Policy Text
Policy
1001Fremont Police Department
Mentor Program: AIM (Achievement in Motion)
1001.1 PURPOSE AND SCOPE
Members of the department will be trained and utilized as mentors for new employees with
the primary objective of being a resource to help make a successful transition into their
new work environment. Additionally, the employee mentor program (EMP) will provide support
and encouragement to promote career growth as employees seek advancement within the
department.
The mentor will serve as an advisor, supporter, contact person, and resource for information. The
EMP and mentors are not to interfere with or undermine the Training Officers or other personnel
assigned to train or supervise the employee being mentored.
To foster succession within specialty and leadership positions, mentors will be identified in each
of the units and at each rank to advise, support, and be a resource of information for current
employees seeking advancement within the department. Employee selection to mentor is subject
to the specialty assignment policy.
Both mentors and mentees will be held to the standards as set forth in the nepotism and conflicting
relationship policy.
1001.2 DEFINITIONS
Mentor - An experienced employee, who provides guidance and support to a less experienced
employee for professional growth, development, or personal advice as requested.
Mentee - A person who receives help, guidance, and support from someone who has more
experience.
Formal Mentoring - A deliberate pairing of a more experienced person with an inexperienced
person with the goal of assisting the inexperienced person with professional growth and the
development of specific skills.
Academy Liaison – A tenured officer assigned to provide support, guidance, and mentorship to
employees in the training academy. This officer serves as the liaison between the department
and the academy staff.
Academy Liaison Coordinator - The selected or appointed sergeant responsible for the overall
administration and oversight of the Academy Liaisons.
Mentor Program Unit Coordinator - The selected or appointed person responsible for the
administration and oversight of the EMP within a specific unit. The Unit Coordinator works under
the direction of the EMP Administrator.
Mentor Program Administrator - The selected or appointed person responsible for the overall
administration and oversight of the EMP.
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Mentor Program: AIM (Achievement in Motion)
1001.3 MENTORING PROGRAM TIERS
The EMP is broken down into four tiers to identify the best pathway for an employee. The tiers are
designed to pair employees with mentors to assist and guide them through the process.
Tier 1: The first tier of the EMP will begin for sworn employees upon being hired and placed
into an academy. The Academy Liaison coordinator will assign one or more Academy Liaisons to
assume a mentoring role with the academy recruits. The Liaison(s) will maintain frequent contact
with the recruit(s) to provide guidance and support. Academy Liaisons should fairly assess the
recruit's strengths and growth areas to assist in the identification of an appropriate Tier 2 Mentor.
The Academy Liaison(s) will share mentorship-related information with the Academy Liaison
Coordinator, who in turn will provide updates to the EMP Unit Coordinator . This communication
is specific to mentorship, which differs from the academy progression updates provided to the
Field Training Program Coordinator by the Academy Liaison Team.
Tier 2: The second tier of the EMP is specifically designed for employees in an In-House Training
program, which is followed by a Field Training Program or similar. A Tier 2 mentor is an employee
who recently completed similar training and can be utilized as a support system throughout the
employee's training phase.
By nature, the employee's trainer is also a mentor during the training process. The mentor role
is not the primary focus of the trainer but is an integral part of the training process. Trainers
must continually assess the employee's strengths and growth areas and strike a balance between
authoritarian, coach, and educator. For the trainer, mentoring never supersedes training.
Tier 2 mentorship helps employees build resiliency early in their careers and is primarily associated
with emotional intelligence. The goal is to ensure the success of new employees and to continue
to use the feedback from mentors and mentees to evolve.
Both the mentor and mentee have the option of ending the mentoring relationship if either believes
the relationship is in conflict or that only limited contact is needed. In these situations, consultation
with the EMP Unit Coordinator and EMP Administrator shall occur. The EMP Administrator will
evaluate the information and facilitate any necessary changes.
Tier 3:The third tier is designed for employees who have completed Tier 2 and are seeking a
special assignment or first promotion. These mentors are more organically formed between shifts,
zones, and divisions within the department based on the employee's desired career path.
Tier 4: The fourth tier is designed for employees seeking advancement into the Command Staff
or Executive Command.
1001.4 MENTOR SELECTION
Employees seeking selection as mentors with the Police Department are required to submit a
memo of interest to the Personnel Office. Interested candidates may be interviewed by a panel
comprised of the EMP Administrator, EMP Unit Coordinator, the Personnel Sergeant, and/or an
existing mentor.
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Mentor Program: AIM (Achievement in Motion)
Refer to the Specialty Assignment policy for the minimum eligibility requirements.
After a pool of mentors is established