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<br />SURPRISE POLICE DEPARTMENT
<br />
<br />MENTOR PROGRAM ADM-30
<br />
<br />DATE DATE REVISE CALEA STANDARDS PAGE
<br />ISSUED EFFECTIVE DATE MET
<br />1 of 4
<br />06-26-06 04-25-08 YES
<br />06-12-06
<br />
<br />
<br />I. PURPOSE
<br />
<br />This program establishes a standardized system of mentoring new employees
<br />and encouraging their successful completion of the academy and continued
<br />career growth.
<br />
<br />II. POLICY
<br />
<br />The policy of the Surprise Police Department is to create a program that
<br />addresses the needs and concerns of new police recruits/officers and assist
<br />them to make a successful transition into their new work environment.
<br />
<br />A. Mentoring Sworn Police Officers
<br />
<br />1. Administrative Responsibility
<br />
<br />a. The responsibility of administering the Department’s role in
<br />the mentoring process will lie with the Administrative
<br />Services Division. Mentoring assignments will be made by
<br />the Administrative Services Division Commanding Officer or
<br />designee.
<br />
<br />2. When new employees begin their careers with the Department,
<br />they come with many questions and concerns which include, but
<br />are not limited to:
<br />
<br />a. Will they fit in
<br />b. Will they have an opportunity to learn and grow
<br />c. Will they be challenged
<br />d. How will they perform and how will their performance be
<br />measured
<br />
<br />3. As an integral part of the recruiting, hiring and training process,
<br />each newly hired police officer will be placed into the new hire
<br />mentoring program where they will be paired with a veteran
<br />employee who has the skills of mentoring. The Administrative
<br />Services Division Commanding Officer or designee will serve as an
<br />advisor in the following areas:
<br />
<br />a. Review the background and skills of the assigned mentors
<br />and select the most suitable mentor for the new hire.
<br />
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