2. Mentoring Program in a Decentralized Detective Unit June 12, 2001 West Point Leadership Academy Sergeant Ernest Pedraza

3. 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

4. Does this situation contain any West Point Theories I Know? YES!

5. Is there a connection between this theory and motivation, satisfaction, and /or performance? YES!

6. “Select Theories” Equity Theory Expectancy Theory Job Redesign Socialization

7. “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.

8. 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

9. 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.

10. 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.

11. 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

12. Consideration for Integrating a Mentoring Program

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

14. 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.

15. 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

16. 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

17. 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.

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

19. 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

20. Any Questions?