The Davison Area Police Stress Evaluation and Referral Service
The mission of the Davison Area Police Stress Evaluation And Referral Service (S.E.A.R.S) is to provide officers and employees of the Davison, Davison Township, and Richfield Township Police Departments the opportunity to share stress related issues with a peer supporter, for the peer supporter to evaluate the employee's stress related issue, and finally for the employee to be referred, by the peer supporter, to an outside source that will best assist the officer or employee in dealing with his or her stress related issue.
GOALS AND OBJECTIVES
The goals and objectives of the S.E.A.R.S. program are as follows:
Ø To improve or maintain officer and employee levels of professionalism and productivity.
Ø To reduce the departments' rates of absenteeism, disability leave, turn over and citizen complaints.
Ø To reduce the number of divorces among officers and employees.
Ø To improve the departments' morale.
Ø To provide stress management training each year to all officers and employees.
Ø To provide a family workshop on stress management each year.
BUDGET
The S.E.A.R.S. program will operate on a $6000.00 annual budget. The program is able to operate on such a minimal annual budget for many reasons. Chief among these reasons are part-time/on-call personnel staff the program, the program is utilized only on an as needed basis, the number of officers/employees who will utilize the program is relatively small and the use of existing office or building space at no cost.
The following table illustrates the program's operating budget for one year.
Part Time Counselor (Clergy)………………………………...
... middle of paper ...
...goal is to provide the officers and employees of the Davison Area Police Departments with the best possible services and the use of this evaluation form is crucial to achieving that goal. Officers and employees are provided ample space, after each question on the evaluation form, to elaborate their responses.
The program's evaluation form includes the following questions:
Ø Do you feel you were treated in a respectful manner?
Ø Do you feel that the program helped you?
Ø Would you refer us to another officer or employee?
Ø Do you feel that the agency you were referred to helped you?
Ø Do you feel the peer supporter identified with your problem?
Ø Did the peer supporter make effective use of available time?
Ø Did you feel comfortable, while you were at S.E.A.R.S.?
Ø What could have been done to better serve you?
The Thompson Valley Police Service is seeking to double the number of police recruits over the next three years. In an attempt to attract more applicants, the newly appointed Police Commissioner, Commissioner Jason DeVillain is proposing two key changes to the current selection process. Firstly, Commissioner DeVillain is proposing to eliminate the requirement for partial or completed tertiary education. Secondly, it is being proposed that psychological testing should be removed from the selection process. As a research and policy officer for the Thompson Valley Police Service, the validity and likely impact of the above two proposed changes will be investigated thoroughly, followed by recommendations to Commissioner DeVillain to ensure the selection process is as effective as possible in selecting the most suitable candidates for the new police recruits. The role of a general duties police officer is broad in nature and requires the officer to be efficient in many areas, ranging from administrative duties to conflict resolution and problem solving. In addition to the recording and logging of all jobs attended while on duty, the officer may be required to prepare documents for court hearings, where written communication skills will also be
the psychological health of police, fire, and ambulance officers.” International Journal of Stress Management, Vol. 11, pp. 227-44.
After taking this class, it would be impossible to see things, specially people or myself, the same way. Whether or not the intention of the class is to provide self-improvement information, it would be impossible for the student to ignore the issues, disorders, etc., identified throughout this fast-paced plethora of information. Of course what the student decides to retains is obviously subjective; which lead us to the application of the stress and health profiles. After the completion of the scales provided, and the grading associated, it would be hard not to realize how we can better our lives, if we make minor adjustments in our way of life. I for one, personalized a large part of this information, something I probably would not have been able to do, at least at the same level, back when I was a young adult.
While on the job, police must put all their personal opinions aside. They must provide everyone with an equal and fair chance. It is important in a democratic society for police to not know too much about the community they are policing. It allows them to ...
I believe the goal of this book is to provide officers the information of how to recognize the deterioration of core values (personally and professionally) and what can take place in their lives if gone uncorrected. The book then ultimately provides specific strategies that can be utilized to reduce the negative emotional and physical impact of a law enforcement career. I believe the book succeeds in doing this.
Although that gives the report a sometimes odd tone, defending a system that it admits failed badly, it also provides for some of the document's most evident soul-searching. One passage in particular warns of the consequences when police let down their guard. "Essentially, many of the problems found by this [Board of Inquiry] boil down to people failing to do their jobs with a high level of consistency and integrity," the report states. "Unfortunately, we found this to be true at all levels of the organization, including top managers, first-line supervisors and line personnel. Clearly, pride in one's work and a commitment to do things correctly the first time seems to have
Correctional institutions are unique work settings because of the unpredictable nature of their physical environment and clientele. Correctional officers are responsible for supervising individuals whom are held against their will. The correctional officer’s main focus is that of security within the institution and for the community. However, they are typically faced with a limited amount of resources and thus must assume these responsibilities without adequate support. The relationship between work resources and job stress indicates that correctional work settings that emphasize involvement, coworker cohesion and managerial support can decrease stress levels (Waters, 1999). Unfortunately, this is a rather uncommon occurrence, leaving correctional officers to face stressors without proper intervention due to fear of stigmatization. Within law enforcement, those individuals who access “mental health” services are labeled as and treated similarly (Aredondo, Shumway, Kimball, Dersch, Morelock, 2002). However, research on effective ways to prevent or reduce the physical and psychological effects of the high levels of stress correctional officers face on a daily basis is limited and a rather new phenomenon. This literature review examines the reasons for correctional officer stress, the implications of such stress, and interventions that are being put in place to combat the consequences of such stress.
