Report Finding #28
There is no strategic approach to recruitment, particularly as it relates to the Department’s workforce being representative of the community’s workforce.
Recommendation #30:
Make recruitment an important part of the Police Department's strategic plan with an emphasis on targeting local applicants.
Action: Recommendation #30
The Training Unit is in the beginning stages of creating a Recruiting Group that crosses divisions and assists in various types of recruiting efforts including events involving potential local candidates.
Progress: Recommendation #30 - In Progress
The Training Unit has created a Recruiting Group which attends and seeks opportunities to interact with potential recruit candidates. Several officers outside of the Training Unit have also begun assisting in recruiting efforts. The Training Unit utilizes technology to contact and test candidates during the hiring process. They also monitor and discuss the successes and failures of this process.
Report Finding #30
There is an absence of recruitment being perceived as every member’s responsibility within the Department culture.
Recommendation #30:
Make recruitment an important part of the Department’s strategic planning, including an emphasis on targeting local recruitment efforts to support the City’s Equal Employment Opportunity Plan.
Action: Recommendation #30
The Training Unit is in the beginning stages of creating a Recruiting Group that crosses divisions.
Progress: Recommendation #30 - In Progress
The Training Unit has created a Recruiting Group which attends and seeks opportunities to interact with potential recruit candidates. Several officers outside of the Training Unit have also begun assisting in recruiting efforts. The Training Unit utilizes technology to contact and test candidates during the hiring process. They also monitor and discuss the successes and failures of this process.
Report Finding #29
There are no measures of success for recruitment, and there are no other performance measures in place that could help determine whether the function of both recruitment and hiring is appropriately placed within the Training Unit.
Recommendation #31:
Establish metrics for measuring progress toward achieving goals and objectives, and for assessing the need for additional or different resources to support recruitment.
Recommendation #32:
Consider alternatives to the Training Unit conducting background investigations. Contract with retired law enforcement officers (a growing trend in the profession) or assign to Detectives in the Investigations Division.
Action: Recommendation #31
The Training Unit utilizes technology to contact and test candidates during the hiring process. They also monitor and discuss the successes and failures of this process. Other metrics to indicate efficiency will be analyzed as they are identified.
Action: Recommendation #32
The Training Unit is currently utilizing Detectives, part-time and contracted civilian employee to perform the background investigations.
Progress: Recommendation #31 - Under Review
No metrics have been established yet.
Progress: Recommendation #32 - Complete
The Training Unit is continuing to utilize Detectives, and now utilizing part-time and contracted civilian employee to perform the background investigations.
Report Finding #31
Department hiring processes differ depending upon a candidate’s experience, modestly risking expediency over rigor.
Recommendation #33:
Use the same hiring process regardless of a candidate’s experience to ensure a comprehensive assessment of their fit for the Department.
Action: Recommendation #33
The Training Unit has assessed the use of an alternate hiring process but has identified several challenges in using one uniform process for experienced hiring versus inexperienced candidate hiring.
Progress: Recommendation #33 - In Progress
The current hiring processes have been adjusted to align very closely but some differences are needed, such as in timing of testing, to stay competitive with other hiring agencies. Other differences are required based on if the applicant is a new recruit, Kansas certified, or certified from another state.