Career Development - PER.05.01-PER.05.03 -

I am requesting an interpretation on Standards PER.05.01-PER.0503, under Career Development. At the Prince William County Sheriff’s Office, we have adopted the State Comp Boards Career Development program, and have proof of compliance for all three standards. Our last assessment was in October 2005. When the assessors got to these folders they advised us that this was NOT a Career Development Program, we removed them from the folders and addressed it via memo to the file, that we did not have a career development program. I am unclear on why this is NOT considered a career development program, and what is considered a “true” program.

Interpretation of the Standards Review Committee and VLEPSC Executive Board

PER.05.01 AND PER.05.02

Employees have different ambitions that reflect their individual career perceptions and needs. The basic concept centers upon an employer who provides (or makes available) a process or a system of career counseling and training. Based upon the collection of data from the employee relative to skills, interests, personal goals and abilities, the employer seeks to match or expose the employee to the area of their interest and best ability consistent with the various functions and needs of the organization. The goal is two fold; a) employees are better suited to achieve personal satisfaction (and satisfy needs) in the progression of their careers, and b), higher levels of productivity, efficiency and morale for the agency.

The State Compensation Board plan as written is that participation is limited by an arbitrary population formula and is not available to all members of the agency. If the agency uses the Compensation Board’s plan as a building block for a plan that meets all the standards and includes all non-supervisory members of the agency, this would meet the standard.

If, however, the only plan is the one administered at the compensation whim of the Compensation Board and is not available to all non-supervisory members of the agency, then this plan does NOT meet the intent or the spirit of the standard. These two standards are “IF” standards and as such are NOT mandatory for compliance.

PER.05.03

This is not an IF standard and is therefore mandatory.
The assessor is looking for completed forms which capture information concerning educational background, hobbies, interests, personal skills (outside of the general realm of law enforcement) military service, etc., just about anything works here. The SKA’s can be a very valuable tool for selection of employees for various tasks and assignments, if utilized.