Personnel Administration – PSA 550

Group H

Term: Oct 21-Dec 9, 201= 0 -Whiting

Instruct= or: Richard A. Wedgbury

Course D= ates: Oct 2= 1, 28, Nov 4, 11, 18, Dec 2, 9, 2010

Course T= imes: Thursday 8:= 30 AM - 12:30 PM & 6:00 PM - 10:00 PM

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Course Description: The course is designed to assist public safety administrators in Human=

Resource Management. Public Safety administrators will = learn about the historical development of human resource management in the public sector and will learn of recent developments in the field of Human Resource Management with concentration on the recruitment, selection, hiring and retention and promotion of qualified members. The Course will also deal with the responsibilities of administrators toward their employees with particul= ar emphasis on the rights of the employees granted by the U.S. Constitution and applica= ble Federal, State or Local statute or collective bargaining agreements. Appropriate measures for dealing w= ith problem employees, i.e. counseling, employee assistance programs, additional training, suspension, termination will be covered.

Textbook= s: &= nbsp; Riley, D= ennis D., Public Personnel Administration, 2^nd Ed, Longman Pub, (2002)

Atchinso= n, Will., The Rights of Law Enforcement Officers, 6^th Ed, La= bor Relations Information Systems (2009) &= nbsp;

Course Objectives: The goal of this class is to help Administrators deal with the most importa= nt asset of any organization, its personnel.&= nbsp; The Course will focus on mastery of the following competencies:=

1. &= nbsp; Develop an awareness of the historical development of personnel practices in the pu= blic sector, and develop an understanding of the responsibility of administrator= s to comply with legal and ethical requirements in the field of human resource management.

2. &= nbsp; Develop techniques to recruit, screen, and select qualified candidates for position= s in law enforcement.

3. &= nbsp; Utilize job analysis and evaluations to determine the knowledge, skills, and abilit= ies required for each rank and appropriate levels of compensation for positions= in law enforcement.

4. = &nb= sp; Develop appropriate evaluation measures for law enforcement employees.

5. = &nb= sp; Review Current Federal and Local statutes regarding proper compensation – FL= SA.

6. &= nbsp; Conduct disciplinary investigations consistent with a Just Cause standard and consistent with employee rights afforded by the US Constitution, Federal St= ate and Local statutes and applicable Collective Bargaining Agreements.

Assessment: The instructor will evaluate Students: on class attendance, class participation= and discussion, tests, and satisfactory completion of assignments. Grades will be assigned on the bas= is of classroom participation, attendance, and work performed on tests and written assignments. Students are exp= ected to read assigned chapters in advance of class and be prepared to discuss to= pics from the readings in class. <= /span>l

*Compet= ency Area*	*Objectives*	*Assessment Tool*
Historical development and responsibility for ethical and legal personnel practices<= o:p>	<= /b> Students will review current Federal, State and Local statutes regarding civil ser= vice law enforcement personnel and the code of ethics for law enforcement personnel	<= /b> In class discussion, and review of applicable statutes and court cases of consequences will be examined. A self-appraisal of student compliance with the Law Enforcement Code of Eth= ics - is it just words or does it real mean something to the student.
<= /b> Develo= pment of effective Recruitment, screening and selection techniques.<= /span>	<= /b> Students will analyze the recruitment, screening selection process used by their agency.	<= /b> Students will submit a paper on their assessment of the techniques used by their agency to recruit, screen, and select qualified candidates and submit specific proposals for improving or modifying that process.
<= /b> Utilization of a job analysis and evaluation to determine the knowledge, skills and abilities required of positions in law enforcement as well as determining= the appropriate level of compensation for those positions	<= /b> Students will review a job description for their current position and identify required Knowledge, Skills, and abilities required for that position.	<= /b> The job description and Knowledge, skills and abilities inventory will be utilized in an in class exercise linking a job analysis to an appropriate selection device for appointment to the position.
Develop a compensation sy= stem which is fair and in compliance with FLSA mandates<= /p>	Students will review FLSA guidelines regarding appropriate overtime compensation<= /b>	<= /b> Students will review their agency’s compensation policy for compliance with = FLSA guidelines <= /b>
<= /b> Develop an appropriate performance evaluation system for law enforcement personne= l.	<= /b> Students will link a performance evaluation system to a merit appointment process.=	<= /b> Students will submit a paper making specific recommendations for instituting a performance evaluation system linked to a merit appointment process. The justification for the type a= nd scope of the evaluation system will be discussed in the paper.=
<= /b> Conduct disciplinary investigation consistent with a Just Cause standard and empl= oyee rights afforded by US Constitution, statutes and Collective Bargaining Agreements	<= /b> Students will analyze their agency’s disciplinary process and review current Federal, State and Arbitration rulings regarding the disciplinary process= .	<= /b> Students will analyze sample disciplinary cases to determine their compliance to t= he just cause standard, arbitration rulings and court cases discussed in cla= ss.<= /o:p>

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Tests: A Mid Term examination will be administered on the fourth (4th) week of cla= ss and a final examination will be administered on the seventh (7^th) week of class. Each test will= be worth 20%of the final grade. Tests will be based upon readings assignments = and class lectures.

