Criminal Justice Program Proposal, Part VI

User Generated

Wvz87

Other

Description

This is the final part in a six part series. The biggest task is compiling and presenting all of the parts into one paper and a PowerPoint presentation. You already have the other parts from the last task I gave you but if you need me to post them again I will. If you need me to post any reading material I can do that as well. I have attached an example of how I want the PowerPoint format to look. PowerPoint 

Here are the assignment details:

Complete the last portion of your proposal by addressing the following maintenance and change-process elements:

  • Describe communication processes among key personnel.
  • Describe the importance of cyclical evaluation to identify future problems and program development changes.
  • Describe the system you will use to continuously collect stakeholder concerns and recommendations.
  • Identify quality control criteria.
  • Describe monitoring strategies to evaluate personnel performance and program operations.
  • Reassess the entire program from start to finish and update any inconsistencies, contradictions, or inadequacies. (I was not given a word count for this section so fill in the info as you desire)

Finalize your Criminal Justice Program Proposal by compiling Parts I through VI into one cohesive 5,250- to 7,000-word cumulative proposal. Include a table of contents and any appendices as needed in the final version submitted to your instructor.

I suggest this be broken down into Six Sections

I. Problem Identification 

II. Program Conceptualization 

III. Program Development and Design

IV. Program Implementation 

V. Conducting The Program Evaluation 

VI. Program Maintenance and Change Process

Create a 10- to 15-slide Microsoft(r) PowerPoint(r) presentation that captures all sections of your proposal. Your presentation must represent your proposed program in its entirety.

Include detailed speaker notes in the presentation. Use complete sentences, with correct grammar and punctuation, to fully explain each slide as if you were giving an in-person presentation.

Format your proposal and presentation consistent with APA guidelines.

Unformatted Attachment Preview

INTRODUCTION ▪ Physical Fitness ▪ Education ▪ Licensing ▪ Services and Intelligence Gathering ▪ Employee Responsibilities and Expectations in Surveillance ▪ Modes of Information Gathering and Surveillance ▪ Budget ▪ Goals ▪ Complaints Procedure ▪ Compliance Procedure ▪ Documentation/Results PHYSICAL FITNESS ▪ Mental Acuity ▪ Mobility ▪ Armed or Unarmed EDUCATION ▪ Entry Level Guards ▪ Public Law and Statutory Requirements ▪ Training that Involves Written Examinations LICENSING ▪ Background Check ▪ Tested for Illegal Narcotics ▪ Certification Programs SERVICES AND INTELLIGENCE GATHERING Protective Services ▪ Quality Service ▪ Professionalism ▪ Employee Safety ▪ Limit Civil and Criminal Liability Intelligence Gathering/ Surveillance ▪ Compile Information Related to Target EMPLOYEE RESPONSIBILITIES AND EXPECTATIONS IN SURVEILLANCE ▪ Understanding of Federal, State, and Local Laws ▪ Training Participation ▪ Confidential Agreement and Understanding ▪ Team Work MODES OF INFORMATION GATHERING AND SURVEILLANCE ▪ Single-Unit Surveillance ▪ Multiple Car Surveillance ▪ Foot Surveillance ▪ Technical Surveillance BUDGET ❑ Fiscal Year’s Operational Budget ▪ Total :$1,000,000 ▪ Salaries/Benefits: $750,000 ▪ ▪ ▪ ▪ Equipment/Maintenance: $100,000 Rent/Utilities (Building): $35,000 Insurance Premiums: $15,000 Incidental Expenses: $100,000 BUDGET Operations Salaries/Benefits Equipment/Maintenance Rent/Utilities Insurance Incidentals GOALS ❑ Fiscal Viability ▪ No Drastic Changes to Financial Status ❑ Future ▪ Future Gains Financially will be Reinvested into the Company. COMPLAINTS PROCEDURE HARASSMENT/DISCRIMINATION/MISCONDUCT ▪ All employees will be trained on complaint policy ▪ Report to department Supervisor immediately ▪ Supervisor will conduct investigation according to best practices and industry standards COMPLIANCE PROCEDURE HARASSMENT/DISCRIMINATION/MISCONDUCT ▪ Supervisors shall be discrete in their investigation ▪ Adhere to all local laws ▪ Company employment and violations section policy enforced DOCUMENTATION/RESULTS HARASSMENT/DISCRIMINATION/MISCONDUCT ▪ Documented procedures shall be kept confidential ▪ Only authorized individuals shall have access ▪ Investigative reports shall be made available CONCLUSION REFERENCES Cater, J. G. (2010, September 1st). Best Practice for Exempt Organizations and Form 990. Ebscho Host, pp. 58-62. Executive security international Lifeforce. (1996). PSD Protective Operations. Retrieved from http://www.esilifeforce.com/training-programs/special-operations/special-operations.html Katz, D. S., & Caspi, I. (2003). Executive guide to personal security. Hoboken, NJ: John Wiley & Sons. Thomsen Business Information. (2013). Operating budget. Retrieved from http://www.dynamicbusinessplan.com/operating-budget/ U.S. Equal Employment Opportunity Commission (2013) EEOC and Employment Opportunities for Disabled Veterans. Retrieved http://www.eeoc.gov/ U.S. Equal Employment Opportunity Commission (2013). Overview of Federal Sector EEO Complaint Process. Retrieved from http://www.eeoc.gov/federal/fed_employees/complaint_overview.cfm
Purchase answer to see full attachment
User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.

Explanation & Answer


Anonymous
Great content here. Definitely a returning customer.

Studypool
4.7
Trustpilot
4.5
Sitejabber
4.4

Related Tags