Cops' Corner

Here we are only a couple of days before the official first day of spring. How sweet it is. March roared in like a lion, now let’s hope the rest of the axiom plays out.

I am often asked by interested parties about the process we use to hire a police officer. There are several methods, so today we will venture into one method in which we select an officer who will be a credit to the department and important in our community.

The first of several methods is a decision-making process by staff. We ask only for applicants who have completed the Police Officers Standards and Training basic course. By doing this, if we find what we feel is a suitable applicant we then do not have to send them to the Montana Law Enforcement Academy in Helena for the 12-week basic training. Then in most cases, we advertise in our local papers and send a statewide teletype and also place information on our web page. Applicants then fill out an employee application form to be reviewed by the staff. To those we believe will be compatible to our organization we then extend an invitation to advance to the interview stage.

All the time a strong background and records check, plus fingerprinting, is conducted by our sergeants to include at times travelling to the officer’s former city where he or she were employed to learn how the town’s people and former department members feelings about that applicant. If we develop any strong concerns about what we learn, then that applicant will in all likelihood not advance further in the hiring process.

Should they be selected to fill a vacant position they will enter a multi-week Field Training Officers course. We have four officers certified as F.T.O.s. The new recruit, regardless of their past or present experience must complete at a minimum eight weeks and maybe up to 12 weeks with their training officer depending on how quickly they assimilate the information provided.

This training includes a firearms qualification course taught by one of our three certified instructors, then sitting down to read and go over our policy and procedure book, all the time being encouraged to ask questions they have to their training officer. Also they may be questioned numerous times over the weeks by their training officer as they complete this book as to its contents. The manual is over two inches thick and covers all aspects of the operation of this department, plus what is expected of them as they perform their daily duties.

They receive Daily Observation Reports called D.O.R.s. from their training officer. Once a working week is completed, the reports are forwarded to their patrol sergeants for review, then onto Assistant Chief Stevens and myself for further review. They will include at this time, if necessary, any corrective actions that need or have been taken.

Not all officer applicants make the grade as the curve to be a Polson Police Officer is steep. While it is a deep disappointment for all, those not meeting the standards know they may be dismissed without cause anytime in the first year. However all of our officers will work very hard to assist the probationary officer to make the grade. We don’t want to “throw the baby out with the bath water,” so to speak. It is our practice to furnish additional training and corrective action where needed so this “probie” (probationary officer) can make the grade. After all there is a serious amount of taxpayers’ money being spent so that new officers are successful.

This is just a snippet of what we do to bring you the law enforcement officer you wish to have for your safety and service should you find a need. Bringing this visit to a close I will dispense with traffic laws etc. and wish you a happy Spring Solstice. On our next visit we’ll discuss a different avenue of the hiring process. Be safe.