| Agenda
and Speaking Faculty |
|
Day
One: April 5, 2004 |
Recruiting
for Diversity |
| 8:30 |
Registration
& Continental Breakfast |
| 9:00 |
Keynote:
Legal Aspects of Diversity Hiring Practices
The legal landscape of diversity hiring and retention is
an ever-changing area of human resources. Court decisions and federal
mandates create a maze of pitfalls and requirements that can be
difficult to negotiate. This session will provide a civil rights
perspective designed to bring into focus the status of diversity
hiring for law enforcement agencies.
• Uncover the legal challenges and hurdles of diversity-based
selection
• Evaluate potentially litigious situations regarding hiring
minorities and women over white applicants
• Reduce the risk of workplace harassment through educational
programs and initiatives
Invited Speaker* |
| 10:00 |
Break
& Refreshments |
| 10:15 |
Recruiting
Women: An Assessment of Obstacles for Your Agency in Policy and
Procedure
The National Center for Women & Policing (NCWP), a division
of the Feminist Majority Foundation, promotes increasing the numbers
of women at all ranks of law enforcement as a strategy to improve
police response to violence against women, reduce police brutality
and excessive force and strengthen community policing reforms.
• Collaborate on cutting-edge recruiting strategies for targeting
women in your community
• Overcome obstacles in policy and selection processes
• Identify effective retention and development procedures
Barbara Hopkins, Captain, Annapolis (MD) Police
Department |
| 11:15 |
Recruiting
African-Americans: The Role of Outreach when Recruiting African-Americans
A
diverse law enforcement agency is the key to developing a positive
relationship with the community it serves. Over the last 30 years,
organizations such as the National Organization of Black Law Enforcement
Executives (NOBLE) have led the way in developing major programs
for reducing crime by creating and sustaining diverse workplaces
nationwide.
• Study recruitment methods including advertising campaigns,
career fairs and successful community initiatives
• Identify effective retention and development procedures
• Obtain the necessary tools to overcome obstacles in policy
and selection processes
Jessie Lee, Executive Director, National Organization
of Black Law Enforcement Executives (NOBLE) |
| 12:00 |
Networking
Luncheon |
| 1:15 |
Recruiting
Hispanics: Attracting Law Enforcement Officers from the Hispanic
Community
The National Latino Peace Officers Association (NLPOA) is the largest
national Hispanic law enforcement association and is founded on
the principals of promoting equality and professionalism in law
enforcement. This session will deal with successful techniques used
by Las Vegas police departments to attract Hispanic and bi-lingual
officers.
• Examine recruitment methods designed to make candidates
feel welcome within the law enforcement community
• Target outreach strategies that are minority-specific
• Implement strategies to combat pitfalls obstacles in hiring
policy and the selection processes
Felipe Ortiz, NLPOA |
| 2:00 |
Break
& Refreshments |
| 2:15 |
Recruiting
Veterans: Drawing Qualified Personnel from Military Service
Since law enforcement agencies are generally paramilitary organizations,
veterans are often equipped and trained to meet the rigors of police
work. The structure, discipline, and responsibility are familiar
to veterans, and changing from the military to police work can be
a smooth transition.
• Market your agency to military recruits with positive comparisons
• Create and maintain contact with prospective recruits while
they are still in service
• Benefit from the training and discipline provided by military
service
Demetria Thomas, United States Marine Corps
Transition Assistance Program* |
| 3:00 |
Selection
and Retention of Diverse Law Enforcement Personnel in the Paradigm
of Community Policing
Community-oriented policing affects everything from daily services
to human resources and recruiting. Diversity management under a
community policing framework brings to the table new challenges
that your agency could face every day.
• Select quality personnel for community policing
• Identify managerial challenges of retaining personnel
• Measure performance of individuals and the agency as a whole
Pitmon Foxall, Office of Chief of Police, City
of Omaha |
| 4:00 |
Adjourn
Day One |
|
Day Two: April 6, 2004 |
Recruiting
for Success |
| 8:30 |
Continental Breakfast |
| 9:00 |
Law
Enforcement Recruitment under “The Spirit of Service Initiative”
Program
The U.S. Department of Justice COPS office has been working with
local police departments on “The Spirit of Service Initiative.”
This program, focusing on service-oriented recruitment, is poised
to permanently change the way law enforcement agencies recruit and
select candidates on the federal, state and local levels.
• Examine the future of law enforcement under “The Spirit
of Service Initiative”
• Understand the differences between service-oriented candidates
and adventure-seekers
• Learn how the program works by exploring case studies from
local departments
Dr. Ellen Scrivner, Office of Law Enforcement
Coordination* |
| 10:00 |
Break
& Refreshments |
Acquiring
Tools for Success |
| 10:15 |
Using
the Internet to Recruit Law Enforcement Personnel
LawEnforcementJobs.com is the nation’s most visited
job board dedicated to law enforcement recruiting and is the only
website to be affiliated with NOBLE, HAPCOA, NLPOA, NAPOA, NBPA,
WIFLE, ASLET, INIA and Law & Order Magazine. Jason Abend will
present a comprehensive list of commercial and free websites where
recruiters can place open law enforcement employment vacancies.
