ASHEVILLE POLICE DEPARTMENT POLICY MANUAL

Transcription

1 Chapter: 22 - Training & Career Development Original Issue: 7/1/2005 Policy: Last Revision: 1/12/2018 Previously: 1070 Career Development and Retention CONTENTS INTRODUCTION POLICY STATEMENT RULES AND PROCEDURES EMPLOYEE TRAINING BASIC LAW ENFORCEMENT TRAINING ORIENTATION TRAINING REMEDIAL TRAINING [33.1.5] TRAINING ADVISORY COMMITTEE TRAINING RECORDS LESSON PLAN MANAGEMENT ASSOCIATED DIRECTIVES Policy 2202 In-Service and Advanced Training City of Asheville Travel Policy City of Asheville Career Development Education Policy INTRODUCTION Training is one of the most important responsibilities in any law enforcement agency. Training ensures employees are better prepared to act decisively and correctly in a broad spectrum of situations and promotes greater productivity and effectiveness. The purpose of this policy is to establish guidelines for the administration and management of the department s training program. POLICY STATEMENT It is the policy of the Asheville Police Department to utilize a training program to develop, support, and advance the skills, knowledge, and abilities of all employees. The department s Recruitment & Career Development Section is responsible for administering all elements of the department s training programs, including verifying that all trainings conform to requirements set forth by the North Carolina Criminal Justice Education and Training Standards Commission (CJETSC) standards.

2 RULES AND PROCEDURES EMPLOYEE TRAINING A. Employees seeking to attend a training course are required to submit a training request via their chain of command for review. Approved training requests will be distributed by to the employee and their direct supervisor. B. All employees must follow procedures set by the Recruitment and Career Development Section for authorization and enrollment in requested trainings. Failure to follow established procedures may result denial of the request or revocation of authorization for attendance. C. Approval will be granted based on requests that can be funded and are deemed to be most appropriate for achieving the objectives of the advanced training program. Priorities for department approved training are as follows: 1. Core training requirements. 2. Specialized training for given positions or assignments. 3. Elective training. D. Employees assigned to attend authorized training courses (including in-service training courses conducted by the department or an outside agency) are expected to attend 100% of the course. [33.1.2] 1. Employees who are unable to attend an approved and ordered course will immediately notify their supervisor and the Career Development Unit. 2. The Career Development Unit cannot excuse employees from training without approval from the employee s supervisor. 3. Non-compliance with an order to attend training may result in disciplinary action. E. Employees attending training must arrive in the appropriate designated attire and bring all necessary equipment as stated in the Training Order. F. The department will pay for expenses associated with department approved training courses, including registration fees, lodging, meals, mileage, fees, or materials as outlined in the City of Asheville Travel Policy. The department is not responsible for expenses associated with training courses that have not been approved by the department. [33.1.3] G. Training time is considered work time and is credited hour for hour. [33.1.3] H. Educational reimbursements for higher education courses are available through City of Asheville Programs, see the City of Asheville Career Development Education Policy. [33.8.4] Page 2 of 5

3 BASIC LAW ENFORCEMENT TRAINING A. All sworn members of the department are required to have successfully completed a Basic Law Enforcement Training (BLET) course approved by the North Carolina Criminal Justice Education and Training Standards Commission (CJETSC). B. In addition to successfully completing a BLET course, officers must pass the state exam and obtain certification from the NC CJETSC. C. All approved basic training curriculums will be based on the job-tasks of the most frequent assignment of sworn officers who complete BLET. Evaluation techniques will be designed to measure competency in required skills, knowledge, and abilities. [ a,b] D. The Recruitment & Career Development Section is responsible for maintaining a working relationship with the staff at the NC CJETSC approved academy at the Asheville- Buncombe Technical Community College (AB-Tech) BLET program. [33.2.3] E. The department will pay costs associated with tuition, ammunition, and other related expenses incurred by city employees attending the BLET academy. [33.2.3] F. An orientation handbook will be issued to all new BLET recruits at the time academy training begins. [ c] ORIENTATION TRAINING A. The Recruitment & Career Development Section is responsible for organizing and administering an orientation program for all new department employees. The orientation program will include, at a minimum: 1. Familiarization with the department s role, purpose, goals, policies, and procedures; [33.2.4] [ a] 2. Working conditions, rights, and responsibilities of the employee; [ b,c] 3. Mental illness awareness training; [ d] 4. Training on the department s accreditation process; and [33.5.3] 5. For sworn employees, training in department use of force policies, weapons policies, de-escalation techniques, and all required qualifications in firearms and less-lethal weapons. [1.3.12] Page 3 of 5

4 REMEDIAL TRAINING [33.1.5] A. Employees who fail to satisfactorily complete a training course may be required to participate in remedial training. B. The department may utilize remedial training as a constructive tool to correct a specific job performance deficiency that arise from supervisor evaluation, test or as the result of a corrective action. C. Various forms of remedial training are available to be incorporated in a training effort to enhance skills or job knowledge. Supervisors are responsible for coordinating with the Career Development Unit to implement an appropriate remedial training program specific to an employee s identified job performance deficiency TRAINING ADVISORY COMMITTEE A. The department s Training Advisory Committee purpose is to review department training programs to ensure the needs of the department are met. Membership of the Training Advisory Committee includes: [ a] [ d] 1. One supervisor and at least one officer from the Patrol Division as selected by the Patrol Division Commander; [ b] 2. A supervisor and at least one officer from the Investigations and Operational Support Division as selected by the Investigations and Operational Support Division Commander; 3. A non-sworn supervisor as selected by the Special Services Division Commander; 4. The Special Operations Section Commander; and 5. The Recruitment and Career Development Section Commander (non-voting). [ c] B. Members of the Training Advisory Committee may be selected and replaced periodically based on rotation of their primary duty assignments as determined by the Chief of Police or Special Services Division Commander. [ b] C. The Training Advisory Committee may review scheduled training programs and provide recommendations to the Recruitment & Career Development Section Commander, such as: [ c,e] 1. Evaluations of current training programs; 2. Analysis or review of training needs/requests throughout the department; and/or 3. Recommendations for new training programs or modifications to current programs. Page 4 of 5

5 TRAINING RECORDS A. The Recruitment & Career Development Section is responsible for updating training records and files for all employees who successfully completed training courses. [33.1.6] B. Employees who attend training courses outside the department are responsible for providing certificates of attendance or certifications of completion to the Career Development Unit which is then responsible for updating the employee s training records. C. The Career Development Unit is responsible for maintaining records of each training class conducted by the department by retaining copies of all approved lesson plans and course content, names of employees in attendance, and performance of individual attendees as measured by test results, if administered. [ a,b,c] LESSON PLAN MANAGEMENT A. Lesson plans are required for all training courses or programs conducted by the department. All lesson plans are to include the following elements: 1. A statement of performance and job-related objectives; [ a] 2. Content of training material and specification of appropriate instructional techniques; and [ b] 3. Identification of any tests used in the training process. [ d] B. Lesson plans must be approved by the Recruitment & Career Development Section Commander or authorized designee prior to implementation of the training course. [ c] BY ORDER OF Tammy Hooper Chief of Police Page 5 of 5