Southern New Hampshire University Management Plan Project

This project presents a comprehensive management plan for a criminal justice agency, addressing key aspects of leadership, recruitment, training, and departmental cooperation. The plan emphasizes the importance of ethical conduct, effective communication, and the development of a positive organizational culture. It includes detailed sections on hiring and recruitment strategies, training programs, accountability and disciplinary processes, and fostering cooperation among officers. The project also explores performance evaluation, resource identification, policy development, and feedback mechanisms. Furthermore, it outlines elements of an effective acquisition plan, prioritizes tasks and goals, establishes assignments and timelines, and provides evaluative methods. The project concludes with an alternative course of action, offering a well-rounded approach to managing a criminal justice agency and ensuring its effectiveness and integrity.

Running head: MANAGEMENT PLAN
MANAGEMENT PLAN
Name of the student
Name of the university
Author note

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Executive summary
The police captain function as official government representative who is trusted and required to
operate with the legislation. The duties and powers of officers are assigned by legislation. The
fundamental obligation of the police officer involves protecting property, lives, and innocent
individuals and also to guaranteeing the right of justice, liberty and equality. The effective
management plan in the department and also stress appreciation reduce turnover and increase
satisfaction. Police captain as commanding officer in detective department or patrol is liable
concerning activities of overseeing and inspecting the act of detectives and police officers.

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Table of Contents
Executive summary.........................................................................................................................1
Introduction......................................................................................................................................3
Hiring and recruitment.................................................................................................................3
Training........................................................................................................................................4
Accountability and disciplinary processes...................................................................................4
Departmental cooperation............................................................................................................4
Assessment......................................................................................................................................6
Significance of training novel hires.............................................................................................6
Significance of performance evaluation......................................................................................6
Advantages and disadvantages of departmental cooperation......................................................7
Identify resources.............................................................................................................................7
Policies.........................................................................................................................................7
Feedback......................................................................................................................................8
Elements of effective acquisition plan and task that is goal-related................................................8
Prioritize tasks and goals.................................................................................................................8
Assignments and timelines..............................................................................................................8

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Evaluative methods..........................................................................................................................9
An alternative course of action........................................................................................................9
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

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Introduction
The IACP should promote professional services of police, enhances operational,
technical, and administrative practices of police to foster cooperation in addition to that exchange
of experience and information amongst the police captains as well as police institutions of
recognized technical and professional standout all over the world.
Hiring and recruitment
“The training and recruitment of the competent individuals in the profession of the police
captain and also to motivate the police personnel throughout the world to maintain and attain
high level of community interactions, ethics, professional behavior and also integrity” (Sparrow,
2015). “The institution continues to advance the standard of law enforcement that strive towards
active, progressive and also effective power to cater the line of work with safety to public,
training, education, and administration and to operate for guaranteeing diversity,
professionalism, maintain a high standard in the institution of policing”(Giblin, 2016). “The
IACP is constructed to support and lead the attempt and initiatives of police administrators’
throughout the world and also to operate for enhancement of capability for better serving the
community. The improved mentoring program of hiring is the tool that has been implemented by
the police institution for reduction of turnover of an employee” (Yuksel, 2015). The best cause
for adoption of the formal procedure is to allow the employee the scope and the advantage of the
process of mentoring and advance inclusiveness and loyalty in the institution. Furthermore, the
formal procedure of mentoring engage identification of aims, establish procedures and structures,
and also indicate the responsibilities and roles of the mentor. Thus on the advantageous part of
the formal process of mentoring is it affords the method for recruitment of police who designate
new attitudes and generational needs. According to the police captain organization, the training

