Chapter 3
Recruitment, Hiring, and Personnel Practices
Finding 5
MPD and FPC recruitment programs lack professional standards.
FPC should develop and enforce a written policy regarding police recruiters.
The FPC recruiter is hired via the civil service process, which by definition screens candidates for the most qualified according to the job description and job announcement, as overseen by the City Service Commission.
The FPC could work towards identifying relevant professional development seminars and conferences that the FPC’s recruiter could attend in order to help keep their skill set and approach relevant to the current state of the practice.
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Psychological Evaluations. Require under SOP §500 (Personnel Evaluations), in addition to all required performance evaluations, that recruits be psychologically evaluated, by licensed psychologists, when selected for police academy training, and that all probationary and non-probationary MPD employees be evaluated before being hired, and semi-annually, and upon request, in-between, especially for manifestations of trauma. Evaluations should be performed by licensed psychologists who are familiar with the rigors of policing.
Trainings are offered regularly to commissioners by the administrative leadership of the Milwaukee Fire and Police Commission as to the status of the administratively-managed work of the Commission, budgetary constraints, emerging Best Practices, and the breadth of the Commission’s statutory authority