Introduction
A police department must have enough police officers to give the residents maximum quality service. However, at times the population of the department’s jurisdiction outweighs the number of officers in the department (Oliver, 2014). This situation necessitates a police recruitment program. Spring Hill Tennessee Police Department, which has 150 police officers and 50 professional staff, serves a population of about 90000. This population has continued to rise mainly because of the migration of people from Nashville. The police department thus requires more officers to serve the growing, which has also been reflected countrywide, with the latest census showing that the Hispanic population in the country evaluation has increased. A workload study of police officers indicated that there is a need to recruit more officers as their society is not meeting the increasing demand for police services.
Every program in every department requires a well laid out strategy, objectives, and an evaluation of the program after it has been executed. This evaluation entails what the department seeks to achieve through the plan, how the project will be implemented, the officers assigned with the responsibility to conduct the exercise, the period and place that the task is meant to take place; and how the department will evaluate the exercise once it is done to know whether the objectives were met or not ( Cox, Massey, Koski, & Fitch, 2018 ). The strategy should be followed to the letter to ensure that everything goes as planned, and there is the order during the exercise. This recruitment plan seeks to establish the recruitment objectives, the strategy, data collection, and evaluation of the recruitment process.
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Recruitment Objectives
The Spring Hill Police Department seeks to recruit highly qualified candidates to assume the positions of sworn police officers. This objective is per the Equal Employment Opportunity Plan (EEOP) of the Spring Hill Town, which aims at ensuring everyone gets equal chances of employment without discrimination of any particular group or individual (Cox et al., 2018). The department also aims at ensuring the residents of Spring Hill Town get quality police service by having enough qualified officers in the department to give instant and professional service.
Strategy
Before and during the exercise, the Spring Hill Police Department will carry out intensive advertising of the recruitment program. The adverts will be placed on their website and some in the newspapers with the most extensive circulation. Besides, the department will recruit candidates from colleges and universities with Criminal Justice Programs. This recruitment will be followed by the selection process of police officers, which will entail 1-4 months of the testing process for both civilian and police applicants, four months selection process for the civilians and 12 months long for the police applicants (Cox et al., 2018). The candidates will be recruited to fill the vacant positions of 2 Lieutenant, 2 Sergeants and 26 Officers who will be sworn in. There will also be positions for the professional police staff, which include 6 Dispatchers, 1 Clerical and 2 Records officers (Oliver, 2014). One sergeant will oversee the recruitment process, with the assistance of three part-time male officers of the Caucasian origin as per the laid out recruitment framework, which was based on the fact that recruitment funds have not been budgeted for in the past four years.
All the necessary information about police recruitment will be on the Spring Hill Police Department website. Candidates interested in the applications and any other civilians with the thirst to know the ins and outs of the process can visit the website for clarity. Any inquiries can also be made at the station located at 199 Town Center Parkway, P.O. Box 37174. The recruitment will be carried out during the day, specifically the regular working hours. Candidates rejected in the previous recruitment are encouraged to re-apply if they now meet the requirements.
Data Collection
There will be an evaluation of the current population data, which will be divided into the young, middle-aged, and the elderly. The data collected will be of the residents aged between 5-18 years (young), 19-39years (Middle-aged), and beyond 40 years (elderly). This data will be used in the crime rate evaluation and need for security and the most sort for police service (Oliver, 2014). A survey will be done to collect the data of the number of residents with the opinion that the police officers in the department are enough and those with a contrary view. After the recruitment, the data of those who turned up for the exercise will be collected, and the data of those whose applications were approved to make an analysis aimed at evaluating the recruitment exercise. There will also be a collection of the data in accordance to; the number of females, males, and candidates of Hispanic origin recruited successfully (Cox et al., 2018). It will further be divided into their age brackets. This data will be organized in the different categories, combined into one data document and stored for future reference.
Measurement and Evaluation
An evaluation of the number of recruited Hispanic Officers will be conducted to assess whether the process met the desires of the city council members who wanted their number together with that of the female officers doubled (Cox et al., 2018). There will also be an evaluation of whether the vacant positions were filled and the total number of the officers after the recruitment determined to see whether the objective of having a significant increase of the number of officers in the department was achieved (Oliver, 2014). To know whether the process followed the Equal Employment Opportunity Plan, an evaluation of the number of people who received the advertised information about the recruitment would be necessary. All these aspects will help to identify whether the recruitment plan was a success.
References
Cox, S. M., Massey, D., Koski, C. M., & Fitch, B. D. (2018). Introduction to policing . Sage Publications.
Oliver, P. (2014). Recruitment, Selection & Retention of Law Enforcement Officers . Looseleaf Law . 164. http://digitalcommons.cedarville.edu/faculty_books/164
