The given proposal revolves around a one-on-one mentoring program that can be used by police departments to improve officers’ competence, share critical experiences, and achieve higher performance levels.
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Design of the Mentoring Program
- Mentoring presupposes conscientious, responsible work, and reduces training costs. To implement it, a list of candidates should be selected.
- To ensure that more police officers will be willing to take part, the department should generally promote the idea of professional and sustainable development as a central requirement for their career growth.
- Displaying the positive results of teamwork will engage more officers.
How to Attract and Connect the Participants
It is possible to introduce a motivational scheme with bonuses, salary review, and professional development. One-on-one mentoring provides a mentee not only with better skills, performance, and confidence but also expands one’s network (Vance et al. 25). At the same time, a mentor benefits from the collaboration as it gives an opportunity to improve interpersonal skills and develop potential, which results in a feeling of fulfillment and attachment to the collective, which is critical in the sphere of law enforcement.
Process for Guiding the Relationship
- Set up a goal. Design a program.
- Engage mentors and mentees.
- Provide the team with the instructions.
- Require feedback from the team.
- Assess the results.
Identification of Measurements of Success
A mentor and a mentee should have meetings on a regular basis as often as their work requires, whether those are daily overviews or monthly summarizing, to monitor the progress. At the end of the collaboration, the achievement of an initial goal will be an objective factor to measure the results.
Identifying Potential Risks
Possible risks of implementing one-on-one mentoring include mismatching candidates or forcing them into teamwork. While learning to cooperate may be seen as part of the training, forcing it may result in a drop in productivity for both candidates, who may not be ready for additional responsibilities. Moreover, a mentee who does not understand the importance of training may feel unappreciated. This is why the preliminary assessment of candidates and the promotion of growth are crucial.
Thank you for your cooperation.
Vance, Eric A., et al. “An Eight-Step Guide to Creating and Sustaining a Mentoring Program.” The American Statistician, vol. 71, no. 1, 2017, pp. 23-29.
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