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 mentorship programs to help employees achieve their professional career goals.
The police department is currently in the beginning stages of developing a formal coaching and mentoring program. We have sought and received information from other departments across the US and Canada about coaching and mentoring programs beyond field training for new officers. The objective of this program will be to guide and develop members who are seeking to progress in their careers and move into formal leadership roles, and also to prepare current supervisors for opportunities to move into senior management positions. In addition, coaching and mentoring will be available for members who wish to enrich their current positions and take advantage of other opportunities, such as joining specialty units, and assuming enhanced informal leadership roles within the department. Another benefit of coaching and mentoring programs is the potential of such initiatives to increase diversity in supervisory ranks and in specialty units by focusing on the inclusion of members who might not have opportunities for guidance from more senior members without a formal structure.
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