Performance Measures for Police Officers

Performance Measures for polizze OfficersPerformance Measures for Police OfficersIts widely understood that police departments have a tremendous responsibility to protect and serve their communities, whether at the local, state, or even federal level. Those saatkorn departments also have an obligation to be fiscally responsible with the taxpayer dollars they spend while protecting and serving. Thus, the importance of performance measures, both for individual officers and entire agencies, is easy to see. Historically, these measurements have come in the form of easy-to-track metrics, such as the number of arrests an officer made, calls the officer responded to, and reports taken. Enforcement activities- arrests, warnings, and the like- often receive particularly close attention. For departments, crime rates tend to be the go-to metric to determine effectiveness, despite the fact that issues well outside of a police agencys control can have a tremendous impacton crime in a given commun ity. What Makes a Good Police Officer For many departments cultures, the caricature of a good officer is one who responds to and clears calls quickly, engages in proactive enforcement activities, and produces high enforcement numbers. In short, officers who are fast, efficient, and productive are largely considered to be the top performers. What often gets lost in the metrics, though, is how effective an individual officer or department actually is. It must be said here that quota systems, in which officers must make a certain number of arrests or write X number of traffic tickets, are mora or less nonexistent and often illegal, contrary to popular belief. Nonetheless, while departments focus on productivity (quality) while ignoring effectiveness (quality), its easy to understand how officers and administrators alike can misunderstand the message and get off track by focusing on numbers over people. Social Change Requires Culture Change for Police An ever-changing social cli mate is making it more and more apparent that, while enforcement efforts are an effective tool in reducing crime and promoting safety, it is but one tool in the toolbox. What truly makes a good officer in the eyes of the public is not one who writes a lot of tickets or puts a lot of people in jail, but one who appreciates and understands the community-oriented policing concept. These officers are more than just enforcement agents, but educators and problem solvers who have a high level of emotional intelligence and the soft skills needed to make a real difference in their day-to-day interactions on and off the job. Additional Metrics for Police Effectiveness Enforcement and crime numbers must continue to be considered when measuring performance. However, these numbers will only paint part of the picture. If crime goes down, for example, it is conceivable that enforcement, too, would decrease since ostensibly fewer people are committing crimes. At the same time, it is reasonable to see that an initial rise in a crime rate could actually indicate police effectiveness in gaining the public trust, as members of the community may feel more comfortable reporting previously unreported or under-reported crimes. Service-oriented metrics, such as assistance rendered, safety and education talks, neighborhood and business checks, and other community-oriented activities, can be included and encouraged in performance measures. Not only can these measures help provide a clearer picture of what the real mission of policing is- or could be- but they also encourage greater community engagement to help bridge the all-too-apparent gap between cops and communities. Police Here to Serve People Nearly every officer on the road has heard the familiar phrase I pay your salary from a citizen theyve stopped or detained. While that statement definitely wont get someone out of a speeding ticket, what if there is more to what that otherwise law-abiding citizen is trying to say? Is it possible that behind that statement is the notion that maybe the police arent providing the kind of service that the public needs or wants? The numbers game will always be one important measure of police performance, but officers would do well to remember the reasons they became police officers to begin with, and that they are here to serve the people, not make widgets.

