Personnel Problem at Kitsap County Sheriff's Office
The Kitsap County Sheriff's office, with 110 sworn deputies, is responsible for the public safety of 230,000 citizens. Kitsap County is located about 6 miles west of Seattle across the Puget Sound on the Kitsap Peninsula, and comprises about 393 square miles. The sheriff's office began with the election of the first sheriff in the late 1850s. The Sheriff is still elected and appoints the Undersheriff, the Chief of Patrol, the Chief of Detectives, the Chief of Corrections, and the Chief Civil Deputy. There are two lieutenants and thirteen sergeants, all filling career Civil Service positions. To become a deputy sheriff, you must:
· Pass a Civil Service entrance examination (written and physical agility)
· Be a citizen of the United States
· Have completed two years of accredited college
· Pass a medical, psychological, and polygraph examination, and a complete background investigation
· Be at least 21 years of age
· Possess a valid Washington State driver's license
· Have no felony convictions
The Kitsap County Sheriff's office is accredited through the Washington State Association of Sheriffs and Police Chiefs (WASPC). For this accreditation, the agency goes through an evaluation every four years and must meet a set of standards that are higher than the industry norm.
The Processes: The sheriff's office falls under county government. The agency that handles most personnel/human resource management (P/HRM) issues is the County Personnel Office (CPO). The CPO plays a key role in collective bargaining for the county with the various guilds/unions, and they are also involved in grievance issues concerning EEO complaints (workplace harassment, discrimination, unfair labor practices, etc.) The CPO is also responsible for the hiring and promotion processes for all career Civil Service positions in county level employment.
During the deputy sheriff hiring process, you must submit an application to the CPO. Once they review the application and determine you have met the minimum requirements, you are allowed to attend the written examination. The top 40 applicants are then asked to attend a physical agility test, and top 25 at the end of the physical agility test are placed on a civil service register to be hired from.
When a vacancy in the sheriff's office comes up, the top three names from the register are sent over for the sheriff's office to conduct interviews, background investigations, and the medical, psychological and polygraph exams. The sheriff's office doesn't become involved in the hiring process until after the written exam and physical agility test have been completed, and names have been received from the register.
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For the purpose of this paper, the Houston Police Department’s organizational structure will be used to illustrate the chain of command. The jail operations are designated to Strategic Operations as you can see from the diagram below, and it is overseen by the executive assistant chief, assistant chief and captain. The captain over jail operations is responsible for all three shifts at the city jail, and he assigns three lieutenants to supervise each shift (days, evenings, and nights). Within Houston’s jail facility, there are both classified officers and civilians performing various assignments and tasks. The immediate concern that was brought to attention pertains to a sexual misconduct allegation from a female inmate against a correctional
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Stewart, JD, Clark County Prosecuting Attorney, in an Office of the Clark County Prosecuting Attorney 's website section (accessed July 22, 2008) and titled "A Message from the Prosecuting Attorney," offered the following:
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The hiring process for both the SFPD and FBI follows the same basic structure with variations in qualifications and requirements. To become an SFPD officer, an applicant must have at minimum, a high school degree. A bachelor’s degree is recommended and obtaining a position with the agency is less likely without one. Applicants must be at least twenty-one years old, be a U.S. citizen, own a valid driver’s license, and have no previous felony convictions. The candidate must then pass a written and physical exam that includes push-ups and sit-ups. An oral exam and background check are the final
If I were to go into Criminal Justice, I would like to work my way up to being a detective because it is interesting to figure out how people think. According to the Occupational Outlook Handbook, police officers protect peoples’ lives and their property while detectives search for facts and collect evidence of crimes that happen in the community. Police officers and detectives work in an environment that may be called demanding, stressful, and dangerous. Police officers actually have the job with the highest rate of injury and illnesses, which is not too surprising. New police officers often work at hours that most people would not like to work. In order to become a police officer or detective, someone may have a high school diploma, college degree, or even higher. Although, most of them have to graudauate from the agency’s training academy before actually working in the field. In order to become a police officer, you must also be a U.S. citizen, be 21 years old, and meet personal and physical qualifications. The median annual
There are several external strategies for building community trust. These strategies include community oriented policing, citizen police academies, the media, seminars, publications, surveys, and citizen involvement. In order
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...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)
Once the department interviews qualified candidates for the interview, they make decisions on the candidate they would like to hire. That candidate is sent back to HRM where they complete the hiring process and contact the applicant with a job offer. Having a hiring procedure as such, saves hiring managers time and costs as well as reducing liabilities that may come along with possibly hiring unqualified employees. HRM and department managers have to have a trust in each other’s role in the hiring process to be successful in finding qualified