ABSTRACT
COMPUTERIZED PERSONAL SKILLS INVENTORY SYSTEM:

A PROPOSAL FOR THE MICHIGAN STATE POLICE
TRAINING DIVISION

BY

Ronald Andrew Soltis

The purpose of this case study is to propose to
the Training Division of the Michigan State Police (MSP)

a practical method for inventorying the personal skills as
a prototype model for every MSP officer. A computerized
system is prOposed for replacing the current manual
procedure.

From 1966 through 1973, three Commanding Officers
requested that their Training Division's manual procedure
be computerized on the Law Enforcement Information Network
(LEIN). The case study involves analyzing the current
manual system for inventorying the various skills. The
study takes into consideration the use of existing data
processing equipment that is utilized for Michigan's LEIN
system. A teletype terminal to be housed in the Training
Division is the only additional piece of data processing
equipment recommended.

The intent is to develop the study to the point

whereby the Training Division can submit the project to the

Ronald Andrew Soltis

MSP Data Processing Division. This division will have the.
responsibility for further systems analysis, writing the
appropriate programs, and physically implementing the
project. The limitations of the study are threefold: (1)
no effort is made to write a computer program; (2) systems
analysis concepts are used but not to the extent performed
by a Systems Analyst; and (3) no attempt is made for
conducting a follow—up questionnaire to the national survey.

A short survey was developed in order to draw a
sampling from state and municipal criminal justice agencies.
The questionnaire was mailed to forty-nine states and six
municipal agencies. It basically inquired as to whether or
not the agencies had anything resembling a personal skills.
inventory system, and whether it was of a manual or
computerized type. Only two agencies out of the thirty-nine
that responded stated that they had a computerized personal
skills inventory system. The survey data is incorporated
in the thesis.

The thesis endeavor does provide a case study
suitable for adaptive replication by other criminal justice
agencies. When the computerized system is implemented, it
will also provide a beneficial service not only to the
Training Division but throughout the Michigan State Police
organization. When selective information is requested, the
criminal justice agency will be able to provide updated data

and respond quickly with that information.

Ronald Andrew Soltis

The formation of the study is analytical. The
development follows the structure of systems analysis.
Various lists are devised which contain many categories
of personal skills and related information. The subject
categories included in the study are: residence county,
birth date, birth place, anniversary date, classification
date, classification title, post assignment, law enforcement,
military service, military draft, publication record,
foreign language, education major, education level, academic
rank, professional development, and special skills.

The individual is expected to record and mark the
Personal Skills Inventory Form and related subject
categories. The Fixed Vocabulary technique is employed for
the subject categories. All information is then transcribed
into three types of cards: name card; address card; and
data card. The cards are taped during a batch-process
operation. The individual's social security number is the
identification for the record. After all errors are
corrected, the records are processed from tape to disk. The
system is then ready for on-line processing with the data
residing on disk.

With the data on disk, records can be updated
through the use of a teletype terminal. The terminal can
be used to print selected profiles. It also can be used
to print listings based upon data element code selection.
The system will be quite functional for normal requests

as well as for emergency situations.

Ronald Andrew Soltis

The next step involves printing a Personal Skills
Inventory Profile for every MSP officer. This process will
enable the officer to perform an annual audit of the
computerized record. By marking the profile and submitting
it along with a Personal Skills Inventory Change Form,
data can be added to or deleted from the on-line record.

In the future the computerized system could possibly be
expanded to allow other Michigan criminal justice agencies
to maintain their skills on-line. This process could evolve
into a skills management information system to address

almost any situation in Michigan.

COMPUTERIZED PERSONAL SKILLS INVENTORY SYSTEM:
A PROPOSAL FOR THE MICHIGAN STATE POLICE

TRAINING DIVISION

BY

Ronald Andrew Soltis

A THESIS

Submitted to
Michigan State University
in partial fulfillment of the requirements
for the degree of

MASTER OF SCIENCE

School of Criminal Justice

1977

ACKNOWLE DGEMEN TS

Many people have contributed in their own way to the
endeavors of this thesis. Although it is not possible to
recognize everyone, I wish to acknowledge those who may be
inadvertently.overlooked.

A special thanks goes to Dr. Terence Dungworth, my
committee chairman, who provided me with encouragement and
proper leadership and guidance during these difficult times.
Professor Louis A. Radelet, a distinguished scholar
recognized nationally in the field of police community
relations, assisted and supported me throughout my graduate
education and thesis work. Dr. Larry T. Hoover provided
constructive suggestions and encouragement as a member of
the committee team. It would be remiss if I failed to
mention that I have had a rewarding education through MSU's
predominant School of Criminal Justice.

My appreciation is extended to my professional
typist. Irene Orr typed with diligence and, considering
her busy schedule, always seemed available to assist me.

Mr. Don A. Perrin, who has been both a boss and

friend for many years and who is the Acting Director of

ii

MSU's Administrative Data Processing Department, supported
my educational goals with enthusiasm and through encourage—
ment. His understanding is deeply appreciated.

The personnel from the Training Division of the
Michigan State Police were extremely helpful throughout the
thesis study. They were always ready to address my questions
and supply the appropriate answers. They expended a lot of
time to help make the study a reality.

My thanks are also extended to my many friends and
relatives who encouraged me through their prayers and warm
friendship especially while working on the thesis.

I would also like to thank my parents, Andrew R.
and Helen C. Soltis, for their moral and spiritual support
during my college years. Their dreams are once again being
fulfilled.

A special gratitude is extended to my son Michael,
'age ten, and my daughter, Renee, age eight. I was elated
during the last few months by their attitude and endurance
while I was devoting my time to the thesis rather than
playing with them.

Finally, I would like to acknowledge my wife,
Marilee. She has more invested in this thesis than anyone
will ever know. She has been at my side with encouragement,
inspiration, and support. She was the "Florence
Nightingale" of 1976, always available to nurse my needs.

I dedicate this thesis endeavor to Marilee.

iii

TABLE OF CONTENTS

Page
ACKNOWLEDGEMENTS . . . . . . . . . . . . . ii
LIST OF TABLES . . . . . . . . . . . . . . vi
LIST OF FIGURES . . . . . . . . . . . . . . vii

LIST OF APPENDICES . . . . . . . . . . . . . ix

Chapter
I. INTRODUCTION . . . . . . . . . . . . . 1
Purpose of Study . . . . . . . . . . . 1
Scope of Study . . . . . . . . . . . l
The Problem . . . . . . . . . . . . 2
Limitations of Proble . . . . . . . . . 3
Case Study Setting . . . . . . . . . . 4
Research Review . . . . . . . . . . . 6
Agency's Data . . . . . . . . . . . . 9
Analysis of Survey . . . . . . . . . . 12
Definitions and Terminology . . . . . . . 14
Thesis Organization . . . . . . . . . . 14

II. REVIEW OF LITERATURE . . . . . . . . . . 17

Overview . . . . . . . . . . . . . 17
Background Information . . . . . . . . . 17
Personnel Information Systems . . . . . . 23
Skills Inventory Systems . . . . . . . . 29
Criminal Justice Skills Inventory Systems . . 36
Summary . . . . . . . . . . . . . . 41

III. METHODOLOGY . . . . . . . . . . . . . 43

Overview . . . . . . . . . . . . . 43
Theoretical Formulation . . . . . . . . 44
Problem Related to Proposal . . . . . . . 46
Conceptual Framework . . . . . . . . . 48
Limitations of Research . . . . . . . . 50
Summary . . . . . . . . . . . . . . 51

iv

Page

IV. PRESENTATION OF PROPOSAL . . . . . . . . . 52

Overview . '. . . . . . . . . . . . 52
The LEIN System . . . . . . . . . . . 53
Preparatory Process . . . . . . . . . . 57
Storage Medium . . . . . . . . . . . 63
Computer Procedure . . . . . . . . . . 66
Future Functional Uses . . . . . . . . . 74
Summary . . . . . . . . . . . . . . 82
V. SUMMARY, CONCLUSIONS, AND RECOMMENDATIONS . . . 132
Overview . . . . . . . . . . . . . 132
Summary . . . . . . . . . . . . . . 134
Conclusions . . . . . . . . . . . . 139
Recommendations . . . . . . . . . . . 144
Limitations of Study . . . . . . . . . 145

APPENDICES O O O O O O O O O O O O O O O 147
BIBLIOGRAPHY . . . . . . . . . . . . . . . 181

GENERAL REFERENCES . . . . . . . . . . . . . 186

LIST OF TABLES

Page
1971 Michigan State Police Skill Categories . . 11
1973 Michigan State Police Skill Categories . . 13

Computerized Personal Skills Inventory
System Questionnaire Reponses . . . . . . 15

Subject Category . . . . . . . . . . . 61

vi

Figure

10.
ll.
12.
13.
14.
15.
16.
17.
18.
19.

LIST OF FIGURES

Law Enforcement Information Network Target
Personal Skills Inventory Form . . . .
Personal Skills Inventory Change Form . .
Personal Skills Inventory System Flowchart
Residence County Category . . . . . .
Birth Date Category . . . . . . . .
Birth Place Category . . . . . . .
Anniversary Date Category . . . . . .
Classification Date Category . . . . .
Classification Title Category . . . .
Post Assignment Category . . . . . .
Law Enforcement Category . . . . . .
Military Service Category . . . . . .
Military Draft Category . . . . . .
Publication Record Category . . . . .
Foreign Language Category . . . . . .
Education Major Category . . . . . .

Education Level Category .

Academic Rank Category . . . . . . .

vii

Page

59
69
72
84
87
90
93
96
99
101
104
106
109
110
111
115
120
122

Figure ' Page
20. Professional Development Category . . . . . 123

21. Special Skills Category . . . . . . . . 125

viii

LIST OF APPENDICES

Appendix

A.

F.

G.

H.

Michigan State Police Organization Chart .

Michigan State Police Departmental Member
Education Information Form . . . . .

Survey Letter and Questionnaire . . . .
Definitions and Terminology . . . . .
LEIN Configurations and Interfaced Systems
Skill Forms . . . . . . . . . .
IBM Disk Comparisons . . . . . . .

MLEOTC Minimum Basic Police Training ,
Curriculum . . . . . . . . . .

MLEOTC Instructor Subject Areas . . . .

MLEOTC TC-03 Form . . . . . . .' .

ix

Page
147

150
152
154
159
161
168

169
173

179

CHAPTER I

INTRODUCTION

Purpose of Study

The purpose of this case study is to propose to the
Michigan State Police (MSP) Training Division a practical
method for inventorying the personal skills as a prototype
model for every MSP officer on a computerized basis,

rather than continuing the current manual procedure.

Scope of Study

 

It is my intention to devise a practical proposal
for replacing the manual personal skills inventory system
for the Training Division. This entailed analyzing the
current manual system and offering a proposal for a
computerized one. The proposal takes into consideration
the use of the existing data processing equipment that is
utilized for the Michigan Law Enforcement Information
Network (LEIN). It also considers other data processing
equipment where needed.

It is my intention to develop the study to the

point where the final copy of the thesis can be submitted

by the Training Division to the Data Processing Division
for further systems analysis, writing the appropriate
programs, and physically implementing the project into
their job stream as a routine job. The Training Division
has a high degree of interest in my project and will pass
judgment upon it after the thesis is complete. The study

has mainly been conducted through the Training Division.
The Problem

The concept of a computerized personal skills
inventory system is a practical project that involves a
realistic problem. From 1966 through 1973 three Commanding
Officers from the model agency requested that their skills
inventory manual system be computerized. To date that
request for computer implementation has not been granted.

The significance of the problem can be pointed out
in terms of timeliness. This study should provide the
necessary impetus to help convert a manual system to a
computerized one. Considering the attempts in the past
toward conversion efforts, it can be safely assumed that
the dilatoriness for conversion is found somewhere within
the bureaucratic shuffle of priorities. This thesis
endeavor should help stimulate interest in the apprOpriate
ranks within the chain of command of criminal justice

agencies.

Limitations of Problem

 

It is sometimes unfortunate that works of study
must have limitations even if they are based upon a variety
of justifiable reasons. On the one hand they convey a
negative tone because boundaries are set for the study.
But on the other hand the reader is made aware of further
research that can be conducted concerning the subject
matter.

First, no attempt will be made to conduct another
national survey to determine what inroads, if any, have
been made in developing a computerized personal skills
inventory system for a criminal justice agency. If there
are any systems of importance and significance they will
appear in the "Review of Literature" chapter.

Second, there will be no effort made to write a
program in order to implement the thesis material on a
computer system. This endeavor itself could entail a
complete and separate master's thesis research.

Another limitation involves systems analysis.
Systems Analysts are paid a substantial amount of money
yearly to collect and synthesize information, collect
Operational data, determine problem requirements, consider
future requirements, design general solutions, select an
operational system configuration, develOp system solutions,
determine acceptability of solutions, prepare instructions,

debug and evaluate, phase in systems, coordinate production,

modify systems, and also maintain systems.l Systems
Analysts usually have as part of their team systems
programmers, and computer programmers. This thesis will
encompass systems analysis concepts but not to the extent

that is always performed by a Systems Analyst.
Case Study Setting

The Michigan State Police was organized during
World War I in a rural environment. It was created and
named the "Michigan State Troops" under Public Act Fifty-
Three, 1917, which took effect on April 17, 1917.2 The
State Troops provided state-wide police service and
protected the interest of the military effort of World
War 1. Following the war's end in 1919, the State Troops
were renamed the Michigan State Police (MSP). The newly
formed organization began to assist local criminal justice
agencies in their law enforcement efforts, with its main
mission to service non—urban communities.3

Traditionally speaking, the progressive MSP has

been characterized as a rural criminal justice agency.

 

‘—

1Information by Mr. Alyn J. Rynbrandt, Marketing
Representative, IBM Corporation, during personal
interview, East Lansing, Michigan, October 4, 1973.

2Oscar G. Olander, Michigan State Police: A
TwentyFive Year History (Michigan: MiChigan Police
Journal Press, 1942), p. 27.

 

 

 

3Information by Sgt. LeRoy A. Fladseth, Training
Division, Michigan State Police, during personal
interview, East Lansing, Michigan, May, 1971.

The 1920's saw the MSP involved with mobile crime, oil
inspection, state boxing commission, penal administration,
prohibition enforcement, fire marshal duties, and a police
training school.4 From 1930 through the 1960's, the MSP
was affected by two wars, and saw advancements in radio
developments, communications technology, data processing,
traffic safety, accident prevention, and airplane operations.
During this period the organizational structure expanded.

Michigan was divided into geographical districts!
with designated MSP posts in each district. The officers
were granted civil service status and were placed under the
Michigan Civil Service Commission. The department was
divided into sections and units within sixteen divisions
within three bureaus. The MSP may be described as a
complex organization. It is geographically decentralized,
has an elaborate authority structure, detailed rules and
regulations, over two-thousand members, and places emphasis
on rationalism in decision-making.5

State Police activities have become

increasingly specialized over the last quarter
century. The process has resulted in numerous

splinter specialized areas of responsibility
and tasks, which collectively contribute to

 

4Olander, op. cit., pp. 44-47.

5Bruce T. Olson, "An Exploration of the Effects
of Member Goal Preferences on a Basic Training Curriculum
in a State Police Agency" (unpublished Ph.D. dissertation,
Michigan State University, 1971), pp. 82-83.

either or both of these principal functions.
It is at this point that the department finds
itself today.6

Research Review

 

Over the past fifty-nine years the Michigan State
Police (MSP) has evolved as a military type of organization
and it has acquired a reputation as a highly progressive
state law enforcement agency. Somewhat reflective of this
is the MSP organizational structure.7 The department
consists of three major bureaus. First, the Executive
Bureau consists of the Administrative Division, Executive
Division, Highway Safety Planning Division, and Public
Affairs Division. Second, the Bureau of Field Services
has the Administrative Division, Detective Division, and
Uniform Division. The third is the Bureau of Staff Services.
This bureau consists of the Administrative Division,
Business Administrative Division, Data Processing Division,
Emergency Services Division, Fire Marshal Division, Michigan
Law Enforcement Officers Training Council Division,
Operations and Communications Division, Personnel Division,
Records and Identification Division, Safety and Traffic

Division, and Training Division.

 

——

6LeRoy A. Fladseth, "The Role of the Michigan
Department of State Police in Urban Law Enforcement"
(unpublished Master's Thesis, Michigan State University,
1972), p. 74.

7See Appendix A for the three—page organization
chart.

It was through the Training Division of the Bureau
of Staff Services that this thesis subject matter originated.
My interview took place with the Commanding Officer of the
Training Division during May of 1971. He stated that:

For the past five years the Training Division

has maintained a thirteen volume, loose leaf,
alphabetically indexed inventory of education,
training and individual skills of all departmental
enlisted members. These volumes are used by
various commanding officers in their search for
persons with unique and varying qualifications for
certain specialized tasks and functions. Prior to
Captain Halverson's reassignment to the Emergency
Services Division in February, he urged that this
collection of data be expanded and programmed for
transcription to computerized equipment.

Through an inquiry in the MSP Training Division a
manual project was brought to my attention that was not
computerized. The manual method of inventorying personal
skills for all MSP personnel has existed for ten years.

It was projected for computerization in the Michigan Law
Enforcement Information Network (LEIN) for the 1970 fiscal
year (see Figure 1).9 From 1966 through 1973 three
successive Captains, who were Commanding Officers of the

Training Division, requested that their Division's manual

system be computerized for LEIN.

 

8Captain Charles Meyers, Commanding Officer,
Training Division, Michigan State Police Inter-Office
Correspondence, East Lansing, Michigan, June 8, 1971.

9"Law Enforcement Information Network: The Key
to Effective Law Enforcement in Michigan" (unpublished
booklet, 1967). P. 9.

 

 

 

 

IIOIIIGAI
yr gunman" monument gswonx
LEIII
‘o
‘8
C
a) o:
1— 3'
4 0 g
044' ’A ~. “$5
“I
«*0 Ofl : 8‘50
‘39 “if; 3’ <15
‘94 t V‘ if c
< <~
as?
\
o L 5; vitas
"“5"? OF co item 0? 5°C"
"Etna as? m
rum: em ARRESTS Itfi’r‘oflaAvL fig'Jk-"fif‘fi't‘f
our: nu "Hagan..." courumrs
star out": 25533?
rumour. ear "'33:"cudii‘ncremo uoous "mm”
CHIC! MOTOR VEHICLE OPERANDI

   
  
    

COST ANALYSIS

P RTY RESOURCE
ALLOCATION PERSONNEL
SKILLS INVENTOI '
TENT FINGERPIINT
OEPART N
INVENT
PUBLIC INFORMATION
FILM LIBRARY
FIRE MARSHAL
CODE SPECIFICATIONS
R ME
ATORY

Shown above is the "TARGET” at which the Michigan Law Enforcement Information Network is aimed.
Both user and application areas are projected over a four year period.

The arrow “Phase One" represents a combination of inunediate service benefits to the Law Enforcement
conununity and initial research towcds providing similar service benefits to other State agencies andgroups
as their needs become identified.

Priorities for future developments will be based upon broad systems research as authorized by theExecutive
Office and the legislature.

MASTER
FINGEIPRINT
SEAICN

 

ScsIsr Applleulon/Ths
(Fiscal Veer)

Figure l.--Law Enforcement Information Network Target.

Agency's Data

 

From 1966 through January of 1973, the Training
Division maintained a thirteen volume inventory of
education, training, and individual skills for all Michigan
State Police officers. The data in the volumes were
typed on loose leaf paper that was pre-formatted. It
appeared in alphabetical order by officer name. This
inventory of information was originally recorded by the
individual officer on pre-formatted paper which ranged from
one to three sheets per officer. There was no practical
method used to update the officer's record, other than
through a conscientious effort.

The volumes were used by the Training Division to
search for persons with varying qualifications for certain
specialized tasks and functions. A request for the search
was made by any MSP Commanding Officer from any division.
Those people who met the criteria from the manual search
of the skills data were then personally interviewed by the
Commanding Officers for the particular task or function.
The person who passed the interview was selected for the
special job. This job could involve a temporary duty,
permanent assignment, or a selection for promotion.

It was estimated during 1971 that each manual

search through the thirteen volumes of skills data could

10
be as short as a few minutes or as long as three days.10
Not only were there many man hours lost for each search,
but there also were no efficient means available to
accurately update the data. The index used to cross
reference and search the various skill categories appears
in Table 1.11
On February 13, 1973, the thirteen volumes of
skills data were updated and summarized in a forty-five
page report. The report was submitted by the Commanding
Officer of the Training Division to the Director of the
Michigan State Police. This report was manually prepared
using the ”Departmental Member Education Information Form"
known as the TD-l9.12 The forms were filled out by each
officer. The TD-l9 form was revised in July of 1972, for
the report.. The complete study was conducted from.July
of 1972 through February of 1973. The eight month study

culminated with the forty-five page report.l3

 

loInformation researched by Sgt. LeRoy A. Fladseth,
Training Division, Michigan State Police, during personal
interview, East Lansing, Michigan, June, 1971.

11Information provided by Sgt. George R. Gedda,
Training Division, Michigan State Police, during personal
interview, East Lansing, Michigan, June 12, 1972.

12See Appendix B for the two-page TD-19 form.

13Information by Sgt. Timothy J. Baker, Training
Division, Michigan State Police, during personal interview,
Lansing, Michigan, June 2, 1975.

