Recruitment And Retention Of Staff Essay

Prospective candidates that are interested in working for the Palm Beach County Sheriff’s Office are

Although all employees should be assets to their organization, certain employees, because of their respective strengths and talents, may be better suited for certain tasks. In the organization I where I work, the Claiborne County Sheriff’s Office, there are several individuals who would be both happier and better suited for different areas of criminal investigations. Several problems persist within the organization that prevent both the agency and the individuals employed by it from achieving their full potential. While there are a host of departments within my organization, the focus of this essay will be on the Criminal Investigations Division in which I work. I will also include a few thoughts on the administrative structure of my department, address some of its problems and offer my own solutions for overcoming these

sheriffs is an ongoing challenge. DSD has had a turnover rate very close to the number of annual hires for several years. Department lost 64, 36 and 42 sworn staff, respectively. Due to high turnover rates, the Department is currently short 47 deputies, 34 of those positions are unfunded, meaning these are being filled by requiring other deputies to work overtime to fulfill the work load. Successful Employees: Creating an Emotional Connection to Work When an agency is trying to engage the workforce, it is important to recognize and address

The first step in consideration of law enforcement selection, is recruitment and Conser (1978) explained mandated minimum state standards for selection dates back to the early 1950 's; albeit the actual reinforcement of established selection standards emphasized to the states until 1975, when The Advisory Commission on Intergovernmental Relations found police selection standards lacking (Conser, 1978). This lead to enacting legislation, employing the development of state commission councils of policing standards composed of local officials’ and law enforcement agencies, whose main responsibilities were to: oversee, implement and enforce the screening and evaluation of potential candidates; ensuring properly provided services and protection of local communities (Conser, 1978). The commissions set minimum standards of: 21 years of age or higher, good physical health, set minimum and maximum height and weight requirements to ensure the abilities of candidates would meet the physical demands of law enforcement work (Conser, 1978). Equally important officials’ sought out characteristics of candidates’ skills that consisted of: high emotional and stress level, endurance, confidence, public trust, and knowledgeable, psychologically sound individuals (Cosner, 1978). Moreover, officials’ conducted personality profiles, checked citizenship, verified addresses, and ran background checks (Conser, 1978). In addition, Cosner (1978) state the process also also involved: oral interviews,

Staffing in a Sheriff's organization is an extremely important part of human resource management. It helps to identify the strengths of the current workforce and opportunities for improvement that relate to the delivery of service within the organization. In order to find out the staffing issues within a Sheriff's organization, it is important to conduct an analysis of the whole organization in order to view the arising matters. This assessment should also look at the performance measures for the organization and make sure these are appropriately addressed ADDIN EN.CITE Ammons2008928(Ammons & Edwards, 2008)92892817Ammons, David N.Edwards, Joshua S.Practitioner's Corner: Misrepresentation of Staffing Standards for PoliceState & Local Government ReviewState & Local Government Review186-1944032008Carl Vinson Institute, University of Georgia0160323Xhttp://www.jstor.org/stable/25469793( HYPERLINK l "_ENREF_1" o "Ammons, 2008 #928" Ammons & Edwards, 2008).

As a natural born resident of the City of Long Branch, I personally have gone to admire and appreciate the level of professionalism in our police officers in which govern our community. I have ultimately come to understand this high standard of professionalism and leadership has been properly groomed over generations. Thus, in my closing year at Saint Peter’s University in a concentration of criminal justice, I have taken significant interest in applying directly to Long Branch Police Department.

Although sheriffs are in the best position to ensure that effective human resource policies and procedures are in effect that promote employee retention and improve employee morale, the exigencies of rural law enforcement in many counties in the United States do not provide sufficient amount of attention being paid to these critical issues. The objective of this study was to examine those influences that affect both the recruiting and retention of officers in rural sheriff's departments. Areas of research will include: Pay, benefits, perception, budget freezes, lower budgets, cronyism, recruiting, training, organizational structure and career growth opportunities. Major trends including the economy, worker satisfaction, dissatisfaction, and benefits were explored. The study used a five-chapter format to achieve this objective. Chapter one of the study was used to introduce the topics under consideration, provide a statement of the problem as well as the objective and importance of the study. Chapter two of the study presents a critical review of the relevant and peer-reviewed literature, and chapter three describes more fully the study's methodology, including a description of the study approach and the data-gathering method and database of study consulted. Chapter four consists of an analysis of the data collected during the research process and chapter five provides a summary of the research and important findings.

Salary, benefits, and retirement are several factors that affect recruitment of certified officers for the Coffee County Sheriff’s Office. Recent job openings have found the number of certified applicants on a decline. The decline is due to better overall benefits in competing agencies. Several solutions that the county should consider are pay adjustments, more assistance with healthcare coverage, and considering the implementation of a merit system, with cooperation from the Sheriff.

One of the biggest issues to be addressed before moving forward with this proposal is finding a solution to the vacancies within the department. The current vacant positions include the following: six officers, two sergeants, and two community service non-sworn officers. Thanks to a grant awarded by the Federal Government budget restrictions are not an issue when hiring an officer. In order to get the word out in regards to the open positions, the department is to post the job listings everywhere possible. Moreover, another approach is spreading the word about the open positions by contacting a colleges' or universities' criminal justice department to let the department's secretary know that new positions are available. Furthermore, another

Guest Speaker Brook Oliver, with the Sierra College Career Transfer Connections, came to speak to our class about the importance and foundation of a proper resume. I found this topic to be very informative. Particularly, since I have never applied for a job, due to the fact that, I have been self-employed my entire life. I learned that the resume can be a foundation for an effective interview. Additionally, the resume is a bullet point reference of an individual’s skills, education, work experience, and accomplishments, and built upon the description related to the position of the job. I found Ms. Oliver to be extremely informative with regards to careers in Law Enforcement.

The decision to become a deputy sheriff is not one I take lightly, I know this career path is challenging, stressful and dangerous and I have prepared physically and mentally to overcome all obstacles that are thrown my way. The Virginia Beach Sheriff's Department professionalism and commitment to excellence make it an easy choice to begin a law enforcement career. The position as a Virginia Beach Deputy Sheriff falls in line with my college degree in criminal justice and provides me an opportunity to protect and serve the community at the crossroads of where criminal and victim collide. As a deputy sheriff, I have an opportunity every day to dawn the uniform like some of my family members have done in the past and experience the same sense

Officers working for the Drug Enforcement Agency (DEA) and the Los Angeles Police Department (LAPD) have the responsibility of serving the public and for this reason they are given substantial authority to enable them to carry out their duties. The citizens have expectations that such authority is given to individuals who have demonstrated the through their conduct to have the intention of using the authority for the sake of the public’s interest. Therefore, the recruitment process of these two agencies involves scrutinizing the candidates’ background to select the ones with the highest probability of success.

As part of the career exploration assignment I decided to interview a local officer who has made a positive impact on Nelson County as well as performs his job with the upmost care in order to keep our community safe. Officer Adrian (A.J.) Lewis is a sheriff patrol deputy for the Nelson County Sheriff Department located in Bardstown, Kentucky. When interviewing Lewis, I learned that he developed his passion for law enforcement from his father, Major Ray Lewis, who recently retired from the Bardstown Police Department. However, it wasn’t until July 11, 2011 did Officer Lewis began his journey in law enforcement as a patrol officer at the Springfield Police department. In this time as a entry man patrol officer, he explained how he learned many ways the criminal

People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.