When do you know a trainee isn't going to cut it?

[Guest guest]

So how do you know when a new trainee isn't going to cut it?

My case...

I have my 3rd trainee. I have had success in both the others plus the

officers that had to be trained in dispatch. Our average training

time is 2-3 weeks with 6 months probationary. I know it seems short,

but we haven't had a huge problem with it yet.

The trainee I have now is on her 4th week. She doesn't know her

codes/signals (basics, 10-97, 10-98, signal 49 [alarms]) that we deal

with daily. Her computer skills are bad, she can't multi-task, and

her listening skills are bad--it's hard to listen when you keep

talking over me. And today she missed an entire radio transmission,

then looks back at me and tells me so " because too much was going on " .

I told her if you didn't get it, ask them to repeat. Aftwards I told

her this is a Saturday afternoon. THIS is NOTHING! Wait until monday

morning at the beginning of the semester.

I don't think she is going to cut it, and I think it is an officer

safety issue. I have voiced my opinions to my supervisor. I have

also had her train with someone else, because she drives me bonkers. I

honestly cannot go an entire shift working with her. I know this

sounds mean, but it's true. The first time she went to midnights, and

the other dispatcher agreed with me. Now she is on day shifts.

Hopefully the supervisor will see what I mean.

done venting,

Thanks

FAUPD

[Guest guest]

> So how do you know when a new trainee isn't going to cut it?

I won't comment on length of training as many others already have.

If you believe that the trainee isn't going to make it, it is very

important that you document what they do and don't do (i.e. don't

document " attitude, " document " actions " instead). Better yet, do it

for *all* trainees.

Even if you believe they are on the way out, set very specific and

attainable goals for them (should they contact an attorney, you want

to be able to show the court that you were really attempting to help

them succeed and that the goals and time scales are justifiable).

The goals should be quantifiable (e.g. learn x-number of commonly

used 10 codes within y days or that they will be on-time, physically

and mentally prepared at the beginning of the first minute of their

shift every day). Get them to agree that both the task and the time

limit is reasonable and within their capability (e.g. a written

contract, if needed).

With respect to catching radio calls and multi-tasking, it is tougher

to quantify. Something like making sure they are fully capable of

using the computer (CAD entry, NCIC, DMV, etc) using the x-tasks in y

days) and then quantify them by something like " hearing & correctly

running 95% of names, plates, etc, within y days, and then have a

couple of one hour periods each day where you just sit behind them

and tally the results (if it is too quiet, I'm sure you have pubs and

manuals they need to study while they are waiting for the " action " ).

Go over their progress (good AND bad) every day with them at the end

of shift, particularly on day " y " of a goal (in writting, with their

initials that they saw it - even if it is just a check sheet with a

couple of paragraphs on what they did right and what they did wrong

and how it is planned on correcting the wrong).

Review your documentation with the supervisor frequently so that they

are prepared in case the person doesn't make it. If they decide to

keep the person and something happens, your documentation will show

what steps *you* took, anyway.

" Failure to train " is frequently used against agencies when someone

screws up. The employee who messed up will say, " Well, no one told

me, " or, " I was never taught that, " and your documentation at the

time of their training shows the truth or falsity of their statement.

California has a week long class on being a civilian trainer (which I

took much too long ago to remember everything from) and 75% of it is

document, document, document. (FWIW, the class is nearly identical

with the one on being a civilian supervisor, which also has the same

thrust: documentation.)

Got long, sorry.

Roy Mumaw

Arroyo Grande PD