Training

Policy: Training

Author: Chief Joseph M. Hallman

WILEAG Standard: 12.1.5, 12.2.3, 12.2.4, 12.2.5, 12.2.6

Issue Date: June 14, 2021

Reviewed Date: April 13, 2026

Revised Date: April 13, 2026

 

Purpose:

The purpose of this Policy is to describe the UW-Platteville Police Department’s approach to officer training from field training new recruits and required mandatory training, to professional development that possesses the following objectives:

  1. To provide all new recruit, sworn, employees with a dedicated new recruit Field Training Officer (FTO) program.
  2. To provide all sworn employees with the required minimum, twenty-four hour annual training hours per fiscal year as described in Wis Stat. §165.85(4)(a)(7)(a).
  3. To assist all members of the Department in realistically assessing their skills and aptitude for occupational and organizational growth.
  4. To provide a formal process whereby a member of the Department can specifically identify career objectives, and to the extent that they are otherwise eligible and qualified to receive consideration for training and assignment related to those objectives.
  5. Disseminate information to all members of the department regarding educational programs and non-department training opportunities that would assist them in pursuing career objectives.
  6. To set guidelines for job specific training as a result of a promotion, assignment to a specialty position and/or reassignment.

Policy:

It is the policy of the UW-Platteville Police Department to ensure that all employees complete the Wisconsin law enforcement officer recruit-training program and/or the Wisconsin Department of Justice Training and Standards Bureau Reciprocity Examination as a condition of employment, and to provide recruit FTO training to promote efficiency, effectiveness, and the development of each employee’s full potential. The Department further adheres to the minimum annual training standards for sworn employees established by the State of Wisconsin and, as staffing and employee interest allow, seeks to identify and provide appropriate specialized training opportunities to support career development and advancement.

Definitions:

  1. Certified Working Shift- all training/evaluation time/shift during the Field Training Process where the probationary officer is assigned to an FTO and a Daily Observation Report is completed.
  2. Field Training Officer (FTO)- trained veteran officers that serve as mentors/coaches for probationary officers in the development of the knowledge/skills/abilities needed to perform patrol duties and practical application of Police Academy materials.  FTO’s are also evaluating and reporting on the probationary officer’s performance on a daily basis.
  3. Field Training Coordinator (FTC)- a UW-Platteville Police Department supervisor that is responsible for the general administration and evaluation of the Field Training and Evaluation Program and the staff monitoring of all probationary officers for the duration of their probationary period.
  4. Probationary Period- per Wis. Stat. §168.85(4)(a)(3), Probationary Officers are subject to a twelve-month probationary period for the purposes of satisfying the Law Enforcement Standards Board requirements.  It should be noted that the Chief of Police has the authority to increase this period of time.
  5. Remedial training- personalized training used to correct a specific performance deficiency which may have been identified through:
    1. Annual performance evaluations;
    2. Evaluations during field training or remainder of probationary period;
    3. Observations by a supervisor during routine duties;
    4. Following a sustained complaint by a citizen or other source.

Procedures:

