1. Failed to qualify to be police officer 2. Now seek to be involved in LE as infomants 3. Lack criminal associates 4. Do not make good informants

Supervision Flashcards by Chad Cerce

Adult learning Processes
ROSE

Readiness to learn

Orientation

Self Concept

Experience

How well did you know this?

Not at all

Perfectly

Team Work Model
BLOW

Being a team member
Lend a hand
Obey rules
Work in partnership

How well did you know this?

Not at all

Perfectly

Improvement model
PRICE

Pinpoint performance problem
Record current performance
Involve employee in reward + punishment
Coach upon agreed strategies
Evaluation

How well did you know this?

Not at all

Perfectly

Egotistical informant
4 items

Encountered frequently
May not have received positive reinforcement from parents
Seek POSITIVE FEEDBACK from handler as primary REWARD
Hardest to handle ego won’t relinquish control

How well did you know this?

Not at all

Perfectly

James Bond syndrome informant

Imagine themselves in a police or spy drama

Exaggerate knowledge of criminal information to help become informants

How well did you know this?

Not at all

Perfectly

Wannabe informants

Failed to qualify to be police officer
Now seek to be involved in LE as infomants
Lack criminal associates
Do not make good informants

How well did you know this?

Not at all

Perfectly

Perversely motivated informants

The most dangerous and disruptive informants
Sometimes told to infiltrate police by criminal organizations
Want to learn police methods, targets, identify undercover agents
May provide decoy information to distract police
Question their motives if they walk in and volunteer information. Maybe perverse

How well did you know this?

Not at all

Perfectly

Restricted-use informants

Pose special management issues

On probation

Juveniles

Addicted or were addicted to drugs

Felons

Persons known to be unreliable

How well did you know this?

Not at all

Perfectly

Causes of corruption
DLLP

Discretion
Low management
Low public visibility
Peer group secrecy

How well did you know this?

Not at all

Perfectly

Garrison Mentality

Letting nobody know what you are doing.

How well did you know this?

Not at all

Perfectly

What to do for minor infraction by employee? Supervision book

1 discuss with employee

2 give on the spot warning

3 Document

How well did you know this?

Not at all

Perfectly

Plain view Project (Defense Attorneys)

Social media site.

Goes through officers person social media posts

72 officers fired for racist posts

How well did you know this?

Not at all

Perfectly

Primary complainant (Internal Affairs)

Complaint made by victim

How well did you know this?

Not at all

Perfectly

Secondary complainant (Internal Affairs) complaint against officer

Someone making complaint on behalf of the victim

How well did you know this?

Not at all

Perfectly

Exonerated disposition (IA)

Officer did what they are accused of. Action was legal, and justified

How well did you know this?

Not at all

Perfectly

Policy failure disposition (IA)

Action not specified in policy. Agency may need to change policy but for now no wrong doing

How well did you know this?

Not at all

Perfectly

Who has final say on discipline?

The Chief executive

How well did you know this?

Not at all

Perfectly

Burden of proof for Administrative Trial Board?

Preponderance of Evidence 51% same as traffic ticket

Standard of evidence for Administrative trial board?

Fundamental fairness - May allow reliable hearsay

Early Warning System for employees (IA)

Non punitive
Help oriented
Tracks use of force, crashes and sends alerts (think Blue Team Software

Types of EMPLOYEES
AIA

Ascendent
Indifferent
Ambivalent

Types of PROBLEM Employees
(6 types) ETDIMM

Erudites
Tyrants
Defeatists
Indecisives
Manipulators
Marginal performers

Ascendent Employee Type

Go higher

Achievement oriented

Workaholic

Fast track

Do it themselves

Indifferent EMPLOYEE type

Marginal employee / Earn enough money to get by

Most likely to violate dept policy

Want to be liked socially

Headache for supervisor

Ambivalent EMPLOYEE type

*** Most Officers*** Don’t like to make decisions Challenge Dept policy, resist new rules Procrastinate if not motivated Antidote give them challenging assignment!!

Pygmallion Effect

Higher expectations lead to higher performance

Erudite PROBLEM Employee

Intellectual Have opinion on everything Deal with them by using expertise. (Not as smart as you think you are)

Tyrant PROBLEM Employee

Control oriented Intimidate Require authoritative response

Defeatist PROBLEM Employee

Resist new ideas Bitchers Confront by asking for specifics

Manipulators PROBLEM Employee

Unethical Play people against each other Provide feedback to neutralize

Indecisives PROBLEM employee

Expert at Neutrality Impervious to praise and punishment Will not make decision Antidote do not allow to use vagueness or platitude.

Marginal Performer PROBLEM employee

Does just enough to get by Just shows up Praise when they are effective immediately to change

Millennials generation

1982-2002

How Millennials differ from Boomers (3 ways)

1. Clearly defined goals 2. Unafraid to change jobs 3. More interested in quality of life

Task stressors 6 types

1. Danger 2. Boredom 3. Role conflict / ambiguity 4. Control over work pace 5. Shift work 6. Use of force

US Constituon what ammedment deals with search and seizure

4th amendment

Chicago study…. What is linked to 60% of police suicides

Alcohol

Police have how many more times risk that other professions for suicide

3 times more likely

Non-profit dealing with police suicide consists of doctors and surviving family members

Badge of Life

Officers most at risk for suicide (You)

Male 40-44yrs old Unmarried 16yrs on the job

According to Badge of Life what is the most general cause of Police Suicide

Depression

Signs of PTSD and when to be concerned

1 flash backs 2 sense of depression 3 insomnia 4 spontaneous anger 5 inability to concentrate If signs persist for more than 1 month

Stages of a group OCCDDA

1. Orientation (most important) 2. Conflict 3. Cohesion (members start to accept leader) 4. Dillusion uncertainty rocky 5. Disillusion- polarized group not going anywhere 6. Acceptance