11

TABLE 1.--l97l Michigan State Police Skill Categories.

 

Numbers Per

 

Categories Category
College 0-2 Years No Degree 502
Language Proficiency 134
College 2-4 Years No Degree - 93
Electronics 80
College Degree 75
Institute of Applied Sciences 46
Radio Operator 39
Automobile Mechanics 38
Delehanty Institute 35
Heavy Equipment 33
Welding 30
Pilot 28
Parachute Training 23
Teletype Operator 18
Photography 1?
Fingerprint Course 13
Demolition Training 12
Breathalyzer School 10
Sign Language 10
Telephone Installation 10
Small Arms Repair 8
Artist 6
Drafting 6
F.B.I. Academy 5
Southern Police Institute 5
Carpenter 4
Data Processing-Computer Training 3
Cooks 2
LaSalle Law School 2
Northwestern Traffic Institute 2
BlackStone Law School 1
College Law Degree 1
College Master's Degree 1
Cornell University CorreSpondence 1
International Correspondence School 1

 

12

Table 2 summarizes the updated educational and specialty

skills categories as of February 13, 1973.14

Analysis of Survey

 

A national survey was conducted between the time
that the 1971 and the 1973 skills categories were
established. During May of 1972 a short survey question-
naire was developed in order to draw a sampling from state
and municipal criminal justice agencies.15 The
questionnaire was mailed on June 19, 1972 to forty-nine
state criminal justice agencies (excluding the Michigan
State Police) and six municipal criminal justice agencies.
The state recipients were selected because they had a data
processing facility or had access to one. The municipal
agencies selected were incorporated in a large metrOpolitan
area, and they had a data processing facility.

The questionnaire contained six questions. It
basically inquired as to whether or not the agencies had
anything resembling a personal skills inventory file or
system, and whether it was of a manual or computerized type.

Thirty-five state agencies and four municipal

agencies responded to the survey for a 70.9 percent return.

 

14Captain Gene A. Rooker, Commanding Officer,
Training Division, "Michigan State Police Enlisted
Departmental Members Education Information" (unpublished
report, 1973), pp. 1-45.

15See Appendix C for samples of the survey letter
and questionnaire.

13

TABLE 2.--l973 Michigan State Police Skill Categories.

 

Numbers Per

 

Categories Category
College 1-2 Years 235
College 2-4 Years 134
Bachelor's Degree 132
Associate's Degree 78
Language Proficiency 69
Pilots 41
Institute of Applied Science 26
Demolition Training 13
Photography 13
Northwestern Traffic Institute 10
Master's Degree 9
F.B.I. National Academy 6
Southern Police Institute 6
Draftsman 4
Arms Repair 3
Artists 3
Sign Language 3
Computer Training 1
Law Degree 1

 

14

Table 3 shows the responses to the six questions in the
survey. It can be seen that only two criminal justice
agencies out of thirty-nine that responded stated that they
had a computerized personal skills inventory system (see
question two). One agency was municipal and the other was
a state agency. In other words, only 5.1 percent of the
responders were affirmative.

The state agency that responded to question two
also replied "yes" to this question: Does your future plans
call for creating and maintaining a computerized personal
skills inventory system? No follow-up was conducted because
the agency replied affirmatively to questions two and five.
The municipal agency that responded to question two also
replied that the personal skills inventory system was
incorporated in the personnel file or system. This would
indicate that the agency maintained an integrated system.
A follow-up was not made with this agency because a letter

and sample material were returned with the survey.
Definitions and Terminology

Appendix D lists the data processing terminology
and definitions which are presented for a better

comprehension of the thesis.
Thesis Organization

This chapter serves as an introduction to the

study. The remaining four chapters are organized to present

15

 

OOH

00H

ooa

00H

ooa

00H

mm

mm

mm

mm

mm

mm

m.m¢

«.mm

m.vm

m.mm

5H

mm

(«H

mm

mm

MH

«.mm

m.mv

N.mm

m.oa

h.mm

NN

5H

hm

mm

mEmumMm muoucm>cfl
maaflxm Hmoomumm
ommwumpomfioo o

mo choc: Hm>m so» m>mm

maoummm

amouoo>cw maaflxm
Hooomumm UmNflumusmEoo
m OGHGHMDCme

pom mswummuo How HHMO
madam mususm meow moon

mamummm Ho mafia
HmGQOmem Moo» :H
pmuouomuoocw Seaman
muoucm>cfl maaflxm
Hooomumm H50» mH

mEmDmmm pmuwumusoeoo
poo oawm apnoea
omcwnaoo o EcumMm
muouoo>ofl mHHme
HocOmHmm Moo» mH

mamummm

pouanouooaoo o Seaman
muouco>cfi mHHme
announce moo» mH

mmawm
Mosque m Ewummm
auoucm>cw mHHme
announce moo» mH

.m

.m

 

unwoumm

noncommom

unmoumm

noncommom

unmoumm

noncommmm

 

 

 

annoy

02

no»

 

.mmmcommom oHHMGQOHumooO Emummm macpcm>cH mHwam accomnmm vmuflHmpsmEOUii.m wands

16

as complete a picture as possible about the proposal for
the Michigan State Police Training Division called a
"computerized personal skills inventory system."

Chapter II contains a lengthy review of the
literature. The chapter will present and review what has
transpired relative to the thesis subject matter.

Chapter III is entitled "Methodology." It contains
a rather short treatise explaining the analysis of the
principles and procedures of the thesis inquiry.

The presentation of the proposal is covered in
Chapter IV. The chapter is quite lengthy because it
presents the proposal in its entirety.

Chapter V will summarize and bring together some
of the major concepts of the study. Conclusions and

recommendations will also be discussed.

CHAPTER II

REVIEW OF LITERATURE

Overview

This chapter reviews the literature relative to
personnel systems in general and skills inventory systems
in particular. It also covers background information,
various sources of review, personal and personnel data

processing systems, and a summary of the review of

literature.
Background Information

The President's Commission on Law Enforcement and
Administration of Justice in 1967 issued several reports
and many recommendations regarding the challenge of crime.
One of those recommendations centered around the concept
of improved quality of law enforcement officers. The

commission recommended that

Each municipality, and other jurisdictions
responsible for law enforcement, should
carefully assess the manpower needs of its
police agency on the basis of efficient use of
all its personnel and should provide the

17

18

resources required to meet the need for
increased personnel if such a need is found
to exist.1
One point that the commission was raising was that
some law enforcement agencies were requesting more officers
while still assigning them to unimportant things or matters.
The commission stated that
In other words, increased investment in
staff work or more SOphisticated equipment
would do more to improve police work than
investment in more men.2
An example here would be assigning law enforcement officers
manual duties which could be handled by a computer system.
Another recommendation made by the commission
states in part that
Every officer should be given incentives
to continue his general education or acquire
special skills outside his department.3
This idea is superb except that it should further recommend
that a record of accomplishments be kept on each officer
for future departmental needs. That record keeping system
could be on a manual, unit record, or computerized basis.
On the one hand the commission calls for sophisticated

equipment to relieve law enforcement officers of mundane

duties. The commission on the other hand encourages

 

1President's Commission on Law Enforcement and
Administration of Justice, The Challenge of Crime in a
Free Society (Washington, D.C.: U.S. Government Printing
Office, 1967), p. 107.

21bid.

3Ibid., p. 113.

19

agencies to offer incentives to officers for developing
their skills without recommending a labor saving record-
keeping system. Needless to say a manual file would

present problems in terms of expansion and growth.

However it is very well known that many criminal
justice agencies still maintain index files for one purpose
or another. These files most generally contain file cards
which are manually filed and manually searched. As the
files grow they present increasingly difficult problems.
Each mis—file becomes the basis for more mis-filing. The
files are difficult to purge and therefore often contain
a lot of old or redundant information. The manual
searching process is time consuming and subject to errors.
This is especially true where common names or events are
involved.4

Another important problem stemming from manual
files is that there is no convenient way for one agency to
check the files of another agency. A computer could
maintain the files and provide immediate access through
inquiry terminals. Inquiries can be received and processed
without interfering with other computer work. The cleansing

of the computer files would require careful maintenance but

the problem involved would be less dramatic than with

 

4R. E. McDonell, "Planning for Cooperative
Information Sharing Programs in Law Enforcement"
(unpublished paper, 1968), p. 11.

20

manual files.5 The management of data is extremely
important to any system.

A tremendous amount of information has been
produced on the subject of management and managing data.
The managerial staff in criminal justice agencies has had
to adopt and use management information methods. One of
these methods is called systems analysis. The theory of
systems management is being used more and more for
solutions to management problems. Management by systems
has a few rules. One basic rule is that

Each system must be understood and considered

a separate entity within the overall structure of
the organization.6

If the criminal justice agency has a computerized
personnel system, it would be unfortunate to consider a
skills inventory system as a separate entity because there
would be many data elements alike in both systems. This
would produce redundant information. On the other hand an
interactive skills system designed without redundancy would
work well with a personnel system. It is quite common for
various files to interact with a major data base. These
files usually exist because they are conceived after the
major system is operational. However, if the personnel
system does not exist, the management by systems' rule

would work quite well for a computerized skills inventory

 

51bid.

Eugene G. Columbus "Mana ement b S "
Police Chief (July 1970), p: 14. g y ystems,

21

system. Since this situation exists with the Michigan
State Police, an independent system can be considered.
What has been presented so far are opinions by
the President's commission and a few other authors.
Although these authors are definitely interested in
improving situations in criminal justice agencies through
information technology, care must be exercised when
recommending what method or process to use. The decision
making process in many criminal justice agencies has usually
followed a pattern of tradition and experience. That
decision making process must be re-examined in light of
data processing technology. Decision making should not
be considered a simplistic process. It is a complex
process involving, at least, systems considerations.
Two outstanding individuals in the criminal justice
field stated that
Computerized information retrieval systems
have opened new and brighter vistas to police
chiefs and others charged with the basic police
function; but the establishment of such systems
has been accompanied by the emergence of
disturbing phenomenon; the lack of understanding,

awareness--and perhaps interest--on the part of
the law enforcement administrators themselves.7

Tradition and experience have their merits in the

decision making process by criminal justice officials.

However, the analytical process must be improved when

dealing with data processing in the criminal justice

 

7G. Hobart Reinier and Robert M. Igleburger,
"Information Technology," Police Chief (May 1970), p. 28.

22

field. The two authors further expressed their concern
when they wrote that

Our hope lies in the application of techniques
which have become available to us through the new
information sciences. These include systems
analysis, program performance budgeting, management
by exception, and command and control. Systems
analysis describes a new way for police
administrators to examine a problem. It is inquiry
into the nature of the problem by systematically
investigating objectives: cost comparisons,
effectiveness, risks inherent in the various
alternative solutions, and development of new
alternatives when necessary.

Perhaps there have been good reasons or
justifications for the lack of innovations in some criminal
justice agencies regarding data processing applications.
Mr. Vidatti felt some time ago that the reasons may be
attributable to the criminal justice peOple themselves.
He wrote

For years, they have sat on their problems

and frowned on outsiders delving into their
operations. As a result, few outside of the
law enforcement ranks were aware that problems
existed in systems, inadequate equipment, and
the like, and this type of atmosphere does not

promote creativity or innovation.9

In other words

The computer has Opened a door for the
police administrator that has been tightly

 

fit j.—

81bid.

9Joseph A. Videtti, "Application of Computers in
Law Enforcement," Police (July-August 1969), p. 38.

23

sealed. If we fail to utilize fully this

device, we are not operating at our full

potential.10

The changing requirements for information and the

demands for improved communications have forced criminal
justice agencies at all levels to consider new approaches.
Computers are playing a significant role as tools for
improving the performance of information systems.11
Modern methods and techniques of data processing systems
offer an opportunity to open the door toward further
progress. If the technology in the data processing field
is used to free men's minds from dull tasks, as industrial
technology is used to free them from laborious ones, the
future of the criminal justice field will look much
brighter. The concentration in criminal justice data
processing installations must continue toward the direction
of reducing clerical costs and labor. When valuable time
of a law enforcement officer is spent on clerical functions,

that much more time is lost for the prevention and

detection of criminal activity.

Personnel Information Systems

 

Data processing applications for the personnel

area were slow to materialize. Although the personnel

 

——7

10Eugene G. Columbus, "Basic Computer Concepts,"
The Police Chief (September 1968), p. 39.

11Law Enforcement Software Package (Data Processing
Division, Sperry Rand Corporation, n.df), p. a.

 

24

function was mainly dealing with changes, for instance,
in manpower requirements and organization, personnel
Operating techniques were timeworn and hard to change.12
John Dearden pointed out that data concerning
employees in the personnel department usually consisted
Of historical and internal information. He further stated
that the personnel department in a business environment
is concerned with the flow of information about people
working in the organization. This information is mainly
used for accumulating data for promotional purposes or
obtaining available talents.13
The first application in most companies Of data
processing to personnel work was usually an extension Of
some manual record keeping system. This is not surprising
since clerical labor is the biggest time consumer in the
personnel Office.14
One of the earliest personnel information systems

was a highly develOped punched card system used by the U.S.

Navy's Personnel Accounting Machine Installation. Source

documents on all new personnel were processed daily by

 

12Richard T. Bueschel, "Changing Nature of
Personnel," Personnel Journal (January 1966), p. 20.

13John Dearden, "How to Organize Information
Systems," Harvard Business Review (March-April 1965),
p. 69.

 

 

14Richard T. Bueschel, "How EDP is Improving the
Personnel Function," Personnel (September-October 1964),
p. 59.

 

25

each district headquarters. Status reports and personnel
files were updated daily. Various reports were submitted
periodically to the main headquarters from this punched
card system.15

The General Electric Engineering Personnel
Register was one of the early computerized systems. It
was developed to enable the General Electric Company to
make full use of the education, training, and experience
of its engineering and scientific staff. Employees were
listed on the register which contained descriptive and
historical information. When a position became available
in General Electric, a request was submitted for a manual
scan of the register for available and qualified
candidates.16

Many companies have used the computer to develop
personnel data for specific purposes. One manufacturing
company maintains data on its employees for labor relations
purposes. The Bureau of the Census in Massachusetts has a
system called SPARTAN (System for Personnel Automated
Reports, Transactions, And Notices) that provides

information on employee changes. The system prepares and

addresses memoes to managers alerting them of up-coming

 

15Paul Duks, "Personnel Records: Along the Road
to Automation," Personnel (May-June 1959), p. 31.

16

 

Ibid., p. 33.

26

events such as salary step increases, retirement eligibility,
sick leave limits, awards, and probation periods.17
The Columbia Broadcasting System (CBS) is an
example of how the computer is used in business and
industrial administration. In addition to preparing normal
reports from the payroll and personnel master, the computer
at CBS analyzes employment sources. CBS benefits from
. . . the capability the system provides
management for getting the kind of information
needed, when needed, with full confidence in
its accuracy.18
Wesley R. Liebtag felt that personnel
responsibilities include development of manpower and
employee benefit programs according to management's
objectives. He also felt that the personnel department is
much more than a repository of employee information. It
is involved with such activities as training programs and
management development. During 1970 Liebtag wrote an
article about IBM's computer systems designed to assist

in personnel work.19

Liebtag wrote that IBM's various systems evolved
into a comprehensive personnel data system that became an

effective tool for supporting corporate objectives. This

 

l7Bueschel, Op. cit., pp. 60-61.

18"Personnel Reports--A CBS Special," Business
Automation (March 1965), p. 53.

19Wesley R. Liebtag, "How an EDP Personnel Data
System Works for Corporate Growth," Personnel (July-
August 1970). P. 15.

 

 

27

was accomplished while it helped fulfill the more
traditional personnel functions. The system kept personnel
information on approximately 150,000 IBM employees in the
United States. The system was used to produce a variety of
reports including analyses and projections. It pointed
out many skills that were available to management and those
that were needed for the future.20
During 1971 the U.S. Department of Commerce
produced a report about its computerized system for
personnel management. It was developed in order that the
Department of Commerce could have a common set of manpower
data and a common set of personnel Operative processes.
With the installation of the system, the major personnel
paper-work processing operations became fully automated.21
The Department of Commerce's computerized system's
benefits included: improved record quality; increased
productivity in recordkeeping Operations: improved accuracy
and timeliness of personnel reporting; more effective
personnel management; and expandability to include other
subsystems.22

Steven J. Mayer in 1971 stated that the computer

was being successfully utilized as a tool within the

 

zoIbid., p. 20.

21United States Department of Commerce,
Computerized Personnel Information System (Washington,
D.C.: U.S. Government Printing Office, 1971), p. i.

221bid., p. 45.

28

personnel function. He conducted an extensive survey based
on a random sample of three-hundred and seventy-five major
corporations in the United States. Computer utilizations
were not as extensive in personnel functions as other
functional areas. Personnel applications ranked only fifth
out of the seven major functional areas. Mayer further
discovered.that skills inventory applications were ranked
second in the manpower development area of the personnel
function. He attributed this to the belief that skills
inventory programs help lay the foundation for manpower
development programs.23
According to Bassett and Weatherbee personnel data

systems in the past have typically been devices for
satisfying local, state, and federal laws relating to the
retention of records. The personnel data systems of today,
however, are shifting toward broader uses of personnel data
and an expansion from this source.24 The authors felt
that the principal criteria of an effective modern
personnel data system are:

High data reliability;

Low cost, efficient storage;

Fast, inexpensive access capability;

Simple, fast, low-cost summary and
analysis capability;

 

23Steven J. Mayer, "EDP Personnel Systems: What

Areas are Being Automated?" Personnel (July-August 1971),
p. 29.

 

24Glenn A. Bassett and Harvard Y. Weatherbee,
Personnel Systems and Data Management (Boston: American
Management Association, 1971). P. 215.

29

High degree of system flexibility;
Availability of both current and
historical data; and
Adequate protection of sensitive data.25
Data processing applications in the personnel area
were slow to materialize, and they typically were designed
in the past to satisfy government requirements. During
more recent times personnel applications were designed to
meet management's requirements within the organizational
structure. In some cases the personnel information systems,
that evolved over time, spun off programs for various

personnel status reports, manpower requirements, and skills

or talent information.

Skills Inventory Systems

 

The concern about skills information did not evolve
because of personnel information systems, per se.
Throughout the last several decades automation has created
the need for new skills and Obsoleted others. The changes
in skills became the concern of the labor force and in turn
were brought to the attention of labor unions. Further,
the creation in the early 1960's of the U.S. Office of
Automation and Manpower, and passages of Manpower Development
and Training bills, brought more attention to the needs of

maintaining information on skills.26 It was mainly during

 

ZSIbid, p. 216.

26Ewan Clague, Skill Development and Job Training
in an Automated Age (Waéfiington, D.C.: U.S. Department
Of Labor, November 17, 1961), pp. 6, 13, 18.

 

 

30

the 1960's that skills inventory systems became available
to meet some of the needs of labor and management. The
majority of information on skills evolved from manual and
computerized personnel information systems.

In the recent past, as is somewhat true today, many
business organizations could readily provide inventory
information about floor space, office equipment, machinery,
supplies, and parts on-hand. However, if someone approached
the personnel department and asked about the number of
people with certain types of skills, it may take a day or
even a week to supply an answer. Large companies and
business organizations were the first to develop skills
inventory systems to save time in the selection of peOple
for job requirements.

The IBM Corporation was one of the large businesses
that expressed what has been pointed out in other
publications concerning personnel and skills inventory
systems.

If personnel management is to make sound

decisions involving employees, meaningful
information on all aSpects of personnel is
required. However, this information is

usually scattered, with salary data filed in
the payroll department, employee history and
appraisal data kept in the personnel department
or in manager's files, and skills data usually
known only to the individual employees. Thus,
retrieval of personnel data takes hours or even

days of searching, and the data is often
incomplete, incorrect, and outdated.27

 

27Personnel Data System (White Plains, New York:
IBM Corporation, 1968), p. l.

31

PrOper planning of a skills inventory system can
produce savings by avoiding needless hiring costs.
Identification of employees skills can help in the transfer
of an employee from one job to another. The organization's
awareness of its skills profile is important in planning
for future develOpments as well as unexpected ones. In
addition, the skills inventory system could provide such
reports as a confidential employee skills profile. This
profile could be marked by the employee for updating
purposes.28

During 1963 United Air Lines made use of a
computerized skills system to provide management with
the names of United's employees who were qualified for
promotion. Information was retrieved upon request by

29 The

managers and supervisors who had job openings.
U.S. Air Force Logistics Command in 1963 constructed a
computerized system for identifying candidates for

promotion. Data on each employee was stored along with

the responsibility level and type of position. When a
vacancy occurred a form with appropriate skills was submitted
for matching the qualifications of the employees with the

job requirements of the vacancy.30

 

281bid., p. 3.

29Charles M. Mason, "Computer Improves Promotion
Opportunities," Industrial Relations News (September 21,
1963), p. 3.

30Charles Garlet, "How a Computer Can do Your
Personnel Selection," The Office (September 1963), p. 109.

