Personnel Management
Personnel Management tests the lieutenant's ability to run a squad fairly and consistently: scheduling, attendance, performance, and early intervention.
Core tools
- Scheduling: know the chart, RDOs, court time, and overtime rules; publish changes in writing.
- Attendance: address patterns promptly; document counseling and referrals.
- Performance: use observation, reports, and complaints; distinguish training needs from discipline.
- Support: refer to the Employee Assistance Unit or counseling when appropriate; do not diagnose.
- Consistency: apply the same standard across the squad; favoritism destroys credibility.
Worked example: An officer is late three times in two weeks. The lieutenant should not announce a punishment at roll call. He should review the time records, ask for an explanation, document the counseling, and state the expectation and consequence. If the officer discloses a medical or family issue, the lieutenant refers the matter to the appropriate unit and follows confidentiality rules. If the pattern continues, he forwards documentation through the chain of command.
Traps
- Using overtime as a routine fix for poor scheduling.
- Counseling orally and keeping no record.
- Treating a medical issue as misconduct.
- Applying discipline differently to a popular officer.
- Promising that a referral will stay secret when policy requires disclosure.