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________________________ __________________ __________________________ _______________________________ General Order -B-100 1 of 3 Recruit Mentoring Program TEMPLE TERRACE POLICE DEPARTMENT GENERAL ORDER EFFECTIVE DATE 10-15-2005 FILE INDEX NO. B-100 SUBJECT: THE RECRUIT MENTORING PROGRAM INDEX AS: SAME AS ABOVE RESCINDS: REVISES: DATE REVISED: 08/20/2025 DISTRIBUTION ALL MEMBERS I. PURPOSE : This General Order will establish guidelines to conduct a recruit mentoring program for the Temple Terrace Police Department. II. SCOPE : All Members III. DISCUSSION : “People are our most important resource.” The Temple Terrace Police Department Recruit Mentoring Program is based upon the skill of active listening, and the desire for the Department to be a professional and supportive atmosp here in which to work. The program will increase the rate of successful retention of new officers, and ma ke the transition easier for all, from the academy through field training and probationary periods . The Recruit -Mentoring Program, conducted outside the normal chain o f command, becomes a link for the recruit to receive answers to questions they may have and to develop self -confidence in their new role. By providing the recruit with a role model, the recruit knows our ex pectations immediately, along with a confidential source to resolve fears or personal questions. Mentoring Relationship Goal A. To provide a welcoming atmosphere that will anchor the new recruit to the organization . B. To provide a career development mentoring process to help employ ees identify and map out career targets . C. To inspire personal motivation . D. Enhance effectiveness of police service . Mentoring Benefits for Mentors A. Mentors are personally rewarded for spotlighting and developing talent. B. Mentors must b e knowledgeable of department policies, procedures and contemporary policing practices. C. Mentors pave the way for others, thereby leaving their legacy in the department. D. Mentors are viewed as valuable in the organization and are respected by co lleagues. ________________________ __________________ __________________________ _______________________________ General Order -B-100 2 of 3 Recruit Mentoring Program E. Mentors obtain varying perspectives from their recruit, which generates creativity. F. Mentors “get by giving.” Mentoring Benefits for Recruits A. Increases likelihood for success. Mentors help recruit s gain competency and avoid failure . B. Assists recruits in setting goals and charting career paths . C. Encourages and provides opportunities for new experiences and professional growth . D. Helps the recruit avoid pitfalls and learn through real -life examples . E. Enhances the recruits fee ling of worth to the mentor and the organization . F. Encourages self -confidence by cheering recruit’s achievements . IV. DEFINITION : Mentoring is a mutually beneficial relationship in which a knowledgeable and s killed veteran officer (mento r) provides insight, guidance and developmental opportunities to a lesser skilled and experienced colleague (recruit). V. PROCEDURE : A. When the Temple Terrace Police Department hires a police officer recruit, this recruit will be assigned a mentor. B. Mentors are selected based on their past performance, positive attitude, and understanding of the mission and values of the department. Their participation is not mandatory – howe ver, one of the unexpected benefits we expect from this program is the pride and job satisfaction that the mentor feels by being able to “give back” to the department through the sharing of their experience. C. The mentor will not be a field training off icer who is currently assigned to train the new recruit. D. The role of the mentor and FTO are distinct, yet compliment each other. The role of the field training officer is to train and develop effec tive police officers. As required du ring field training, the FTO evaluates the recruit’s performance on a daily basis. The mentor’s role is supportive and relational. Mentoring is not performance evaluation. The mentor is responsible for assisting the recru it with an effective transition into the police organization by answering questions and serving as a resource for information . If there is a discrepancy between what the FTO has instructed and what the Men tor advises then a supervisor will be contacted for clarification. E. Mentors must be good listeners, and answer any and all questions and concerns of the new employee or find someone who can. They initiate regular contact with the new employee to provide a se nse of support from the department. While the mentor/recruit relationship is generally confidential, mentors must alert the appropriate staff if a safety issue is a concern. Mentors report their contacts with the recruits so that th e program can be evaluated and a safeguard is in place to ensure that the relationship is maintained. It also allows the command staff to monitor that everything is going well for the recruit. F. Recruits also have clear resp onsibilities in the relationship. We expect them to show enthusiasm and a desire to learn new skills, and for them to ask for help when needed. We start the process of orienting them to our respe ctful workplace atmosphere and team approach by asking them to consider the following goals: 1. Demonstrate openness about their thoughts, questions, concerns, and be honest with their