InstructionalDesign in Police
InstructionalDesign in Police
DesignsRelated To Officer Training
Accordingto Bykov (2014), recruits are supposed to be trained to be physicallyfit because their nature of work involves a lot of energy.Handcuffing and restraining people involve muscle together withspecific movements to disable individuals without injuring. To havethe recruits prepared for calming criminals, they are taught andpracticed tactics of self-defense together with ways to utilize toolsthat are not lethal such as pepper spray and batons. They are trainedhow to use firearms in order to protect themselves, and they have topass their tests with an accuracy of 90%.
However,Mead (2016) argues that performing the work of the police does notjust require physical training but also requires legal knowledge andthat is why the police under rigorous training about the law. It isargued that the everyday burdens of police work continuously requirethat they enforce the law. They are not just supposed to bephysically fit but also have brains that go with the strength.
Also,police officers have to receive training in ethics. As a result, inthe course of their recruitment process, departments spend enoughtime on ethics education so that they can highlight the use of forceand diversity of cultures. Without proper training on ethics,officers are at risk of facing lawsuits either by asserting theunnecessary use of force, violation of civil rights or racialdiscrimination. Nonetheless, ethics training also provides the policewith the knowledge to make decisions that are wise.
However,trainees have to go through a probation period so that they gainfield experience. Bykov (2014) argues that after graduating fromacademies, these recruits become certified officers but have toundergo field training programs with senior officers so that they cantransition from the academy to real life experiences. A lot of thetrainings they received were in a controlled area and, therefore,having trained in the field provides them with a safety net for thebeginning months.
Skoganet al., (2015) states that in the process of material delivery fortrainee officers, the course owners of the police academy have toensure that all their trainers are experienced in instructionalskills. It has to be understood that not all trainings personnel inthe college are instructional staffs. There are, for instance,training managers such as heads of divisions which are not directlyengaged in classroom training, but they oversee development andtraining activities by steering the direction of training programsunder their command. As a result, the best has to be selected fromthis pool of trained staff.
Trainingmanagers are required to have informed knowledge regarding recenttrends and best practices from development and training. They arerequired to share their latest trends and knowledge whenever it isappropriate. Whichever post held by the training personnel incollege, they are required to have essential competencies though theymight differ according to their role within the college.
Retainingrecruits and police officers is not easy, but prioritizing specifictraits which an agency requires in their officers is the key toretention. Nonetheless, the pressure of filling open positions isenormous, but the police are supposed to hire the right individualsbased on the community and organizational needs (Mead, 2016).Selecting and recruiting officers who bond and identify with theculture of the organization is significant for achieving the goals ofthe organization. Employees are also supposed to comprehend the goalsand mission of the agency together with desirable characteristics ofprospective officers. According to Mead (2016), an agency is supposedto have personnel who are specially trained and reflect the agency’sdiversity. Diversity is critical to the recruiting mission where anagency is supposed to be aggressive in the process of hiring so thatthe agency can reflect members of the community. Recognition isanother important area that the police have to look check. Leadersare supposed to look out for opportunities to acknowledge goodbehavior through informal gatherings and regular meetings.
Motivationand productivity are very important in any organization whereby inpolice agencies, police officers have a lot of discretion andfreedom. Individual desire and commitment to serve people help toguide the productivity of officers and motivation on their job.Several factors influence motivation levels such as job environment,the attitudes of supervisors and personal issues. Officers who havehealth concerns, family problems, financial issues and socialexperiences which are negative can portray significant reduction inmotivation and productivity.
Motivatingpolice officers and recruits during training is a hard but veryimportant thing. Being praised and recognized is a very strong thingfor retaining officers. Even though the increase in pay is consideredas important, sometimes working in harsh areas cannot be compensatedby an increase in pay. It requires recognition of an officer assomeone who is doing great work.
Bykov,O. (2014). Police Academy Training: An Evaluation of the Strengthsand Weaknesses of Police Academies. Themis: Research Journal ofJustice Studies and Forensic Science, 2(1), 9.
Mead,B. (2016). Recruiting, selecting and retaining law enforcementofficers. Retrieved August 5, 2016, from police foundation,https://www.policefoundation.org/recruiting-selecting-and-retaining-law-enforcement-officers/
Skogan,W. G., Van Craen, M., & Hennessy, C. (2015). Training police forprocedural justice. Journal of Experimental Criminology, 11(3),319-334.