Purpose Give a brief outline of the main features and variables of the research problem Include a brief statement that describes the significance

and potential benefits of the study.

For the past twenty years, Canadian policing has been slowly evolving from a reform/bureaucratic model to a community policing approach. However this evolution has been too slow and is probably far from complete. (Trojanowicz & Bucqueroux 19901; Rosenbaum 19982) The literature suggests that Community Policing can be considered the police industry version of Total Quality

Management3. Based on the review of relevant literature, it is the researcher’s hypothesis that if internal and external staffing are based on a human resource strategy derived from the organizational strategy of Community Policing/Total Quality Management, the complete and successful implementation of Community Policing will materialize sooner. From preliminary investigation, it appears some police services may not have a human resource strategy, and thus staffing

practices, congruent with Community Policing/Total Quality Management. Despite an extensive search, the researcher has been unable to find any studies in Canada, U.S.A., or the U.K. that have explored any relationship between the slow evolution of Community Policing and the staffing practices being used by police services. Dantzker, in Police Organization and Management4 (1999) suggests that a relationship exists between culture change and recruitment, selection, training, and development policies and procedures but does not elaborate further and Hoover, in Translating Total Quality Management from the Private Sector to Policing,5 (1996) makes the linkage between Total Quality Management and Community Policing. His research in Texas demonstrated that policing still had a long way to go to be a manifestation of Total Quality Management, however, he did not explore the concept of staffing police services with employees who have

1

Trojanowicz, Robert & Bonnie Bucqueroux. Community Policing: A Contemporary Perspective. Anderson. Cincinnati. OH. 1990.

2

Rosenbaum, Dennis. “The Changing Role of the Police: Assessing the Current Transition to Community Policing.” In Jean-Paul Brodeur. Ed. How to Recognize Good Policing: Problems and Issues. Sage. Thousand Oaks. CA. 1998.

3

Carter, David. “Measuring Quality: The Scope of Community Policing” in Larry T. Hoover. Ed. Quantifying Quality in Policing. PERF. Washington. DC. 1996.

4

competencies congruent with Total Quality Management and thus Community Policing.

The purpose of this study is to determine the level of understanding of, and the degree to which, community policing has been implemented in police

organizations. It will also attempt to identify the criteria/behavioral

competencies currently used for internal and external staffing by police services. The competencies and criteria in use will be compared to the competency model that, based on the Total Quality Management literature review, should be

appropriate for the organizational strategy of Community Policing. This study will then consider the extent to which current staffing is congruent with a strategy of Community Policing, i.e. those police services using staffing practices

congruent with Total Quality Management/Community Policing should be further advanced in the comprehension and the implementation of Community Policing than those who are not.

The study will determine any gap between current staffing practices in Canadian police services and those based on the theoretical-based competency model for Community Policing. The results may assist Canadian police organizations to recognize and initiate the necessary changes to staffing processes. In

Saskatchewan, this would not only be of value to police organizations when revising staffing processes but also in revisions to the Saskatchewan Police Act and the associated Recruiting and Training Regulations.

This study will fill a gap in the current literature on human resource strategies for community policing and will add to knowledge with respect to culture change in policing, and the implementation and sustainability of Community Policing in Canada.

Terry G. Coleman

Affiliation: Masters of Human Resource Management, Faculty of Administration

This consent form, a copy of which has been given to you, is only part of the process of informed consent. It is intended to give you the basic idea of what the research is about and what your participation will involve. If you would like more detail about something mentioned here, or information not included here, please ask. Please take the time to read this form carefully, and to understand accompanying information.

1. I understand the objective of this project is to investigate and document the staffing practices of police services.

2. My participation in this research is entirely voluntary; I can withdraw consent at any time without penalty and have the results of my

participation, to the extent that it can be identified as solely mine, returned to me, removed from the research record, or destroyed.

3. I will not be paid for participating in this research, and I agree to complete all its requirements, as detailed below.

4. The research will involve the completion of a Survey Questionnaire “Staffing for Policing”.

5. I do not expect to face any discomforts or stresses during this research. I do not expect to entail any physical, psychological, social, or legal risks

through my participation in this research.

6. The benefits I expect from this study are that I will have the opportunity to participate in the investigation and documentation of staffing practices

relative to Canadian policing and can obtain a copy of the final Report if I so wish.

7. I understand the results of my participation in the Survey will be

confidential, and will not be released in any individually identifiable form without my prior consent. I also understand that to ensure anonymity, the investigator’s records of my responses will not include my identity.

Consequently, there will be no record of the originators responses or opinions.

8. The results of the study will be detailed in a Report of the study and may be recorded in scholarly articles and submitted for publication in journals

9. I understand the investigator will answer any further questions about the research at any time during the project.

10. My signature on this form indicates that I have understood to my satisfaction the information regarding my participation in the research project and agree to participate. In no way does this waive my legal rights nor release the investigator or involved institutions from their legal and professional responsibilities. If I have any questions concerning my participation in this project, I can contact the University of Regina, Office of Research Services, (306) 585-4775.

____________________________ ____________________________________

Signature of Researcher Signature of Participant

____________________________________ Name of Participant

____________________________________ Date

PLEASE SIGN BOTH COPIES OF THIS FORM. KEEP ONE AND RETURN THE OTHER TO THE RESEARCHER.

Researcher: Terry G. Coleman

Student, Graduate Studies

Masters of Human Resource Management

APPENDIX C

COMPETENCY MODEL