The quality of your field training program determines the quality of your officers. Learn practical ways to improve your field training officer program.
Article Highlights
- 7 best practices for your field training officer program
- The evolution of law enforcement training
- How to measure FTO program success
The success of your officers hinges on the quality of your field training officer program (FTO program). By streamlining and standardizing your program, you can increase the rate of officer success and the quality of service to the community.
Unfortunately, training can vary widely between field training officers (FTOs). Some programs may lack a structured curriculum. Some officers may ignore the curriculum in favor of their personal experience.
Field training is also a complicated process with many legal requirements. These processes are usually manual, tedious, and paper-based. If your agency needed to prove that it properly trained an officer, how difficult would it be to sift through filing cabinets, binders, shared drives, and personal desktop folders?'
Each of these challenges, left unaddressed, lowers the quality of your field training program. Before exploring today’s best practices, let’s look at the evolution of police training over the years.
Most agencies run the San Jose model or a variation of it, but execution separates strong programs from liability risks. Start by auditing how your agency currently documents trainee progress, then consider each of the best practices outlined next in this article.
7 best practices for your field training officer program
These 7 best practices cover choosing between San Jose and Reno/PTO, selecting the right FTOs, delivering real-time feedback, and standardizing documentation.
Choosing the right FTO program
The ultimate goal of an FTO program is to equip recruits to serve and protect their communities effectively. Most US law enforcement agencies follow a field training officer program. Of those agencies, the vast majority have adopted the San Jose model or a variation of it.
Does your agency have a field training program? If not, research the pros and cons of San Jose, Reno/PTO, Narrative, or Kellams.
If you do have an FTO program, how long have you used it? It may be worth researching other training models or ways to update your current program with best practices. Let’s explore the two most popular field training programs: San Jose and Reno/PTO.
San Jose Model
Best for: Agencies wanting CALEA-aligned, structured evaluation
Over the course of 14–16 weeks, trainees progress through four different phases and are evaluated across 31 performance categories. At the end of each shift, the recruit’s field training officer completes a Daily Observation Report (DOR). Trainees are evaluated on a 1–7 scale based on their ability to perform certain tasks.
As the first field training model and the training standard for CALEA, the San Jose model is the most widely used field training officer program. It can be adapted to your agency’s needs, and many have modified their curriculum in the following ways:
- Extending program length
- Adding new phases
- Adjusting rating scales
- Customizing trainee task lists
- Incorporating new technologies into training
- Updating training to meet new officer safety and community policing standards
On the other hand, critics say the San Jose model is outdated; it was created during the Reform Era and has only been updated minimally. They claim this model is too militaristic, focusing on failures instead of successes, which could prevent trainees from extending themselves during training (for fear of failing and requiring remedial training).
Reno/PTO Model
Best for: Agencies prioritizing problem-solving and community policing
The Reno/PTO model revolves around problem-based learning (PBL), a method of adult learning that has been used in the education and medical fields for decades. In this approach, trainees are given challenging situations and encouraged to collaborate with the community and peers to find a solution.
The training program usually consists of 15 weeks with four phases. Trainees receive a PBL exercise at the beginning of each phase. The recruit is also given a neighborhood portfolio exercise in which they identify key characteristics (crime, cultural, etc.) of the assigned area. Although daily journals are kept, they are for training purposes only, not evaluation.
The Reno/PTO model does meet CALEA training standards, and advocates say it fosters critical thinking and problem-solving – two skills required for modern community policing.
A research article by the Police Executive Research Forum highlights some additional differences between the San Jose and Reno/PTO training models.
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San Jose Model |
Reno/PTO Model |
|
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Duration |
14–16 weeks |
15 weeks |
|
Phases |
4 phases |
4 phases, each opening with a problem-based learning exercise |
|
Evaluation Method |
DOR completed by the FTO after each shift; trainee performance evaluation scored on a 1–7 scale across 31 categories |
Problem-based learning exercises and a neighborhood portfolio; daily training documentation is kept for learning purposes only, not formal evaluation |
|
CALEA Alignment |
Established the original CALEA police training standards; the most widely used field training and evaluation program (FTEP) |
Also meets CALEA training standards |
|
Best-Fit Agency Profile |
Agencies wanting CALEA-aligned, structured evaluation and clear remedial training pathways |
Agencies prioritizing problem-solving, critical thinking, and community policing |
Automating processes
In addition to their own workload, FTOs must complete extensive reporting. Without an easy way to document trainee progress in the moment, trainers often work hours of overtime every shift to finish reporting. If materials aren’t easily accessible, their time is further wasted by sifting through paperwork.
