A first line supervisor needs to receive proper training not onl.docx

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A first line supervisor needs to receive proper training not only for their individual self but also for the personnel they will be supervising. “Time and time again, studies show that the biggest mistake new supervisors make is to try to wing it” (Nowicki, 2004). Being a first line supervisor is a difficult job and not everyone is fit for the job. Supervision requires integrity, morals, patience, self-motivation, instinct, and leadership skills. Supervisors’ initial first line supervisory training is extremely imperative but, training throughout the duration of their career is equally important. If the proper training is not applied then problems can arise from the proper separation of friendship and leadership roles. Nowicki states (2004). , “part of the curriculum of a new first line supervisory training program should be how to evaluate officers’ performances and how to take corrective action”. Swope (2001) believes a strong leader is one who makes sure that all of his officers’ performances are up to par. A strong supervisor possesses many attributes like being well versed in departmental policies and regulations. I agree with the way that Sergeant Rick handled the situation. Sergeant Rick followed policy exactly to what it did state. The scenario did mention that “it was common practice in the prison to give people days off for special circumstances” (Stojkovic, Kalinich, & Klofas, 2012). Officer Johnson I believe did choose to abuse the sick leave policy. Breaking the rules at work could possibly result in consequences brought down on us by our superiors. “For the moment all discipline seems painful rather than pleasant, but later it yields the peaceful fruit of righteousness to those who have been trained by it” (Hebrews 12:11, ESV). Sergeant Rick had to visit Officer Johnson’s home because of his abuse of sick leave in the past. Had Officer Johnson been home, Sergeant Rick would have no reason to recommend disciplinary action. If I held a supervisory position and an officer came to me requesting a day off, I would first look at the schedule to see if staffing permitted for an employee to be off. If my squad was fully staffed, because of the special circumstances, I would allow my officer to take the day off. If allowing the officer the day off would leave my squad short staffed, I would unfortunately have to deny the request. As supervisors, we will sometimes let coworkers and friends down. An effective supervisor is one who makes decisions for the betterment of his team or organization and follows regulations and policies. A great supervisor is also one who is human and uses his discretion wisely. It is okay to show compassion and empathy when the circumstances permit. That is why I believe if a squad is fully staffed, it would not hurt the agency or the mission of the agency to allow an officer off for a special circumstance. .

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recommend disciplinary action.
If I held a supervisory position and an officer came to me
requesting a day off, I would first look at the schedule to see if
staffing permitted for an employee to be off. If my squad was
fully staffed, because of the special circumstances, I would
allow my officer to take the day off. If allowing the officer the
day off would leave my squad short staffed, I would
unfortunately have to deny the request. As supervisors, we will
sometimes let coworkers and friends down. An effective
supervisor is one who makes decisions for the betterment of his
team or organization and follows regulations and policies. A
great supervisor is also one who is human and uses his
discretion wisely. It is okay to show compassion and empathy
when the circumstances permit. That is why I believe if a squad
is fully staffed, it would not hurt the agency or the mission of
the agency to allow an officer off for a special circumstance.

Respond to each peer initial post with a response no longer than 3-4 sentences long Peer # 1 Training is needed in all levels of work. Employees need to know the policies and know the values and standards of their employees. First-line supervisory training is essential to ensuring trainees have all the resources and knowledge they need to effectively supervise their subordinates. They need to know the policies and values extremely well. This rulification (Stojkovic, 2015) must be reviewed and studied so supervisors can enforce the rule and to also keep themselves away from trouble like lawsuits. Areas of skill that need to be addressed the most in supervisor training are A) Technical (Pederson, Dresdow, Benson, 2013) which is specialized knowledge. This can include steps or guidelines on how to be effective in supervising and problem-solving. B) Human (Pederson, Dresdow, Benson, 2013), which is understanding and motivating others. Trainees can learn the commons issues people have within the field and learning how to handle them, like attendance. Lastly, C) conceptual (Pederson, Dresdow, Benson, 2013), which is dealing with complex problems. Supervisors may have handle problems outside their subordinates and el with issues with the public and/or media. It is important they have training on it. I believe that Sergeant Rick handled the situation correctly, however, he needed to know the policies better and understood the role of the union. Most often people who have available benefits like sick leave can use them. All the policies are there to keep employees from abusing their sick time and Sergeant Rick was proficient in the policy. However, the officer did abuse his benefit but hasn’t done it in about a year. The issue is that Sergeant Rick knew what officer did when he called in sick, due to the officer being his friend, and decided to create a case against him. It looks bad on Sergeant Rick’s end because now it looks like he is too harsh and sends a message that whenever someone calls in sick they will be investigated. This will make the union more involved and make the Sergeant look like he is incapable of doing the job. It also will ruin the reputation of the department and create a high turnover rate. If Sergeant Rick been trained on how to handle a situation like attendance and on the union, he could have handled the situation where he didn’t have to create a case of an offense an officer hasn’t done in almost a year. In this situation I would have kept a log on the times an officer called in sick especially if the officer has a history of abusing the benefit. Once I have a well-kept log of the times an officer call in sick, especially if I know the officer personally, then I would create a case. Until then, I would confront the officer and ask if everything is ok and keep a log of what was said. If things start to not match up with what was said then there would an infraction of the policy and it will have to be an investigatio ...

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