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NCJRS Abstract

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NCJ Number: 202203 Find in a Library
Title: Best Practices for Institutionalizing Mentoring Into Police Departments
Author(s): Harvey Sprafka; April H. Kranda
Date Published: 2003
Page Count: 14
Sponsoring Agency: International Assoc of Chiefs of Police
Alexandria, VA 22314
Sale Source: International Assoc of Chiefs of Police
44 Canal Center Plaza, Suite 200
Alexandria, VA 22314
United States of America
Document: PDF
Type: Instructional Material
Format: Document (Online)
Language: English
Country: United States of America
Annotation: This paper provides police chiefs of smaller police departments with a step-by-step method for institutionalizing mentoring within their agencies.
Abstract: The authors advise that mentoring is an essential function in the development of the next generation of police leaders. As used in this paper, "mentoring" is defined as "a mutually beneficial relationship in which a knowledgeable and skilled veteran officer (mentor) provides insight, guidance, and developmental opportunities to a lesser skilled and experienced colleague (protege)." The mentoring relationship is intended to promote professional growth, inspire personal motivation, and enhance the effectiveness of police services. This paper lists the mentoring benefits for both proteges and mentors. The authors advise that although informal mentoring does occur in police agencies and is important, it is necessary to institute a formal mentoring process that affords every employee the opportunity and benefit of a planned and structured mentoring process that promotes loyalty and inclusiveness within the organization. After analyzing the characteristics of police recruits and employees from the generations of "Baby Boomers" and the subsequent "Generation X," the paper characterizes the current generation ("Generation Y") of new police recruits. The authors advise that mentoring is "absolutely essential" for "Y's" because they have become accustomed to being cared for and valued by parents and friends. Mentoring is not only highly effective for engaging the "Y's" but also in retaining employees of "Generation X." The step-by-step plan for institutionalizing mentoring in a police agency consists of the following: Teach mentoring skills to all employees; the chief demonstrates support for total agency mentoring; a formal new-hire mentoring process is established; a career-development mentoring system is created; succession is planned; and the chief grooms and prepares his/her successor. After describing mentor and protege responsibilities, the paper profiles the mentoring model of the Knoxville Police Department (Iowa). A 4-item bibliography
Main Term(s): Police policies and procedures
Index Term(s): Iowa; Mentoring programs; Police field training; Police management; Police recruit training
To cite this abstract, use the following link:
http://www.ncjrs.gov/App/publications/abstract.aspx?ID=202203

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