Mentoring Program in a Decentralized Detective Unit

June 12, 2001

West Point Leadership AcademySergeant Ernest Pedraza

Areas of Interest

Lack of direction for a newly promoted Detective The Decentralized Detective Unit is relatively

young 1.9 years of investigative experience Detectives feel the department does not care Lack of resources (vehicles) Detectives feel their job is mundane Detectives feeling dumped on Citizen complaints not properly investigated Lack of career growth

Does this situation contain any West Point Theories I Know?

YES!

Is there a connection between this theory and motivation, satisfaction, and /or performance?

YES!

“Select Theories”

Equity Theory Expectancy Theory Job Redesign Socialization

“Respond to what is Happening”

Mentoring Program Detective Mentoring process is an

assimilation system which addresses the needs and concerns of the newly promoted Detective and helps them make a successful transition into their new work environment.

What are our goals and how can a Mentoring Process help us achieve them? Change the image of the Decentralized

Detective Unit and become the most professional Detective Unit in the Department

Better employee To become recognized as the most

professional police department in the United States

Successful planning for next generation of Leaders

Informal Mentoring

Unstructured or spontaneous process wherein a Senior Detective takes the younger Detective under his/her wing and act as an adviser, teacher and protector.

Formal Mentoring

A deliberate pairing of a more skilled or experienced Detective with a lesser skilled or experienced Detective , with the agreed-upon goal of having the lesser skilled Detective grow and develop specific competencies in order to achieve the maximum potential.

Mentor Acts as a source for information on the mission

and goals of the department Provide insight into the agency’s philosophy of

professional growth Tutor specific skills, effective behavior and how

to function in the organization Serve as confidant in times of personal difficulties Discuss with the protégé possible career paths Meet with the protégé to provide support and

feedback

Consideration for Integrating a Mentoring Program

Increase Productivity

Proteges pick up the traits of discipline and hard work from their mentors which equates to increased productivity

Cost Effectiveness

Mentors carry out their coaching responsibilities in addition to their regular duty assignments which is building up the core dimensions of the Mentor by Utilizing Vertical Loading.

High Group Cohesion

Newly promoted Detectives feel personal satisfaction from being in the Decentralized Detective Unit

High degree of interaction and communication among Detectives

Detectives direct more energy toward goals; less toward group maintenance

Detectives will have explicit norms and practices

Increase Organizational Understanding

The mentor should be aware of the various divisions and assignments throughout the department. This creates an increased awareness by the protégé of how each division functions in achieving the goals of the department

Maintaining Motivation of Senior People

Senior officers who participate as mentors can often regain their enthusiasm, benefit from the fresh ideas of junior employees and see their own styles emulated.

Challenges

Commitment Time considerations Hard to sell Confusion about the role of Mentor

Assess What is Happening What measurements can I use, to see if my plan is

working? Twice a month, the mentor coordinator will

meet with mentor and evaluate the process Track the retention of newly promoted

Detectives and the attraction of new Detectives to the Decentralized Unit.

Obtain feedback from the Unit Detectives to determine if group cohesion is evident

Evaluate the protégé to determine if he/she is self reliant

Track complaints from citizens Track the investigative cases to determine

consistency

Any Questions?