ࡱ> WYV @ *bjbjVV fr<r<"[$P4%z00(XXX   $R!|^ XXS^8XX<X$ R|,0%4m"sm"< 4@@m"<L hqJ<   ( CAREER ENHANCEMENT SYSTEM FC No.: 339 Date: 12-01-03  If a provision of a regulation, departmental directive, rule, or procedure conflicts with a provision of the contract, the contract prevails except where the contract provision conflicts with State law or the Police Collective Bargaining Law. (FOP Contract, Article 61) Contents: I. Policy II. Objectives of the CES III. Program Components IV. Administration of the CES V. Proponent Unit VI. Cancellation I. Policy It is the policy of this department to provide opportunities for employees to expand their careers laterally into specialty areas and by promotional advancement to higher positions of responsibility and authority. The Career Enhancement System (CES) has been designed to provide career development assistance to those employees wishing to take advantage of educational and training opportunities presented by the department and county government. Transfers For information on transfers, refer to FC 325, Position Vacancies and Transfers. Promotion The Personnel System for Police Officer Class Positions Manual (included in the Supervisors Administrative Manual) enumerates both proficiency and competitive advancement procedures. The document also provides the minimum qualifications, including educational requirements, for each rank. II. Objectives of the CES The objectives of the CES are to: 1. Provide management with training to enhance skills, increase knowledge and thereby augment the ability to effectively perform daily tasks. 2. Provide all sergeants and potential supervisors with the training necessary to develop their basic supervisory skills. 3. Provide supplemental training to meet the career needs of our employees and to ensure that departmental concerns are satisfied. 4. Provide first line supervisors and other appropriate personnel with the training they will need to implement the CES. (CALEA 33.8.1) 5. Provide specialized courses of instruction that will enhance an individuals career opportunities. III. Program Components A. Career Enhancement Training Career enhancement training will be provided to all personnel assigned responsibilities under the CES. This training will be designed to enhance the individuals skills in: (CALEA 33.8.1) 1. General counseling techniques. 2. Techniques for assessing KSAs of job assignments and individuals. 3. Providing information on salary and benefits of the agency. 4. Providing information on training and educational opportunities available through the department or local resources. 5. Conducting job task analysis. 6. Awareness of the diverse and unique backgrounds of employees due to cultural, ethnic, and sexual diversity. 7. Documentation and record-keeping techniques. 8. Career enhancement programs of other organizations and police jurisdictions. 9. Availability of both internal and external resources. B. Career Counseling First line supervisors and other appropriate personnel will be identified as career counselors under the CES. First line supervisors will conduct initial career enhancement counseling during the employees yearly Performance Appraisal Interview. The purpose of career counseling is to provide employees with the information and guidance necessary to improve their career opportunities and to assist them in managing their careers. These opportunities include lateral movement to specialty job assignments and promotion to higher level positions of responsibility and authority. Career counseling will include: 1. Review of previous Performance Evaluations. 2. Review of the employees career goals. Update and review the MCP 338, Annual Education and Skills Inventory Update, and MCP 339, Supervisors Career Development Checklist. 3. Review of the KSAs of the current position and of those positions in which the employee shows interest. 4. Review of the employees in-service training records and educational level prior to the scheduled counseling. Updated training and personnel records are available, if necessary, at the Training and Education Division and Personnel Division for review by authorized/ appropriate personnel. 5. Review of the education and training requirements needed for lateral movement or promotion to a new position. Requirements are contained in job descriptions and class specifications; copies are available in the Personnel Division. Summary Position Profile Forms are included in the Supervisors Administrative Manual. 6. Employees and supervisors wishing further information or counseling may contact the staff of the Personnel Division. C. Tuition Assistance Employees are eligible to participate in either the Job Improvement Tuition Assistance Program or the Employee Tuition Assistance Program. The specifics of these programs are enumerated in the Personnel Regulations, Section 14, and the FOP Contract, Article 39, and are updated annually by the Training Unit of the Montgomery County Personnel Office. (CALEA 22.2.9) D. Higher Education 1. The educational requirements for all police positions are enumerated in the Personnel System for Police Officer Class Positions Manual. Officers hired before July 1, 1978 do not have to meet the educational requirement for the position they currently hold. 2. The department strongly encourages all personnel to pursue continuing education programs at accredited colleges and universities. 3. Professional Improvement Leave (PIL) will be approved based upon the guidelines found in FC 341, Training Selection Committee Procedures for Requesting Travel, and the FOP Contract, Article 22. (CALEA 22.2.9) IV. Administration of the CES A. The Chief, Management Services Bureau (MSB) will: 1. Be responsible for the administration of the CES. 2. Establish quantitative objectives at the beginning of each calendar year. These objectives will be formulated to meet the overall philosophy and stated goals of the program. The Chief of Police will be responsible for final approval of these objectives. 3. Conduct a continuous review of the CES and make revisions, as appropriate, in order to provide employees and management with current and accurate information regarding organizational requirements for achieving program goals. 4. Submit a written report each January to the Chief of Police and to all employees documenting the results of the review and announcing any program changes. B. The Personnel Division will: 1. Be responsible for providing employees with timely and comprehensive information on opportunities for transfers (including the requisite training in the position vacancy announcement) and promotions. 2. Be responsible for providing employees with timely and comprehensive information on opportunities for training, education, transfers, and promotions. 3. Be responsible for the development and maintenance of the Equal Employment Opportunities/Affirmative Action policy for the department. Throughout the administration of the CES, compliance with the Americans with Disabilities Act will be maintained. 4. Be responsible for conducting a comprehensive job task analysis for all positions and specialty assignments within the department. An inventory listing of career specialty assignments, along with the KSAs to perform them, is included in the Supervisors Administrative Manual. 5. Develop and maintain an inventory of KSAs for each employee. This will be reviewed by the first line supervisor and updated with each performance evaluation. C. The Training and Education Division will: 1. Be responsible for providing employees with timely and comprehensive information on opportunities for training and education. 2. Review all training within the department for compliance with Training and Education Division SOP. 3. Develop and conduct in-service training programs that meet or exceed state mandates and comply with mandates set by the agreement with the U.S. Department of Justice. Both proficiency and specialized training will be included in each yearly in-service program. 4. Ensure management and supervisory training is conducted for appropriate personnel. 5. Provide training to all individuals assigned career enhancement responsibilities to ensure they are prepared to perform these duties and responsibilities. 6. Maintain, on file, written records of all proficiency and career specialty in-service training received by employees. (CALEA 33.1.7) 7. Develop and maintain a list of courses offered both internally and externally to be used in conjunction with career counseling and the CES. A copy will be provided to the Chief, MSB. (CALEA 33.8.1) V. Proponent Unit: MSB Administration VI. Cancellation This directive cancels Function Code 339, effective date 12-05-94.  William C. 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