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Hiring in the Spirit of Service and Creating a Culture of Integrity Program in Hillsborough County, Florida By Colon

Hiring in the Spirit of Service

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Hiring in the Spirit of Service and Creating a Culture of Integrity Program in Hillsborough County, Florida By Colon

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    1. Hiring in the Spirit of Service and Creating a Culture of Integrity Program in Hillsborough County, Florida   By Colonel Carl W. Hawkins, Jr. Hillsborough County Sheriff’s Office

    2. Hiring in the Spirit of Service   Goal 1 Partner with the community to determine personal characteristics essential in a “Service Oriented” law enforcement deputy in Hillsborough County.   Goal 2 Change and increase recruitment and selection activities to target individuals with the personal “Service Oriented” characteristics valued by the community and the agency.

    3. Goal 3 Conduct statistical research to determine the impact of “Hiring in the Spirit of Service” project activities.   Goal 4 Create a law enforcement recruitment and hiring model that can be used to improve an agency’s ability to employ “Service Oriented” law enforcement deputies.

    4. Our Team

    5. Scanned in PlanScanned in Plan

    6. Screen In Candidates VS Screen Out Candidates

    8. Year 1 Validation

    9. The public, deputies, and supervisor think like each other on service qualities. Why should this be true? Perhaps the answer lies in the fact that the agency has been in business of community policing – service oriented policing since the late 1980’s. During the intervening years, the agency and the public have come together. Service Oriented Personal Dimensions Lessons Learned and Promising Practice

    10. Sir Robert Peel said in 1829 in his 7th principle for modern policing rings true, “…..the police are the public and the public are the policing.” Thus, a promising practice might be stated as: The more that law enforcement identifies with the community, the more the community will identify with law enforcement. The relationship between the two will strengthen as they begin to think alike and the ability to deal with problems will become easier and easier.

    11. Market Branding

    12. Recruitment Brochure

    13. Brochure Interior

    14. Qualifications

    15. Compensation and Benefits

    16. Recruitment Testimonials

    18. Posters

    19. Posters

    20. Recruitment Website

    21. Recruitment Website

    22. Recruitment Online Application

    24. Recruitment Video

    25. Marketing Lessons Learned and Promising Practice Specific Focus on Diversity in Recruitment Moves the Agency from Primarily Reactive to Proactive in Recruiting We Have the Chance to Tell Our Story Enable the Community to Learn More About Specific Opportunities in the Agency Able to Reach a Larger Audience Give the Agency Focus With a Market Brand A Promising Practice Might Encourage Other Agencies to Work With a Marketing Firm to Review Precisely How They Wish to Be Perceived by The Community They Serve

    26. Ten Recommendations for Innovations in Community Inclusion Community members serve on one-time or recurring focus groups to determine what kinds of qualities are important in officers. Community members hand-deliver the Sheriff’s offer of employment to those selected, either alone or in conjunction with CSO/command staff. Have community members and applicants interview each other, informally outside of a formal setting.

    27. Have applicants attend a session of the Citizen Police Academy program, to meet with community members. Community members volunteer to help recruit at police academies, whenever recruitment officers do so. Applicant is assigned to call a Citizen Police Academy graduate at home or work, to complete a brief interview, in order to continue in the selection process. Community members (who have been served by a recruit) provide feedback to FTOs, during the FTO period.

    28. Add an oral board step to the selection process, and institute community member participation on the board. Have community groups nominate applicants, pre-academy, for consideration. Retool the existing process to be score-oriented, using rating, ranking, or both, to assist in “selecting in” candidates.

    29. Community Inclusion Lessons Learned and Promising Practices Hillsborough County recruits in one patrol district now meet with members of a local Chamber of Commerce at a regular meeting of the Chamber during the last phase of the recruits’ field training program. Since these officers will be working in this district, they take the opportunity to meet and get to know the businesspersons in their areas of assignment.

    30. The department has made available a community feedback form specifically designed to solicit performance feedback for recruits who have not yet completed field training. This form is currently being used agency wide. Pre-academy nominations from community groups have already occurred as a result of another grant program, and may be expanded. Community volunteers accompany paid recruitment officers to events to speak on behalf of the community.

    31. Integrity Scholarship Application Packet

    32. Creating a Culture of Integrity: Recruiting Quality Recruits From Local Communities Mission Statement To create a partnership between the community and law enforcement in an effort to resolve problems and promote a meaningful working relationship. To promote participation by community organizations to identify quality candidates for a law enforcement scholarship program. To address community concerns and to operate within the highest standards of professional and moral excellence.

    33. To create a program with community organizations to identify qualified candidates for a law enforcement scholarship program. Candidates representing the values of these organizations will be selected to fill existing law enforcement vacancies through a competitive process that meets minimum agency standards for law enforcement deputies. To attract and select twenty-four qualified community-recommended applicants who meet agency and program requirements and who well represent the values and diversity of Hillsborough County. To certify and hire twenty-four community-recommended law enforcement deputies identified and recruited through project activities. Goals

    34. Where we are now? Advertised To: Community Groups, Hispanic Radio and Television Stations, Public Service Announcement, Job Fairs, the Black Advisory Council and the Hispanic Advisory Council. Requires a 2 year college degree and raises the standards for selection. The applicant was recommended by a community group. Over 100 applicants have been selected.

    35. Agency paid tuition, provided all equipment, paid $2,000.00 a month stipend, and paid for state certification examination. The community group who nominated candidate have attended the graduations. Completed a new Florida CJSTC Problem Based Training Curriculum. Have attended agency specific post secondary training.

    36. Conclusion and Wrap Up

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