5 steps to getting new officers up to speed on procedural justice efforts
- Written by Amy Dinsmore
- October 8 2015
Procedural justice can be difficult to build into your operations. Many of the concepts that go into procedural justice are abstract in nature – as the overarching goal is to create fair and equatable policies in which all stakeholders in a case are heard. You can create policies and practices that create an operational framework to support procedural justice, but enforcing compliance internally can prove challenging. Of particular note, the learning curve for new workers can be incredibly daunting.
Getting new employees on board with the policies, best practices and regulations surrounding procedural justice can prove daunting. Following these five steps will help you put the systems and operations in place to get new officers up to speed with your expectations surrounding procedural justice:
1. Put document management software in place
Having a document management system that can serve as a foundation to house your policies, internal procedures and record keeping capabilities can be invaluable. A cost-efficient document management software solution lets you upload, edit and distribute policy documents within a web app. Users can view and sign off on policies within the solution, letting you house advanced training materials within the app and make them accessible for users on diverse device types.
2. Create intuitive training documents
Creating a few policies and getting them out to workers won’t generally engage those employees in the training process. If you really want procedural justice measures to take hold, you need to give users meaningful content. A document management system lets you integrate video, quizzes and similar sophisticated content types into your training materials.
3. Get creative
Being able to create content like videos and quizzes is only the beginning of getting workers engaged in training. You also need to make sure that it is engaging and provides users with interesting opportunities to learn. For example, a video that shows a role-play of how an officer should handle a situation is much more engaging than a video of somebody explaining the policy. Getting creative with your content can make a huge difference when it comes time to get a new officer up to speed quickly.
4. Perform self audits
Accreditation can offer incredible value, but when it comes to training workers to handle procedural justice, the self auditing capabilities that go into accreditation can be invaluable. It is important to periodically perform audits to ensure your training materials remain up to internal and external standards, contain accurate information and are being consumed by new employees in a timely fashion.
5. Create an expectation of compliance
Culture is essential when it comes to getting employees to embrace training. If workers don’t get the sense that going all in on training is important, they won’t take it seriously. If you put an emphasis on the role training plays in getting employees on board, your workers will be more likely to put effort into the process.
Training efforts are limited by what your employees put into them. Creating excellent content, delivering it to employees in intuitive ways and getting them to understand the importance of taking training seriously are all vital components of ensuring new officers are ready to handle the demands of procedural justice.