 

 

32

Ronald D. Olsen stated that
The ability to pinpoint employee skills
rapidly, has in fact been such a problem that
few companies have done an adequate job of
compiling the skills of their employees.31
Prompted by the need for better manpower planning, the
General Products Division of IBM developed a catalog of
skills for its employees. This division found that as a
data processing application a skills inventory system did
not necessitate a complex programming effort. The design
of the data collection format and designating the categories
of needed information were the major challenges in the
development of the system.32
Two vocabulary techniques are mainly used in
business to collect skills information from employees.
The two basic techniques are the Free English and Fixed
Vocabulary. The Free English technique allows the employee
to write at will about his skills. An analyst reviews the
narrative and underlines the key words. Eventually the key
words are transcribed for the skills inventory system. The
Fixed Vocabulary technique is much more concise and perhaps

more widely employed. Lists of predetermined skills are

provided for the employee to check off, rather than

 

31Ronald D. Olsen, "Skills Inventory--A Step

Toward Better Manpower Management," Manage (March 1963),
p. 5.

321bid., p. 6.

33

codifying the employees skills after the information is
collected. The General Products Division of IBM used
the Fixed Vocabulary technique.33
Olsen felt that management's needs will dictate
what skills are relative to its objectives, The types of
skills that can be included in a skills inventory system
are almost unlimited. These could include aptitude scores,
civic activities, hobbies, military experience, performance
evaluations, professional accomplishments, and technical
expertise. The General Products Division collected its
skills data in group sessions led by a personnel
representative. The collection of skills data averaged
fifty minutes per employee. Analysis and review averaged
one to five minutes for each employee.34
The IBM Corporation produced in February of 1964 a
publication entitled "Skills Inventory System for the IBM
1401." The three-hundred and sixty-eight page document
and its related programming effort was the creation of a
few IBM employees. Although the skills system met a basic
set of programming and documentation standards it was not

program tested in any formal fashion by the IBM

Corporation.35 The skills system was documented and

 

33Ibid., p. 7.

34Ibid., p. 9.

358kills Inventory System for the IBM 1401

(Yorktown Height, New York: IBM Corporation, February
1964), 1401-10.3.049, p. III.

 

34

programmed for first-generation computer equipment. The
total system was Obsoleted in due time and was not systems
supported by IBM.36
Interestingly enough Richard T. Bueschel made some
Observations about skills inventory systems the same year
IBM produced its skills inventory publication. He stated
that computers were being used to implement skills inventory
programs to speedily locate the organization's talent
resources. This was primarily true where organizations
experienced the shortage of skilled professionals and a
high cost of recruiting. Companies using skills inventory
programs also tried to reduce turnover among its
professionals. Some companies developed their skills
inventory information from data that were gathered
specifically for skills prOgrams. Others used data that
were genemflly collected for personnel administration.37
John E. Keefe wrote that in Pennsylvania a computer
skills system uncovered a range of previously unknown
teacher skills. It further led to the initiation of

intern programs whereby teachers could receive on-the-job

training. His summation was that

By letting administrators know when teachers
are qualified for other positions, teachers
from within the system have Opportunities at new

 

36Information by Mr. Alyn J. Rynbrandt, Marketing
Representative, IBM Corporation, during personal interview,
East Lansing, Michigan, November 1, 1974.

37Bueschel, Op. cit., p. 63.

35

jobs or promotions, and the expense and
time of outside recruitment is minimized.38

The Federal Aviation Administration (FAA) installed
an "Executive Selection Inventory System" for filling
positions at the GS-15 level and above. The computerized
skills inventory system provided FAA with a quick means
of inventorying its resources and identifying qualified

candidates from among its employees. The system identified

candidates for training opportunities.39

Bassett and Weatherbee defined a skills inventory
system in the following statement:

_ A skills inventory is (in theory, at least)
a day-to-day Operating tool which assures that
every employee is considered for every job
Opening he may be qualified for, that special
talents are quickly located to meet special
business needs, and that management decisions
which turn upon the kinds of skills available
in the organization are fully and soundly
supported.40

Bassett and Weatherbee further stated that one of
the major pitfalls with a skills inventory system is this:

A skills inventory can seldom if ever be a
decision-making device; its principal usefulness
will be as a data-handling and information-
producing tool.4

 

38John E. Keefe, "Computer Skills Bank Uncovers
New Teacher Talent," Nation's Schools (June 1970), p. 56.

39George T. Reeves, The Executive Selection and
Inventory_§ystem (Washington, D.C.: Federal Aviation
Administration, August 21, 1970), p. l.

40

 

Bassett, op. cit., p. 176.

411bid., p. 183.

36

Criminal Justice Skills Inventory Systems

 

Thus far the review of the literature has been
segmented into background information, personnel
information systems literature, and published works on
skills inventory systems. This section will cover the
literature about published and unpublished endeavors
relative to skills inventory systems in the criminal
justice area.

During the early part of 1967 a study of the
"Personnel Records Management" system was documented for
the New Jersey State Police. The thirteen-hundred
individual records in the personnel record system was in
alphabetical order and was updated manually. The
recommendation was that a punched card system be established
for the processing of records until the system could be

42 Very little in the way of skills data was

computerized.
considered.
The task force on "Science and Technology" in 1967
conducted many survey questionnaires in the criminal
justice field on a national scale. The state and municipal
agencies throughout the country reported the types of

punched card applications and computer applications they

were using. Personnel data and records were mentioned but

 

42James R. Lindholm, et a1., "System Study of
Personnel Records" (unpublished report, February 1967),
pp. 1, 47.

37

43 The

nothing was reported about skills information.
criminal justice agencies also listed their current and
planned data processing applications. None Of the state
or municipal agencies reported information about skills
applications.44
The Kansas Highway Patrol created a two-page

"Personnel Questionnaire" form on May 1, 1970 for Obtaining
skills data. The form was set up for keypunching but was
not developed beyond that format stage.45 The Department
of State Police in Oregon operated a unit record skills
system about fourteen years ago, but it was dropped for

46

its lack of utility in Oregon. The City of Los Angeles

in 1972 maintains a unit record skills system for its
police Officers. A one page "Officer Employee Inventory"

form is used to capture the skills data. The system is

being considered for computerization.47

43President's Commission on Law Enforcement and
Administration of Justice, Task Force RepOrt: ‘Science and
Technology (Washington, D.C.: U.S. Government Printing
Office, 1967), pp. 158, 160.

44

 

 

Ibido ' Pp. 162-1650

45Information provided by and mailed from the
Kansas Highway Patrol, Topeka, Kansas, June 29, 1972.

46Statement from the Department of State Police,
Salem, Oregon, June 24, 1972.

47Correspondence from Captain W. G. Brown,
Commanding Officer, Management Services Division,
Department of Police, Los Angeles, California, June 22,
1972.

38

McDonell in his discussion about computer
applications talked about personnel files and skills data.
He stated that

A talent inventory containing the special

knowledge, skills, and talents of police
personnel can be maintained and made available
for search on a moments notice. Such a file,
maintained in a data center for a number of
police departments could be an important asset
to a chief who has a pressing need for some
special skill or talent.

The criminal justice agencies of Sussex, including
Brighton, Eastbourne, East Sussex, and Hastings, in
England, combined forces in 1968 to create a computerized
personnel record system. This unqiue approach produced
individual computerized records for each police Officer.
The data content of each record included some Of the
following subject headings: marital status, present rank,
present position, constables, sergeants, scholastic, stops,
retirement qualifications, appointment, first aid, children,
promotions, duty requests, examinations, courses, life
saving, sickness, gradings, and punishments.49 This record
keeping system could with additional modifications produce

skills information especially if more skills were captured

from each police Officer.

The St. Louis Metropolitan Police Department

computerized its personnel file in the early 1970's. A

 

48McDonell, op. cit., p. 9.

49A. F. Hiscocks, "The Computerization of
Administrative Records," The Police Journal (January
1969) ' pp. 10' 15—160

’39

skills inventory was incorporated into the personnel system
along with other pertinent data. The personnel file is
updated through certain specified computer terminals. A
one-page survey form and a two-page skills code listing
are usedlx>obtain skills information from each police
Officer.50
Sheppard and Glickman wrote a book describing their
efforts for constructing career path programs for criminal
justice agencies. They discovered that research covering
career paths whether of the manual or computer type were
generally over looked. They stated that there was a lack
of analysis for jobs and tasks, criteria on performance,
descriptive job related information, organizational
effectiveness measurements, and methodical job evaluations.51
They hoped that their endeavors would give the necessary
impetus for future efforts which could
. . . establish more refined criteria for charting
specific career paths through a police department
so that develOpment and utilization of individual
skills can be further maximized and overall
organizational effectiveness further improved.52

Sheppard and Glickman developed a model career path

system during the course of their research. It represented

 

50Correspondence from Mr. Richard A. Missavage,
Manager, Computer Division, Metropolitan Police Department,
St. Louis, Missouri, July 6, 1972.

51David I. Sheppard and Albert S. Glickman, Police
Careers (Springfield: Charles C. Thomas, 1973), p. vii.

52Ibid., p. viii.

40

four major phases of career pathing. The four phases were
career orientation, career placement, career mobility, and
career development and planning. As regards the latter
phase, they recommended that
There should be provision for a Career

Development Office within a police agency.

This office should make and maintain an

inventory of skills, training, and experience

of the total commissioned force, as well as

specific requirements of available assignments.

In this way recommendations could be made to

those divisions needing personnel that would

draw from the largest available pool of

qualified applicants.53

Many companies invested time and money in a

computerized personnel information system to help trace
and locate employee skills within their organizations.
The Los Angeles County Sheriff's Department during 1970
examined some of these companies. They were surveyed with
the Objective of garnering information on their computerized
systems for possible inclusion in criminal justice related
programs. It was learned that in many companies emphasis
was placed on developing the managerial staff and not the
career growth of all employees. The conclusion was that the
companies were aiming at developing managerial potential
which was not that adaptable to career development needs of

the individual Officer.54

 

53Ibid., pp. 98-99.

54U.S. Department of Justice, Career Development
for Law Enforcement (Washington, D.C.: U.S. Government
Printing Office, June 1973), pp. 16, 26.

 

41

The Sheriff's Department was unable to identify
any single computerized system suitable to the needs of
criminal justice. It then was decided to extract and
blend data elements into a system compatible with criminal
justice needs. The Sheriff's Department expressed its
disappointment by saying

The awareness of this single most overriding

condition--the lack of total systems directed at
the development and utilization of police
personnel--is the most challenging finding of
the 'state-of-the-art survey.‘ 5

The Los Angeles County Sheriff's Department
designed and developed the Automated Personnel Information
System (APIS) to provide rapid access to personnel records
compatible with criminal justice needs. The Sheriff's
Department expects APIS to be operational within six

months following the acquisition of a computer.56

Summary

Personal and personnel skills inventory systems
have been developed in a variety of sizes and styles, of
which there are three main types: manual; unit record or

punch card; and computerized. The majority of the systems

are truly personnel record files containing skills data
without available reporting methods; few appear to produce

skills oriented reports.

 

55Ibid., pp. 27, 34.

56Ibid., pp. 62, 7o.

42

The review of literature did not disclose any
active, but independent, computerized personal skills
inventory systems. Nor were there any computerized systems
with interactive inventory files associated with
comprehensive personnel information systems. Since the
Michigan State Police does not maintain a computerized
personnel system, an independent skills system will satisfy
the goals and needs at this time. The ideal type would be
a comprehensive personnel system with integrated skills
data or with an interactive skills file. Both concepts
must include the ability to input and output data to the

comprehensive system.

CHAPTER III

METHODOLOGY

Overview

It appears as though personal skills information,
in the majority of cases, is tucked away in personnel files
or is known only by the individual. When unique skills
are requested in most situations, manual searches are made
in personnel files or it becomes necessary to make lengthy
personal contacts. This procedure may work fine in some
situations but is not adequate, for instance, in emergencies.
It involves an industrious and time-consuming process. Even
when a manual system exists, the feedback process is slow
and the information usually contains errors and is out-
dated. The thesis proposes replacing a manual system with
a computerized one in a case study involving a criminal
justice agency.

The Training Division of the Bureau of Staff Services
for the Michigan State Police (MSP) was selected as the
case study. Since 1966, the Training Division maintained
a manual skills inventory system. It included such items

as education, training, and individual skills for all MSP

43

44

Officers. Tables 1 and 2 list the skills categories for
the previous and current manual skills inventory systems.
Today's manual system evolved out of the 1966 system. It
exists even though it was projected for computerization
for the 1970 fiscal year. Three successive Commanding
Officers from the MSP Training Division requested that
their manual system be computerized.

As stated previously, the manual skills inventory
system was used by the Training Division to search for
persons with varying qualifications for certain specialized
functions and tasks. During November of 1976 two requests
for specialized skills were needed. In the Lansing
metropolitan area a Spanish-speaking officer from the
Michigan State Police was needed because of a particular
law enforcement situation. An MSP officer who could
translate Arabic was also needed in the Detroit area.1
These requests and others are made to the Training Division

for searching the skills file on a manual basis.
Theoretical Formulation

It has been implied in the previous two chapters
that this study takes the position that a dearth Of
computerized personal skills inventory systems exists

today in the criminal justice field. As the desire and

 

1Information by Sgt. Timothy J. Baker, Training
Division, Michigan State Police, during phone conversation,
Lansing, Michigan, December 17, 1976.

45

need increases, it is incumbent upon criminal justice
practitioners and researchers to develop basic systems
which will effectively serve as a catalyst for further
research and development. It appears as though this has
not been accomplished to date especially in reference to
the review of the literature.

It should be noted that this thesis utilizes the
methods encountered in analytical research. This method
of research has been defined by Carter V. Good as

. . . research that has for its purpose the
discovery of the composition and struSture
of a given case, object, or variable.

The problem facing the researcher utilizing this
method of research is to at least define the area of
improvements in an existing situation, isolate the factors,
and propose a tentative solution. Good also stated that

A comprehensive definition of the sc0pe of
educational research served as a guiding
principle for summarizing materials in the
1969 edition of the Encyclopedia of
Educational Research, with research broadly
conceived to incorporate all kinds of
contributions to educational knowledge (not
simply the results from formally designed
experimental studies), including analyses
of problems, critiques of educational

practices, and reports of practical
experiences.

 

 

2Carter V. Good, Dictionary of Education
(New York: McGraw-Hill Book Company, 1959), p. 464.

3Carter V. Good, Essentials of Educational Research
(New York: Appleton-Century-Crofts, 1972), pp. 4-5.

46

Chester W. Harris wrote that
Educational research is thus probably best
defined broadly as any systematic striving
for understanding actuated by a need or
sensed difficulty directed toward some
complex phenomenon of more than immediate
personal concern stated in problematic
form.
Mr. Harris further wrote that
Research appeals to reason, employs evidence,
and is based upon the principles of sound
thinking. It is systematic rather than
incidental and casual.5
The purpose of the case study, as stated in
Chapter I, is to propose to the Michigan State Police (MSP)
Training Division a practical method for inventorying the
personal skills as a prototype model for every MSP Officer

on a computerized rather than manual basis.

Problem Related to Prgposal

Three Commanding Officers from the model agency
have requested that their Training Division's skills
inventory system be computerized on the Michigan Law
Enforcement Information Network (LEIN). The manual system
of inventorying the MSP skills has existed since 1966.

The system was projected during the 1970 fiscal year for

LEIN. It must have its merit and need for existence since

 

4Chester W. Harris, "Research Methods,"
Encyclopedia of Educational Research (New York: The
MacMillan Company, 1960). p. 1160.

51bid.

47

the three Commanding Officers have persisted with the
conversion concept for a decade.

The thesis endeavor will provide a case study
suitable for adaptive replication by other criminal justice
agencies. The task of maintaining, searching, and updating
a manual system is laborious. The problem is labor, and
the need is accuracy, efficiency, and speed.

The thesis study will be very helpful to the model
agency. A computerized system would not only be beneficial
during emergency situations and for the officer on patrol,
but it would be helpful administratively as well. The
Training Division periodically has to answer requests
regarding birth date, birth place, and date a person joined
the MSP. Personnel from the MSP Crime Laboratory make
frequent inquiries for officers with two years of college
or more in the sciences. The MSP Executive Division
occasionally requests names of officers with college
background for assignments in planning and research, crime
prevention, legislative analysis, and community services.
The Training Division looks at the academic credentials for
selecting personnel for temporary or permanent assignment
relating to training courses. During the early part of
December Of 1976 a lieutenant, who was ready for retirement,
requested a list of the schools attended since joining the

mPOG

 

6Information by Sgt. Timothy J. Baker, Training
Division, Michigan State Police, during phone conversation,
Lansing, Michigan, December 17, 1976.

48

When the computerized personal skills inventory
system is implemented it will provide a beneficial service
not only to the Training Division but throughout the
Michigan State Police organization. When selective
information is requested, the Training Division will be
able to provide updated information and respond quickly
with that information. The prOposed computerized system
is planned to be functional rather than esthetic.

The intention is to devise a practical proposal for
replacing the manual system with a computerized one. The
proposal takes into consideration the use of the existing
LEIN data processing equipment.' The prOposal will consider
other data processing equipment where needed. The social
security number will act as the control for the system,
but is not intended as a connector with any present or
future on-line application file or system. The intention
is also to develop the study to the point where the thesis
copy can be submitted by the Training Division to the Data
Processing Division for further systems analysis, writing
the appropriate programs, and physically implementing the

project as a routine job.

Conceptual Framework

 

The formation of the proposal for the computerized
personal skills inventory system will be analytical in
nature and simplified in application. The proposal

addresses aspects relative to an independent rather than

49

integrated system, because a computerized personnel file or
system does not exist. The development will follow the
structure Of systems analysis. This includes the under-
standing Of the present Training Division's manual system
and a good grasp of the requirements of the prOposed
system. My data processing experience will be included.

After analyzing for content both manual skills
inventory files maintained by the Training Division, various
lists will be devised which will contain many categories of
personal skills including those researched in the Training
Division's manuals. The categories to be included are:
birth date; anniversary date; classification date; foreign
language; military service; residence county; education
level; education major; post assignment; classification
title; birth place; military draft; law enforcement;
publication record; academic rank; professional development;
and special skills. All skills as well as other related
data will be considered for the proposed system.

A lot of time will be spent on operational
information. Even though the proposal will include a
voluminous amount of material, this does not mean that all
the data need to be used to implement a skills system. The
Fixed Vocabulary technique will be employed in the proposal.
This technique is concise and is widely used. It includes
lists of predetermined skills for the MSP Officer to

check-Off.

50

The proposal is simplified in application. It
will consider the input, processing, output, and other
resources that impact the proposal. Hardware considerations,
Of course, will be discussed along with the LEIN system.
The proposal will take into consideration storage capacity.
Flowcharting techniques covering various aspects will be
used to clarify and explain concepts.

The proposal will involve the application
procedures for the skills inventory system. Sample forms
for implementation and maintenance will appear throughout
the proposal. The input and maintenance forms, for
instance, will be constructed in such a way that the
individual's data can be readily transcribed from the form

to some type of data processing medium (hardware).

Limitations of Research

A follow-up survey of the national type that was
employed in 1972 will not transpire. The reasoning is
that the review of literature disclosed relevant published
works on manual and computerized personal and personnel

skills information systems.

The proposal will not consider nor will there be
any programs written for implementing the thesis study on
a computer system. This idea itself could entail a

complete and separate thesis endeavor.

51

The thesis will encompass systems analysis concepts
but not to the extent that is expected or performed by a
Systems Analyst. A full fledged systems study is not the

intent of the thesis endeavor.

Summagy

In summary, the methodology will mainly be
analytical. It will involve practical considerations in
systems analysis, hardware, flowcharting, forms design,
skills categories, the Fixed Vocabulary technique, storage
capacity, and computer processing methods. The purpose of
the study is to propose to the Training Division a practical
system of inventorying the personal skills for every MSP

Officer on a computerized basis.

CHAPTER IV

PRESENTATION OF PROPOSAL

Overview

This chapter is devoted to the proposed
computerized personal skills inventory system for the
Training Division of the Michigan State Police. The
operational uses of the system are presented as two types:
(1) the actual operational aspects of the system; and (2)
the management information system concepts. Michigan's
Law Enforcement Information Network (LEIN) is described in
the next few pages. It is introduced early in the chapter
as background information for identifying the environment
for the skills system.

The chapter addresses various concepts and variables
for the proposed system. It uses the Fixed Vocabulary
technique, and includes discussions about categories of
personal skills, application procedures, storage methods,
and forms design. Future uses of the proposed system are

also discussed.

52

53

The LEIN System

 

In November of 1965 an advisory committee was
formed to discuss existing and future considerations of
operating an information system for the criminal justice
community of Michigan. There were many philOSOphical
views outlined. Some of the needs established for a
centralized system were: (1) cumbersome and slowly
Operated manual files used in most police jurisdictions;
(2) fragmentation of police powers; (3) pressure on
present communications facilities; and (4) the police
Officer's safety was compromised. The question of where
the files should be located was also addressed. There
were compelling reasons that dictated the location at the
state level rather than at the local level of government.
Those reasons given were: (1) most crimes committed
violate state laws; (2) files exist in some form at the
state level; and (3) standardization of individual
department records.1

The proposed information system at first was known
as the Michigan Police Information Network (PIN). The
system was later changed to the Law Enforcement Information
Network (LEIN). Michigan's LEIN system had its beginning
during 1966 when the legislature appropriated the funds to

the Michigan State Police (MSP). The funds were appropriated

 

1John R. Plants, "Statewide Computer Based Law
Enforcement Information Systems," Law Enforcement Science
and Technology (Washington, D.C.: Thompson Book Company,
1967). PP. 523-525.