  1. Basic Recruit Academy Training (12.2.3)
    1. All sworn officers will satisfactorily complete the Wisconsin law enforcement officer Basic Recruit Academy program or the Wisconsin Department of Justice, Training and Standards Bureau Reciprocity Examination prior to assignment in any capacity in which the officer is allowed to carry a weapon or is in a position to make an arrest, except as part of a formal field training program.
    2. UW-Platteville Police Department requires that an applicant, for the position of Police Officer, has or will have completed either of the two programs in section a. as part of the conditional offer of employment.
  2.   UW-Platteville Police Officer Field Training Program
    1. Objectives
      1. Improving the overall applicant screening process. The Field Training Program and Evaluation are one phase of the Department’s overall applicant screening process designed to facilitate on-the-job observations and performance assessment.
      2. Establishing a probationary Police Officer appraisal system. The program is designed to provide valid, job-related post Basic Training Academy evaluation of probationary law enforcement officer’s performance. The process uses a standardized and systematic approach to documenting probationary law enforcement officer performance.
      3. Establishing a program review procedure. The program provides an appraisal system to measure the effectiveness of the Department’s selection and training processes by allowing feedback to the appropriate Field Training Officers (FTO) regarding probationary law enforcement officer strengths and weaknesses.
      4. Improving the probationary law enforcement officer training process. The program provides post Basic Academy training and on-the-job training to probationary law enforcement officers. FTO’s serve as mentors/coaches for probationary officers in the development of the knowledge/skills/abilities needed to perform patrol duties and practical application of Police Academy materials.
      5. Establishing improved in-service retraining program. The program provides a system to provide retraining and orientation to sworn officers returning to patrol from extended absences or assignments.
        1. Sworn officers who have been absent from Patrol for 365 calendar days or more will be assigned to an FTO for a minimum 5-day period. This period may be extended up to 10 days at the discretion of the Chief of Police.
        2. During the time such sworn officers are assigned with an FTO, they will not be subject to the formalized evaluations required of probationary officers in training. The FTO’s function is to re-familiarize the officer with agency forms, updated policy, and procedure, to ensure that the returning officer is provided with opportunities as are necessary to meet or re-qualify in skill areas such as CPR, firearms, and DAAT.
    2. Organization
      1. The Field Training Coordinator (FTC) shall:
        1. Monitor of all probationary officers for the duration of their probationary period.
        2. Monitor and evaluate the overall development of recruit officers during the probationary period for purposes of ascertaining any deficiencies and resolving them through training and retraining.
        3. Be responsible for planning, directing and evaluating field training assignments and any changes in such assignments or variations in the length of the assignments.
        4. Work closely with the Field Training Officers of probationary officers during and after the completion of the Field Training and Evaluation Program assignments to determine and correct any training deficiencies, and may recommend a recycling of a probationary officer for retraining.
        5. Facilitate the assembly of information relating to a probationary officer’s progress to the Chief of Police.
        6. Conduct a comprehensive evaluation of each probationary officer monthly and prepare a statement of the probationary officer’s development and submit the evaluation to the Chief of Police with a recommendation to retain, recycle (extend training), or dismiss the officer. All other department supervisors and Field Training Officers will be offered the opportunity to provide input to assist in the final probationary evaluation.
        7. Whenever possible, attend the various training sessions and Field Training Unit meetings to provide/receive first-hand information concerning a probationary officer’s performance and to allow the opportunity to observe the performance problem solving techniques of the Field Training Officers.
      2. Field Training Officer (FTO) (12.2.4.4)
        1. The FTO shall be a sworn officer who meets the following minimum qualifications:
          1. 3 years of experience as a UW-Platteville Police Officer,
          2. Positive evaluations,
          3. Average to above average activity for the shift he/she works,
          4. Strong officer safety skills and practices,
          5. Good one on one communications skills,
          6. Positive attitude.
        2. The FTO shall be responsible for the training and evaluation of the probationary officers when assigned to them.
        3. The FTO has two primary roles to fulfill: that of a police officer assuming full patrol responsibility; and that of a trainer, coach, and evaluator of probationary officers.
        4. FTO may assist in the Department’s background investigation for Police Officer candidates.
        5. The FTO may be released from field training and evaluation duties as follow:
          1. At the request of the individual concerned.
          2. By removal of assignment for patrol duties.
          3. At the direction of the Chief of Police.
    3. Assignment of Probationary Officers to Field Training
      1. Probationary officers shall be assigned to Patrol unless otherwise ordered by the Chief of Police.
      2. Each probationary officer who is assigned to Patrol shall be placed in a Field Training and Evaluation assignment under the supervision of a Field Training Coordinator and Field Training Officer, as defined in this policy: (12.2.4.5)
        1. The Field Training assignment shall be predetermined and will be varied only when a probationary officer is exceeding in knowledge, skills, abilities, and job performance as identified on daily observation reports and updates from FTO’s or needs remedial training.
        2. The Field Training Unit Coordinator may continue the Field Training assignment of a probationary officer beyond the predetermined time if the need for further training and evaluation is apparent, with the approval of the Chief of Police.
      3. The Field Training and Evaluation Program shall be divided into the following phases:
        1. Administration Phase
          1. On-Boarding Week- a minimum five days the probationary officer works with the Field Training Coordinator,              
          2. During the onboarding and field training process (FTO), All sworn personnel shall receive training on the Use of Force Policy and demonstrate their understanding of the policy before being authorized to carry any firearm. (5.1.6.2) 
          3. Sergeant, and/or Police Chief and is not formally evaluated (Daily Observation Reports).
          4. This is Admin Week and consists of in-house orientation, Human Resources on-boarding, and training.
          5. Probationary Officer will be provided with an FTO Manual, a “Recruit Journal Entry” template, for daily journaling, and a binder of task checklists.
          6. Probationary Officer will be provided with a twelve-week work schedule (12.2.4.1) that will encompass working all three shift rotations that make up the UW-Platteville Police work schedule. (12.2.4.2)
        2. Phase 1 (3 weeks on rotation A)
          1. For the first three shifts the probationary officer works with the FTO and is not formally evaluated. 
          2. Every shift thereinafter will be considered certified working shifts, and the probationary officer will be evaluated each shift.  Evaluation consists of a Daily Observation Report (DOR) and the probationary officer will complete a daily journal self-assessment.
        3. Phase 2 (3 weeks on rotation B)
          1. All shifts will be considered certified working shifts.
          2. Probationary Officer will continue completing task checklists, daily journals, and working with the FTO on completing the DOR’s.
        4. Phase 3 (3 weeks on rotation C)
          1. All shifts will be considered certified working shifts.
          2. Probationary Officer will continue completing task checklists, daily journals, and working with the FTO on completing the DOR’s.
        5. Phase 4 (3 weeks on probationary officer’s working shift rotation)
          1. If the probationary officer is demonstrating above average to superior ratings, Phase 4 can be reduced with authorization from the Chief of Police.
          2. Probationary Officer will perform shift duties as a “solo” officer while the FTO is available for questions, assistance, and to evaluate.
    4. Extension of Training
      1. The probationary officer’s Field Training and Evaluation period may be extended upon the recommendation of the Field Training Officer or if circumstances warrant, with the approval of the Police Chief.
    5. Evaluation Process (12.2.4.3)
      1. Daily Observation Report
        1. As described above, the FTO will complete a DOR for each shift with the probationary officer starting on the fourth day of Phase 1 through the end of Phase 4.
      2. Probationary Officer Journal
        1. As described above, the probationary officer will complete a daily journal to include a reflection on the day’s activities and improvements that can be made.  This will start on day three of Phase 1 and continue to the end of the FTO program.
      3. End of Phase Evaluation
        1. At the end of each phase the FTO will provide the FTC, in writing, an overview of the probationary officer’s performance, any deficiencies, and areas of improvement.
    6. Employment Status Process
      1. Upon the successful completion of Phase One, Two, Three, and Four the probationary officer will receive notice. A Shift will be given to the new probationary officer, along with letter/certificate of field training completion.
      2. Upon successful completion of the probationary period, the probationary officer will receive notice of same.
      3. If at any time during the probationary period it is determined a probationary officer is not performing at a satisfactory level, a recommendation for termination may be initiated.
        1. This should be a “last resort” action and only initiated after the probationary officer has not responded to reasonable attempts at remedial training.
        2. The Police Chief will determine if the requested dismissal is warranted.
        3. During the probationary period the Police Chief may at his or her discretion release a probationary officer from employment.
      4. Disposition of Field Training Evaluations
        1. Upon completion of Phase Four, the probationary officer’s Field Training Process evaluations will be filed as follow:
          1. Department personnel file
          2. All other Field Training and Evaluation Program files
            1. Shall be maintained in the probationary officer’s training files.
            2.  Field Training and Evaluation Program Files are confidential and shall be reviewed only by persons with “need to know”, upon approval of the Police Chief.
    7. Remedial Training
      1. Upon recommendation of an employee’s supervisor, remedial training shall be scheduled for employees who:
        1. Consistently demonstrate a lack of skill, knowledge, or ability in the performance of job-related skills;
        2. Have been disciplined for conduct which can be corrected through remedial training.
      2. When a senior employee determines that another employee needs remedial training, they shall forward a memo to the Police Chief stating the deficiency. The Police Chief shall make a determination of the stated need and recommend a course of action to correct any deficiency found.
      3. Personnel in need of remedial training shall be notified in writing and informed of the reason for the need, as well as the process for remedial training and evaluation.
      4. Upon completion of remedial training, all test scores, certifications, or other pertinent documents shall be forwarded to the Police Chief for evaluation and inclusion in the employee’s personnel file.
      5. Failure to participate or respond to remedial training may result in a recommendation for disciplinary action.
  3. Annual In-Service Training (12.2.5)
    1. Pursuant to Wis. Stat. §165.85(4)(a)(7)(a), all sworn officers shall complete at least 24 hours of annual re-certification training. Officers who do not complete 24 hours of re-certification training will be subject to de-certification. Officers de-certified by the Wisconsin Training and Standards Bureau may be terminated from the UW-Platteville Police Department.
    2. The intent of annual re-certification training is to meet state-mandated 24-hour training requirements, and augment previous training and skills with current information regarding changes in legislation, advances in technology, revisions in policy, and areas of special interest and skill.