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assistance targeted at cohering by police to the regulation of law as well as safety to the
community. This is done for the purpose of enhancement of the operation of police education as
well as the training structure. It also helps to address the crisis of police education as well as the
training restructuring as a crucial part of policing reform by determining the challenging training
standards.
Congress had legislated the second significant change to The Gun Control Act connecting
to the issue of domestic violence that is termed as “Lautenberg Amendment.” The new
legislation complements the individuals who are convicted of a misdemeanor crime of the
domestic violence of those who are exempted in accordance with federal legislation from
possessing or purchasing firearms. Therefore firearms, as well as domestic violence regarded as
deadly combinations. The issue mainly raised military personnel who are possessing firearms
and are accused of domestic violence.
Training
“The training program is an authoritative, concise source of enforcement of the law as
announced by The International Association of Chiefs of Police. The officers of law enforcement
are permitted to broaden or sharpen skills, abilities, and knowledge on the broader aspect of
procedures and practices of law enforcement” (Adams & Stewart, 2015). The training program is
arranged by chief addresses and experts as the concern of specific interest to connect supervisors
and officers”.

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Accountability and disciplinary processes
The accountability in the police institution provides an option for the growth of the
individuals and also requires the leaders of the team to implement and develop abilities in the
institution for becoming efficient in conducting the job.
Disciplinary procedures are the standards that are a system-oriented initiative to
discipline. They are based on the standards which involve training, selection, direction, and
training (DeCarlo & Jenkins, 2015). The particular standards address counseling, training, and
rewards as the manner of discipline or to create processes for the action of punitive that involve
written or oral reprimands, leave loss, demotion, suspension, and dismissal.
Departmental cooperation
The police officer cooperation among each other in the department with the
representatives and agencies that are legally sanctioned in pursuance of justice. The agency or
officer may facilitate services of law enforcement in the jurisdiction. It is authoritative that police
captains aid other colleagues completely and fully with consideration and respect at every time.
The majority of the police captain is loyal, honest as well as hardworking professionals.
Nonetheless, law enforcement officers become vulnerable to the misconduct, and the trust of the
police officials are declined. Thus whether the misconduct is criminal or administrative, the
police captain should be efficiently investigated, identify, control, and discipline the officials for
raising the integrity standards that are central to the mission of policing.
Characteristic of a new procedure of hiring

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“The technology promotes community-oriented, or problem-solving policing enhances
the need for the advance police facilities also upsurges. The qualified applicant should be
effective, educated communicators who comprehend the worth of connection to the community
resources and government. The hiring of diverse, qualified applicants who can fulfill the
requirements of advanced policing is regarded as a relevant challenge” (Cordner, 2016).
Therefore for the purpose of meeting the challenge, the department should revise or enhance the
strategies of selection and recruiting. Therefore the job of recruitment must be determined as the
crucial act within the institution. The following steps should involve in the procedure of the new
method of hiring
1. First to appoint recruiter
The recruiter should have the quality of high performance that stresses the capability to
make identification of diverse and qualified applicants in the process of selection.
2. To launch explorer or cadet program
3. Polling of employees for strategies
4. Adding incentives to the employee for the effective process of recruitment
5. Creation of academies for citizen police
6. To hold career fairly
7. Formulate the relationship between the universities and local colleagues
8. Engagements for community speaking
9. To develop the military connection
10. To formulate a military partnership
11. Build skill for recruiting

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Assessment
The leaders in the institution should assess the ethical climate of the organization
periodically and adopt proper action that is necessary for preserving high standards of ethics that
are desired from the institution of public service. The survey will ascertain the periodic
assessment and also determine the action that is required for maintaining an optimum ethical
climate.
“Dispersed leadership needs the method for the development of knowledge and skills of
leaders in the institution along with with that the method for identifying where the institution and
people develop as leaders” (Sigman, 2018). The principles involve a program of formal training
in addition to that assessment that is organization-wide by application of calibrated, formal
instruments.
Significance of training novel hires
“The training of new hires enhances the level of efficiency. There is the existence of a
law enforcement body to cater to the community by the preservation of peace, protecting
property, saving lives, and also by the improvement of the standard of life” (Boba & Santos,
2015). Thus the training program of new recruitee held the public service institution for the
utilization of proper methods to attain proper ends.
Week 1 Development of planning committee that
assists sales, planning, design, and program
implementation.
Week 2 Recruitment and training of officials