54

"to establish a computer based central data bank of police
oriented information."2

The system design and vendor selection was
completed during August of 1966. Burroughs' B5500 computer
system was delivered during March of 1967. The LEIN system
was on the air on July 1, 1968. Prior to implementing the
35500, MSP had a modest unit record system which included
an IBM 101 Statistical Sorter. Initially, there were well
over one-hundred ASR28 Teletype terminals attached to the
B5500. Appendix E shows the basic B5500 information during
the earlier years of LEIN.3

The LEIN system was created to serve seven-hundred
and sixty-eight criminal justice agencies in Michigan.
These agencies included county, municipal, and state
police departments. The teletype terminals directly
connect well over one-hundred jurisdictions to the LEIN
system. Those agencies without a terminal are within radio
communications of a terminal. LEIN's primary mission is to
serve the patrol officers.4

As stated previously the Michigan legislature

appropriated the funds for the LEIN. According to John R.

Plants:

 

2Fladseth, Op. cit., p. 191.

3"State of Michigan Law Enforcement Information
Network" (unpublished report by the LEIN Policy Advisory
Committee, East Lansing, Michigan, October 1, 1968), pp.
1, 8.

4Ibid.

55

The cost of the system from its inception
in 1966 through the fiscal year ending June 30,
1969, totals $2.7 million. This includes
$75,000 for the study and design portion;
$344,000 for the first year of implementation;
$1,000,000 for the first full year of Operation;
and $1,250 000 for the present fiscal year
(1969-70).5

Plants stated further that
The Michigan LEIN has just scratched the
surface of service to police agencies. There
are many applications to be implemented and
there are many applications to be conceived.
And while the problems connected with police
computers are tremendous, the rewards can be
infinitely greater.6
Approximately eleven years ago Michigan's LEIN was
conceived on paper, and it became a reality over eight
years ago. In little over a decade the LEIN system
expanded and progressed with data processing hardware and
software. Appendix E lists LEIN's basic configuration for

1975.7

The equipment is supplied by the Burroughs
Corporation. The LEIN system operates twenty-four hours
a day, seven days a week, with COBOL used as the primary
programming language.

In less than a decade Michigan's law enforcement

officers have seen information retrieved from a slow manual

process to a computerized LEIN system.which provides

 

5John R. Plants, "Michigan's Law Enforcement
Information Network," Datamation (June 1969), p. 108.

6Ibid.

7Information by James E. Kipp, Supervisor, Computer
Operations, Data Processing Division, Michigan State Police,
during personal interview, East Lansing, Michigan, August
13, 1975.

56

instant data. LEIN is automatically connected with a
national system, and many state and municipal systems.
These systems give Michigan's law enforcement officers
updated information on a state and nation-wide basis.

Michigan's LEIN provides access to criminal justice
information from such municipal police departments as
Dearborn Heights, Detroit, and Saginaw. It has access to
data from Michigan's Judicial Data Center and Secretary of
State. The Secretary of State's computerized system
furnishes information about driver's records and vehicle
registrations. LEIN is directly connected with the
Automated Law Enforcement Communications System (ALECS).
The following states are associated with ALECS: Illinois,
Indiana, Iowa, Kentucky, Missouri, Ohio, and Wisconsin.
Ohio's computerized system is known as LEADS (Law
Enforcement Agencies Data System).

The LEIN system is also linked with the National
Crime Information Center (NCIC). The NCIC is maintained
by the Federal Bureau of Investigation in Washington, D.C.
The NCIC has such files as criminal histories, stolen and
wanted vehicles, stolen property, and warrants. Michigan's
LEIN system in turn supplies information about such data as
impounded vehicles, traffic accident activity, and civil,
felony, and traffic warrants.

Since its inception the LEIN system has not only
expanded internally but has been enlarged through

interfacing other municipal, state and national computerized

57

systems. As additional systems are connected to Michigan's
LEIN, more and more teletype terminals are available to
communicate data to Michigan's law enforcement Officers.

Appendix E8 depicts the current LEIN system and other

interfacing systems.

Preparatory Process

 

The prOposed computerized personal skills inventory
system is mainly designed to address those who are
currently Michigan State Police (MSP) Officers. It does
not specifically address those who will be going through
the recruit school or those officers who are retired. The
MSP Training Division's current manual system was not
designed to collect information from the recruit or retired
Officer. However, the proposed system could be adapted to
handle them should the need arise.

The prOposed system is oriented toward the
individual MSP officer recording the personal skills.
Inventorying the skills would be the responsibility of the
Training Division which is where it has been for a decade.
The various skill categories will be presented later.
However, for the purpose of the thesis the word skills is
defined as a developed proficiency in some particular
activity. The activity usually requires a special training

or knowledge for competence or expertise in its practice.

 

81bid.

58

In order to capture the skills data and its related
information, each Officer must fill out a Personal Skills
Inventory Form. The proposed form appears as Figure 2.

The form is necessary in that it identifies the individual
by social security number and badge number. The Officer
is also expected to record the current date and supply
information concerning the name, address, sex, and
dependents. The form is also necessary because a
computerized personnel file or system does not exist.

In addition to the Personal Skills Inventory Form,
the officer is expected to mark the appropriate information
listed in each subject category. Some of the information
for each category was accumulated from interviews with
several MSP officers in the Training Division and material
that was presented to me during the interviews (see Appendix
B and Tables 1 and 2). Other information was extracted
from the literature review and three police department's
skill forms that are located in Appendix F.

The subject categories are presented in Figures 5
through 21. These figures appear at the end rather than
in the middle of this chapter in order to provide continuity
for the reader. The Fixed Vocabulary technique9 is used for
the seventeen categories. Each category is assigned a
unique two-position alphabetic code. Every data element
in turn is assigned a seven—position code consisting Of

two alpha and five numeric positions. A coding scheme Of

 

v—l

9Olsen, op. cit., pp. 7-8.

59

 

Please record or mark the appropriate information on this

page.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Last Name - 20

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

First Name - 12 Middle Name - 12

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Apartment Apartment Name - 18
Number - 6
Street Street Name - 18
Number -6
l MCIN
City - 20 State - 8

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Social Security

 

 

Number - 9
Current Date [[1
Month
Male
.L__.,

 

 

 

 

 

Number Of Dependents:

One Five
Two Six

Three Seven
Four Eight

 

 

 

 

 

 

 

Badge Number - 4

Elli]

Year

Female

Nine
Ten
Eleven
Twelve

Zip Code - 5

' Thirteen

Fourteen
Fifteen
Sixteen

 

Figure 2.--Personal Skills Inventory Form.

60

this type helps eliminate the linguistic difficulties

often present in describing information. Not only can the
data elements be selected individually, but they also can
be selected by subject category. The categories and their
coding ranges are listed in Table 4 in the same order as
they are presented in Figures 5 through 21.

As noted each subject category is supplied with
instructions. The instructions are self-explanatory and
cover conditions for the individual to record additional
data elements where needed. The majority of the categories
can be readily updated and maintained by the MSP Training
Division. An obvious example would be adding or deleting
some civil service positions for the classification title
category. The individual officer may have to add certain
data elements for such categories as birth place, foreign
language, education major, education level, and special
skills.

It makes no difference whether the Training
Division suggests new data elements for each category or
the individual Officer makes the suggestion. The data
elements are coded with enough spread between them that
adding or deleting data elements would not affect the
logical sequence of the subject category. The data
elements are incremented by twenty-fives. The military
service category has examples of data elements that were
added. The codes for these elements are MSlOl40, M820141,

M810290, and M820291.

61

TABLE 4.--Subject Category.

 

Category

Data Item

Coding Range

 

Residence County
Birth Date

Birth Place

Anniversary Date

Classification Date

Classification Title
Post Assignment

Law Enforcement

Military Service

Military Draft
Publication Record

Foreign Language

Month
Day
Year
State
City
Month
Day
Year
Month
Day

Year

Township Department
Municipal Department
County Department
State Department
Federal Department
Another Country
Enlisted Rank
Officer Rank

Papers Presented
Articles Published
Books Published
Inventions Patented
Translate

Speak

Read

Write

RC10025-RC12075
BD10025-BD10300
BD20026-BD20776
BD30027-BD31627
BP10025-BP11350
BP2____fBP2_____
AD10025-AD10300
AD20026-AD20776
AD30027-AD31627
CD10025-CD10300
CD20026-CD20776
CD30027-CD31627
CT10025-CT10875
PA10025-PA11650
LE10025-LE10650
LE20026-LE20651
LE30027-LE30652
LE40028-LE40653
LE50029-LE50654
LE60030-LE60655
MSlOOZS-MSllOSO
M820026-M821051
MD10025-MD10475
PR10025-PR10500
PR20026-PR20501
PR30027-PR30502
PR40028-PR40503
FL10025-FL11400
FL20026-FL21401
FL30027-FL31402
FL40028-FL41403

TABLE 4.--Continued.

62

 

Category

Data Item

Coding Range

 

Education Majors

Education Level

Academic Rank

Professional
Development

Special Skills

Certificate Majors

Degree Majors

Did Hold
Currently Holding

Honorary Degree
Societal Association

Professional
Association

Professional Award

Professional License

EM10025-EM13100
EM20026-EM23101
EL10025-EL11025
AR10025-AR10325
AR20026-AR20326

PD10025-PD10500
PD20026-PD20501

PD30027-PD30502
PD40028-PD40503
PD50029-PD50504
SSlOOZS-SSl4875

 

63

After completing the Personal Skills Inventory
Form and marking the relevant data elements for all subject
categories, the MSP officer would forward the information
to the post commander or appropriate supervisor. The
information would then be returned to the Training Division
for transcription on cards, paper tape, magnetic tape, or
disk. The officer's record would be kept intact and
identified by a control number. This control or
identification number is the social security number. If
the MSP Data Processing Division cannot transcribe the
data because of staff limitations, the data could be
contracted to a data processing service bureau for the

initial transcription.

Storage Medium

 

Storing the data is the next area for consideration.
Less than a decade ago it was very popular to maintain data
on cards even though other mediums existed. It was cheaper
in the long run to process cards than utilize magnetic
tape or disk. Storing data on paper tape is not as widely
used today as is the case with cards. In most instances
paper tape is used in connection with facilitating record
processing in an off-line mode, rather than the storage of
data.

Magnetic tape processing has been and will continue
to be a storage medium for data. The price for magnetic

tape has remained relatively stable but the storage

64

capacity per tape has increased significantly. Within the
last decade tape storage for a twenty-four hundred foot

reel of tape, for instance, has increased from eight hundred
bytes-per-inch (BPI) to sixty-four hundred BPI. Disk
storage has become the most popular medium in recent years.
Data stored on disk is extremely fast to access and update.
Disk storage per pack has increased over ten times its
capacity in less than a decade. The monthly cost for a
million bytes of storage per disk pack has decreased from
$179.00 in 1962 to $1.81 in 1975. (See Appendix G for the

0 In the near future the MSP Data

IBM Disk Comparisons.)l
Processing Division may be storing data on magnetic bubble
chips. Perhaps the data bubbles will be reCOgnized as the
official beginning of the fourth generation of computer
equipment.

The MSP Data Processing Division utilizes cards,
paper tape, magnetic tape, and magnetic disk for the Law
Enforcement Information Network and other types Of
processing. It would seem appropriate to recommend that
the initial transcription of the Personal Skills Inventory

Form and subject skills be keypunched on cards. The data

could be keypunched into these card formats:

 

10Information provided by Don A. Perrin, Acting
Director, Administrative Data Processing Department,
Michigan State University, East Lansing, Michigan, May
14, 1976.

 

65

 

 

Card Type Field Name Card Columns
Social Security Number (9) 1-9
Last Name (20) 11-30
First Name (12) 32-43
Middle Name (12) 45-56
Badge Number (4) 58-61
Current Date: Month, Day,

Year (6) 63-68
Sex (1) 70
Number of Dependents (2) 72-73
Apartment Number (6) 1-6
Apartment Name (18) 8-25
Street Number (6) 27-32
Street Name (18) 34-51
City (20) 53-72
Zip Code (5) 74-78
Data Element Code (7) 1-7
Data Element Code (7) 8-14
Data Element Code (7) 15-21
Data Element Code (7) 22-28
Data Element Code (7) 29-35
Data Element Code (7) 36-42
Data Element Code (7) 43-49
Data Element Code (7) 50-56
Data Element Code (7) 57-63
Data Element Code (7) 64-70
Data Element Code (7) 71-77

The numbers in parentheses by each field name
represent the field length. The three cards are called:
A = name card; B = address card; and C = data card. The
word "Michigan" is not keypunched in the address card.

The reasoning is that this eight-position field can be

66

inserted with program control if desired in storage and when
needed for printing purposes. In fact the current year,
which is keypunched in the card A, can be eliminated and

put under program control.

All three cards have card columns 79-80 Open.
Although it is not necessary to code the three cards, the
last two positions could be used for coding. The card type
could be keypunched in column eighty. The first card would
have an A in column eighty, the second would have a B, and
all data cards would have a C. Another coding scheme Often
used is punching sequentially the card number in columns
79-80 during the keypunching process. In both cases the
social security number would still be the identifier or

control for the individual's record.

Computer Procedure

 

Coding the individual's record is a safe practice
but not necessary with today's processing methods. Under
program control there are at least two methods available
for controlling computerized records. First, the systems
procedure could call for taping the cards in card image
format. The application program can be designed to
identify the name card because of the social security
number in columns one through nine. The address card can
be identified because column seven is blank. The data card
is easily identified because columns one and two contain

alpha information and columns three through seven contain

67

numeric: information. Every record would contain the
minimum of three cards. If three cards did not exist, the
individual's record would be rejected as an error and not
processed any further.

The above procedure would also apply for the second
method under program control. The exception is that the
cards would be taped but not in card image format. The
first card read would be identified by social security
number and that number would automatically be inserted for
every subsequent card. As each card is read the application
program would search for nine numeric positions in columns
one through nine which is where the social security number
is located. When the number is located, the prOgram would
recognize the start of another record.

When taping is completed, all records would be
processed through a program edit routine. This routine
would detect errors in records. If the badge number
contained other than numeric information, this would be an
example Of an error in the name card. An error in the
address card, for example, would be numeric data in the
city field. The data card would contain errors if for
example the data element code contained other than alpha
information in columns one and two and numeric information
in columns three through seven. Error records detected
during the edit routine and errors discovered during the
taping process would be combined and printed on an error

listing. The Training Division would have the

68

responsibility of rectifying all errors and re-submitting
the corrected records for updating the tape file. When
this process was complete, the tape file would be dumped
on disk for on-line processing.

The proposal thus far calls for creating a
computerized personal skills inventory system in an
Off-line mode. With the data residing on disk, the system
is ready for on-line processing. The Training Division
will need to requisition an ASR28 teletype terminal. This
terminal should be the only additional piece of data
processing equipment needed for the proposed system. The
terminal can be used to update the disk file and print
selected profiles. It can be used to print listings based
upon selecting data element codes. The terminal also can
be used for training purposes when recruit school or other
training schools are in session.

The next step is to create a feedback process for
every MSP officer. .This would entail printing a Personal

Skills Inventory Profile. The MSP Data Processing

Division would print all profiles in alphabetical order by
officer name. After receiving the profile, the individual
would have the Opportunity to verify the accuracy of the
complete record and make additions or deletions. These
changes could be written on the actual profile. In
addition to this the individual may fill out a Personal

Skills Inventory Change Form (see Figure 3). The form is

69

.Euom omcmso muouco>cH waaflxm Hmeomummli.m shaman

 

 

 

 

 

 

cofluocoamxm

 

sumo

 

mtou oumama

 

wvou 66¢

 

Honesz Muensowm Hofloom

 

70

designed to add or delete data element codes that are
listed in each subject category.

As the corrected profiles and change forms are
returned to the Training Division, the records residing on
disk can be updated through the teletype terminal. After
the initial feedback process is complete, profiles could
be printed annually at the beginning of each fiscal year
or around the individual's anniversary date. This yearly
feedback in effect allows the individual to perform an
annual audit of the complete record.

The system is designed for the individual to
monitor the record. Other means of monitoring must be
considered as well. The ASR28 teletype terminal can be
monitored through software. The terminal can be identified
through software design so that it is the only terminal
allowed to access the computerized personal skills inventory
system. Along this same line Of thinking, every request for
information must be scrutinized. The Training Division
should insist that every request for information be put in
writing. A Retrieval Request Form could be designed to
handle written requests. The requests should be evaluated
to determine whether or not they are in fact necessary
and desirable. It is essential both for the success of
the system and to assure proper adherence to security and
privacy that access to information not be permitted without

clear and compelling evidence on a need-to-know basis.

71

The computerized system can be monitored quite
easily with the exception of emergencies. There will be
times when information is needed immediately. A request
may originate because of a long distance phone call.
Another emergency request may be dispatched from a patrol
car. It is quite conceivable that an MSP officer may get
involved in a situation with, for instance, an escapee
from the Milan Federal Correctional Facility, or, even
worse, a hostile person.

The officer may need to know immediately the
location of the closest available officer who can translate
Slovakian and who is also familiar with explosives. The
teletype selection parameters would be: (1) closest
available officer = select code PA; (2) translate
Slovakian = select code FLlll75; and (3) explosives =
select code 8811600. Profiles would print from the
terminal for those who met the selection. There may be
cases where the selection must be broader than this
example. On the other hand, some selections may be so
specific in nature that only one data element code is
needed.

Figure 4 illustrates the computerized personal
skills inventory system in flowcharting concepts. The
proposed system can be designed with more flexibility and
criteria than has been emphasized. The phone number and
area code could be included in the system. Other data

element codes can be created for such administrative areas

72

  

muouum
mcwmma

.unmaoaoam Emumhm whouam>oH maaflxm Hosomuomii.v onsmam

           
   

     
    

  

ween
egos

mpuou co

 

.maflm coaucmuon muonomfimu ou monou

II
In

.OHHM coausmumu muonomfiwu

 

pmnossohox
I once \

\moflmwm

sOHmH>flo

ou mmfluomoumo pounaSm nufl3 meuom

WmRD

u
<

nowuomouou
pomflnsm cues
mEHom >uoucm>cH
maawxm announce

In \

 

73

 

:mew>wo
measwmua

 

 

 

menom
wmsoco
saws
mmawwoum

 

 

 

.pmscwu:00ti.v unamam

 

 

 

 

 

 

.maee ghee some iilv
mmoflunwa poo moafimoum pouooaom u m
.meee xnep openness u m
.mcwuotms How HoswEMou
on mEMOm cocono suw3 moHHwoum u o
.anm soflucouou unconfined on some n o
VII/I

amen

mummsvom HOHHm

Owuomaom pmucwum

mHHex .

 

 

 

 

D announce D muouum
puma

 

 

 

 

 

 

 

 

madcwoua‘ll.

Wm\o.n..nmlow / mafia / Omen. mcwusom
\ xmflo \ @1 Eonmoum

 

 

 

 

 

 

74

as deceased, disabled, dismissed, and resigned officers.
The date fields can be reduced on the computer from six to
five positions. Instead of using the traditional month,
day, and year concept, the calendar year and julian date
can be used. October 1, 1976 would print as 76275. The
subject categories also can be computerized. This would
be known as a Subject Category Table. The table could be

updated easier and printed as needed.

Future Functional Uses

 

The MSP organization does not have a computerized
personnel master. The proposed system contains items that
normally appear in a personnel master. It was created with
this in mind. If a personnel master existed, the study
would have been constructed with that data base taken into
consideration. The remainder of this section is devoted
to other management concepts that are skills oriented.
Before these concepts become a reality in terms of
computerized files, the MSP Training Division must analyze
its objectives. It is quite conceivable that a management
information system (MIS) might evolve from the analysis.

The proposed computerized personal skills inventory
system was designed for the Training Division to control
and monitor on-line. After approximately a year's
experience with the on-line system, other teletype terminals
located at various district headquarters could be connected

to the system. These terminals would not need to have

75

access to the complete skills file. Their accessibility
could be handled through software control. District
headquarters, for instance, would access the file and
receive only skills related information. The terminals
would not be allowed to print a complete profile nor update
the profile. If security controls and procedures were
implemented in advance of releasing information via the
terminal, personal records will be protected as they are
now with the manual system.

Other criminal justice agencies may have a compelling
need to seek individuals with certain skills. If they
had a contact point, such as the Training Division, perhaps
solutions to immediate problems might save lives. There
is no reason to think that the MSP officer on patrol and
patrol Officers from other organizations do not run into
the same type of problems periodically. Procedures could
be implemented so that police Officers from other agencies
could contact district headquarters or the Training

Division to search for MSP Officers with skills needed at

the point-in-time. These procedures should not be that
difficult to implement once the Training Division gains
experience in handling the skills system for itself and
the various district headquarters. This process would
foster good relations between the criminal justice
agencies.

There are going to be times when criminal justice

agencies bordering MiChigan will need the immediate

76

assistance of the Michigan State Police. These contacts
can promote interstate cooperation especially if the turn
around to the needs is expedient. A good example here
might be criminal activity involving migrant farm workers.
Another situation could involve individuals living in
Michigan but working in another state. The outstate

agency may need assistance with translating. The
circumstances could dictate the need for certain expertise
to solve a particular crime. The demand for a skill might
be as simple as requesting that some MSP Officers participate
in a seminar or training exercise. The procedures for
handling out-of-state requests from the skills system would
follow the same regulations that exist for cooperating
with interstate criminal justice agencies.