These demands cause two challenges. First, it can lead to frustration and burnout over time. Second, it forces field training officers to rely on their memory of the trainees performance, as well as any notes compiled during the day. This increases the chance of human error, leading to less accurate or even unfair evaluations.
Field training software empowers FTOs to complete reporting in the moment, simplify evaluations, and drastically reduce the burden of documentation. No more digging, no more wasted time, just easy access to all relevant training materials and documentation.
Selecting field training officers
Selecting the right FTO is key to training competent and ethical officers. You have likely already identified some of your best officers and sergeants. As you continue your search for field training officers, look for the following traits:
- Strong Leadership: FTOs should be natural leaders, capable of inspiring recruits and setting a positive example for them to follow
- Teaching Ability: Not everyone can teach effectively. It requires patience and an ability to simplify complex tasks, clearly explain protocol, and adapt their teaching style.
- Commitment to Mentorship: Being an FTO requires extra work and documentation. Without a passion for mentoring the next generation of officers, an FTO will quickly burn out.
- Integrity and Professionalism: As role models, your field training officers should have a sterling reputation, strong work ethic, and healthy relationships with members of the community.
Gathering and providing feedback
Provide immediate and continuous feedback to trainees, both positive and negative. Although daily observation reports and weekly evaluations are useful, real-time feedback empowers trainees to learn in the moment, when the feedback is most relevant. By providing real-time feedback, you can:
- Accelerate learning
- Build confidence
- Prevent bad habits
- Reinforce good habits
- Tailor training to the rookie
Give FTOs and trainees an opportunity to provide feedback on the training program. As the people most directly involved and impacted, they can provide valuable insights. It may be helpful to make the feedback anonymous to inspire honesty without fear of repercussion, particularly for trainees.
Adapting to learning styles
Learning styles shift from generation to generation, from one person to the next. Although recruits need to adapt to the training curriculum, your FTOs can maximize learning by adapting training to various learning styles.
Hands-on training is necessary in police officer field training, obviously, but some people are auditory and visual learners as well. Field training officers can cater to the widest variety of learning styles using this six-step approach:
- Tell your trainee how to do it.
- Show them how to do it.
- Allow them to perform it.
- Evaluate their performance.
- Provide corrective feedback.
- Have the trainee repeat it until proficient.
Field training officers should aim to develop outstanding officers, not replicas of themselves. Trainees should be encouraged to adapt skills to their unique style, rather than perfectly imitating their FTO.
Standardizing training
Training methods can vary by trainer, leading to trainees with different levels of skill and knowledge. Some seasoned FTOs may even teach from personal experiences instead of the required curriculum. This opens officers and agencies to liability.
Field training software helps agencies standardize training, support FTOs, and mitigate liability. Software solutions support different training models, so make sure you find one that supports your current or preferred program.
Standardization also makes it easier to identify patterns. What are your officers consistently doing well or poorly? The right software can help you plug the leaks in your training program, so to speak, so you can identify patterns and fill gaps.
Taking advantage of technology
The quality of your field training program determines the quality of the officers you produce. In the quest to train recruits effectively, technology is your friend.
Field training software, like PowerReady, protects your agency by managing, tracking, and proving training, all from one centralized training system. From new officer readiness to easy FTO reporting and consistent training practices, the right technology can amplify the effectiveness of your field training program. Click here to learn more about the benefits of police training software.
The evolution of law enforcement training
Understanding where police recruit training started explains why today's models look the way they do. Before the 20th century, officers learned purely on the job, with no formal mentorship or accountability. That changed in 1908, when police chief August Vollmer founded the Berkeley Police School, the first concrete example of formal police training in the United States.
