To meet attendance requirements, participants must review each training module and complete all required course assignments, activities, quizzes, and/or final exams. This course is designed for core investigators, supervisors and human resources decision-makers. Law enforcement agencies strive to be professionalized; However, abuses by agents cast a negative light on the entire organization. A review of the behaviour of some officers involved in the past shows that there was an undesirable pattern of behaviour before he was appointed a police officer. This behaviour was not known to the Recruitment Agency due to inadequate or non-existent investigations of candidates. The integrity and ethical reputation of a police service requires a thorough investigation into the background of prospective police officers. This course provides a systematic approach to background research that helps in making informed hiring decisions. The OSS teaching team is made up of subject matter experts [SMEs] and instructional designers [IDs] who are specially trained and experienced to provide only the highest quality learning experience to adults. They come from a variety of backgrounds, including U.S. intelligence agencies, sheriff`s departments, police departments, and federal law enforcement agencies. To meet the individual needs of agents or authorities, courses can be viewed instantly online, or we can work with your agency to quickly design and deliver a specific course on a specific topic or issue. The quality of our educational services is both measurable and cost-effective.
This online course prepares participants for their transition from a traditional patrol/traffic function to an investigative station, such as a detective. The Criminal Investigations Core Course is also suitable for agencies that require officers to perform both patrol and investigative functions. From initial response to prosecutions, officers learn how to manage a variety of common criminal investigations. Emphasis is placed on the preparation of affidavits, the obtaining and execution of search and arrest warrants, interrogation and interrogation procedures, and the rules for collecting and storing evidence. In addition, participants will learn about case preparation techniques and the unique aspects of special thematic investigations such as narcotics, property crimes and crimes against individuals. The Texas Public Information Act seminar is designed to provide city/county administrative and enforcement staff with TPIA regulations and operational requirements, as well as practical guidance on preparing responses to frequently requested information, including preparing open document requests from the Texas Attorney General. Seminar topics include: OSS Academy® is an accredited training provider operating under the supervision of the State of Texas and throughout the country. We offer many courses certified by the Texas Commission on Law Enforcement [TCOLE], but also offer high-quality training in the United States and U.S.
territories. From our Facilities in Spring, Texas, our experienced law enforcement, correction, counterintelligence, and security instructors offer advanced adult-based instruction in traditional classrooms and field environments, as well as high-quality online learning courses through a variety of distance learning systems. The process of hiring someone looking for a career in law enforcement is a complex process whose ultimate goal is to select the most qualified candidate who meets the standards of conduct set by the agency. The procedure must be objective, consistent and applied equally to all applicants. In addition, the process must comply with all applicable federal, state, and local laws, as they apply to hiring a law enforcement officer. This multifaceted process includes the recruitment phase, the application phase, the test phase, the oral interview phase, the background investigation phase, the medical and psychological testing phase, the polygraph phase (if local law permits), the oral interview phase and finally the recruitment phase. All of these steps involve some sort of selection, interviewing, and information processing. Agency members who participate in all phases necessary to fulfill the mission of hiring the most qualified person as a law enforcement officer must document not only their qualifications to participate in the process, but also all information involved in the hiring process. This “process” cannot operate in silos and must include oversight oversight at all times to ensure the integrity of the process and improve the Agency`s ability to attract, hire and retain high-quality candidates. Law enforcement agencies must carefully select members of their recruitment team, as they will be the “face” of the organization. It is important that the recruitment team represents the diversity of the agency, and these people must know all the attributes of the agency, such as: salary, benefits, variety of job opportunities, promotion opportunities, working conditions, etc. The law enforcement agency must trust the officials chosen to conduct the background investigation, and these officers must be trained in the legal issues of disqualification of candidates from the selection process.
The recommendations of these officials should be followed as long as they are fact-based and documented. Many factors influence who recruits and how an agency recruits. These include, but are not limited to, budgetary considerations, education requirements, demographics, candidate skills and the political climate of the region involved in recruitment. The success or failure of the initial recruitment process can be influenced by the budget. While the budget for a recruitment and selection process should not be limited, it often does. In most cases, the sequence of events in the hiring process of a law enforcement agency is determined by the budget or lack thereof. As a result, some phases are often performed from a logical order. The so-called “free” parts of the process are done first. Therefore, we see the assessment of physical fitness given first; It does not cost the agency more than the time of the officials involved to execute it.
It only really costs the agency money if an external agency, whether it is a law enforcement agency or a private institution, conducts a fitness assessment. One part of the selection process that should not be rushed or shortened is the background investigation. Background investigations play a crucial role in ensuring the integrity of the process. In order to make a valid assessment of the person, it is crucial that as much information as possible is known and that the examination is of high quality. Recruiters need to focus on people who reflect the community they will serve, who have good communication skills, the ability to solve problems, and who have a strong desire to be “community law enforcement officers.” Keep in mind that the process starts with recruitment!!! Obviously, a law enforcement agency is only as good as the quality of the members it hires. In the area of law enforcement, there is a growing need to engage in a hiring process that is transparent, proactive and reflective of the community it serves. Law enforcement officials, as well as local politicians, must recognize this need. It is their responsibility to establish a comprehensive, balanced, objective and fair process. Law enforcement agencies must recognize that the selection of qualified entry-level candidates is the most critical issue they face, not only for the present, but also for the future.
For peace officers, correctional officers, and telecommunications professionals licensed by the State of Texas, any training successfully completed with the OSS Academy® is regularly reported directly to TCOLE. Agents from other states or territories have the choice, during the course completion process, to print a variety of course certificate formats suitable for submission to their agency or the state`s POST Board. The topics that will be discussed in this seminar are: Fundamental Principles of the E.E.O.C. Guidelines. Relationship to OEE Guidelines on Background Investigations and Interviews Role of the Investigator and Interview in Discrimination Complaints Necessary Documentation of Investigation and Interview Procedures Definition of Professional Areas for the Investigation and Objectives of the Background Investigation Use of personal inquiry Statement of History Assessment of Findings of Substantive Findings Determination of Personal Person Characteristics of Survey and interview Objectives of the pre-interview Use of the interview guide Use of the interview summary form Objectives of the interview Use of situational argumentation questions To do and not to do for a successful interview EXCELLENT TRAINING! VERY ORGANIZED AND WELL PRESENTED.