Another functional use involves those Michigan
criminal justice agencies that currently have teletype
terminals connected to the Law Enforcement Information
Network. Through proper training and well-defined

procedures these agencies could inventory the skills of

their own personnel. These skills could at first be
entered into the MSP computerized personal skills inventory
system through a batch process. Later, the profiles could
be updated on-line from the agency's terminal. This
expanded skills system would produce an inventory Of

skills to handle almost any crisis situation imaginable.
However, it may be wise to begin such a system as a pilot

project before inviting all agencies to contribute their

77

skills data. A skills inventory system that encompasses
all Michigan criminal justice agencies could identify, for
instance, instructors for training purposes.

There are many other functional uses that could be
discussed in the thesis. However, this subject area will
only cover one other future use for the prOposed
computerized personal skills inventory system. It involves
inventorying skills for the Michigan Law Enforcement
Officers Training Council (MLEOTC). Michigan's Public Act
203 provided for the creation of MLEOTC on July 16, 1965.
Today, it is a division of the Bureau of Staff Services of
the Michigan State Police. The Division's staff are guided
by the Council's policies and programs.11

The Council members, who determine the standards
for recruit selection and training, represent a cross
section of police agencies throughout the state. The
Council is composed of:

The Attorney General of the State.

The Commissioner of the State Police.

Three members selected by the Michigan
Association of Chiefs of Police.

Three members selected by the Michigan
Sheriffs Association

One member selected by the Fraternal Order
Of Police.

 

11Information by Mr. Wesley Hoes, Assistant
Executive Secretary, Michigan Law Enforcement Officers
Training Council, during personal interview, Lansing,
Michigan, November 2, 1976.

78

One member selected by the Metropolitan Club.
One member selected by the associations
representing Detroit Police Officers.12

There are fourteen regional training centers in
Michigan. These training facilities are located in the
major pOpulation areas. The primary purpose of MLEOTC is
to provide training for police officers in all local
jursidictions. The various training programs include:
basic recruit training; advanced police training; police
alcohol training; supervisory training; management training;

13

and instructor training. MLEOTC's goals are to support

local law enforcement agencies by:

(1) Providing and maintaining selection and
training standards that contribute to
efficient,effective and relevant manpower
development.

(2) Providing support for local agency training
efforts through the contribution of technical
and financial support where possible.

(3) Developing and presenting career path training
programs that can not be feasibly accomplished
at the local level.

(4) Maintaining liaison with other components of
the criminal justice systems for the coordi-
nation of training and educational efforts.14

 

12Know Your Michigan Law Enforcement Officers
Trainingygouncil (Michigan Law Enforcement Officers
Training CounciI-MLEOTC, Department of State Police,
Lansing, Michigan, n.d.), p. 2.

13Information by Mr. Wesley Hoes, Assistant
Executive Secretary, Michigan Law Enforcement Officers
Training Council, during personal interview, Lansing
Michigan, November 2, 1976.

14MLEOTC, Op. cit., p. 7.

79

MLEOTC has established minimum standards for
training. Appendix H lists the minimum basic police
training totaling 256 hours. MLEOTC states that

Having as its Objective the preparation
of the new officers as a functioning of the
criminal justice system, the Training Council's
Minimum Basic Police Training Curriculum
provides the information, skills, techniques,
and procedures to service in law enforcement.
The curriculum serves as a foundation for
future advanced and specialized courses, and
now includes a mandatory 250 hours of
instruction and 6 hours of administration
time. Beyond this, the Council will fund up
to an additional 24 hours of curriculum as
deemed appropriate by the regional academy
coordinator and his advisory committee.
Consideration has been given in curriculum
development to the experience encountered by
schools conducted in the past, to curriculum
development in other states, to the evaluation
of training needs as expressed by police
administrators and line officers, and to
educational concepts concerning the adult
1earner.15

During March of 1973 a proposal was prepared for
MLEOTC. This twenty page report was entitled "Information
Retrieval System Design Guidelines." The prOposal calls
for a set of index records to abstract data. The data
actually exists in the MLEOTC files within individual

16

file folders. The methodology for the system was as

follows:

 

5Policies and Procedures Manual (Michigan Law
Enforcement Officers Traifiing Council, Department of
State Police, Lansing, Michigan, n.d.), pp. i-ii.

16"Information Retrieval System Design Guidelines"
(unpublished report for MLEOTC, March 1973). p. 17.

80

File queries as proposed would identify how
many records and which specific records contain a
certain characteristic. The actual determination
would be made by simply sorting the index records
to the specific entry or entries of interest.
Preliminary ordering of the index records could
be used to reduce both the size of the index file
to be queried as well as the time required to
acquire an answer. Each proposed index record
would consist of one or more special file cards
carrying the data to be abstracted and an
identification of the file folder from which
the data were taken. As presently visualized,
the index records would be manipulated by
mechanical means, possibly by using a marginal
punched card system, such as the Keysort method.
Keysort uses a sorting tray and metal needles
to select groups of index records.l

Although the proposal for the "Information Retrieval
System Design Guidelines" reads fairly well on paper, it
seems somewhat out of context with today's advanced data
processing techniques. This is not to suggest that MLEOTC
procure its own computer. It would seem if the need is

justifiable that the data processing sources could be made
available somewhere within the state of Michigan's structure.

It does not make much sense today to propose converting a

functional manual system to a more SOphisticated manual
system. Thoughts about the proposal are expressed in the
following viewpoint:

However, a practical limit to index record
data capacity can sometimes be established in
terms of manpower available to encode the data
and the relative importance of one data field
relative to others. For example, there may be
ample space available in an unused portion Of
the index record to encode all examination grades
for each trainee in a certain group. However,

 

l7"MLEOTC File Problem Notes" (unpublished paper
by MLEOTC, January 8, 1973), p. l.

81

the total cost of encoding (manhours and time

delays) may preclude abstracting those data.

Similarly, the total cost may be justified, but

the value of output records generated from

these data may be quite low particularly with

regard to other output reports required. As a

consequence, the total data capacity in this

application would probably be restricted to

other, more important fields.18

It would seem as though MLEOTC could find some
uses for the proposed computerized personal skills inventory
system when it is adopted rather than revert to another
manual system. Among other things relative to the proposed
system MLEOTC could use it for inquiring about skills for
future instructors.
Instructors for basic schools will be

selected on the basis of their knowledge and

qualifications relative to police training.

Competent individuals from the legal and

medical professions, as well as other organi-

zations, should be utilized when their talents
would enhance the SCOpe of instruction.19

Described in Appendix I are the subject areas
taught by instructors and the qualifications for each
subject area. MLEOTC has an instructor training program.
Those successfully completing the program are issued
police instructor certificates. Some of the skills
required for instructors are already listed as part Of
this chapter. If a management information system is

developed in the future for the Training Division and

 

18Ibid., p. 4.

19Policies and Procedures Manual, Op. cit., p. 27.

82

MLEOTC, other instructor skills required by MLEOTC will
have to be included in the skills inventory system.

Another aspect of the system could be drawing
upon a pool of certified instructors to teach new courses.
Form TC-03 is the "Application for Instructor Certification."
When the form is approved, the instructor is certified.
This form appears in Appendix J. The skills inventory
system could be expanded to include data element codes for
certified instructors and their particular skills. When
new courses are being considered, profiles could be printed
from the teletype terminal for certified instructors based
upon the type of certification. MLEOTC may have a need
to search the complete skills inventory system for
specialized skills for new courses. If the system contains
integrated files, software can be designed to control what

is printed. Profiles need not be printed on individuals not

associated with the MLEOTC file.

Summary

This chapter concentrated on a proposed computerized
personal skills inventory system. The model agency was the
MSP Training Division. Other agencies were mentioned that
could make use of the system in the future. Several forms
were presented such as the "Personal Skills Inventory
Form." The flow Of data through the system was expressed

using flowcharting techniques. Subject categories such as

83

education level, classification title, publication record,
military draft, and special skills, were included along
with relevant data elements. A coding scheme was used

for all the data elements. The Law Enforcement Information
Network was discussed. Data processing equipment, including
teletype terminals, was mentioned in relationship to the

system.

84

 

Please mark with an X the Michigan County where you

presently live.

Alcona
Alger
Allegan
Alpena
Antrim
Arenac
Baraga
Barry

Bay
Benzie
Berrien
Branch
Calhoun
Cass
Charlevoix
Cheboygan
Chippewa
Clare
Clinton
Crawford
Delta
Dickenson
Eaton
Emmet
Genesee
Gladwin
Gogebic

Figure 5.--Residence County Category.

lllllllllllllllllllllllllll

RC10025
RC10050
RC10075
RC10100
RC10125
RC10150
RC10175
RC10200
RC10225
RC10250
RC10275
RC10300
RC10325
RC10350
RC10375
RC10400
RC10425
RC10450
RC10475
RClOSOO
RC10525
RC10550
RC10575
RC10600-
RC10625
RC10650
RC10675

85

 

Grand Traverse
Gratiot
Hillsdale
Houghton
Huron
Ingham
Ionia
Iosco
Iron
Isabella
Jackson
Kalamazoo
Kalkaska
Kent
Keweenaw
Lake
Lapeer
Leelanau
Lenawee
Livingston
Luce
Mackinac
Macomb
Manistee
Marquette
Mason
Mecosta
Menominee
Midland
Missaukee
Monroe
Montcalm
Montmorency

Figure S.--Continued.

lllllllllllllllllllllllllllllllll

RC10700
RC10725
RC10750
RC10775
RC10800
RC10825
RC10850
RC1087S
RC10900
RC10925
RC10950
RC10975
RC11000
RC11025
RC11050
RC11075
RC11100
RC11125
RC11150
RC11175
RC11200
RC11225
RC11250
RC11275
RC11300
RC11325
RC11350
RC11375
RC11400
RC11425
RC114SO
RC11475
RC11500

86

 

Muskegon
Newaygo
Oakland
Oceana
Ogemaw
Ontonagon
Osceola
Oscoda
Otsego
Ottawa’
Presque Isle
Roscommon
Saginaw’
Sanilac
Schoolcraft
Shiawassee
St. Clair
St. Joseph
Tuscola
Van Buren
Washtenaw
Wayne
Wexford

lllllllllllllllllllllll

RC11525
RC11550
RC11575
RC11600
RC11625
RC11650
RC11675
RC11700
RC11725
RC11750
RC11775
RC11800
RC11825
RC11850
RC11875
RC11900
RC11925
RC11950
RC11975
RC12000
RC12025
RC12050
RC12075

 

Figure 5.--Continued.

87

 

mark with an X the date that you were born.

 

 

 

Please

Month

01 _ BD10025
02 __ BD10050
03 __ BD10075
04 __ BD10100
05 __ BD10125
06 __ BD10150
07 __ BD10175
08 __ BD10200
O9 __ BD10225
10 __ BD10250
11 _ BD10275
12 __ BD10300

Day

01 ___'_ BD20026
02 __ BD20051
03 __ BD20076
04 __ BD20101
05 __ BD20126
06 __ BD20151
07 __ BD20176
08 __ BD20201
09 __ BD20226
10 __ BD20251
11 __ BD20276
12 __ BD20301
l3 __ BD20326
14 __ BD20351
15 __ BD20376
l6 __ BD20401
17 __ BD20426
18 __ BD20451
19 __ BD20476
20 __ BD20501
21 __ BD20526
22 __ BD20551
23 __ BD20576
24 __ BD20601
25 __ BD20626
26 __ BD20651
27 __ BD20676

Figure 6.--Birth Date Category.

Year

01 __ 3330027
02 __ 3330052
03 __ 3330077
04 __ 3330102
05 __ 3330127
06 __ 3330152
07 __ 3330177
08 __ 3330202
09 _ 3330227
10 __ 3330252
11 __ 3330277
12 __ 3330302
13 __ 3330327
14 __ 3330352
15 __ 3330377
l6 __ 3330402
17 __ 3330427
13 __ 3330452
19 __ 3330477
20 __ 3330502
21 ___ 3330527
22 __ 3330552
23 __ 3330577
24 __ 3330602
25 __ 3330627
26 __ 3330652
27 __ 3330677

88

 

 

Month Day Year
28 ___ BD20701 28 ___ BD30702
29 ___ BD20726 29 ___ BD30727
30 ___ BD20751 30.... BD30752
31 ___ BD20776 31 ___ BD30777
32 ___ BD30802
33 ___ BD30827
34 __ BD30852
35 ____BD30877
36 ___ BD30902
37 ____BD30927
38 ___ BD30952
39 ____BD30977
40 ____BD31002
41 ___ BD31027
42 ___ BD31052
43 ____BD31077
44 ____BD31102
45 ___ BD31127
46 ___ BD31152
47 ___ BD31177
48 ____BD31202
49 ___ BD31227
50 ____BD31252
51 ____BD31277
52 ____BD31302
53 ___ BD31327
54 ___ BD31352
55 ____BD31377

Figure 6.--Continued.

89

 

 

Month Day Year
56 ___ BD31402
57 ____BD31427
58 ___ BD31452
59 ____BD31477
60 ___ BD31502
61 ____BD31527
62 ___ BD31552
63 ____BD31577
64 ____BD31602
65 ____BD31627

 

Figure 6.--Continued.

90

 

Please mark with an X the state where you were born and
please print to the extreme right of the state the name
of the city where you were born.

If you do not find the place listed where you were born,
please mark with an X the birth place category entitled
Another Country and please print to the extreme right

of this category the name of the country where you were

born.

Place

 

Alabama
Alaska
Arizona
Arkansas
California
Canada
Colorado
Connecticut
Delaware
Florida
Georgia
Hawaii
Idaho
Illinois
Indiana
Iowa
Kansas
Kentucky
Louisiana

Maine

Figure 7.--Birth Place

Code

 

BP10025
BP10050
BP10075
BP10100
BP10125
BP10150
BP10175
BP10200
BP10225
BP10250
BP10275
BP10300
BP10325
BP10350
BP10375
BP10400
BP10425
BP10450
BP10475
BP10500

Category.

City.

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

BP2

 

91

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Place Code City
Maryland __ BP10525 BP2
Massachusetts ‘___ BP10550 BP2
Mexico ___ BP10575 BP2
Michigan ____ BP10600 BP2
Minnesota ___ BP10625 BP2
Mississippi __ BP10650 BP2
Missouri ___ BP10675 BP2
Montana ___ BP10700 BP2
Nebraska ____BP10725 BP2
Nevada ___ BP10750 BP2
New Hampshire ____ BP10775 BP2
New Jersey ___ BP10800 BP2
New Mexico ___ BP10825 BP2
New York ___ BP10850 BP2
North Carolina ___ BP10875 BP2
North Dakota .___ BP10900 BP2
Ohio __ 3310925 332
Oklahoma ____BP10950 BP2
Oregon ___ BP10975 BP2
Pennsylvania ____BP11000 BP2
Rhode Island ___ BP11025 BP2
South Carolina ___ BP11050 BP2
South Dakota ____BP11075 BP2
Tennessee ___ BPlllOO BP2
Texas ___ BP11125 BP2
Utah ___ BP11150 BP2
Vermont ___ BP11175 BP2

Figure 7.--Continued.

 

92

 

 

Place Code City
Virginia ___ BP11200 BP2
Washington ___;BP11225 BP2
Washington, D.C. .___ BP11250 BP2
West Virginia ___ BP11275 BP2
Wisconsin .___ BP11300 BP2
wyoming ___ BP11325 BP2
Another Country BP11350 BP2

 

Figure 7.--Continued.

 

 

 

 

 

 

 

93

 

Please mark with an X the date that you enlisted with the

Michigan State Police.

 

 

Month

01 ___ AD10025
02 ____AD10050
03 ___ AD10075
04 __ ADlOlOO
05.___.AD10125
06 _ AD10150
07 ___ AD10175
08 ___.AD10200
09 ___ AD10225
10 ___ ADlOZSO
ll ___ AD1027S
12 AD10300

Day

01 AD20026
02 AD20051
03 AD20076
04 AD20101
05 AD20126
06 AD20151
07 AD20176
08 AD20201
09 AD20226
10 AD20251
ll AD20276
12 AD20301
13 AD20326
l4 AD20351
15 AD20376
l6 AD20401
l7 AD20426
18 AD20451
19 AD20476
20 AD20501
21 AD20526
22 AD20551
23 AD20576
24 AD20601
25 AD20626
26 AD20651
27 AD20676

Figure 8.--Anniversary Date Category.

 

Year

01 __ 3330027
02 __ 3330052
03 __ 3330077
04 __ 3330102
05 __ 3330127
06 __ 3330152
07 __ 3330177
03 __ 3330202
09 __ 3330227
10 __ 3330252
11 __ 3330277
12 __ 3330302
13 __ 3330327
14 __ 3330352
15 __ 3330377
16 __ 3330402
17 __ 3330427
13 __ 3330452
19 __ 3330477
20 __ 3330502
21 __ 3330527
22 __ 3330552
23 __ 3330577
24 __ 3330602
25 __ AD30627
26 _ AD30652
27 __ 3330677

94

 

 

Month Day Year
28 ___ AD20701 28 ___ AD30702
29 ____AD20726 29 ____AD30727
30 ___.AD20751 30 ___ AD30752
31 ___ AD20776 31 ___ AD30777
32 ____AD30802
33 ___-AD30827
34 __ AD30852
35 ___ AD30877
36 ___ AD30902
37'____AD30927
38 ____AD30952
39 ____AD30977
40 ____AD31002
41 ___ AD31027
42 ____AD31052
43 ___ AD31077
44 ____AD31102
45 ___ AD31127
46 ____AD31152
47 ___ AD31177
48 ____AD31202
49 __ AD31227
50 ___ AD31252
51 ___ AD31277
52 ___ AD31302
53 ___ AD31327
54 ____AD31352
55 __ AD31377

Figure 8.--Continued.

95

 

 

Month Day Year
56 __ AD31402
57 __ AD31427
58 __ AD31452
59 __ AD31477
60 __ AD31502
61 __ A031527
62 __ AD31552
63 __ AD31577
64 __ AD31602
65 __ AD31627

 

Figure

8. --Continued .

96

 

Please mark with an X the official date that you were

assigned or promoted to your current classification title.

 

Month

01 _ CD10025
02 __ CDlOOSO
03 __ CD10075
04 __ CD10100
05 __ CD10125
06 _ CD10150
07 __ CD10175
08 __ CD10200
09 __ CD10225
10 _ CD10250
ll __ CD10275
12 CD10300

 

 

Figure 9.--C1assification

Date Category.

Day

01 __ CD20026
02 __ CD20051
03 __ CD20076
04 __ CD20101
05 __ CD20126
06 __ CD20151
07 __ CD20176
08 __ CD20201
09 __ CD20226
10 __ CD20251
ll __ CD20276
12 __ CD20301
13 __ CD20326
l4 __ CD20351
15 __ CD20376
16 __ CD20401
l7 __ CD20426
18 __ CD20451
19 __ CD20476
20 __ CD20501
21 __ CD20526
22 __ CD20551
23 __ CD20576
24 __ CD20601
25 __ CD20626
26 __ CD20651
27 __ CD20676

Year

01 __ CD30027
02 __ CD30052
03 __ CD30077
04 __ CD30102
05 __ CD30127
06 __ CD30152
07 __ CD30177
08 __ CD30202
09 __ CD30227
10 __ CD30252
ll __ CD30277
12 __ CD30302
13 __ CD30327
14 __ CD30352
15 __ CD30377
16 __ CD30402
17 __ CD30427
18 __ CD30452
17 __ CD30477
20 __ CD30502
21 __ CD30527
22 '_ CD30552
23 __ CD30577
24 __ CD30602
25 __ CD30627
26 __ CD30652
27 __ CD30677

97

 

 

Month Day - Year
28 ___ CD20701 28 ___ CD30702
29 ___ CD20726 29 ___ CD30727
30 ___ CD20751 30 ____CD30752
31 ___ CD20776 31 ___ CD30777
32 ____CD30802
33 ____CD30827
34 ___ CD30852
35 ____CD30877
36 ___ CD30902
37 ____CD30927
38 ___ CD30952
39 ___ CD30977
40 ____CD31002
41 ___ CD31027
42 ____CD31052
43 ____CD31077
44 ___ CD31102
45 ___ CD31127
46 ____CD31152
47 ____CD31177
48 ____CD31202
49 ____CD31227
50 ____CD31252
51 ____CD31277
52 ____CD31302
53 ;___CD31327
54 __ CD31352
55 __ CD31377

Figure 9.--Continued.

98

 

 

Month Day Year
56 ___ CD31402
57 ___ CD31427
58 ___ CD31452
59 ____CD31477
60 ____CD31502
61 ____CD31527
62 ____CD31552
63 ___ CD31577
64 ___ CD31602
65 CD31627

 

Figure 9.--Continued.

99

 

Please mark with an X your present Michigan State

Title.

