Case Study: Dpscs Maryland Department of Public

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[. . .] The PSETC security plan will have to include a plan for how to react to an emergency if one occurs on the campus. Such emergencies include natural weather events that could put the facilities and the occupants in risk as well as a terrorism risk as well. Each potential scenario should be identified, planned for, and practice drills be run on a regular basis.

OSHA Standards and Violations

OSHA standards can be a complicated policy to understand, implement, and take corrective action for. It is necessary for the organization to have a small team of employees dedicated to ensuring OSHA compliance. This would represent the ideal way to ensure that the PSETC maintains compliance at all times in their operations. All the employees should receive OSHA training and there should be a formal violations policy built and in which all employees should be familiar with. This way the entire employee base would know what to look for and when to report various potential OSHA threats. If employing a dedicated team was somehow cost prohibitive, the organization could also consider outsourcing OSHA consulting services through a third party organization that could then monitor workplace hazards and make recommendations to maintain OSHA requirements.

Hiring practices

Hiring practices are another way in which the organization can provide a level of security internally. Human resources can validate the integrity of the workforce in a variety of different ways. They can screen candidates for backgrounds that could be risky in this organizational setting. For example, a criminal history can identify candidates that have been previously in trouble with the law and could pose a threat. Credit reports can be used as a basis for a candidate's financial position which would give some evidence for a candidate's level of personal responsibility. There can also be drug testing performed to ensure that new employees are not currently under the influence of any illicit substances.

Many of these background factors have become pretty standard in employment practices and the PSETC should include these as the minimum employment obstacles. However, it could also add other qualifications such as physical and psychological testing to further ensure that they are employing qualified individuals to work in the organization. Furthermore, the organization should also set minimal education standards for a majority of their positions. For example, high level roles could require that the candidate holds a Masters level degree or higher. Some of the more advanced entry level positions could require that have a bachelor's degree in a relevant field. This would provide another level of assurance that the potential employees would be qualified to work at the PSETC.

Training practices

All training programs are definitely not created equally and training is ultimately one of the critical success factors that will ensure the organizations success. There are overabundances of various training techniques available and many of these provide mixed results in regard to their effectiveness. Training styles may include things such as online courses, on-the-job training, traditional classrooms, as well as many others. The challenge for training is to select the best practices for the specific skills that are being transferred and avoid ineffective training methods. Since training employees is incredibly costly, having an effective and properly designed training program can save an organization a lot of money.

The success of the training program is dependent upon a lot of factors. Different individuals have different ways in which they prefer to learn new skills. For example, one individual might have enough self-discipline to educate themselves through an online training program while others have difficulty learning through such a medium and would prefer the traditional model. Others may learn best hands on or through an apprenticeship or some other kind of on-the-job training. Therefore it is important to know the individual learners personal capabilities and preferences as well as the material to be taught before attempting to design a training program. Even then it is important to reinforce the material through a variety of different mediums. Practice drills should also be run so that people are already familiar with the processes and procedures before any kind of emergency or security risk ever arises.

Legal Issues

The PSETC will have many legal considerations that are unique to this type of operations. Some of the considerations will focus on the fact that many of the individuals who are working or training at the site will be armed with guns and other weapons. Furthermore, the individuals who are in custody or on probation or parole will also have several rights that must be maintained at all times. There will also be particular legal issues that will likely apply to the drivers training facility. Many of these issues will be complex in nature and will require the assistance of a legal counsel to help the organization navigate these challenges.

Recommended Policies and Procedures

Training Effectiveness Analysis

Continual Educational Requirements

Surveillance Infrastructure and Program

Emergency Plans and Reoccurring Drills

Thorough Background Checks

OSHA Reporting and Compliance Checks

Use of Legal Counsel

Works Cited

Department of Public Safety & Correctional Services. (N.d.). What is DPSCS? Retrieved from Department of Public Safety & Correctional Services:

DPSCS. (N.d.). Maryland Police and Correctional Training Commission. Retrieved from DPSCS:

Schneier, B. (2008, September 2). Security ROI. Retrieved from Scheier on Security: [END OF PREVIEW]

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Cite This Case Study:

APA Format

Dpscs Maryland Department of Public.  (2013, November 4).  Retrieved August 22, 2019, from

MLA Format

"Dpscs Maryland Department of Public."  4 November 2013.  Web.  22 August 2019. <>.

Chicago Format

"Dpscs Maryland Department of Public."  November 4, 2013.  Accessed August 22, 2019.