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San Diego, California March 26, 2007

Developing Career Pathways and Improved Student Transitions Through Partnerships. San Diego, California March 26, 2007. College and Career Transitions Initiative Public Safety Career Pathways. San Diego Miramar College Public Safety Career Pathways.

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San Diego, California March 26, 2007

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  1. Developing Career Pathways and Improved Student Transitions Through Partnerships San Diego, California March 26, 2007

  2. College and Career Transitions Initiative Public Safety Career Pathways

  3. San Diego Miramar CollegePublic Safety Career Pathways

  4. Preparing High School Students for Public Safety Careers • Law Enforcement • Detentions • Fire Science • Emergency Medical Services • Lifeguarding

  5. Public Safety Agency Partners • San Diego County Law Enforcement Agencies • San Diego County Fire Departments • Emergency Medical Care Agencies • Lifeguard Departments

  6. Areas of Focus • Expand Program of Study for Law Enforcement to other local high schools

  7. Areas of Focus • Develop new Fire Science Pathway in 2007/2008

  8. Areas of Focus • Maintain CCTI Project Goals • Build upon strategies to decrease the need for remediation • Increase awareness of careers in Public Safety at secondary and middle schools • Continue curriculum alignment and articulation efforts with secondary partners

  9. Areas of Focus • Alignment with 4-year universities

  10. San Diego’s Public Safety Agency Representatives William Lansdowne, Chief of Police Assistant Sheriff Michele Braatz

  11. San Diego Miramar Career Pathway ProjectPublic Safety Law Enforcement Careers2003-2007Lynne OrnelasAssociate Dean/ Tech Prep CCTI Project Coordinator

  12. PHASE ONE2003-2005 High School Partner Crawford Educational Complex School of Business and Law College Partner Miramar College, Administration of Justice andSDCCD- Tech Prep Program

  13. OUTCOMES • Decrease need for remediation • Increase enrollment & persistence • Increase achievement at postsecondary levels • Increase attainment of degrees, certificates… • Increase entry into employment / further education

  14. DELIVERABLES • Improvement Plan • Model program of study for Public Safety • Strategies to improve academic performance • Baseline & outcome data/reports • Partnership benchmarks, strategies, challenges

  15. PHASE 1STRATEGIES • Identified an early assessment tool - EarlyAssessment/Placement (EAP) √ • Created by CSU system • Taken from previous California State Testing (CST’s) • Provides students with College readiness snapshot • Created an Aligned Program of Study Law Enforcement √ • Developed an Articulation Agreement √ • H.S. course:ROP Law Office Procedures and College course: CBTE 221 Legal Office Procedures – 3 college units • Designed Early College Experience – Summer Career Institute √ ADJU 106 - Diversity – 3 college units • College Support Services √ CCTI Counselor – assigned to high school

  16. WHAT HAPPENED CHALLENGES • STUDENT DEMOGRAPHICS • HIGH SCHOOL STRUCTURAL CHANGE • REMEDIATION NEEDS ≠ STRATEGIES

  17. RECOVERY WHAT DID WE LEARN? WHERE ARE WE NOW?

  18. PHASE 22006-2007 LEADS HS, SD Educational Complex Scott Giusti, Principal MIRAMAR COLLEGE Jordan Omens, Professor, Administration of Justice

  19. REVISED STRATEGIES • Recruitment of students • Selection of students • Scheduling • Partnership/Support with Miramar • Orientation • Counseling (LEADS and Miramar) • The future of the program

  20. Career Pathway Law Enforcement

  21. Southern California College and Career Transitions Initiative Network Summit Jordan Omens San Diego Miramar College School of Public Safety March 26, 2007

  22. Anticipated Outcomes of CCTI • At a minimum, • Decreased need for remediation • Increased enrollment and persistence • Increased academic and skill achievement • Increased attainment of degrees or credentials • Increased entry into employment

  23. Why public safety?

  24. Survey Questions

  25. Question #1: I am interested in studying or majoring in the criminal justice field. n = 292

  26. Question #2: In the future, I would like to work in the criminal justice field. n = 292

  27. Question #3: I believe the criminal justice field would be an enjoyable career. n = 292

  28. Question #4: People that work in the criminal justice field are well paid. n = 292

  29. Question #5: People that work in the criminal justice field are intelligent. n = 292

  30. Question #6: People that work in the criminal justice field are racist or prejudice. n = 292

  31. Question #7: Most people that work in the criminal justice field are male. n = 292

  32. Question #8: Most people that work in the criminal justice field are female. n = 292

  33. Question #9: Women are not encouraged to work in the criminal justice field. n = 292

  34. Question #10: Racial or ethnic minorities are not encouraged to work in the criminal justice field. n = 292

  35. Question #11: If I wanted to, I could get hired in the criminal justice field. n = 292

  36. Perceptions of Public Safety • Money

  37. Approximate Sworn Classification Pay Scale – City of San Diego Including applicable shift differential and educational incentive as of 12/18/04 not including benefits

  38. Perceptions of Public Safety • Money • Getting hired

  39. Getting Hired • Objective criteria are low • Social factors significant • Recruiting is a top priority • City of Baltimore

  40. Getting Hired • Diversity is a priority

  41. San Diego POA Website

  42. San Diego POA Website

  43. San Diego Sheriff Website

  44. Getting Hired • Diversity is a priority • Organizations such as PERF, DOJ and POST have cited this as a critical issue dating back to the 1960s • Research states many of the benefits are based more on stereotypes than on empirical evidence • Many of the benefits are based on the assumption of homogeneity among members of race and ethnic groups

  45. Getting Hired • Diversity is a priority • Individuals entering into policing, regardless of race or ethnicity, may not necessarily be representative of inner city urban communities

  46. Perceptions of Public Safety • Money • Getting hired • Dangerous

  47. Dangerous • The risk of getting killed may not be as bad as you probably think

  48. Dangerous: Suicide Rates • Police officers are three times more likely to kill themselves than to be killed in the line of duty Source: National Police Suicide Foundation

  49. Public Trust in the Police: 1995 • Firefighter • Pharmacist • Teacher • Dentist • Clergy • Stock Broker • Doctor • Accountant • Funeral Director • Police Officer • Lawyer • Politician Source: DOJ poll published in “Public Service with Honor” January, 1997

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