Trooper 07

Policewoman 07

TrOOper 09

Policewoman 09

Training Specialist 09
Laboratory Specialist 09

Latent Print Specialist 09
Sergeant 10

Detective Sergeant 10

Training Specialist 10
Laboratory Specialist 10

Latent Print Specialist 10
Sergeant 11

Sergeant Specialist 11
Detective Sergeant ll

Detective Sergeant Specialist 11
Aircraft Pilot 11

Laboratory Specialist 11

Latent Print Specialist 11
Lieutenant 12

Detective Lieutenant Specialist 12
Lieutenant Executive Officer 12
Aircraft Pilot 12

Laboratory Specialist 12

Latent Print Specialist 12

Lieutenant 13

Figure lO.--Classification Title Category.

llllllllllllllllllllllllll

Police

CT10025
CT10050
CT10075
CT10100
CT10125
CT10150
CT10175
CT10200
CT10225
CT10250
CT10275
CT10300
CT10325
CT10350
CT10375
CT10400
CT10425
CT10450
CT10475
CT10500
CT10525
CT10550.
CT10575
CT10600
CT10625
CT10650

100

 

Detective Lieutenant Specialist 13
Laboratory Specialist 13

Latent Print Specialist 13

First Lieutenant 14

Detective First Lieutenant
Specialist 14

Captain 15
Captain 16
Major 17

Lieutenant Colonel 19

CT10675
CT10700
CT10725
CT10750

CT10775
CT10800
CT10825
CT10850
CT10875

 

Figure 10.--Continued.

101

 

Please mark with an x the Michigan State Police post where

you are assigned.*

East Lansing Department Headquarters
Lansing District Headquarters and Post (11)
Brighton Post (12)

Ionia Post (13)

Ithaca Post (14)

Owosso Post (15)

Detroit District Headquarters and Post (21)
Romeo Post (22)

St. Clair Post (23)

New Baltimore Post (24)

Flat Rock Post (25)

Ypsilanti Post (26)

Pontiac Post (27)

Erie Post (28)

Bay City District Headquarters and Post (31)
East Tawas Post (32)

Bad Axe Post (33)

Sandusky Post (34)

Flint Post (35)

West Branch Post (36)

Bridgeport Post (37)

Lapeer Post (38)

Jackson District Headquarters and Post (41)
Clinton Post (42)

Tekonsha Post (43)

Blissfield Post (44)

Jonesville Post (45)

Figure 11.--Post Assignment Category.

3310025
3310050
3310075
3310100
3310125
3310150
3310175
3310200
3310225
3310250
3310275
3310300
3310325
3310350
3310375
3310400
3310425
3310450
3310475
3310500
3310525
3310550
3310575
3310600
3310625
3310650
3310675

102

 

Battle Creek Post (46)

Paw Paw District Headquarters and Post (51)
White Pigeon Post (52)

Niles Post (53)

New Buffalo Post (54)

South Haven Post (55)

Wayland Post (56)

Benton Harbor Post (57)

Rockford District Headquarters and Post (61)
Reed City Post (62)

Mt. Pleasant Post (63)

Grand Haven Post (64)

Newaygo Post (65)

Hart Post (66)

Traverse City District Headquarters and
Post (71)

Cheboygan Post (72)
Gaylord Post (73)
Alpena Post (74)
Houghton Lake Post (75)
Cadillac Post (76)
Manistee Post (77)

(78)

Marquette District Headquarters and
Post (81)

Newberry Post (82)

St. Ignace Post (83)
Manistique Post (84)
Gladstone Post (85)
Iron Mountain Post (86)
Wakefield Post (87)

Petoskey Post

Figure 11.--Continued.

lllllll

PA10700
PA10725
PA10750
PA10775
PA10800
PA10825
PA10850
PA10875
PA10900
PA10925
PA10950
PA10975
PA11000
PA11025

PA11050
PA11075
PA11100
PA11125
PA11150
PA11175
PA11200
PA11225

PA11250
PA11275
PA11300
PA11325
PA11350
PA11375
PA11400

103

 

L'Anse Post (88)
Stephenson Post (89)
Calumet Post (90)

Munising Post (91)

Iron River Post (92)

Sault Ste. Marie Post (93)
Capitol Detail

Holland Crime Laboratory
Plymouth Crime Laboratory

Warren Crime Laboratory

llllllllll

3311425
3311450
3311475
3311500

3311525”
3311550
3311575
3311600
3311625
3311650

 

*Post number appears in parenthesis.

Figure 11.-'Continued.

104

.mnomoumu someoouOmsm 3MAII.~H mnemfim

 

 

 

 

 

 

 

meeeemqll 88$.qu 8883!... 888.3! 8883...! oeeeemall when» m
8863qu $83.31!. 88331.1 2833' 2885.... memoflflll new...» 4
$86.3.qu emmommqll 88331 mmmommqll 3833.... 083qu when» m
0883.... 8833:... 8838!! 88...qu 3.8».qu 8833' new...» m
883qu 88331... 888311.. 888qu 8883!... 883qu 366» H
8868.... 2.83qu 8848:... 2883.1... 888.3! 2833...: masses 2
8893‘ 3834...... 8883i 8883...: 3.88qu 3883' nfieoe S
88631! 8883!... 8.83.qu 2823' £883! £83qu nfieoe m
888.31... 8883.... 8848.... 8883i! 88831 8883.... 3383 e
88631 2.8331... 884qu Seawall 6:08.31... 3.23qu menace e
mmeoemqll 38..“qu 884.....qu 883.31 $83qu 3833' 93:83 e
8863.11 8833.! 883qu 2883.1... emeommqli 88841 menace m
8883!! 88...qu 881.8! 888qu 8883! 888qu nfieoe e
2888! 2.8.8qu 8833.... :88qu 6883...... 3833' 35.83 m
8088...... emoemmell 80381... amoemmell 3883...! 8883' messes N
0883'. emoommql... mmooemall Seagull @808qu m83mqll fines a

anuosou womfiuummmo usefiuummmo #cOEuuome ucofienmomo ucmfiunmmmo tw>uom

nonuoc< Hmumpom esopm mussoo HMQHOHGDZ mwnmo3oe OEHB

.mEea mo pofiumo tmfimeomom 3 ROM HOOfimmo undemonomow
33H o no .Oowaom mumum smmfl£OHz on» How umooxm .50» tomonEm soap mmflocomm
ucOEOOH0ch 33H Omonu mo Ham How mossHoo museumonmmm on» x cm sues gums Ommoam

 

105

.poosfluQOUii.NH ousmwm

 

 

8893' 8833' 8883' 8833' 8883' 8883' when» 3
0888' 8883' 8835' 8883' 3883' 8883' when» 8
8883' 8883' 8885' 8823' 8883' 8833' when» 3
8883' 8833' 8883' 2833' 8883' 8833' when» 8
8885' 8883' 8883' 8883' 3883' 8883' when» 2
0885' 8883' 8883' 3883' 8883' 8833' n83s 3
8883' 8833' 8883' 8883' 8883' 8823' when» m
8893' 2833' 8883' 8833' 8883' 8833' p.893 8
8883' 8884' 8883' 8883' 8883' 8883' when» e
8863' 8883' 8883' 8883' 8883' 8835' names 3

muucsou asufiuuoomo usefiuuoooa uoosuummmo ucoeuuomoa unusuuommo tw>nmm

Hmnuocm Hometmm oumum mussoo HmmHOHCSZ mflnmssoa OEHB

 

106

 

Please mark with an X all of the appropriate columns that
apply to your military service status to date, and the
total years served in the military to date.

PAST REGULAR DUTY STATUS ENLISTED RANK OFFICER RANK
Air Force Honorable Discharge MSlOOZS M820026
Army Honorable Discharge MSlOOSO MSZOOSl
Coast Guard Honorable Discharge ' MSlOO75 M820076
Marine Corps Honorable

Discharge MSlOlOO MSZOlOl
Navy Honorable Discharge MSlOlZS M820126
Other Country Honorable

Discharge MSlOl40 M820141
PAST ACTIVE RESERVE STATUS ENLISTED RANK OFFICER RANK
Air Force Honorable Discharge MSlOlSO MSZOlSl
Army Honorable Discharge MSlOl75 M320176
Coast Guard Honorable Discharge MSlOZOO MSZOZOl
Marine Corps Honorable

Discharge MSlOZZS M820226
National Guard Honorable

Discharge MSlOZSO M820251
Navy Honorable Discharge MSlOZ75 M520276
Other Country Honorable

Discharge M810290 M820291

PRESENT ACTIVE RESERVE STATUS ENLISTED RANK OFFICER RANK

Air Force ___MSlOBOO ___M820301
Army ‘__;MSlO325 ___M820326
Coast Guard ___MSlOBSO ___M820351
Marine Corps ___MSlO375 ___M820376
National Guard “__MSIO400 ___M620401
Navy ___MSlO425 ___MSZO426

Figure 13.--Military Service Category.

107

 

TOTAL MILITARY YEARS SERVED ENLISTED RANK OFFICER RANK
Served less than 1 year in

the military service MSlO435 MSZO436
Served 1 year in the

military service MSlO450 MSZO451
Served 2 years in the

military service MSlO475 MSZO476
Served 3 years in the

military service MSlOSOO MSZOSOl
Served 4 years in the

military service MSlOSZS M520526
Served 5 years in the

military service MSlOSSO MSZOSSl
Served 6 years in the

military service M810575 MSZOS76
Served 7 years in the

military service MSlOGOO M520601
Served 8 years in the

military service M310625 M820626
Served 9 years in the

military service MSlOGSO M820651
Served 10 years in the

military service . MSlO675 M820676
Served 11 years in the

military service MSlO700 M52070l
Served 12 years in the

military service MSlO725 M820726
Served 13 years in the

military service MSlO750 M820751
Served 14 years in the

military service MSlO77S M320776
Served 15 years in the

military service MSlOBOO M520801
Served 16 years in the

military service M510825 M820826
Served 17 years in the

military service MSlOBSO M820851

Figure 13.--Continued.

108

 

TOTAL MILITARY YEARS SERVED ENLISTED RANK OFFICER RANK
Served 18 years in the

military service ___M810875 M820876
Served 19 years in the

military service ___MSlO900 M820901
Served 20 years in the

military service M810925 M820926
Served 21-25 years in the

military service M810950 M820951
Served 26-30 years in the

military service MSlO97S MSZO976
Served 31-35 years in the

military service MSllOOO MSZlOOl
Served 36-40 years in the

military service MSllOZS M821026
Served 41-45 years in the

military service MSllOSO MSZlOSl

 

Figure 13.-—Continued.

109

 

Please mark with an X your present draft status as is
recorded with the Selective Service classification system.

1A ___MDlOOZS
1A0 ___MDlOOSO
1D __wMDlOO75
1H ___MDlOlOO
10 ___MDlOlZS
1w .__;MD10150
2A '__;MD10175
2c ___MDlOZOO
2D ___MD10225
2F ___MDlOZSO
3A ___MD10275
4A ___MD10300
4B .__;MD10325
4c ___MD10350
4D ___MD10375
4F '___M0104oo
4G ___MD10425
4w __‘MD10450
N/A ___MD10475

 

Figure 14.--Military Draft Category.

110

 

For those publications reaching publics outside the Michigan
State Police Department, please mark with an X the
appropriate columns that reflect the number of publications
to your credit for each area.

 

 

 

 

 

Publication Papers Articles Books Inventions
Number Presented Published Published Patented

1 ___PR10025 ___PR20026 ___PR30027 ___PR40028
2 ___PRlOOSO ___PR20051 ___PR30052 ___PR40053
3 ___PR10075 ___PR20076 ___PR30077 ___PR40078
4 ___PRlOlOO ___PR20101 ___PR30102 ___PR40103
5 ___PR10125 ___PR20126 ___PR30127 ___PR40128
6 ___PRlOlSO ___PR20151 ___PR30152 ___PR40153
7 ___PR1017S ___PR20176 ___PR30177 ___PR40178
8 ___PRlOZOO ___PR20201 ___PR30202 ___PR40203
9 ___PR10225 ___PR20226 ___-PR30227 ___;PR40228
10 I__;PR10250 ___PR20251 ___PR30252 ___PR40253
ll ___PR10275 ___PR20276 ___PR30277 ___PR40278
12 ___PR10300 ___PR20301 ___PR30302 ___PR40303
13 ___PR10325 ___PR20326 ___PR30327 ___PR40328
14 ___PR10350 ___PR20351 ___PR30352 ___PR40353
l5 ___PR10375 ___PR20376 ___PR30377 ___PR40378
l6 ___PR10400 ___PR20401 ___PR30402 ___PR40403
17 ___PR10425 ___PR20426 ___PR30427 ___PR40428
18 ___PR10450 ___PR20451 '__;PR30452 ___PR40453
19 ___PR10475 ___PR20476 ___PR30477 ___PR40478
20 '__;PR10500 ___PRZOSOl ___PR30502 ___PR40503

 

Figure 15.—-Publication Record Category.

111

.mnommuwu mmmsmcmq cmwmuomll.ma whomflu

 

 

 

 

 

8833' 8883' 38833' 88333' 83353 3938
8833' 8833' 8833' 88333' 8.52 83-388388
8833' 8883'... 88333.... 88333... 839038385
8833' 8883' 8833' 88333' 8833 396
8883' 8883' 8833' 8833' 8833 803938
8883' 8883' 38833' 88333' 53833 263335
8883' 8833' 8833' 88333' $9338
8833' 8833'. 8833' 88333' 333933 838328
8883' 8833' 8833' 338333' 893.333
8833' 83833' 338333' 88333' 83.38353
8833' 8833' 83833' 88333' 8833 3833833
83833' 83833' 83833' 88333' 83553
8833' 8883' 8883' 338333' 8383 033333
8833' «8833' 8833' 08333' 03333
8883' 38833' 38833' 88333' 333333

muwnz pmmm xmmmm mumamcmue mmmsmcmq cmflmuom

.x cm SUHB cEDHoo quHHQOHmmm

on» meE can umwa msv mo cam on» on mommomcma msu DGHHQ mmmmam .pmumfia mHHfixm
monomcma 390% beam uoc Op 50% MH .x cm Spas mchHoo mumaumoummm on» meE mmmmam
.mmmmcmGMH man 30 Sam muHHS Ho Ummu Ho xmmmm maco can now «H .x cm suw3 GEDHoo
mumamcmuu on» game mmmmflm .mommomCMH mmmcu mo mam mufluz pom .pmmu .xmmmm cmo 50% NH

112

.pmscfiucoo--.ma musmflm

 

3833' 3833' 8833' 8833' 83893 33.828033
8833' 8833' 38833.... 8833' 38.83
8833' 8833' 8833' 8833' 3393
8833' 8833' 38833' 8833' 8,3838
8833' 8833...... 88 33' 8833' 83333
8833' 8833' 8833' 8833' 38.33
8833' 8833' 8833' 8833' 838.3
8833' 8833' 8833' 8833' 3833 $63
8833' 8833' 8833' 8833' 3383033
8833' 8833' 88 33' 8833' 088383
8833' 8833' 8833' 8833' 833883
8833' 8833' 8833' 8833' 3883
8833' 8833' 8833' 8833' 338
8833' 8833' 8833' 8833' 393.38
88 33' 8833' 8833' 8833' 30333
8833' 8833' 8 8 33' 8833' 3835.3
8833' 8833' 88 33' 8833' 83083
8833' 8833' 8833' 8833' 33:3
8833' 8833' 8833' 8833' 3853

muwuz pmmm xmwmm mumHmcmna mmmomcmn cmwmuom

 

113

.coscfiuaou--.ma madman

 

3383833... 3383m33.... 3383833... 3383333... 3m333=3
mmm3v33... ~m~3m33... 3883833... 0883333... 3333
8333' 8333' 8333' 8333' 3.3828
8333' 8333' 8333' 8333' 38833
8333' 8333' 8333' 8333' 83968
8333' 8333' 8333' 8333' 8833 808
8333' 8333' 8333' 8333' 833mm
8333' 8333' 8333' 8333' 838:3
8333' 8333' 8333' 8333' 838353
8333' 8333' 8333' 8333' 8833 383830
8333' 8333' 8333' 8333' 8883303
8333' 8333' 8333' 8333' 33303
8833' 8833' 8833' 8833' 8.8.83
8833' 8833' 8833' 8833' 3333 $3333
8833' 8833' 8833' 8833' 88:3 396
8833' 8833' 8833' 8833' 882,302
8833' 8833' 8833' 8833' 3332
8833' 8833' 8833' 8833' 883533
8833' 8833' 8833' 8833' :83

mufluz cmmm xmmmm mumamcmua mmmsmcmq nmflmnom

 

114

.Umscflu300|n.ma wusmflm

 

3033333tin

mo¢3m33lll

 

3oq3~33trl 0333333tnl 3333

3333333||| 3333333||| 3333333||| m3m3333||u 3333333
3333333||| mmm3mq3xll 3mm3~33||| 033333311: 33333
3333333111 333333311: 333333311: 333333311: 333333333>
mom3vq3lll 303333311: 303333311: oom3333||| 33333333
mufluz 33mm xmmmm mumamcmna mmmsmcmq cmwwuom

 

115

 

Please mark with an X your major fields of study when you
were working towards your certificates (through
correspondence, craft, trade, or vocational schools) or
college degrees.

If you do not find your education major or majors listed,
please print them at the end of the list.

 

 

 

Certificate Degree

Education Majors Majors Majors

Accounting ‘ ___BMlOOZS ___BM20026
Advertising ___BMlOOSO ___BMZOOSl
Aerospace ___BM10075 __BM20076
Agriculture ___BMlOlOO ___BMZOlOl
Anatomy ___BMlOlZS ___BM20126
Animal Husbandry ___BMlOlSO ___BM20151
Anthropology ___BM10175 ___BM20176
Architecture ___BMlOZOO ___BMZOZOl
Art ___BMlOZZS ___BM20226
Arts and Letters ___EM10250 ___BM20251
Astronomy ___BM1027S ___BM20276
Astr0physics ___BM10300 ___BM20301
Audiology ___BM10325 ___BM20326
Bacteriology ___BM10350 ___BM20351
Basket Weaving ___BM10375 ___BM20376
Biochemistry ___BM10400 ___BM20401
Biological Science ___BM10425 ___EM20426
Biology ___BM10450 ___BM20451
Biophysics ___BM10475 ___BM20476
Botany ___BMlOSOO ___BMZOSOl
Business ___BMlOSZS ___BM20526
Chemicals ___EMlOSSO ___BM20551
Chemistry ___BM10575 ___BM20576

Figure 17.—~Education Major Category.

116

 

 

Certificate Degree

Education Majors Majors Majors

Child Development ___EM10600 ___EM20601
Civil Engineering ___EM10625 ___EM20626
Clinical Science ___EM10650 ___EM20651
Clothing ___EM10675 ___EM20676
Communication ___EM10700 ___EM20701
Computer Science ___EM10725 ___EM20726
C00perative Extension ___EM10750 ___EM20751
Counseling ___EM10775 ___EM20776
Criminal Justice ___EMlOBOO ___EM20801
Crystallography ___EM10825 ___EM20826
Dairy ___EM10850 ___EMZOBSl
Data Processing ___EM10875 ___EM20876
Dentistry ___EM10900 ___EM20901
Dietetics ___EM10925 ___EM20926
Economics ___EM10950 ___EM20951
Education ___EM10975 ___EM20976
Engineering ___EMllOOO ___EMZlOOl
English .__;EM11025 ___EM21026
Entomology ___EMllOSO ___EM21051
Finance ___EM11075 ___EM21076
Fisheries ___EMlllOO ___EMleOl
Foods ___EMlllZS ___EM21126
Foreign Language ___EMlllSO ___EM21151
Forestry ___EM11175 ___EM21176
General Science ___EMllZOO ___EMZlZOl
Geography ___EM11225 ___EM21226
Geology ___EMllZSO ___EM21251
Guidance ___EM11275 ___EM21276
Health ___EM11300 ___EM21301

Figure 17.——Continued.

117

 

 

Certificate Degree

Education Majors .Majors Majors
History ___EM11325 ___EM21326
Horticulture ___EM11350 ___EM21351
Hotel Management ___EM11375 ___EM21376
Housing ___EM114OO ___EM21401
Humanities ___EM11425 ___EM21426
Industrial Administration ___EMll450 ___EM21451
Institutional Administration ___EM11475 ___EM21475
Interior Design ___EMllSOO ___EM21501
Journalism ___EMllSZS ___EM21526
Kinetics .___EM11550 ___EM21551
Labor ___EM11575 ___EM21576
Landscape ___EMllGOO ___EM21601
Law ___EM11625 ___EM21626
Linguistics ___EM11650 ___EM21651
Management ___EM11675 ___EM21676
Marketing ___EM11700 ___EM21701
Mathematics ___EM11725 ___EM21726
Mechanics ___EM11750 ___EM21751
Medicine ___EM11775 ___EM21776
Metallurgy ___EMllBOO ___EM21801
Microbiology ___EMllBZS ___EM21826
Mineralogy ___EM11850 ___EM21851
Music ___EM11875 ___EM21876
Natural Science ___EMllQOO ___EM21901
Nursing ___EM11925 ___EM21926
Nutrition ___EMllQSO ___EM21951
Optometry ___EM11975 ___EM21976
Osteopathy ___EMlZOOO ___EM22001
Packaging ___EM12025

Figure 17.--Continued.

