NCJ Number
103738
Date Published
1985
Length
15 pages
Annotation
This proposal by the South Australian Police Association discusses a compensation strategy for South Australian police that has implications for salary and wage administration, promotion and selection, training and education, retirement, and organizational structure.
Abstract
Regarding salary and wage administration, analysis should consider the following factors in determining a job's value and the amount paid the person doing the job: the constable function (basic remuneration for police work that does not diminish or increase with rank or service), service (longevity), skill (additional knowledge and experience), and supervisory responsibility. Promotion and selection should be based on the functions performed, with functions broadly categorized as 'line' or 'staff.' Education and training should encompass civilian as well as sworn operational personnel. Retirement philosophies and organizational form are an outgrowth of the foregoing task definitions and structures. The overall strategy should produce a young operational police force served by an older support/administrative group. In this system, the department will recruit employees from a wide range of sources and employ them in diverse tasks. Operational police will be trained and educated to move into nonoperational positions at middle and upper levels. Appended suggested nonoperational position titles and an organizational chart of the South Australian Police Department.