West Midlands Police’s Post

Upcoming Informational Session! Great opportunity to gain insight!

Opportunity

🚨 ATTENTION POLICE COLLEAGUES 🚨 We are pleased to invite #policeofficers from other forces to attend our #Transferee Event on 9th July to explore exciting #career opportunities with Surrey Police This event is a unique chance to learn more about the benefits and experiences of #policing in #Surrey, hear from our senior leaders, and engage with current officers about their journeys. You'll gain insights into our commitment to #professionaldevelopment, community-focused policing, and the #inclusive #culture that makes Surrey Police a great place to advance #careers. Often the best way to promote these events is through word of mouth. Should you have contacts and connections with #police officers / staff in other forces who may be considering a move please do invite them to attend this event. They will have the opportunity to join us and discover how they can be part of a #dynamic and #supportive team dedicated to making a positive impact. We will look forward to welcoming them and discussing how their skills and experiences can contribute to our shared mission of excellence in policing. Please find attached link to the Surrey Police web page, if you are able to share wherever possible. #Transferees, and #rejoiners | Surrey Police. Details for the event are as follows Date: 9th July 2024 Time: 4pm – 7pm Open to: Potential transferees or rejoiners Location: Staines Police Station, 22 Kingston Road, Staines, TW18 4LQ How to book a place: Booking and more information here: https://lnkd.in/eBCqC6-W. The event will be opened by our Head of Crime, Detective Chief Superintendent Steve Brownlee and give you an opportunity to speak to various teams about the roles we have available at Surrey Police. You will be able to speak to fellow transferees and rejoiners and discuss issues such as shift pattern, workloads and what it is like to work in Surrey. Refreshments will be supplied, we look forward to seeing you then. #policecareers #jobsatisfaction #safety #security #diversity #inclusion #forceforall #opportunities #rewardingcareer #yournextmove

In this video I interview my brother who is an active Police Officer in the GTA. We discuss: 🚔 Growing Up on a Farm and Understanding Firearms 🚔 The Importance of Firearms and Defensive Tactics Training 🚔 Secrets to Becoming a Viable Police Candidate 🚔 Courses Taken by Police Officers 🚔 The Power of Calm 🚔 Dropping Your Ego and Becoming Open, Coachable and Receptive 🚔 Secrets to Police Officer Success 🚔 A Lesson on The Hiring Process

Applied Police Briefings Update #5. Attention police recruiters!!! For this update I'd like to highlight the excellent brief prepared by Rylan Simpson, Ph.D., which appears in the first issue of APB (https://lnkd.in/ej4xS5MW). The title of the brief is, Police Recruitment Videos and their Relevance for Attracting Officers. You can access it directly here: https://lnkd.in/epksS3_b. Rylan makes a number of excellent points in his brief. (1) Police recruitment videos are a widely used and highly salient form of police marketing. These videos can attract prospective applicants, communicate information about a policing career with a given agency, and help prospective applicants to assess their potential fit with that agency. (2) Police agencies tend to highlight the more thrilling and high-risk elements of policing in their recruitment videos rather than the more community-oriented and low-risk elements of policing. (3) The content of recruitment videos could impact who decides to pursue policing careers, the behaviour of officers once hired, as well as officer satisfaction and retention. Police leaders should pay careful attention to the content of their recruitment videos. Rylans's brief is another great example of the wonderful work is he is doing to try and improve policing. Kirk Luther and I really appreciate your important contribution to ABP, Rylan!

Security guards and police officers: same goal, different roles! Understanding their differences is key for professionals & the community. Both careers offer growth & rewards for dedication and continuous learning. Read more in G Force Security's 5-minute read, "What are the Differences and Similarities Between Security Guards and Police Officers?" #SecurityGuards #PoliceOfficers #CommunitySafety #ProfessionalRoles #CareerDifferences #ContinuousLearning

“…while enforcing the law is merely one component of policing, it certainly is not all-encompassing, and having the right people with the right hearts and minds for the job is more important now than ever before.” Founding board member Doug Shoemaker shares an infinite minded approach to recruiting in this latest article on Police1 https://lnkd.in/gCyGHuFU

Should the SIA or private security service employers be able to consult the police barred list before they hire a former police officer? The barred list shows all officers, special constables and staff members who have been dismissed from policing after investigations under the Police (Conduct) Regulations 2020 or Police (Performance) Regulations 2020. Is this a sensible and proportinate measure to avoid employing the fox to guard the henhouse? https://lnkd.in/e7XPqbUT

In a era where Law Enforcement Agencies nationwide are facing a hiring/retention crisis, we as a profession must constantly re-evaluate our recruitment and hiring practices to ensure that they are meeting our needs are are still relevant. Re-evaluating the recruitment and hiring process does not mean lowering standards for selection, it means look at ways to make the hiring process more streamlined and attractive to new recruits and lateral applicants. A review of what the Aurora (IL) Police Department is doing can provide other agencies with insights and lesions learned to help address the issue. Law Enforcement leaders must realize that the hiring process, like life, is never static and that change must take place occasionally to ensure their agencies practices stay relevant. However, any change needs to be good change and not change for the sake of change. Once good changes or identified, the leader needs to embrace it and set the tone for the rest of the agency to embrace it as well. #police #policedepartment #lawenforcement #officers #officers #policeofficer #lawenforcementofficer #cop #cops #policeman #policechief #sheriff #deputy #marshal #constable #iacp #p1 #calchiefs #recruitment #retention #hiring #standards #professionalstandards #copscountpolicematter #policingmatters #policematter #policing #backtheblue #policeacademy #recruits #cadents #policetraining #lawenforcementtraining #hiringbonuses #change #embracechange #relevant #relevance #21stcenturypolicing #communitypolicing #communitysafety #publicsafety #officersafety https://lnkd.in/gExgjs8F

Help Make a Difference! I'm planning to launch, Jobs Not Jails Staffing Solutions, a new initiative aimed at providing meaningful employment opportunities for individuals with criminal records. The shaping and improvement of this program is dependent on your input. The program entails incentives for employers to hire felons, such as offering a 3-6 month trial employment period at a half of the wage they would normally pay their employees. At the end of the trial period, if the candidate has met all criteria, they would then be hired in as a full time employee, with full benefits. The individuals with the criminal records who work for these companies, would receive the other half of the wage for their labor, from the Jobs Not Jails Staffing agency, so they are not left uncompensated. If they commit to working hard and doing well, they will land a full time job, with benefits, at a company that wouldn't otherwise be open to hiring felons. This is just in the planning stages as of yet, but I need your help! Whether you’re an employer, someone with a criminal record, or a concerned citizen, your feedback is invaluable. Employers: I want to understand your current hiring practices and see if this staffing solution can support you in hiring individuals with criminal records. Please take a few minutes to fill out the survey: (https://lnkd.in/d8nvF4VY) Individuals with Criminal Records: Your experiences and insights are vital for this plan to actually take hold. Please share your challenges and what support you need to find employment: (https://lnkd.in/d9tgWh-5) Concerned Citizens: Your perspective help me understand public sentiment and build community support. Please share your thoughts on employment programs for individuals with criminal records: (https://lnkd.in/dFgkJ9nb) Thank you for your time and support in helping me create opportunities and reduce recidivism. Together, we can make a positive impact! #JobsNotJails #EmploymentForAll #CommunitySupport #Survey #MakeADifference