The Selection Process

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Another issue in the development of the recruit is the instructional method. Pedagogy is a one-way delivery of knowledge whereas andragogy is a mutual involvement of both instructor and student in the learning process. It appears that andragogy would be better suited for topics related to community policing. Even though andragogy may improve the learning experience, it may be difficult to implement.

The course content of the training should be based upon what an officer does on a daily basis. Since policing is constantly changing, the course curriculum should respond accordingly. The hours spent on the different topics may change with changes in procedures and laws. New topics may be added to the curriculum or more hours added to existing topics.

Once the classroom training is completed, the recruit enters the field. The recruit is assigned to a field training officer for a determined amount of time. The field training officer is one that has experience and will work with the recruit directly.

The Reno model is a more recent type of field training program. The focus is on the principles and concepts of community policing. The model also utilizes andragogical learning methods. Greater emphasis is placed on problem-solving, communications, conflict resolution, and ethics.

Upon completion of the field training, the new officer begins his or her career path. With more time on the job, the officer will continue with training. This is necessary to stay current with the changes in the laws and procedures. This is covered under in-service training. The officer may also be involved in specialized training that will prepare the officer for different jobs throughout the department. The officer may also be interested in supervisory training in preparation for management and promotion. Assessment centers attempt to measure a candidate’s potential for a particular managerial position.