The law enforcement officers suffer quite more job-associated stress than the people living in the community. Many have had to realize that the nature of the profession itself may be exposing officers to the increased levels of stressors. In essence, job-associated stress is among the major health concerns of the law enforcement community, and this is because it can have some impact on the physical, mental and emotional well-being of the officers. The difference in the stressors between the law enforcement personnel and other individuals is the fact that, the enforcement officials get to interact with the human population that are quite angry, upset or even uncooperative, in which case it takes some toll on
This first study did not mention exactly how many officers were used in this study but it stated that 39 to 55 percent have experienced work related violence or threats. (ncjrs.gov). Most of the work related stress did not come from the offenders but from the agency itself. There are three major types of stress in the probation world, high caseloads, paper work and lastly but not least deadlines. And as many jobs have it, about 87 percent blame their supervisor for one of the causes of stress. They said the lack of advancement of the job, and recognizing well job done. (ncjrs.gov). As we can see already, each and one of these stress actors is tied to another. Now the question to ask is how these strong and willing full individual deal and cope with their stress. Some said they took extra sick days just for themselves and other by going to church, venting with family, friends or co workers and others by exercising. (ncjrs.gov)
Post-Traumatic Stress Disorder was first founded in American soldiers who had been traumatized during wars since it can develop when someone has been in or has seen a traumatic event and has felt, according to Nancy Davis, “intense fear, helplessness, or horror”. Many officers can get PTSD from life threatening situations such as, shootings, fires and car accidents. These incidents can cause the development of a more severe PTSD which is more difficult to treat than less severe cases. Police officers have high stress levels during the course of their work day. This stress can affect their families and also their work ethic. High stress levels can be another factor for PTSD because when officers have seen disturbing events it can cause them to stress out because of that event. Many officers can suffer from diffe...
As crime coexists with humanity, the presence of the police force ensures the suppression of crime and the safety for our society. Every occupation has its own work stress. What is unique is all the different stress found in one job. Aside from the heroic services police officers perform in their duty, they experience overwhelming stress in their daily duty. Police stress refers to the negative pressures related to police work (Police Stress, n.d.). In order to maintain peace and order, there must be an effective police force up and running. For that to happen, departments need to be aware and deal with the negative effects caused by police stress. Whereas, police officers must conquer their stress in order to work at their best performance, to always maintain positive attitude in their duty and to have the capability to make the appropriate determination in every critical situation.
Stress is not a permanent or incurable disease. It is one that can be reduced and managed in several different ways, both personally and within the workplace. With any problem, the first step to reaching a solution is identifying key signs or symptoms associated with the issue. Police officers tend to display an array of physical or behavioral changes when they are feeling conflicted or stressed out. A main part of being a good supervisor is noticing even the smallest changes in the actions and behaviors of those that work under their command.
Police stress is viewed as a structural problem that is amongst the police culture (Kappeler & Potter, 2005). The argument made is that the working environment causes the stress. Even though a police officers job is not as dangerous officers still determine the danger as a source of stress. Police stress can be split up in to three sources: occupation, job-related and external stress (Kappeler & Potter, 2005). Just the thought of the job gives officers stress. Job-related circumstances such as responding to calls can also create stress. Finally, external sources such as personal stress can all lead to an officer being highly
Law enforcement is an important element of the United States’ system of criminal justice apart from the corrections and the courts. It is one of the major functions of the various governmental agencies of police. It is therefore concerned with police service or functions of police departments. In this paper, the author analyzes at law enforcement and related issues. Specifically, the author discusses law enforcement, theoretical understanding of the different models of policing as well as policing styles. The author also looks at the question of stress associated with the life of a police officer and how such stress affects them. This is a purely theoretical discussion based on secondary sources of information. Time and resources constraints could not allow for a more empirical, experimental fieldwork research. The materials relied upon are mainly journal articles from respectable academic journals and databases.
Stress is something that everyone has to deal with in life, whether it is good or bad stress. Stress management techniques are a great way to deal with stress. Some of the stress management techniques that I learned from this course are prioritization, scheduling, and execution. Using these techniques has effectively helped me deal with my own stress. When it comes to dealing with stress I still have many strengths and weaknesses that I will explain. Some stressors I have in my life that I will discuss are psychointrapersonal, social, life events, and daily hassles. Next, I will give my opinion on my post-course survey, and compare and contrast it to my pre-course survey scores. Finally, I will explain my last goals for this stress management course.