project 5
Week 5 Project – Due
Sep 20, 2020 11:59 PMMCJ6004 Criminal Justice Planning & Innovation SU01
Week 5 Project: Program or Policy Initiation Plan
The seventh stage of planned changeInitiating the Program or Policy Planfocuses on weaknesses of the first six stages of planned change. It is critical for the planner to review the first six stages in order to ensure a greater chance of success.
This week you will prepare a report in Microsoft Word reviewing the implementation of your program or policy. You will then evaluate outcomes. This report is to be presented to an audience that includes members of the Center for Justice, the Mayor of Fictionland, and the Chief of Police. The report should include the following elements:
Part I: Compilation of previous steps, with additional detail:
A summary of the problem-solving technique employed.
A list of two potential sources contributing to the problem. Also argue why you believe these factors are responsible for the community-police problem(s) in Fictionland.
A summary of the newly created goal(s) and objective(s).
A detailed explanation of the program or policy adapted.
An action plan.
Tools used to conduct a process evaluation.
Tools used to conduct an outcome evaluation.
Conclusion to the program or policy implementation and outcome.
Part II: Create measures for evaluation of the design and objectives of your program or policy for the Fictionland Police Department. Include the following points in your report:
Considering the objectives that you created in a previous assignment, create two measures to evaluate the effectiveness of your program or policy for every objective.
Include a statement as to why these measures are valid measures.
Name your file MCJ6004_W5_A2_LastName_FirstInitial.doc, and submit it to the Submissions Area by the due date assigned.
Cite any sources using APA format on a separate page.
Week 5 Project – Due
Sep 20, 2020 11:59 PMMCJ6004 Criminal Justice Planning & Innovation SU01
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SU_MCJ6004_Fin_Pjct1.pdf
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Running head: A PROGRAM REPORT
1
A PROGRAM REPORT
6
A Program Report
Name:
Institution:
A Program Report
Part One: A Compilation of the Previous Steps
Problem-Solving Techniques
The Fictionland Police Department faces the lack of professionalism when it comes to the interactions between the officers and the minority members of the community who have filed tens of complaints. Similar to the mainstream society, the officers tend to racially profile the people of color, which results in harassment (Chaney & Robertson, 2013). Also, the reporting mechanism does not work adequately meaning that no field incidents are reported. Furthermore, those reported are rarely addressed by the internal affairs unit due to the police culture that mainly tends to cover up for officers who engage in misconduct when meeting duty and responsibility.
As noted, the problems entail the lack of professionalism and skills that should enable them to treat all people equally, regardless of their racial and social backgrounds. As such, the problem-solving technique entails training the officers to ensure they exhibit cultural competence. They need the skills, which will make them adopt a better approach to performance. Though the officers graduated from the academy, they did not acquire cultural competence skills that should enable them to treat all people equally.
Additionally, it is imperative that reporting improves to ensure that all cases of misconduct are timely addressed. The department does not have a culture of reporting, meaning that the officers get away with undesirable behaviors, meaning that the issues at the department remain unsolved. In this respect, it is vital that the reporting mechanism is restructured to ensure that every officer has a role to play when it comes to reporting.
To reiterate, the problems at the department result from two primary problems. First, the officers lack insightful skills, especially cultural competence, which should enable them to treat all people equally; thus addressing racial profiling. The other problem is the police culture where they tend to cover up for each other, meaning that incidents in the field are rarely reported. Addressing these issues will enable the department to address the problem, and foster better relations with all members of the community.
New Goals and Objectives
Two new goals are eyed by the program put in place. One, the program aims at eradicating racial profiling behavior by the first three months. This will be known through reduced complaints by the minority communities. The goal will be attained through the training of the officers. The other goal entails the realization of adequate reporting by the third month. The officers are expected to report any incidents in the field to enable the internal affairs unit to learn and address the various problems. Improved reporting will enable the department to rapidly learn about new problems and address them in a timely manner.
An explanation of the Program Adopted
The program entails the on-the-job training of the officers to ensure they acquire important skills, relating to performance. As earlier noted, the officers tend to racially profile the minority members of the society because they lack social, interpersonal, and cultural competence skills (Dukes, 2017). The department will partner with an external party that will offer the training lessons to the officers. A schedule will be created to ensure there are officers getting training while others are attending to the community needs. The program will also involve program evaluation by the oversight committee to ascertain that the desired goals and objectives are being met. In the event that some changes may be needed, the committee will make the decisions and communicate them to the department.
Additionally, the department will see a change in how reporting is done. A new policy will be drafted and implemented, and will assign new roles to parties and officers who are responsible for reporting the incidents. When such roles and responsibilities are assigned, it is easier for the reporting to be undertaken. The department lacks adequate policies for ensuring that reporting is undertaken in line with recommended practices.
Tools to Conduct Process Evaluation
The program will be evaluated to ensure that the desired goals and outcomes are being achieved. An external party, the oversight committee, will use two primary tools to access the program. First, they will observe the activities of the department to ensure that the performance goals are being achieved. Mainly, the officers will wear body cameras, meaning it will be easy for the performance to be evaluated. Also, the committee will assess the reported data. As earlier noted, reporting is expected to improve, which will enable the department to record all incidents and issues. The gathered data will be analyzed and assessed in a bid to ensure that the program progresses in line with the set goals and targets.
Tools to Conduct Program Outcomes
To learn about the outcomes and impacts made by the program, the officers and the members of the community will be involved in assessment aimed at learning about the actual progress made by the department. Random members of the community will be provided with surveys that will collect data regarding the performance of the department. The surveys will have close and open-ended questions that will target learning about the changing views and perceptions of the community members. On the other hand, the reporting data after the program has elapsed will be evaluated to assess the progress made by the officers. Such data are vital in providing insights on the impacts being realized by the communities.
Essentially, the program aims at ensuring that the officers have the essential skills and competences that make them avoid bias and racial profiling, which target the people of color in the community. By providing them with on-the-job training, they will acquire insightful skills that will make them adopt a new approach to performance. Additionally, the department will see a change in policy to ensure that reporting improves. New individuals will be assigned primary roles to promote responsibility when it comes to reporting.
Part Two: Measures for Program Evaluation
To show that the program is effective, two measures will be examined. First, it is expected that the complaints filed against the officers will rapidly decline in the first three months. This measure will note the direct impact of the program in relation to complaints filed by the members of the community. An additional measure is the declining field incidents. The program is expected to promote reporting, but it is expected that there will be reduced incidents. This is because the officers will learn how to interact with the community members professionally and without racial bias. Also, the survey conducted after the program has elapsed is expected to show positive attitudes and perceptions towards the officers at the department. However, it is worth noting that the evaluation and monitoring of the program should go on to identify any new issues that may need to be addressed.
References
Chaney, C., & Robertson, R. V. (2013). Racism and Police Brutality in America. Journal of African American Studies 17(4), 480-505.
Dukes, K. N. (2017). Black Racial Stereotypes and Victim Blaming: Implications for Media Coverage and Criminal Proceedings in Cases of Police Violence against Racial and Ethnic Minorities. Journal of Social Issues 73(4), 789–807.