8 Skills for Upper Management Jobs

8 Skills for Upper Management Jobs8 Skills for Upper Management JobsMoving up the corporate ladder is often a goal for working professionals. For a majority of people to get there, it takes hard work and the ability to master specific skills for upper management roles. In addition to needing leadership qualities and management skills, upper management jobs seek professionals with interpersonal skills, informational skills, and decision-making skills.We asked what founder and CEO, Sara Sutton, looks for when it comes to upper management jobs, in addition to a persons knowledge and leadership experience. Specifically, she wants someone with people skills who can bring a gruppe together, who can think strategically and embrace big ideas, and who has energy and passion for the company and its future.Here are eight commonly sought-after skills for upper management jobsLeadership SkillsThe ability to lead others and embrace the big picture of the organization is needed in upper management roles to drive the business into the future.Management SkillsIn addition to being able to lead people and activities, management skills are needed in higher-level jobs to be able to juggle a range of tasks, programs, and departments to rckendeckung daily operations.Interpersonal SkillsBeing able to engage others and having the ability to manage relationships helps make upper management professionals mora effective in relating with their superiors, subordinates, and clients.Personal CharacterFour desired qualities of professionals in upper management include honesty, empathy, focus, and persuasiveness. Upper level managers should be able to put themselves in others situations, be honest, be focused on both the present and the future, and possess the ability to be persuasive in different situations.Decision-Making SkillsManagers need to have the keen ability to make decisions, both big and small, in situations that can be highly stressful and on the fly.Analytical SkillsSeeing the big picture and being able to analyze different angles is desired of upper management to support strategic needs of the business and construct ways to move towards those goals.Communication SkillsSkilled managers will be able to communicate professionally and excellently in person and in writing, as well as using technology-based mediums.Listening SkillsNot only do upper management professionals need to possess excellent communication skills, they must also have great listening skills as they need to have and absorb information that is pertinent to business strategy and operations.There are many characteristics employers want in executive employees, including the above mentioned. While making a road map to a new career in the C-suite is useful, obtaining and refining upper management skills is necessary to continue to climb the management ladder. For flexible executive jobs, serves as a trusted source for thousands of flexible job listings and additional support and career information. What skills do you see as being most prevalent in executive level and upper management jobs? Do you think certain skills are more important than others to possess? Share your thoughts with us below in the comment section

Internship FAQ and Myths

Internship FAQ and MythsInternship FAQ and MythsInternships provide students, new graduates, and career changers with an opportunity to gain important knowledge and skills in their vocation of choice. They are also a chance to gain exposure to a career field of interest without the employer or student having to make a major commitment. Many organizations use internships as a way to assess and train potential candidates for jobs. Students will often do several internships to give them exposure to a variety of related jobs or even to check out various careers of interest. Resources available for finding an internship include online internship databases, books such as The Internship Bible, and networking with professionals and alumni from your college. Dont Delay You should start searching for an internship as soon as possible. For internships in finance, government, and publishing, deadlines to apply for summer internships can be as early as November. Students who begin doing inter nships after their first year of college are able to complete several different ones, providing them with a wide range of experiences and making them more appealing to employers. Internships are popular for students still in high school as well. Finding Internships Working with a career counselor, speaking with faculty and/or college alumni, and conducting informational interviews with alumni or professionals in the field are all excellent places to start finding available internships. Many internships are listed on online internship and job sites such as Chegg Internships, Internship Programs, and LinkedIn. Completing a thorough self-assessment is also a valuable practice before you start pursuing internships it will help you discover whether you have the knowledge, skills, interests, and personality traits that are relevant to each individual internship. Types of Internships Internships are available in a wide variety of fields in both the private and not-for-profit sector s of the job market. Internships may be paid or unpaid and for leistungspunkt or not-for-leistungspunkt and are typically pursued in the spring, summer, or fall. For Credit or Not For-credit internships are linked directly with college coursework. Working directly with an on-site supervisor and a faculty sponsor can provide for a rich experience that includes additional reading and writing on the subject in addition to the experiential learning that takes place each day on the job. To receive credit for an internship, students will need to complete a certain number of hours at the internship site that number depends on the internship guidelines of your particular school. Colleges also typically require that additional academic work be completed as designated by the faculty member who acts as the internship sponsor. Be aware that you may have to pay your school a substantial amount in per-credit tuition for a summer internship that provides college credit. The amount the college charges for for-credit internships completed during the fall or spring is usually rolled into the regular tuition for the semester, so it doesnt come as a shock like the cost of a summer internship may. Internships not completed for credit are basically set up as a limited work agreement between the employer and the student. Internship Myths These are actual truths behind some internship myths Internships not completed for credit are not as valuableAlthough it is true that internships for credit are included on a college transcript, employers are looking for candidates who possess the relevant skills and experience to do the job and who already have exposure to the field and know that they are interested in it. Interns can gain those skills and experience whether they receive college credit or not.Unpaid internships or volunteer experiences cannot be Included on a resumeAll experiences related to a particular internship or job can be included on a resume. That includes relevant coursework, co-curricular activities, community service, volunteer experiences, and previous internships and jobs. All internships completed for credit must be unpaidAn academic institution granting college credit for an internship does not in any way prohibit the employer from paying the intern a fair wage or stipend. Colleges generally encourage employers to pay for work interns complete regardless of whether its being done for credit or not. And you should seek to get paid as well.