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We hold our mentors and the participants to the highest standards and have the following guidelines, criteria, and goals.
Guidelines for LPD
- Assist in the transition of newly hired Police Cadets, Police Officers, and Communication Center Trainees.
- Provide guidance: Define the problem/issue, give advice, use common sense and don't ignore violations which are serious in nature. (Enforcement rests with the supervisor to whom the protg is assigned.)
- Familiarize the new employee with the organizational structure, locations of buildings, services, and orient to the department's philosophy.
- Be truthful & honest: Point out the positive and the negative of the department while showing support for the agency.
- Prepare the pre-academy employee for the Basic Police Academy: Advise of the need to become more disciplined in that setting (respect, psuedo-military environment, physical stamina and training, ability to drive a full-size vehicle, etc.).
- Be a facilitator: When a protg inquires about equipment, the location of buildings, where a particular service is performed, etc., escort the protg to some of these locations.
- Personality conflicts: If this does occur, identify the cause. If it is beneficial to the protege, request assignment of a different mentor. Also, realize that the protg may request a change -- don't be offended.
- Mentor must initiate the first contact with the protege.
- NO sexual/romantic relationship allowed with assigned protege.
- Mentoring Program is NOT a replacement for the FTO/CTO program. May communicate with FTO/CTO to better assist protege but do NOT involve yourself in nor pass judgement on FTO/CTO matters. This program is meant to be another departmental tool to assist the new employee in a successful career at LPD.
- Be a confidante for the protege.
- Be a role model. Not everyone can or should be a mentor. It is an HONOR!
- Must volunteer to be a mentor and be a non-probationary employee.
- Must be willing to share knowledge & understanding with the protege.
- Must be viewed as a positive role model.
- Must have above average interpersonal skills & excellent verbal and written communication skills.
- Must be concerned with the development of the protege to the extent that the mentor will spend time beyond the classroom/meeting schedule if necessary.
- Must be able to work with others.
- Must be willing to receive training in mentoring program attributes & dimensions.
- Must be willing to meet informally with prospective protege to discuss their needs & thoughts pursuant to the pairing process.
- Must volunteer to be a protege and hold a probationary status in the organization at time of application for mentoring.
- Assist assigned mentor in preparing a list of integration and training activities to facilitate assimilation into LPD.
- Must perform a self-assessment of strengths and weaknesses.
- Must work with assigned mentor to identify goals and career development needs.
- Select two or three areas with long-term and short-term goal time frames and set dates for start and completion.
- Acknowledge responsibility for turning development plans into action.
LPD Mentoring Policy
The Lansing Police Department mentoring process is voluntary for those employees serving in the role of mentor. Although it will not be mandatory that newly hired police personnel (cadets, pre-academy, and post-academy) or communications center personnel partake in the mentoring process, their participation will be strongly encouraged.
The Mentor Coordinator and assigned mentor will determine the amount of time the mentor will need to spend with the new hire during the first week of the new hire's employment based upon the background and experiences of the new hire. Commanders/supervisors shall assist in the scheduling of on-duty time for mentors to spend with their assigned new hire during the new hire's first week of employment. In some circumstances, rescheduling of mentor work hours might be necessary to address protg needs. Mentors will not be compensated through the use of overtime nor compensatory time without the approval of the Mentor Coordinator.
All commanders and supervisors should be aware that the goal of the mentoring process is to provide a smooth transition into the agency and prepare the new police and communications center hires for successful completion of their probationary period.
- Increase employee retention
- Better assimilate new hires into the agency
- Increase job satisfaction and loyalty
- Development of professional identity
- Provide a support system for employees
- Facilitate professional development of protege
- Teach organizational culture, values, mission, and standards
- Successfully complete probationary period
- Smooth transition into LPD
- Enhance current skills
- Identify career goals
- Career development
- Provide a critical service to LPD in the attainment of program goals
- Play a pivotal role in protg successful completion of the LPD probationary period
- Professional development of junior employees
- Enhancement of own skills and knowledge
- Reinvorgorate own career development
- Instill a sense of pride and accomplishment
Mentor Program Parameters for the Protege
- You are to contact your mentor during your mentor's assigned duty hours. Your mentor will share with you his/her monthly duty schedule. Abide by it for non-emergency matters. If your mentor advises that he/she may be contacted any time, then and only then may you contact your mentor during the mentor's off duty hours.
- You will not be compensated (monetarily or otherwise) for your involvement in the Mentor Program. Your involvement is strictly voluntary and you may request to discontinue at any time.
- If there is a problem with your assigned mentor, you are to immediately contact the Mentor Program coordinator.
- Absolutely no romantic/sexual relationship is allowed with an assigned mentor.
- Involvement in this program does not absolve a protege from observance of all departmental rules, regulations, procedures, orders, etc. Please do not put your mentor into the unfortunate dilemma of having to report a violation that you may/may not have committed.
- You must work with your mentor to identify your strengths, weaknesses, goals (long and short term), and career development needs.
- You share the responsibility with your mentor to meet regularly so as to work on item #6.
- It is your responsibility to fulfill departmental expectations of you as a cadet/academy recruit/ FTO- or CTO- assigned probationary employee.
- Ultimate responsibility for your progress lies with YOU.
- You may contact the program coordinator to address any concerns you have.