EM22026

118

 

 

Certificate Degree

Education Majors Majors Majors

Parks ___EMlZOSO ___EM22051
Pathology ___EM1207S ___EM22076
Personnel ___EMlZlOO ___EM22101
Pharmacology ___EM12125 ___EM22126
Philosophy ___EMlZlSO ___EM22151
Photography ___EM12175 ___BM22176
Physical Education ___EM12200 ___EM22201
Physics ___EM12225 ___EM22226
Physiology ___EM12250 ___EM22251
Planetarium ___EM12275 ___EM22276
Police Administration ___EM12300 ___EM22301
Political Science ___EM12325 ___EM22326
Poultry ___EM12350 ___EM22351
Psychology ___EM12375 ___EM22376
Public Administration ___EM12400 ___EM22401
Public Health ___EM12425 ___EM22426I
Public Relations ___EM12450 ___EM22451
Public Safety ___EM12475 ___EM22476
Recreation ___EM12500 ___EM22501
Religion ___EM12525 ___EM22526
Resource Development ___EM12550 ___EM22551
Restaurant Management ___EM12575 ___EM22576
Retailing ___EM12600 ___EM22601
Risk Insurance ___EM12625 ___EM22626
Secretarial Administration ‘__;EM12650 ___EM22651
Social Science ___EM12675 ___EM22676
Social Work ___EM12700 ___EM22701
Sociology ___EM12725 ___EM22726
Soil Science ___EM12750 ___EM22751

Figure 17.—-Continued.

119

 

 

Certificate Degree
Education Majors Majors Majors
Speech ___EM12775 ___EM22776
Statistics ___EM12800 ___EM22801
Systems Science ___EM12825 ___EM22826
Television and Radio ___EM12850 ___EM22851
Textiles ___EM12875 ___EM22876
Theatre ___EM12900 ___EM22901
Theology ___EM12925 ___EM22926
Transportation ___EM12950 ___EM22951
Urban Planning ___EM12975 ___EM22976
Veterinary ___EM13000 ___FM23001
Wildlife ___EM13025 ___EM23026
Wood Science ___EMlBOSO ___EM23051
X-rays ___EM13075 ___EM23076
Zoology ___EM13100 ___EM23101

 

Figure 17.-~Continued.

120

 

Please mark with an X all of the educational categories that
you have satisfactorily achieved since graduating from the

eighth grade.

If you do not find all of the educational categories listed
that you have satisfactorily achieved, please print them

at the end of the list.

General Education Development Test--GED
College Level Examination Program--CLEP
High School Diploma

College One Year No Degree

Licensed Practical Nurse --LPN

College Two Years No Degree

Registered Nurse-~RN

Associate of Arts Degree--AA

Associate of Applied Science Degree-~AAS
Associate of General Education Degree-—AGE
Associate of Science Degree-—AS

College Three Years No Degree

College Four Years No Degree

Bachelor of Arts--BA

Bachelor of Business Administration--BBA
Bachelor of Fine Arts—-BFA

Bachelor of Landscape Architecture—-BLA

Bachelor of Music——BM

Bachelor of Science—-BS

Bachelor of Law--LLB

Masters Graduate Work No Degree
Master of Educationn-EDM

Master of Law—-LLM

Master of Arts--MA

Master of Arts for Teachersfi-MAT

Figure 18.—-Education Level Category.

___EL10025
I__;EL10050
___EL10075
___ELlOlOO
___ELlOlZS
___ELlOlSO
EL10175
EL10200
EL10225
EL10250
EL10275
EL10300
EL10325
___;Lloaso
___EL10375
___EL10400
___EL10425

EL10450
EL10475

EL10500
EL10525
EL10550
EL10575
EL10600
EL10625

I'l'lll

121

 

Master
Master
Master
Master
Master
Master
Master

Master

of
of
of
of
of
of
of
of

Business Administration--MBA

Fine Arts-~MFA

Landscape Architecture-~MLA

Labor and Industrial Relations--MLIR
Music-—MM

Science--MS

Social Work--MSW

Urban P1anning--MUP

Diploma for Advanced Graduate Study--DAGS

Educational Specialist Degree—-EDS

Doctors Graduate Work No Degree

Doctor
Doctor
Doctor
Doctor

Doctor

of
of
of
of
of

Business Administration—-DBA
Engineering—-DE
Education—~EDD
Philosophy—-—PHD

Science--SCD

___leosso
___EL10675
___EL107OO
___EL10725
___EL10750
'__;EL10775
EL10800
EL10825
EL10850
EL10875
EL10900
___EL10925
EL10950
EL10975
ELllOOO
EL11025

I

I

l

 

Figure 18.--Continued.

122

 

Please mark with an X the categories that indicate the paid
teaching ranks that you "did hold" and that you are
"currently holding."

 

 

 

Rank Did Hold Currently Holding
Teaching Assistant ___AR10025 ___AR20026
Research Assistant ___ARlOOSO ___ARZOOSl
Teaching Associate __QAR10075 __4AR20076
Research Associate ___ARlOlOO ___ARZOlOl
Assistant Lecturer ___AR10125 ___;AR20126
Associate Lecturer ___ARlOlSO __;AR20151
Lecturer ___AR10175 __;AR20176
Assistant Instructor ___AR10200 ___AR20201
Associate Instructor .__;AR10225 ‘__;AR20226
Instructor ___ARlOZSO ___AR20251
Assistant Professor ___AR10275 ___AR20276
Associate Professor .__;AR10300 __QARZOBOl
Professor ___AR10325 ___AR20326

 

Figure 19.--Academic Rank Category.

123

.muommumu gcmfimon>ma AmsOHmmmmoumul.o~ 335033

 

 

 

 

 

8833' 8833' 8833' 8833' 8833' 3
3883' 8833' 3883' 3833' 8833' 3
8833' 8833' 8833' 8833' 8833' 3
8883' 8833' 8833' 8833' 8833' 3
8833' 8833' 8883' 8833' 8833' 3
3833' 8833' 3833' 3833' 8833' 3
8883' 8833' 8833' 8833' 8833' 3
8883' 8833' 8883' 8833' 8833' 3
8833' 8833' 3388' 8333' 83333' 3
3383' 3833' 3883' 3833' 8338' 3
3338' 3388'. 8883' 8833' 8338' m
8383' 8833' 8883' 3388' 8338' 3
8833' 8833' 8883' 8833' 8833' m
3833' 3833' 3833' 3833' 8833' m
8883' 8833' 8883' 8833' 8833' 3
mmfiwgflq UHM3¢ GOHHMHUOmm¢ GOHflMHUOmmfi wwhmg Hmflgz
HMGOHmmmmOHm HMGOHmmmeHm HMGOflmmGMOHm HMfiflHOOm WHMHOGOE

.cowmmmmoum mo 09%» 0:» mo mmmaoummmn .mnommumo £03m Hem owcflmuum
m>3£ so» 3333 mucmew>mwnom Hmsoflmmmmoum mo Hmnfisc may x :3 £333 £335 mmmmam

 

124

.Umscflucounl.om musmfim

 

 

8883' 8833' 8883' 8883' 8883' 8
8833' 8833' 2883' 8833' 8833' 3
3833' 8833' «3833' 3883' 8833' 3
8833' 8833' 2883' 8833' 8833' S
8833' 8833' 8883' 8833' 8833' 3
mmcmowq wnm3¢ GOHuMHUOmmm GOHpMfioommm mmnmmn Hmnfisz
Hmaowmmmmoum Hmcoflmmmmoum HMCOHmmmmonm Hmumfloom mumnoaom

 

125

 

Please mark with an X the following specific skills acquired
through practical experience. Do not include common hobbies
or household skills where only fair proficiency has been
acquired. If you do not find a special skill listed, please
print it at the end of the list.

Accounting ___3510025
Acting ___5810050
Advertising ___BSlOO75
Air Conditioning Technician ___5810100
Air Traffic Dispatcher ___SSlOlZS
Aircraft Mechanic ___§310150
Aircraft Pilot ___5510175
Architect ___SSlOZOO
Armorer ___5510225
Artist 5310250
Audio-Visual Technician :::§810275
Auditor ___5810300
Auto Body Mechanic ___SSlO325
Automobile Mechanic ___5310350
Bacteriology ___5810375
Baker ___8810400
Barber ___BSlO425
Bartender ___5810450
Biology ___5810475
Blood Analysis ___BSlOSOO
Blue Printing ___SSlOSZS
Boat Mechanic ___SSlOSSO
Boat Operator ___fiSlOS75
Bookkeeping ___5810600
Botany ___BSlOGZS
Breathalyzer ___BSlOGSO
Bricklayer ___3810675

Figure 21.n—Specia1 Skills Category.

126

 

Budget Preparation ___SSlO7OO
Burglary Alarms ___3810725
Bus Driver -___SSlO750
Butcher ___8810775
Carpenter ___5310800
Cartography (maps) ___BSIOBZS
Cement Work ___fiSlO850
Chauffeur ___8810875
Chemical Analysis ___5810900
Chemist ___BSlO925
Chiropractor *__5510950
Clinical Laboratory Technician ___5510975
Communications Equipment ___BSllOOO
Composition Layouts ___BSllOZS
Compositor (typesetter) ___BSllOSO
Computer Operator ___BSllO75
Computer Programming ___§811100
Cook ___SSlllZS
Cosmetology ;__§SlllSO
Counseling ___SSlll75
Criminology '___§SllZOO
Culinary ___§S11225
Decorator ___BSllZSO
Defensive Driving ___BS11275
Demolition ___5811300
Dietetics ___fiSll325
Diver ___fiSll350
Dog Handler ___5811375
Draftsman ‘___SSII400
Drug Analysis ___5811425
Editing ___5811450

E‘i-gure 21 . --Continued.

127

 

Electrician ___SSll475
Electronic Technician ___SSllSOO
Emergency Medical Technician ___GSllSZS
Engineer ___SSllSSO
Entomology (insects) ___5811575
Explosive Ordinance ___5511600
Farmer . ___GS11625
Fingerprinting ___SSll650
Firearms Identification '___SSllG75
Firearms Repair ___SS11700
Firearms Training ___5811725
Fireman ___5511750
First Aid Training ___fiSll77S
Food Analysis ___BSllBOO
Gas ____8311825
Geography ___5811850
Geology ___5311875
Glazier ___5811900
Gunsmith ___5811925
Heavy Equipment Operator ___5511950
Helicopter Pilot ___5811975
History ___BSlZOOO
Instrument Analysis ___5812025
Insurance ___§812050
Journalist ___BSlZO75
Judo ___§812100
Keypunch Operator ___5512125
Knot Specialist ___BSlZlSO
Laboratory Technician ___5812175

Figure 21.--Continued.

128

 

Landscaping ___SSlZZOO
Latent Prints ___GSlZZZS
Lawyer ___5812250
Lineman ___§812275
Linguist ___BSlZ3OO
Locksmith ___GSlZ325
Machinist ___GSlZ350
Mason ___BSlZ37S
Mathematics ___5512400
Medic ___§812425
Metal Worker ___G812450
Microscopy ___5812475
Miner ___3812500
Minister ___5812525
Musician ___5812550
Nurse ___5512575
Nutrition _;_SSlZ600
Optical Repairs ___5812625
Oxygen ___BSlZGSO
Painter ___§812675
Parachutist ___5812700
Pathology _é_§812725
Personnel Administration ___5812750
Pest Control ___5812775
Pharmacology ___§812800
Philosophy ___5812825
Photography ___5812850
Physical Education ___5812875
Physics “___6812900
Plasterer ‘ 8812925

I

Figure 21.—-Continued.

129

 

Plumber ___SSlZQSO
Polygraph Examiner ___SSl2975
Poultry ___5513000
Printer ___5513025
Psychology ___SSl3050
Public Relations ___SSl3075
Public Speaking ___SSlBlOO
Pursuit Driving ___SSl3125
Quachery ___SSlBlSO
Quadriplegics ___SSl3l75
Radar ___SSl3200
Radio Announcer ___SSl3225
Radio Operator ___SSl3250
Radio Production ___SSl3275
Radio Technician _;_SSl33OO
Railroad Inspection ___SSl3325
Real Estate ___5813350
Recording Technician ';;_S813375
Recreation .__;SSl3400
Referee ___SSl3425
Religion '_;_S813450
Research Methods '___SSlB47S
Roofer '___SSl3500
Safety Activities ___SSl3525
Salesman ___SSl3550
Sand Blaster ’_;_§Sl3575
Script Writing ;__S813600
Scuba Diver - _‘__;_SSl3625
Seamstress __;SSl3650
Shorthand ‘ ' $813675

Figure 21.-—Continued.

130

 

Sign Language ___SSl3700
Singing ___§813725
Small Arms Repair ___fiSl3750
Snake Handler ___SSl3775
Soil Science ___SSl3800
Solar ___SSl3825
Speech Therapy ___SSl3850
Statistics ___SSl3875
Steelworker ___S813900
Surveying ___SSl3925
Switchboard ___SSl3950
Systems Analyst ___SSl397S
Tabulating Machine Operator ___SSl4000
Tailor _+_SSl4025
Taxidermist ___SSl4050
Teacher ___SSl4075
Telegraph Operator ___SSl4100
Telephone Installation _ ___SSl4125
Telephone Repair ___SSl4150
Teletype Operator ___SSl4175
Television Announcer ___SSl4200
Television Cameraman '___SSl4225
Television Production ___SSl4250
Television Technician ___SSI4275
Textiles ' __;SSl4300
Theatre ___SSl4325
Theology ___SSl4350
Tool Design ___SSl4375
Tours ___SSl4400
Toxicology ___SSl4425

Figure 21.—~Continued.

131

 

Training Specialist .___$Sl4450
Transportation ___SSl4475
Truck Driver ___SSl4500
Typist ___SSl4525
Umpiring ___SSl4550
Underwriter ___SSl4575
Vault Technician ___SSl4600
Vehicle Inspection ___SSl4625
Waiter ___SSl4650
Weighmaster ___SSl4675
Welder ‘___SSl4700
Writer ___8814725
Xray Technician ___;5814750
Xylography (wood engraving) ___SSl4775
Yachting ___SSl4800
Youth Organizations ___SSl4825
Zionism ___SSl4850
Zoology ___SSI4875

 

Figure 21.n-Continued.

CHAPTER V

SUMMARY, CONCLUSIONS, AND RECOMMENDATIONS

Overview

Developments and improvements in reporting
procedures and record keeping have made it possible to
maintain more consistent and thorough analysis, evaluation,
research, and statistics in the criminal justice field.
Various records have always been important to the criminal
justice's operating structure in the past and today.
Information in the past has been collected, filed, processed,
reported, retrieved, stored and utilized on a manual basis
for many different purposes. But that information today is
handled more accurately, faster, and with a wider scope
because of modern data processing techniques.

Criminal justice methods have changed over the past
several decades and means of communication and inquiry have
also changed. The law enforcement officer of today has at
his disposal modern equipment designed to communicate
relevant information when needed. When information is
requested concerning a criminal or some other situation at

hand, the officer can inquire and receive through the use

132

133

of a computer fast, timely, and updated information. The
officer is then in a position to make decisions based upon
current knowledge.

This knowledge can be found in many different forms
which includes available information from computer files.
These files range in type from things of a material nature,
such as vehicle files, to information about people, such
as sex deviates and wanted persons. In the past information
contained in manual files was not shared efficiently and
on a routine basis with other criminal justice agencies.
Today through the use of computers, information is made
available to the majority of agencies. The data processing
field has helped in the sharing of information with various
agencies and their officers by making available a variety
of computerized files on an inquiry basis.

The sharing of information through data processing
methods has undergone an increase in recent years and
current indications are that it will continue its growth
in the future. The application of data processing methods
in most criminal justice agencies has followed a normal
pattern of converting manual files to punch card files.
With the evolution of electronic data processing equipment,
files were handled as in the past, but with greater speed
and more accuracy. This early electronic equipment was in
effect a card computer.

As technology improved, the computer system was

upgraded by the addition of magnetic type devices and disk

'134

storage devices. These improvements allowed criminal
justice agencies more flexibility for processing more
information and data. With the advent of the second and
third generation of computers, the input and output of
data were improved through accuracy, performance,
reliability,and speed. Just as technology enhanced the
processing of data, the processing of files evolved in time.
Files created while using punch card equipment and first-
generation computers were treated as separate entities even
though they contained elements common to other files. As
experience was gained with second and third generation
computers, files with like data elements were consolidated.
The consolidation of files through a refined
technology helped lead the way toward sharing information
between criminal justice agencies. The change helped
broaden the base of criminal justice knowledge. One of the
real justifications for data processing in the criminal
justice field is the sharing of information. Modern
methods and techniques of data processing concepts have
offered an opportunity to open the door toward progress
for the criminal justice field. This development was

experienced by the Michigan State Police.

Summary

From 1966 through 1973 three Commanding Officers
from the Training Division requested that their skills

inventory system be computerized on the Michigan Law

135

Enforcement Information Network (LEIN). The manual method
of inventorying skills has existed for ten years. It was
projected for the 1970 fiscal year for computerization on
the LEIN system. It must have had its merit and need for
existence or the Commanding Officers would not have
persisted for a decade with the idea of converting the
skills manual system to a computerized one. The manual
system continues to be a laborious task to update and
search.

The formation of the proposal for the computerized
personal skills inventory system was analytical in nature
and simplified in application. The development followed
the structure of systems analysis. Fundamental to a
practical systems design is knowledge. This included
understanding the present Training Division's manual skills
inventory system and having a good grasp of the requirements
of a computerized one. Both were covered in detail in the
preceeding chapters.

The analytical process involved at least the
collecting and synthesizing of information, collecting
operational data, determining problem requirements,
considering future requirements, designing general solutions,
selecting an operational system configuration, developing
system solutions, and preparing instructions.

As stated previously, the proposed computerized
system was simplified in application. The input to the

system is oriented toward the MSP officer responding to the

136

Personal Skills Inventory Form and various subject
categories. The form is used to identify the individual
because a computerized personnel system does not exist.
After recording the information needed on the form, the
officer marks the appropriate information listed in each
subject category. The subject categories included
residence county, birth date, birth place, anniversary
date, classification date, classification title, post
assignment, law enforcement, military service, military
draft, publication record, foreign language, education
majors, education level, academic rank, professional
development, and special skills.

All seventeen subject categories used the Fixed
Vocabulary technique. Each category is supplied with
special instructions. Data elements are listed for each
subject category. Every data element is assigned a unique
seven-position code. The officer is asked to asked to mark
those data elements that apply to his or her particular
situation. The Personal Skills Inventory Form and the
subject categories are eventually returned to the Training
Division.

The information is then transcribed into cards for
batch processing. There are three types of cards created
per record: name card; address card; and data card. A
record may contain more than one data card. After
keypunching, the procedure calls for taping the cards. The

social security number acts as a control number for the

137

record and identification for the individual. The first
output for the batch process is an error listing containing
all errors. After the errors have been rectified by the
Training Division, they would be resubmitted for updating
the tape file. The next step would be to write the tape
file on disk.

With the data residing on disk, the Training
Division is in a position to process records using a
teletype terminal. Updating records can take place using
the terminal. A single profile containing all record
information can be printed. The system can print selected
profiles for individuals with certain types of skills.
Selections can be made based upon one data element or many
data elements. With an on-line system and appropriate
program design, the computerized personal skills inventory
system can produce varied information when needed. This
could involve an emergency or some other situation when an
officer is on patrol.

Profiles containing all data on disk could be printed
annually for the MSP officer. The officer would then have
the opportunity to make additions or deletions to the entire
record. A procedure could be established to automatically
print a profile immediately after the officer reports for a
new post assignment. The officer would have another
Opportunity to update the record. This procedure coupled
with the annual printout would give the officer plenty of

opportunities to audit the record. In both cases the

138

Training Division would update records using the teletype
terminal.

Once the computerized personal skills inventory
system has been operational for approximately a year, the
Training Division will gain enough experience to broaden
the scope of the system. Subject categories and other data
element codes can be created and added to the system.
Different print formats can be established. There may be
other skills selection criteria required based upon
experience gained with the system.

In due time the various district headquarters
could be connected to the skills system through their
teletype terminals. With the Training Division as a
contact point, Other criminal justice agencies in Michigan
may be able to utilize the talents of certain MSP officers.
Those criminal justice agencies bordering Michigan may need
the immediate assistance of the Michigan State Police. Their
needs may be serviced quicker through an MSP skills search.
It is conceivable that someday criminal justice agencies in
Michigan with terminals connected to LEIN will be able to
inventory the skills of their own personnel. The MLEOTC
could use the skills system to inquire about skills for
future instructors. The MLEOTC's certified instructors and
their specialty skills could be an integral part of the

system.

139

Conclusions

 

The data processing technology for a computerized
personal skills inventory system is known. The systems
development for the proposal has been rendered. The
application of the proposal is feasible. The expressed
desire for converting the Training Division's manual system
to a computerized one has existed for a decade.‘ The
limitations of time and money may serve as major restraints
for the rapid development of the proposed system. I

A thorough research and review of the literature
was conducted in relationship to the proposed computerized
personal skills inventory system. The majority of the
systems disclosed during the literature review were
personnel record files containing skills oriented data. A
few appeared to produce skills oriented reports. These
systems were integrated or comprehensive personnel
information systems. The review did not reveal any
independent systems.

