Chapter 3
Recruitment, Hiring, and Personnel Practices
Finding 8
MPD does not have career development planning for officers who aspire to be promoted or selected for a special assignment.
MPD should develop an organizational plan to facilitate talented personnel within the organization achieving leadership roles.
See response to Recommendation 8.2, which suggests the development of mentorship programs to help employees achieve their professional career goals. Department members are in communication with the State of Wisconsin Training and Standards Bureau to develop additional leadership training that expands upon and enhances the Leadership in Police Organizations ™ (LPO) curriculum, developed by the International Association of Chiefs of Police. As of the time of this writing, the department has trained over 650 active members in LPO, and the chief requires that supervisory members attend the course, which is taught at the Police Academy.
In collaboration with the Fire and Police Commission and the Department of Employee Relations, the department is willing and capable of developing additional plans to prepare members aspiring toward leadership roles for promotional opportunities. As the department does not control most promotional opportunities for frontline supervisors and middle managers, this should not be a unilateral effort by the police department.
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