Missed Test: A missed test may only be made up with the advance permission of the instruct= or.

Late Submissions: Late submission of one assignment will be penalized by deducting 33% of the poss= ible points for the assignment. E.= g. a 15-point assignment will be penalized 5 points. Late submission of more than= one assignment will be penalized by deducting 50% of the total possible points = for the second and subsequent late assignments. No assignments will be accepted mo= re than 8 days beyond their due date. The final assignment will not be accepted more than 2 days after completion of the course. Assignments may be attached to an e mail addressed to: cmdrwedg@yahoo.com; the attachment must be in Microsoft Word, Corel Word Perfect or PDF format – no other format is acceptable.

Grading Scale: Students will be assigned a final grade in this course using the followi= ng point values:

A =3D 90 - 100 points

B =3D = ; 80 - 89 points<= /span>

C =3D = ; 70 - 79 points<= /span>

D =3D 60 - 69 points<= /span>

F =3D = ; 59 points or less

Points w= ill be earned in the following manner:

Attendance & participation: 15 points

Mid Term Test&= nbsp; &nbs= p; &= nbsp; 20 points - Given 4th week of Class

Final Examination = &nb= sp; 20 points - Given 7^th week of Class

Assignment Number 1 = 15 points - Due 4th week

Assignment Number 2 = 15 points - Due 5th week &nbs= p; &= nbsp; &nbs= p; =

Assignment Number 3 = 15 points - Due 7th week

Extra Credit: = There is no provision for extra credit.

Class Policy on Attendance: Prompt and complete attendance in class is absolutely essential. It is the responsibility of the st= udent to notify the instructor when a class will be missed. If the student misses more than two sessions, the student may be administratively withdrawn form the module.

Students are expected to be on time for class. Students who are m= ore than thirty minutes late for class without an acceptable excuse will be dee= med to have missed that class. St= udents who arrive fifteen minutes after class begins will be penalized 1 point. Students who arrive in class fifte= en - thirty minutes after class begins will be penalized 2 points.

Class Po= licy on Assignments: Several out of class assignments will be given during this course. Students will be expected to do th= eir own work and to submit the required assignments on time.

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Written Assignments: Written assignments will be due on the fourth, fifth and seventh week of class and = will be worth 45 percent of the total grade.

Instruct= or Availability: The instructor will be available = to meet with students after class for as long as necessary to provide addition= al assistance to students who desire additional help.

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Course O= utline:

Week One:

1. Introduction - review of syllabus & course outline

2. Chapter1 - Public Personnel Administratio= n

a. Public Personnel Administration in Context

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Week Two:

Chapter 2 Equality in Workplace - From Fighting Against Discrimination to Fighting for Diversity=

Chapters 13,14, Rights of Law Enforcement Officers

= Employment Discrimination=

= Rights of Disabled

Week Three:

Chapter 4 & 6– Public Personnel Administration

Responsibilities of Government Officials
Job Analysis and Evaluation

Chapters 7, 8, 9, 10, 11 - The Rights of Law Enforcement Officers

a. Freedom of Speech

= Freedom of Association

= Political Activity

= Religion

e. Bring Civil Su= its

Week Four: Assignment #1 Due- Job Analysis and Evaluat= ion

Chapter 7- Public Personnel Administration

= Recruitment & Selecti= on

MID TERM EXAM

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Week Five: Assignment #2 due- Recruitment & Selecti= on

Chapter 5, 8 Public Personnel Administration<= o:p>

Collective Bargaining
Performance Evaluation

Chapter 2 The Rights of Law Enforcement Of= ficers

a.= Collective Bargainin= g

Week Six: Chapter #3 – Public Personnel Administration – Rights of Government Employees

Chapters 3,4,5 – The Right= s of Law Enforcement Officers

Discipline standards
Procedural Discipline rights
Bill of Rights

Week Seven: Assignment #3 Due - Disciplinary Syste= m FINAL EXAM

Chapter 3, 9 – Public Personnel Administration

The Rights & Needs of Government Employees
Compensation

The Ri= ghts of Law Enforcement Officers Chapters 6,12, 15,16

FLSA
Workers Compensation
Right of Privacy
Enforcement of Officer Rights

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Statement of Plagiarism: If an instructor or other Calumet College of St. Joseph personnel find that a student has plagiarized or been involved in another form of academic dishonesty, the instructor or other personnel may elect to bring the matter up for judicial review. The maximum penalty for any form of academic dishonesty is dismissal from the College. The procedures for judicial review= are listed under the section of the CSSJ handbook that addresses student grievances. (Academic Planner 2002-2003)

Format for Written Assignments: All written assignments, where possible, will comply with the standards set forth in the American Psychological Associati= on Guidelines, as adapted for the APA Publication Manual, 4^th ed. Written assignments will be typed, double-spaced and must be no larger than a size 14 font.<= /p>

Citation Guidelines: Calumet College of St. Joseph adheres to citation guidelines as prescribed by the particular discipline (i.e., MLA, APA, Chicago Manual of Style or Turabian). All of these guide= lines are available in the Calumet College of St. Joseph library or bookstore. The texts outline how to cite refe= rences from a variety of sources including the electronic media.=