Criminal Justice Associates, Inc. provides a full range of executive selection services to government employers. Those services include:
 
      Conducting community strategic planning and focus groups regarding the selection process.
      Developing position descriptions.
      Developing recruiting materials.
      Advertising and marketing.
      Developing application packets.
      Application screening.
      Candidate interviews.
      Reference checks.
      Assessment centers.
      Background investigations.
      Psychological testing.
      Media relations.
      Assistance with job offers and negotiations.
 
There are many law enforcement professionals actively seeking leadership positions who possess all of the qualifications and skills to be a competent police chief. Yet many communities have gone through a hiring process, hired a highly skilled new Chief of Police, and found that the new Chief has not worked out. Because police chiefs enjoy a high degree of job security in Wisconsin, it is extremely important to make the correct choice the first time.
 
What has gone wrong in some processes? Generally it is not a question of education and experience but the issue of "fit". Do the characteristics of the new leader allow him/her to be effective in the community and the department?
 
The approach taken by CJA in an executive recruitment/selection is focused on identifying community needs and characteristics in a strategic sense, and then conducting the selection process so that characteristics important to success in that community are evaluated thoroughly.
 
Although there are many characteristics and dimensions on which a candidate can be evaluated, some of the most common dimensions of a law enforcement leader fall into the following categories:
 
      Leadership
      Communications
      Problem Solving/Decision Making
      Supervision
      Interpersonal Sensitivity
      Management
      Community Mindedness
  
In working with the community and the appointing authority, we identify those dimensions that are important to the community . We then focus all of our selection tools on assessing each candidate's abilities in those areas. Past behavior is generally the most valid predictor of future performance, so we seek to assess how the candidates have performed in the past. Assessment Centers and other tools available help predict future performance.
 
Finally, supplied with the best and most thorough information possible, it is ultimately up to the wisdom and experience of the appointing authority to decide which candidate will "fit" best.
 
For further information regarding executive selection service contact Robert Kreisa at 865-607-7706.