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regular writter forgot usser history person .. I paper. Thank You According U.S. Census Bureau population division 2005, society older minorities, immigrants, single parent households, gap rich poor continues expand. As a police agency that thrives on ensuring justice at all levels, it has been our interest to promote and indeed actively engage in bringing proportional representation to our system. We believe that it is more so imperious in present times for any agency to follow similar processes due to our society coming together as a mass of commingled people.

In this respect, we will make sure that the financial resources posed at our disposal will be evenly attributed so that each minority group in our community will be included. This is why we will proceed with collaborating with our colleagues from the civil registry and any affiliated organizations in this respect to inquire into the ethnic minorities existing in our community. However, we will also consider religious minorities and gender minorities.

This investigative first step is necessary to make sure that the number of officers representing minorities is in balance with the overall number of minority civilians. Based on the accurateness of the report, we will be able to estimate the number of minority officers to be recruited. In 1993, Charles DeWitt, director at the National Institute of Justice and Mark Moore acknowledged that ?community policing represents a new future for American Law enforcement, changing the way our nation's police respond to the communities they serve.

(1) It is the materializing of that anticipated future which encourages us to balance our job as officers of the law and our mission to protect our mixed communities. We will then utilize the information in the report to create a targeted marketing, proceeding with the organization of workshops on recruiting. These workshops will provide basic knowledge on community policing and will be structured in accordance with the pursued targeted audience.

Where the target is hiring female recruits, we will ask our fellow female colleagues who have already proven role models in our departments to share their experience with the audience. We will make use of similar techniques in regards to the recruiting of ethnic minorities. We will be spreading flyers in all areas but specific interest will be concentrated for locations where engagement in physical activities is frequent. We will sponsor basic relevant training in places like gyms and other facilities for possible recruits.

Throughout the recruiting process, we will designate corresponding officers of ethnic minorities to answer any related questions. Also, we will provide any potential recruit with a permanent support line in this respect. Thus, we will train already employed officers accordingly. In a report concerning the recruitment and retaining of peace officers, it is stated that ?attracting and retaining a high caliber of staff is the most critical issue and responsibility of executives in any profession.

(2006 California Commission 3) We understand that recruiting minorities is not in itself effective if we are not able to meet our colleagues' expectations in regards to the work environment. We will ensure that evenly distribution of key responsibilities is followed. Furthermore, we will look into strengthening the professional relationships at work while supporting befriending attitudes among officers outside the work environment. This is why we will occasionally sponsor field trips with training intended purposes for our officers.

We are aware of the fact that not all will be able to participate at the same time which is why we will create a rotating roster in this respect. Our third step into the retention of officers will be the developing of effective supervisory, giving our officers the chance to speak freely about any fact. Because it is our mission to construct a long-term strategy, we will engage in active promotion of community policing by looking into relevant college programs and offering scholarships in this respect.

We will promote active education by emphasizing on our agency's goal to provide qualitative trainings on community related issues. We will create a web page affiliated to the agency's which will only address such issues. Also, we will occasionally provide relevant tours to promote our agency. These tours will be organized so as targeted audience is considered. One of the most important attitudes in regards to minority officers are that collegiality and integrity are to be applied as casual as in regular circumstances.

Our goal is neither to favor minorities nor to emphasize on the importance of having them in our police corps as propaganda. We are merely activists who rely on a balanced system and who believe that inclusion and indeed welcoming minorities is important in the process of delegating tasks and solving them effectively. That is not to say that we will create a specific field of tasks for them to undertake.

Indeed, ?this practice can also lead some officers to consider such assignments as "minority" or "female" assignments, a perspective that can devalue strong performance in such assignments. (Hosek et. al 17) From such a perspective, it becomes clear that our efforts would be jeopardized because we are not merely looking into recruiting minority officers but also desire to invest in them long-term. Thus, if our system does not positively and fairly look into promoting relevant interrelationships at work, we would have invested time and costly stratagems to our own detriment.

This is why our proposed strategies are relevant because they do not merely seek.