• Learn how to conduct a successful online recruitment advertising
campaign and identify what makes an employee website effective
• Ensure comprehensive online coverage to a diverse applicant
pool
• Justify online vs. offline expenditures
Jason Abend, CEO, LawEnforcementJobs.com |
| 12:00 |
Networking
Luncheon |
| 1:00 |
Career
Fair Recruiting – From A to Z
Career fairs are a cost-effective way of bringing candidates into
a face-to-face meeting with law enforcement recruiters. Discover
how you can use career fairs as an integral part of your recruiting
strategy.
• Develop strategies for attracting candidates from your targeted
audiences
• Learn how to compile vital and other relevant information
on the spot
• Improve assessments of candidates with effective tools and
tactics when evaluating pools of applicants
Sgt. Ernie Ortiz, National President NLERA,
City of Aurora, CO Police Department |
Screening
for Candidate Success |
| 2:15 |
Selection
and Implementation: Choosing the “Right” Selection Tool
for Your Agency
Choosing
the proper recruiting tools during the selection process is essential
in order to reach the desired end of hiring qualified candidates
who can work with your agency. Finding the selection tool that is
right for your agency will allow you to streamline the process and
increase your chances for success.
• Explore the pros and cons of structured panel interviews
and their addition into the application process
• Ensure that your agency’s selection process promotes
quality and diverse applicants
• Examine and improve current personality and assessment methods
Dr. Cassi Fields, President & CEO, Fields
Consulting Group, Incorporated |
| 3:15 |
Evaluating
the Outsourcing Option
Police and Sheriff’s Departments across the nation face many
challenges recruiting, testing, hiring, and retaining quality personnel.
These challenges include the lack of an adequate candidate pool,
staff time investment, direct and indirect costs of recruiting,
and many agencies duplicating their efforts. Considering outsourcing
some of the recruiting functions could be beneficial to the bottom
line.
• Study proven and innovative outsourcing and e-commerce methods
to enhance their recruiting efforts
• Learn demonstrated methods designed to reduce direct and
indirect costs associated with applicant recruiting, application
processing and testing
• Review new methods – including nationally-recognized
testing instruments - to improve the quality and the diversity of
their applicant pool for public safety positions
Jon Walters, Public Safety Testing, Inc. |
| 4:15 |
Adjourn
Day Two |
| Post-Conference
Workshops : April 7, 2004 |
| 8:30 |
Workshop
Registration & Continental Breakfast |
| 9:00 |
Workshop
A: Identifying and Obtaining Grants for Recruitment
Part I of this workshop will provide you with an update on grant
funding trends for recruiting law enforcement personnel at the federal
level. Part II of the session will be devoted to identifying and
obtaining grants to fund your human resources needs. The instructor
will take you step-by-step through the grant application process
and target what federal agencies are looking for when reviewing
applications.
• Update from the Department of Justice on funding trends
• Learn grant-writing tips from the experts
• Identify key elements required by agency reviewers
Diana Very, Grants, Budgets & Administration,
Inc. |
| 12:00 |
Networking
Luncheon |
| 1:00 |
Workshop
B: The Complete Guide to Hiring Law Enforcement Personnel
This workshop will provide an overview of the major recommendations
of a two-year research study on how to hire law enforcement officers.
This study, conducted by law enforcement executives, labor attorneys
and academic researchers, provides insight and recommendations on
how to effectively develop and implement an innovative selection
process within your agency. Chief Patrick Oliver, the project director
and author of this research, will run this workshop and give practical
applications on how to template and benchmark the selection of personnel.
• Target selection process risks leading to poor results
• Identify the major components of a thorough selection process
• Analyze your agency’s law enforcement officer position
Chief Patrick Oliver, Chief of Police, Fairborn
Police Department |
| 5:00 |
Workshops
Adjourn |
|
Or
by calling us at
703-894-0481 |
| |
Venue |
The 2004
National Conference on Law Enforcement Diversity Recruiting
will be held at the Performance Institute in Arlington, Va., just
one block east of the Courthouse Metro stop on the Orange Line.
A public parking garage is located inside the building.
The Performance Institute
1515 N. Courthouse Rd., Suite 600
Arlington, VA 22201
703-894-0481
A continental breakfast and catered lunch will be provided for all
delegates. Dress is business casual. |
| Hotel |
The Performance
Institute is located just two blocks from the Quality Courthouse
Hotel and Virginia Suites, where a limited number of rooms have
been reserved at discounted rates ($115 for the Quality Courthouse
and $115 for the Virginia Suites). Please call the hotel to make
reservations and be sure to ask for the Performance Institute conference
rate.
Quality Courthouse
1200 N. Courthouse Rd.
Arlington, VA 22201
703-524-4000
Virginian Suites
1500 Arlington Boulevard
Arlington, VA 22209
703-522-9600
|
| Tuition |
| Tuition
rates for the 2004 National Conference on Law Enforcement
Diversity Recruiting are:
| Conference
Only: |
$1,095 |
| One
Workshop: |
$395 |
| Both
Workshops: |
$595 |
|
| Group
Discounts |
Reduced tuition rates for delegates who attend in groups of three
or more are available by calling Shawn Keeley at 703-894-0481, or
email him at [email protected].
|
| Administrative Note:
A 10% cancellation fee on registration will be charged for cancellations
received less than three weeks from the date of the conference.
As speakers are confirmed six months before the event, some speaker
changes or topic changes may occur in the program. The Performance
Institute is not responsible for speaker changes, but will work
to ensure a comparable speaker is located to participate in the
program. |
|