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Week 3 Reviewing the guidelines of compliance
Week 4 Disciplinary and accountability processes
Week 5 Cooperating in the department
Week 6 Identification of resources
Week 7 Development of project budget
Week 8 The task and goals are to attain safety
throughout the institution and the partnership
of public-private, high-visibility enforcement,
education, and also to improve safety
legislation.
Week 9 The assignment is to deliver a
particular output that involves both quality
and quantity within the specified time of
completion with the allocated methods and
resources and also within the timeline that is
prescribed.
Week 10 There are several methods
implemented in the process of evaluation that
assist in the attainment of the goals and
objectives of the institution.

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Week 11 the training assistance targeted at cohering by
police to the regulation of law as well as
safety to the community
Week 12 The alternative course of action
Significance of performance evaluation
The means of performance for evaluating the expected outcome are as follows:
 The team members attain expected outcomes, and all the members and leaders of team
conduct in a satisfactory manner.
 The members and leaders of the team should be responsible for recognizable and
demonstrable accomplishments.
 The progress of the team in the endeavor would be evaluated in a quarterly manner and
also accomplished properly as around the events.
Advantages and disadvantages of departmental cooperation
The advantages of the departmental cooperation in the law enforcement institution are
enhancement of commitment to employees, enhance the standard of confidence ib between the
employees and management.
The disadvantages involve the creation of misunderstanding between the authority and
responsibility, lack of expected confidence and trust, deficit of professional and personal
development of employees.

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Identify resources
By referring to the case of Tennessee vs. Garner, 471 US 1(1985) where there is an
application of deadly forces by the police officer to eradicate evading of the suspect if the police
officer acted in good faith in the belief that his action is necessary for the prevention of
significant intimidation of serious injury or death to the other officers.
Policies
The policies help to guarantee that the officers are receptive to the demands and needs
of the communities within the jurisdiction of the agency. There is the communication of effective
communicators through the organizational structure, work environment, company salary, policies
and benefits and also appearance to the working area.
Feedback
The strategic development needs the method for the institution to understand how well it
performed by establishing feedback methods that should be honest brutally in addition to that the
institution must concentrate on the development of leaders for the future.
Elements of effective acquisition plan and task that is goal-related
The acquisition plan is the project guide and map, and it is the method for evaluation of
a milestone [project and also the concise method for informing others about the objectives and
goals of the project.
1. Firstly development of planning committee that assists sales, planning, design, and
program implementation.
2. Reviewing the guidelines of compliance
3. Development of project budget

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Prioritize tasks and goals
The task and goals are to attain safety throughout the institution and the partnership of
public-private, high-visibility enforcement, education, and also to improve safety legislation.
Assignments and timelines
The assignment is to deliver a particular output that involves both quality and quantity
within the specified time of completion with the allocated methods and resources and also within
the timeline that is prescribed. Thus it involves principles, procedures, policies, core values, and
also rules.
Thus the development of a proper timeline for the completion of assignments is also significant.
The effective way to communicate is to communicate philosophies properly, values, policies,
principles in addition to that department strategies, as well as being sensitive to issue, needs, and
concerns of the employees through communication and proper interaction to the level of
executive.
Evaluative methods
There are several methods implemented in the process of evaluation that assist in the
attainment of the goals and objectives of the institution. The significance of communication as
the tool of evaluation is regarded as efficient skills and the key in the path of constructing a
positive relationship along with that essence of professionalism. Many issues are identified due
to the deficit of effective skills of communication. The decision making, problem-solving, and
efforts of quality improvement is affected if the ineffective or poor skills lof communication is
prevalent.