      1. The state mandated training referred to above is met when an officer completes in any combination at least 24 hours of:
        1. State approved in-service training provided by the Department and approved by the Police Chief; and/or
        2. Instruction from schools which offer state approved recertification training.
    3. The Police Chief and/or designee shall provide training opportunities throughout the year as they arise.  He/she will also provide information on items such as new laws, directives, general orders, policies and procedures, amended policies and procedures, new equipment.
  4. Career Development
    1. Introduction
      1. Career development is a process that is utilized to provide opportunities for individual growth and development at all levels. It is designed to promote productive, efficient, and effective job performance and to improve the overall level of individual job satisfaction. It is through career development that upward mobility of personnel, professional growth, and improved job performance may be enhanced.
      2. Career development efforts are distinguished from training efforts in that training is directed at meeting current department needs for basic and specialized skills and proficiency. Career development addresses the long-term needs of members of the department to establish and meet personal goals related to occupational growth and organizational advancement. The department has a legitimate interest in both activities. Whereas training involves more immediate needs and current performance; career development affects motivation, job satisfaction and overall performance of members of the department.
      3. While the UW-Platteville Police Department cannot compel an individual to take an active role in their own career development, department personnel are strongly encouraged to take advantage of the available training/educational opportunities. (12.2.6.1)
    2. Procedure
      1. Although priority must be given to the Department's operational needs, whenever possible, the Police Chief should, to the extent possible, accommodate employees pursuing education or training on their own time, in their scheduling, provided this is done consistent with the requirements of prevailing law. (12.2.6.1)
      2. Whenever department authorization is required for a member to participate in training, even though said training is funded by the member and attended during off duty hours, authorization will be given if the training is consistent with the member's stated career development objectives.
      3. The department will not discriminate in training, assignment or promotion of members who have sought employment outside the Department, and when requested by the member involved, will provide references and other information, which may be helpful to another employer considering the employment of a member.
    3. Program Authority (12.2.6.1)
      1. While all employees are responsible for adhering to the spirit of career development, the Police Chief has overall program authority and responsibility, which includes the following administrative duties:
        1. Upon request by an employee, make an assessment of that employee's career objectives and progress made toward attaining them.
        2. Assist officers in accessing WILENET and other internet-based training repositories to review education, training and employment opportunities, which may be of interest to members of the Department.
        3. Assist employees of the Department who choose to pursue education or training on their own time consistent with established department standards and directives.
        4. Assist employees in identifying and taking an active role in current department training programs.
        5. Promote career development as beneficial to the Department in terms of improved employee morale and motivation.
    4. Career Development/ Information
      1. The Chief or designee will make available various career development materials, including higher education options via Department e-mail, Department intranet and postings, which can be located in the patrol area.
  5. Specialized Training & Promotional Opportunities (12.2.6.2)
    1. Assignment to Specialty Duties & Promotional Opportunities
      1. Dependent on the type of specialty duty, officers will complete some type of formal training (classroom or online instruction).
      2.  Officers will also complete an orientation program designed by the Police Chief that provides performance expectations for the officer’s new duty.
      3. Specialized training programs consist of instruction for personnel assigned to new or specialized duty within the Department. In most cases this training must commence or be completed prior to an officer performing tasks for that specialty duty.
  6. Training Instructors
    1. Specialized Training
      1. Instructors utilized by the UW-Platteville Police Department for specialized training (Unified Tactics Topics) shall be certified by the Wisconsin Department of Justice Law Enforcement Training and Standards Board (LESB).
      2. Departmental certified instructors conducting training related to LESB Unified Tactic topics must be present at all times, throughout the duration, to monitor, evaluate, and assess the training. (12.1.5)
    2.  Non-specialized training
      1. Instructors used for non-specialized training shall have received prior training, experience, or educational background which qualifies them to instruct in specific areas of need.
    3. Instructors who are designated for agency operated training programs will retain such designation until such time as they request to be removed from the program or a change in job assignment prevents them from acting in that capacity; instructors may be removed for cause at the discretion of the Chief of Police.
    4. When appropriate, the UW-Platteville Police Department may utilize professionals from other agencies/organizations in an effort to address specific training needs.
      1. Non-departmental instructors shall, on request, provide the Chief of Police or his/her designee with documentation detailing their training, experience or educational background in the areas that they are to provide training.
      2. The Chief of Police or his/her designee shall coordinate with non-law enforcement professionals to conduct training related to their expertise and review any training materials used in the course of the training.
      3. Training programs provided by non-departmental instructors shall be monitored and supervised by the Chief of Police or his/her designee to ensure that the training provided is consistent with the goals of the Department.

 

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