Chesapeake Virginia Master Police Officer Program

CITY OF CHESAPEAKE, VIRGINIA

CAREER PATHS FOR POLICE DEPARTMENT

PURPOSE

To establish alternative career paths for uniformed police personnel which will allow for career progression outside the supervisory rank structure.

ELIGIBILITY

All full time sworn police personnel are eligible.

CAREER DEVELOPMENT PROGRAMS

A. Employees will be allowed to specialize in the four broad categories of: Investigations; Uniform Patrol; Support Services; and Planning and Administration as outlined in Appendix I.B. Employees may select any of the four career paths, depending on their training and years of service and the needs of the Police Department .C. An employee can move horizontally across the various categories in the career paths or vertically within one category, contingent upon the needs of the department and the ability of the employee to meet the stated requirements for the position desired. D. Employees, who do not choose to enter the supervisory rank structure, will have four career advancement opportunities as follows: Police Office Trainee; Police Officer; Police Officer Specialist; Senior Police Officer and Master Police Officer. Beyond the level of Master Police Officer, an employee wishing to pursue additional career advancement will be required to enter the supervisory rank structure .E. The number of Specialists, Senior and Master Police Officers depends on the present and future needs of the Police Department. The fact that an employee meets the criteria for a particular position does not mean that he/she will automatically progress. Rather, meeting the minimum requirements makes an employee eligible for consideration if and when the Department determines a need for and utilizes an employee's specialized skills. F. The Police Department will establish career planning sessions in conjunction with employee's annual performance evaluation. Career planning sessions will allow the Department to identify its future needs and to evaluate the relative strengths and weaknesses of each employee. The employee will benefit from the sessions by gaining an understanding of potential opportunities for special training and advancement.

TRAINING AND SERVICE REQUIREMENTS

The minimum criteria for progression through the non-supervisory classes are outlined below. Acceptable records of proficiency and specialty areas will be determined by the Chief of Police and approved by the Director of Human Resources prior to the implementation of the Career Path Program. Subsequent changes to the Program will follow the same procedure. A. Police Officer Trainee1. No previous experience required.2. Meet qualifications for entrance to recruit school. B. Police Officer1. Completion of basic recruit training.2. Certification as Police Officer under City guidelines. C. Police Officer Specialist1. Three years continuous service as Police Officer.2. Demonstrated ability to perform the Police Department Mission.3. Record of proficiency in: resolution and investigation of criminal activity, court responsibilities, code of ethics, punctuality and firearms (record of proficiency to be determined by department management).4. Completion of training and acceptable performance in at least one speciality area (speciality areas to be determined by department management; e.g.,S.W.A.T., F.T.O.).

 

5. Completion of 30 college level semester or 45 quarter hours in an approved curriculum, or equivalent to be determined by department management.6. Acceptable driving and accident record and performance evaluation(acceptability to be defined by department management).D. Senior Police Officer1. Three years continuous service as Police Officer Specialist.2. Completion of training and acceptable performance in at least two speciality areas (speciality areas to be determined by department management).3. Continued record of acceptable proficiency as Police Officer Specialist(record of proficiency to be determined by department management).4. Completion of 60 college level semester or 90 quarter hours in an approved curriculum, or equivalent to be determined by department management.5. Continued acceptable driving and accident record, firearms proficiency and performance evaluation (acceptability to be defined by department management).E. Master Police Officer1. Two years continuous service as Senior Police Officer or Police Sergeant.2. Completion of training and acceptable performance in at least four specialty areas (speciality areas to be determined by department management).3. Continued record of acceptable proficiency as Senior Police Officer (record of proficiency to be determined by department management).4. Graduation from an accredited four year college or university with major course work in the field of law enforcement, behavioral or social science, public administration or a related field, or equivalent to be determined by departmental management.5. Continued acceptable driving and accident record, firearms proficiency and performance evaluation (acceptability to be determined by departmental management).

ADJUSTMENTS TO SALARY FOR ALTERNATIVE CAREER PATH PROGRAM ASSIGNMENTS

First-time assignments in the Alternative Career Path Program and any subsequent progression in the Program will result in a 5% salary increase. In instances where a5% salary increase does not take the employee to the minimum of the range for the assigned position, the increase will be to range minimum. Any increase is for the duration of the assignment only. If the employee, who enters the Alternative Career Path Program, is already receiving assignment pay, no additional compensation will be provided for the first level of the Alternative Career Path Program. An employee who participates in the Alternative Career Path Program cannot enter the supervisory rank structure without first vacating the assignment. Employees who have advanced in the Alternative Career Path Program and who later decide to enter thesupervisory rank structure will be subject to any salary adjustment required to deductthe assignment pay and apply the promotion policy provisions. In the event that an employee who has received an assignment(s) in the Alternative Career Path Program enters the supervisory rank structure, the following shall apply: Step #1) The salary percentages associated with the Alternative Career Path Program assignment(s) will be deducted. Step #2) The salary increase percentages associated with the Promotional Policy will be awarded. In the event the application of the above steps reduces the employees salary below the amount he/she earned before the promotion to the supervisory rank structure, the employee's salary will remain the same. Effective retroactively to January 1, 2000, in cases where an individual receives more than a 5% increase in order to be taken to range minimum for an assigned position, the maximum salary deduction upon leaving a career path assignment is as follows:

Police Officer Specialist5%

Senior Police Officer10%

Master Police Officer15%