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The robust association of combined trust of the police officials with other communities
caters to preserve safety to the public as well as efficient policing. Thus the productive
relationship of the police officials with the community facilitates information about offences and
to operate with police in mutual trust to redress crime and disorder issues.
The training targeted at adhering to the principles of law and safety to the community.
This is done for the purpose of enhancement of the operation of police education as well as the
training structure. It also helps to address the crisis of police education as well as the training
restructuring as a crucial part of policing reform by determining the challenging training
standards.
It is pertinent that upper as well as middle management of police captain organizations
conscious of the decision that affects the policy of the department. The managers are obligatory
to decisions in the centralized institution in addition to that the communication is directed from
the managerial position to the staff at the lower level on the method of task performance and also
development in procedure or policy. Nevertheless, budgeting constraints, union contracts, court
rulings, legislative decisions, and the deficit of community assistance restrict the quantum of
alteration that can accomplish by the leader inside the correctional or policing institution.
An alternative course of action
The alternative course of action involves developing or update policies that guarantees
involvement and liaison with diverse communities within the jurisdiction of the agency.
Furthermore reviewing of the procedures to guarantee responsive to the demands and needs of
the community and also to ensure full involvement and commitment of agency by facilitating

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support and leadership for the program that involve traffic safety that is formulated to resolve
community concerns. The alternative action involves an evaluation of the traffic program for the
determination of the efficiency of one another. Moreover, identification of chief organization and
individual in the community to aid the agency in the creation of a connection with the
community. The action also involves the establishment of task forces that is multidisciplinary to
address the issue of traffic safety involving the judiciary, enforcement, striping, signing,
response, emergency, and awareness.
The crucial aspect of the professionalism that needs comprehensive changes, if the
policing community desire to be efficacious, then it is required to concentrate on values that are
adopted by profession. In addition to that, the positioning of the police officer in the community
or the institution and the method adopted by the police officials held to be responsible
concerning professional conduct. Therefore it is obvious that successful execution of community
policing needs significant development in the attitudes as well as the manner of overseeing by
the managers.
Strengths
 Number of meetings, events and youth
activities that are put on by COP team
 Leading agency in community
policing
 Bolden in COP team with sergeant
Weaknesses
 Lack of resources or funds, no social
media requireemnts , no training
 Community engagement
 Marketing of meeting, events and
youth activities
 Oppurtunities
 Support from UNLV (adapt an area
Threats/challenges
 Effectives of database

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command)
 Community engagement (EX: 9%
more phone calls they see that as
good)
 No reason transfer
management
 Crimes rates: spike in manner
 Efficient collaboration as well as
motivatin with the staekholders
and other in agency
Conclusion
Thus it can be concluded from the discussions mentioned above as to respond, which
involves negative and positive responses and also to suggest methods for responding to the needs
of the police institution.

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References
Adams, T. M., & Stewart, L. D. (2015). Chaos theory and organizational crisis: A theoretical
analysis of the challenges faced by the New Orleans Police Department during Hurricane
Katrina. Public organization review, 15(3), 415-431.
Boba, R., & Santos, R. (2015). A Police Organizational Model for Crime Reduction. Office of
Community Oriented Policing Services, Washington, DC.
Cordner, G. W. (2016). Police administration. Routledge.
DeCarlo, J., & Jenkins, M. J. (2015). Labor unions, management innovation and organizational
change in police departments. In Labor Unions, Management Innovation and
Organizational Change in Police Departments (pp. 1-44). Springer, Cham.
Giblin, M. J. (2016). Leadership and management in police organizations. SAGE Publications.
Sigman, R. K. (2018). Ethical dilemmas presented by convergent volunteers during emergency
response. Journal of business continuity & emergency planning, 12(1), 56-62.
Sparrow, M. K. (2015). Measuring performance in a modern police
organization. Psychosociological Issues in Human Resource Management, 3(2), 17-52.
Yuksel, Y. (2015). Organizational Change: The Case of the New York Police
Department. European Scientific Journal, 11(13).