s communication score and styles. b. During career counseling sessions, the supervisor should give consideration to an employee’s short and long term goals after discussion, and should document goals for the upcoming year. 2. Annual living résumé review sessions are intended not only for specific goal setting relative to employee evaluations, but for career planning/pathing. During career Effective: July 10, 2018 Revised: Living Resumes Directive No. 35.105 Page 2 of 3 counseling sessions, the supervisor shall consult the Career Path Manual and determine if the employee requires additional training or resources to meet his/her goals. 3. The supervisor will rate the employee’s efforts regarding career progress in the annual evaluation. 4. The supervisor shall annually review the current goals with the employee to ensure they are still relevant to the employee. C. DARE SURVEY: 1. Newly hired employees shall complete the DARE survey (located on the Police Services drive under “Living Resume”) within three months of initiating training. It shall be the field training supervisor’s responsibility to ensure completion and to complete an initial career counseling session. a. The career counseling session should include an interpretation of the DARE score, and an explanation of how the employee should expect his or her communication style to affect other styles. Once a counseling session is completed, the employee shall enter his or her score under the DARE section of the living résumé. b. In subsequent years, the supervisor shall complete a career counseling session, inclusive of a DARE survey review and a discussion regarding the employee’s communication style. 2. Training shall be provided to field training officers and supervisors regarding the administration and interpretation of the DARE survey. Approved: Daniel C. Alexander Chief of Police Effective: July 10, 2018 Revised: Date: Living Resumes Directive No. 35.105 Page 3 of 3