Strategy #31
Use of Specialists

Consider using specialists for more complex technical duties and joint interdisciplinary programs with other agencies. Traffic safety specialists can include motor carrier experts, drug recognition experts, crash reconstruction experts, field training officers, child safety seat technicians, and so forth.

Background

Many law enforcement responsibilities demand more technological sophistication than ever before. The technology used for certain investigations and traffic responsibilities has become increasingly complex, leading to increases in training requirements. For example, traffic management and operation centers and intelligent transportation systems are becoming more common and are requiring more participation by law enforcement. Increased training requirements and operational complexities mean that the interests of the public and the department are best served by continuity in the personnel assigned to more technically complex duties.

Actions

• Recruit, train and/or assign the most qualified personnel for technically complex duties as specialists on continuous assignments. 
• Provide clear promotional paths for specialists. 
• Provide recognized, standardized training for specialty assignments as required. 
• Provide proficiency pay as an incentive for specialists in technically complex positions. 
• Plan and train for continuous traffic safety needs. 
• Allow management to select the most qualified personnel for specialty assignments.

Benefits

• Lower overall training costs. 
• Less staff turnover and more efficiency in what may be viewed as less desirable duties. 
• Duties that are high priority but less desirable can be more readily staffed. 
• Improved implementation of rapidly changing and complex technologies, resulting in improved program effectiveness. 
• Improved inter-agency working relationships when dealing with other disciplines such as traffic engineers and information system specialists.

Other Considerations

• Initial training and recruitment costs may be higher.
• It is essential that training be recognized and validated. 
• Opposition from employee organizations. 
• Possible loss of highly trained personnel to other career paths. 
• Labor and management issues .
• Transition to and from specialty units can be difficult and lead to erosion of patrol skills. 
• Promotion opportunities for specialists may not be equal to those of the traditional uniformed officer.

• Continue to Strategy #32

• Return to Human Resources Strategies