Training gradually shifted from mechanical skills like driving and shooting toward the people-facing skills, problem-solving, de-escalation, and decision-making that today's law enforcement training programs emphasize.
That shift became formal in 1971 with the San Jose model, pairing academic training with structured field training for the first time. Nearly three decades later, the Office of COPS funded a project with the Reno, NV, Police Department to develop an alternative: the Reno/PTO model.
Both models are covered in this article and widely used today
How to measure FTO program success
Improving a field training and evaluation program (FTEP) starts with knowing what success actually looks like. The following metrics give a concrete way to evaluate a law enforcement training program and track progress over time.
Trainee completion rate
The trainee completion rate is the percentage of recruits who finish police recruit training and are released to solo patrol readiness without being recycled, reassigned, or separated from the department. A low completion rate can point to gaps in FTO selection criteria, inconsistent trainee performance evaluation standards, or a mismatch between the training model and the realities new officer onboarding presents.
Tracking this rate by training cohort and by individual FTO helps agencies spot patterns before they become bigger retention problems.
Remedial training frequency
Remedial training frequency measures how often probationary officers are placed into remedial training, and for which skills. A pattern of remedial training tied to a specific task, phase, or FTO can flag where police training standards need reinforcement, whether that's in the academy curriculum, the field training curriculum, or the training documentation itself.
Agencies using a DOR system already have this data on hand. It just needs to be reviewed at the program level, not only case by case.
Time to solo patrol
The time to solo patrol metric tracks how long it takes a recruit to move from their first day of field training to independent, unsupervised patrol. Comparing this timeline across trainees, FTOs, and shifts can reveal:
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whether certain phases are running long
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whether problem-based learning exercises are helping recruits build confidence faster
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whether the program's pacing needs adjustment
A consistently long time to solo patrol readiness can also signal deeper issues with trainee support or evaluation criteria.
First-year retention
Getting a recruit through training is only half the goal. First-year retention measures how many officers stay with the department through their first year on solo patrol. This number ties the whole field training and evaluation program together: a strong post-academy training experience, fair trainee performance evaluation, and a supportive onboarding culture all contribute to whether new officers stick around.
Low first-year retention is often a sign that something upstream, from FTO selection criteria to daily training documentation practices, needs a second look.
Purpose-built software for your FTO program
PowerReady, police field training software by PowerDMS, was purpose-built for public safety to support the unique needs and nuances of law enforcement FTO training. It helps you with each of the best practices above by:
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Automating tedious documentation processes for your FTOs
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Giving you visibility into trainee progress and program metrics with real-time dashboards and data insights
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Standardizing your curriculum using your preferred training model (we provide multiple models including San Jose, Reno, Kellams, Narrative, and more)
Are you ready to save time and resources while producing confident and competent officers? Learn how PowerReady can improve your field training officer program today.
Frequently asked questions
How long is a field training officer program?
Most FTO programs run 14 to 16 weeks. The San Jose model typically spans 14 to 16 weeks across four phases, while the Reno/PTO model runs about 15 weeks, also in four phases. Many agencies extend their programs, add phases, or adjust timelines based on trainee performance and local requirements.
What is the difference between the San Jose model and the Reno/PTO model?
The San Jose model is evaluation-driven. Trainees are scored across 31 performance categories on Daily Observation Reports using a 1 to 7 scale. The Reno/PTO model uses problem-based learning, giving trainees real scenarios to solve collaboratively, with daily journals kept for training rather than evaluation. San Jose remains the most widely used; Reno/PTO emphasizes the critical thinking modern community policing demands.
How do you select a field training officer?
Look for four traits: strong leadership, teaching ability, commitment to mentorship, and integrity. An effective FTO can simplify complex tasks, adapt their teaching style to different learners, and model professionalism in the field. Avoid assigning officers who see the role as a checkbox. The extra documentation workload burns out anyone without genuine interest in developing recruits.
What is a Daily Observation Report (DOR)?
A Daily Observation Report is the evaluation an FTO completes at the end of each shift in the San Jose model. It scores the trainee across standardized performance categories on a 1 to 7 scale, creating a documented record of progress. DORs help agencies identify patterns, justify remedial training, and prove officers were properly trained if liability questions arise.
