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was considerable pressure key individuals involved in the process to take advantage <br />of the opportunity to hire minority applicants. Unfortunately, the problems with <br />these hiring processes linger in the minds of many and adds to the suspicion that the <br />HR function within public safety may have exerted pressure to hire applicants <br />because of their minority status rather than their suitability for the position. It <br />should be noted that considerable speculation and misinformation exists regarding <br />the hiring of the officers under the "fasttracking" process. Several interviewees <br />reported that three of the four hired under this program were no longer with the <br />department. However, this information is disputed by higher level officials. Three of <br />the officers hired under this process still serve successfully with the EPD. However, <br />a great deal of misinformation and urban legend surrounding the hiring process <br />remain, and officials should take steps to dispel it. <br /> <br /> Recommendation No. 32: All applicants for the position of police officer <br /> should undergo the same stringent selection process. <br /> <br /> Discussion: This should be true for any current city or police department <br /> employee applying for a police officer position. <br /> <br />Trainin9 <br /> <br />Once qualified applicants are selected, the EPD must ensure that they possess the <br />requisite knowledge and skills to perform police work. Training is the imparting of <br />specific and immediately usable skills and the provision of information useful for <br />future long-term applicants. It is a process whereby officers at all levels are given the <br />knowledge and skills to accomplish the goals and objectives of the department. <br /> <br /> Advisory No. 1: All training curricula must be based on a training needs <br /> analysis o <br /> <br /> 45 <br /> <br /> <br />