There may be some underlying reasons for the absence
of applicable literature. It may be a less intriguing area
to write about than some other topic. There may not be many
active applications about which practitioners wish to write.
A good system results in a competitive edge which some
organizations may not wish to divulge until proprietary
rights are established. Some organizations may possibly

have a computerized personnel or personal skills system,

140

but they may not wish to admit it. These organizations

may fear some sort of backlash from their employees because
of the ever increasing notion that organizations maintain
doosiers which are often viewed as an invasion of privacy.

The interest in the literature research was directed
toward an independent skills system, since the Michigan
State Police (MSP) does not have a computerized personnel
file or system. The operation's aspect of the study was
tied directly to LEIN mainly because of the dispersal of
its terminals. The optimum solution for the MSP would be
skills data integrated with personnel information in a
computerized personal skills inventory system. The next
best solution would be a computerized skills file or system
interacting with a computerized personnel system.
Ultimately, the MSP should have the computerized personal
skills inventory system integrated with a comprehensive
computerized personnel system. Regardless of the type of
skills system, the important consideration must be the
ability to input and output data for the skills related
segments within the total system.

Through methodic systems analysis the skills system
can eventually expand into a comprehensive management
information system (MIS) providing MSP management with an
outstanding decision making tool. M18 is an accumulation
of data. It serves as information usually on a need to
know basis. Judgements are made from observing the

processed information. MIS addresses the activities of

141

the organization especially where there is more than one
alternative for the decision making process. It Offers

the Opportunity for considering alternatives based upon
such questions as "what if this" and "what if that." It
provides input necessary to evaluate the success or failure
of new projects. MIS also evaluates the affect of deci-
sions upon existing and previous projects.

The potential for developing a skills management
information system is almost unlimited. The capability
of establishing simulation models in forecasting, for
instance, potential instructors is available with MIS.
Using the computerized personal skills inventory system,
the Training Division can select the data elements needed
for teaching a particular course. Those meeting the
desired criteria can be selected and listed. Others having
all but a few skills can be identified for further training.
Modeling techniques provide a flexible basis for specialized
reports. Most models are designed with the ability to
allocate and compute information resulting in a series of
reports showing what was and is available and projecting
future organizational needs.

The capability of developing alternate outlines for
probable courses might also be possible with MIS. These
outlines sometimes exist because of short range goals, but
they usually are established through long range planning.
Once the course Objectives are known, skills needed for

instructional purposes now or later can be prepared. Data

142

can be matched with similar course outlines using the
objectives and skills segments. Sometimes the matching
will indicate that with some modification to an existing
course a new one is not needed. Established and potential
instructors may only need to work on a few skills to meet
the requirements as outlined for the course.

Categories associated with training such as course
types, course outlines, instructor skills, potential
instructors, and established instructors, could be captured
as part of the MIS function. These training categories
should help offer insight into questions regarding
implementation Of new programs or elimination of others.
Such questions should be answered if training is to remain
relevant to today's law enforcement officer. The various
training categories and related questions provide the basic
input data essential for MIS to function. MIS tends to
quantify strategic data and can help identify the demands
placed on training.

A computerized personal skills inventory system
designed to address MIS concerns can provide historical
data for use in evaluating and establishing predictive
service activity. Management can respond to changing
conditions by allowing non-computer personnel to obtain
specialized reports on a one shot basis. An example of
this concept is printing skills performance indicators
from quantitative data. This may include the individual's

ability to perform various skills related functions. By

143

manipulating data, performance tasks of many types can

be brought to management's attention. This MIS feature
should draw management's attention to those officers who
have unique skills besides those skills needed to perform
normal duties. It may not be so far fetched as to envision
reports showing whether or not individual or departmental
performance has improved.

Some of the major aspects of M18 include the ability
to perform such functions as information retrieval and
generating reports. Another important aspect is coupling
together the functional elements of management. Many
management information systems are inadequate from the
users standpoint. This is true because MIS evolved as a
result of the development of many separate applications.
Many applications were developed because of departmental
interests rather than the broader organizational views.

MIS must somehow provide management with information needed
to coordinate activities to achieve not only the same

goals as were desired in the past but include the sc0pe of
the total organization. If this is not achieved, the
functional elements of M18 will result in user
dissatisfaction. .

MIS should aid the Michigan State Police as a
decision making tool. MIS can be beneficial especially if
it includes such functions as optimizing the utilization

of management's expectations and addressing crucial time

144

elements. MIS can provide higher quality information for

employing management techniques.

Recommendations

 

There are many operational processes which have

yet to be identified and examined in depth. These

recommendations can be presented in the form of questions.

The answers to the questions must be addressed in the near

future.

Is there a need for an operation or procedure

manual?
Is a coding manual necessary?

In addition to the LEIN identifier, is it better
to establish access codes for the types of
data that may be printed from a terminal?

What is the print format for the profiles?

What future reports are necessary for the success
of the skills system?

How often should the reports be produced?
Can abbreviations be used with clarity?

What is the average length of a profile in terms
of printed sheets?

Would pre-formatted forms better identify portions
of the profile?

Should priority codes be established for selecting
data based upon the urgency of the request?

What additional information is currently being
used on a continuous basis that should be
added to the skills system?

145

Should the incrementation of data element codes
be changed to tens instead of twenty-fives?

Is it necessary for the individual to sign the

change form for an update to his or her profile?
What is the average cost to print a profile?
What is the average cost to make a skills search?

Is the present body of profile data adequate for
the next few years?

Should profiles be created for those going through
the MSP recruit school?

Is it appropriate to eliminate profiles from the

system after achieving a certain rank?

Should a subject category be instituted for
qualifying with different weapons on the
firing range?

Is it necessary to establish a city-card for the
birth place category or should the computer
program be designed to accept the city punched
into the "data card" (e.g., BPMILAN)?

Limitations of Study

There are some definite limitations of the study
which, in retrospect, would have increased its value.
First, a different approach could have been used for the
survey questionnaire. A preliminary survey should have
been mailed to the state police agencies in the other
forty-nine states. The survey would determine their type
Of affiliation with a data processing facility and what

major metrOpolitan police department in the state was also

146

associated with a facility. After all responses were

returned, the survey in this study would be mailed to the

responding state agencies and fifty metropolitan agencies
(includes Detroit). Those agencies indicating that they
had a computerized skills inventory system would be
contacted. A letter of inquiry or phone call asking for
documentation of the skills system would benefit the study
effort.

A further limitation is the fact that no method was
implemented to determine the expectations of the MSP
Commanding Officers. They may realize the need for other
subject categories. They could make additional suggestions
for data elements and skills not listed in the proposal.
They may be very interested to know the average time it
takes to record and mark the Personal Skills Inventory Form
and the subject categories.

Much has been presented and discussed in this study.
Perhaps much more was left unmentioned which could have
been a part of the study. This thesis endeavor will have
served a worthwhile purpose if it challenges constructive

thinking resulting in positive action.

APPENDICES

APPENDIX A

MICHIGAN STATE POLICE ORGANIZATION CHART

147

umsmcmt new meow>tmm mwmpm mo ammtzm 3:3

:0. 3.8

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

=.=owmw>3o mcwmmmuora mama:

op umttmemcmtu mm: =cowuumm mcwmmmuota upon: one;

 

 

 

 

 

 

 

 

 

80.5.0... —
:33 .653
30.58
:5 1 8925..
02332.3! :38!
80.58 _ :5 :
r_'||....¢:'._ 10.2030. .- 1 93.2.2;
fillet 32:38....
30.58
I 5.3-: 30.58
5.. rags->3 a
_ :5 _ 98.883.
also; :30!
l 391.5%... _
b‘l t
03.3. 3.3....354 _'on.ih.-J:o§ EUR-Jae;
30.58
.8. ul 30.58 30.53 3258
I 3:35.253 gfiuwol I .l .2235!!! 3.5.5213 55:53:54
. F
lea->3 30.929 8.0;:
«stand 03...: u’gouuu :Uhdu >1i9—8 “Edglgd
1 ........... J
u 10.300 33504 .u ulncunuL Dan—_- ”Zhsouxu
. 52.... :3: .
>.
_.---.. henna- -... .33....

T

 

:2

h8g0 203(5—5‘20
. as up“ 3 g

.81.. 3’

148

...co._um«>.3 09.0qu.. 0.3 v9.8.5.» an.» gnoHuoom 060m...— cmmgugs m5...

 

 

 

 

 

 

 

 

    

 

    

10.... 3
IO‘C:D:‘JD

 

 

 

 

 

 

 

 

 

 

+ .Uw..rwuw #" _ .l: L ml“? __ H oftnflwl’ .1

. 19:3 .51) 19.:- 5c.
. guineao Gar». IOU .1.uv¢l:
1°:U-u u ‘°.pU¢. 1.5 .381). O p.23.
-;.>ah.l'0¢ .>=1-‘.8.Dn(
I ............ u ...--.......-; '91.: 10.3:
. 0.13 . . p 45.3.; ” 3¢o< .2 1. 3.0
.53. .1. n. . 52:3. _ 325.5%:3 . .-
..-..-.uo...-. panama}. .55”

803;;
433.! II:

 

 

       

 

 

    

    

1°:u'
firings-'0‘

 

 

 

 

 

 

 

 

393;;
I’th-srrluo.
a 8800:

33.39
.- sugar:

.03.);
sgale'ld

 

 
 
 
 

 

— 32:: :9: 3 :35. H

3!

=33 29.—(52(030
E 3:5...

11...].

:0. 3.30

 

1.00

 

IIIII

    

 

 

lu..o‘l r

I _ .8314 T 2.. "
Hr ilxliflmqr— —I:00000.3 — 00.2.00
_ 3i... .j 1...... l .Ii: L_ MILE _ ESEUJ. — .1... :1

1.0.0020 W. 10.00.10.3th c0.0lcolqu..rIl _ .3‘1I... .SHJ; .005 0...0-I‘I_ r .0...

a

fl .0100 ‘0

 

 

 

 

 

 

 

 

 

 

 

 

 

149

 

I..I....u.,. A. _IIIndIr HAHN].

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

0: SI ‘01—.fi 0.1-...03.‘ JIL— fl
IIIL_

I . r

 

 

 

 

 

 

 

 

 

 

 

 

 

IA. ‘IIJ. .
n . 0.3;: r
. ¢ . L

al.150- III I
_

 

 

 

 

. . I I J I I a I wIIIIIIJ V I
000.... m I I 93:00 #1 MI :50 0|... .3 . at?! r 305.0... I. ..0.0 .w r .. 0.00. T. a 0.000..)
I. , II I x _ . - IL . I III . C _
_ . 9... .SOI 3 .
_ w -J. I ,. I I. I I . III -- . _
.0001... I. (Cenozu F 3.9 <o~a . so 0 1.-.! ..... w J 00.0:- IT . (0.x... .0 I. _
I . 7 l I I , It I! [I III L . 1|
0.0!I-I. TL 0. U 00:; ‘llonfi. I I4“ I. I8 II “Hy-In I II 10:00 r 0....- 3: .-.~ J a (J .3.) I“ _
. . . _I 0! L . cl. . I
I PIIIHI. m I . II IIIIU _ . L . . a: ”“0" 0... .u j
w ifcoos
I

 

— o O! pU.lP-.O* —Ih 03 rush-fl —IOI:II_ '4. 3.4:.fl —.IL2 v.20EA 0 3! >U.lru.0 —I 08 puss—IBEX fin OI '93:.MIT —.. OI PoirgII—u

d

r

 

 

 

 

 

 

 

 

 

 

 

3356
1.3 2.5

 

 

.48. I ‘33...._
[IIIKV

 

 

 
    

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

_ .3. ‘hI- ‘0‘:

 

I:
J.
_
_
:J m .D... _—'.I¢n»“‘ .TI

 

 

 

 

 

 

 

   
     

   
  

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

.00....3Y055. . I
II .
.
z 0300 00.2.3 .00.
_ "unnumfl I :95: 5.63
. a 3. .3. a... . 32.93:... afloat...
,IIII
_ - .. (D p. 0.00le
.ED :0; . :3 1,. . .63 (a. . _ Jun-'03:“
62.53.: to... I _ co. .3... . 7.0! I on. _.. 2.00. :0... _r._ I IL.
..oo»d.‘.0...IL. _ ova) :2:an :00 .
III F..II.I.
_II...SII.
.iMII ngzm . I... 1... . .
fico.iu;..sc! I .1 a 9.0.0 _IIIOonu.
. :00... . 6 cu. .00 .01 __
v
C. u..h¢.3.30_ _ .203 . to. .0_u...03..".. r. "-OUquIIUII
. . . r l ..
:88. _ _ £0.03... _ .55.. __ 2.5 3.502.... 3.0-.
L . I 0350.0.
" p_.iu
.
.2.) IL. bbvthflla _ll
0»... .0. :I . . 1. 30:.U3
. I 3 u.‘.-D¢.OltI.. ” _‘ u. 5 r 2.3 5:?-
” 10.0000 .2300! 00:03.0“.
_. _ m I n
so." . xi; 2.0) 41 2.300
lO.»u~n 00.3”“...“10: (0.»U3 00:030...." . I '33; .00. L (nan—WW“.—
130200-3 3.00582... 00.53 .2...
2:323 2:323 gut-6.3:...
.00.... I ‘3'); .
1.... u I , 10.3: 3...... to. 80:9: 80:03 (0:93
6.: Cr: 0 l I 5C; :35: 30.5: 3.00: =¢u 00:! 2:332:53 I 3:35.230
.IOI‘J U...rl.—.Ufl

 

30.229
025.0959

 

sea—>5
ugggg

 

a

 

 

nun->13 can: no a<u¢=n

 

 

he <10 ZO.h<N_Z(0¢O

“3855850828
0010......

 

APPENDIX B

MICHIGAN STATE POLICE DEPARTMENTAL MEMBER

EDUCATION INFORMATION FORM

I’D-to um. 1.12)
PLEA“ TYPE

ECNOOL ATTENDED

EC HOOL ATTENDED

T E COLLEGES

COLLEGES ATTENDED

DEGREE OI CEITIFICATE ONANTED

4. GRADUATE SCHOOLS

A. COLLEGE. ATTENDED

HINDI HELD.

MTIG'IAL on TRADE SCHNL
NAME

DEECIIIE COM CONTENT.

150

Doponmom at all: Ponce

EOIIOATION IN FOIIIIATION

Como"!

LOCATION

LOCATION

LOCATION

Lonmh

'ENIOO ATTENDED

DATE ORADUATED

DATE OIADUATED

TEA" YOU ATTENDED

YEA” YOU ATTENDED

TEARS YOU ATTENDED

 

151

E "’_2_3_g_; >;-—- .-r—

6. GENERAL CORRESPONDENCE COURSES

 

ICNOOL

LOCATION

LENGTH
OF COURSE

YEAR! VOU
ATTENDED CERTI'ICATE?

 

 

 

 

 

 

 

 

 

 

 

7. DE PARTNE NTAL TRAINING

(Do NOT Inclmo locum on Tvoooov Schoon. Coconut-Cocoon“ Odom-Non. at any on.» oohool «M I... than 40
homo. DO Include ochoolo o! 4001 not. hows. whatnot taming by thin don-"mm 0: echo: school or agency.)

 

EC HOOL SPONSORED RY

LOCATION

NUMBER HOURS

COURSE CONTENT

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

O. LANGUAGE ABILITIES ILIOI on

lance-900. lncludbno Deal Nut. Sign Law)

 

LANGUAGE

READ WRITE

CONVERSATION

TRANSLATE

 

 

 

 

 

 

 

 

NO. HERE LANGUAGE. LEARNED?

[:1 AI Non CI At School

 

NA“ OP EC HOOL

 

9. DO YOU POSSESS ANY SPECIALIZED SKILLS NOT PREVIOUSLY LISTED?

 

GRILL

HOW ACQUIRED

LENGTH OF TRAINING

PRESENT PROFICIENCY

 

 

 

 

 

 

 

 

IO. HAVE YOU ATTENDED ANY SCHOOL ON YOUR OWN TIME, OR TAKEN ANY CORRESPONDENCE COURSES WITHIN TIIE LAST
"ELVE NONTNS? IF SO, PLEASE IDENTIFY:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

II you Nov. «0 band 040de ”no In IIuIng my Decoupllohnoml, ploou UR. oddlflonol Ibo.“ oI pap", noun. nIomco to the IOCIIOR
”be! duh In Loin. “do! 00.

Plus. Inha- IIn Puma-I DIvIqun ad Training Dlvhlon oI «Ito-”Mon" can.” u nodule cannon on you emplon III... 00 yo"
wan-0| ad totals. and. will "II-co yew canon! and compluo flown.

 

 

, APPENDIX c

SURVEY LETTER AND QUESTIONNAIRE

Data Processing Computer Section
Detroit Municipal Police Dept.
1300 Beaubien

Detroit, Michigan 48231

June 19, 1972

Dear Colleague:

I have undertaken a project for the Michigan State Police
(MSP) that relates to my thesis for a Master of Science
Degree. I plan to develop a practical method of inventorying
the personal skills of every MSP officer on a computerized
basis. Expressing the project in its simplest form, my
objective is to develop a practical method for the MSP to
implement a computerized personal skills inventory system
(CPSIS) that will replace their existing method of manually
searching through a thirteen volume alphabetically indexed
inventory of skills.

Please take ten minutes to read the enclosures which explain
more in detail the extent of my project than does this cover
letter. The enclosures are c0pies of my thesis prospectus
and the MSP correspondences relating to my thesis. After
reading the enclosures, please take one minute to answer

the attached CPSIS survey questionnaire, and then detach

and mail the questionnaire to me by 07-11-72.

Thank you very much for your time.

Most Sincerely,

Ronald A. Soltis
1219 Ivanhoe Drive
East Lansing, Michigan
48823
Enclosures

cc: Captain Charles Meyers
Department of State Police
714 South Harrison Road
East Lansing, Michigan 48823

152

153

Data Processing Computer Section
Detroit Municipal Police Dept.
1300 Beaubien

Detroit, Michigan 48231

Please detach this questionnaire and mail to:

CPSIS SURVEY QUESTIONNAIRE

 

Is your personal skills inventory system
a manual file?

Is your personal skills inventory system
a computerized system?

Is your personal skills inventory system
a combined manual file and computerized
system?

Is your personal skills inventory system
incorporated in your personnel file or
system?

Does your future plans call for creating
and maintaining a CPSIS?

Have you ever heard of a CPSIS?

Ronald A. Soltis
1219 Ivanhoe Drive
East Lansing, Michigan 48823

June 19,

Yes

1972

NO

 

APPENDIX D

DEFINITIONS AND TERMINOLOGY

DEFINITIONS AND TERMINOLOGY

The following data processing terminology and
definitions are presented for a better comprehension of
this thesis endeavor.

Benchmark--a test designed to serve as a guide for
the determination of future expectations.

Cathode Ray Tube--CRT; a tube similar to a television
picture tube containing a screen on which
information may be stored and viewed.

Central Processing Unit--CPU; the device that contains
the main storage and arithmetic unit and also
controls the interpretation and execution of
instructions; sometimes referred to as the
"brain" or "heart" of the computer system.

QQEQLf-Common Business Oriented Language; a computer
language for which business data processing
procedures are processed on the computer.

Computer--a device capable of accepting data for
computation, including arithmetic and logic
functions, for solving problems and supplying
the results; a device that accepts input and
supplies output using arithmetic, logic,
storage, and processing functions.

Computerized--to execute or manipulate or regulate
or store with the use of an analog or digital

computer.

154

155

Consolew-usually a display terminal or typewriter
terminal that is a portion of the computer which
can be used to control the processing of computer
devices, data, and programs.

Qataf-information in card, electrical, or magnetic
form containing a collection of elements
representing numbers, special characters or
symbols, and the alphabet; information used for
collecting or processing purposes.

Data Processinq--the processing of information by unit
record (pre-computer) equipment and computer
equipment; that professional field that processes
data using computer related equipment.

EEEEST’the searching for and correcting of errors
(bugs) found in computer programs.

Device-~a mechanical medium designed for the processing
of data.

Diskf-a magnetic storage medium upon which information
resides on a flat, rotating surface resembling a
long playing record.

Display Termina1--cathode ray tube (CRT); a device that
shows data on a screen for inquiry and/or updating
purposes; associated with teleprocessing systems.

Display Tube--see cathode ray tube (CRT).

Eilggf-records containing information that is arranged,

classified, or collected in an organized manner.

156

Flowchartinge-a method or tool employing symbols which
illustrate a sequence of steps necessary to process
concepts and/or data; a procedure used in systems
analysis for the processing of information in a
logical order.

Generation--a time frame for the purpose of

 

distinguishing historically when computer equipment
evolved; first, second, and third generation computer
equipment is distinguished by technological
developments.

Hardware--the physical data processing equipment as
opposed to computer programs.

IZQr-input/output.

InpuEf-data transmitted or transfered from one medium
to another; a device or devices used to submit
information to the computer.

Inventorye-an accumulation, listing, accounting,

 

collection, or cataloging of valued information.

Job Stream--input stream; a series of tasks and jobs
submitted to the computer for processing.

Magnetic Tapeé-a magnetic storage medium on which data
is stored-or used for processing usually one-inch
wide and sometimes twenty-four hundred
feet in length.

Off-Line--unit record or pre-computer equipment;
peripheral computer equipment not under the control

of the central processing unit (CPU).

157

On—Line--on-1ine processing; ineline processing;
peripheral computer equipment under the control
of the central processing unit (CPU).

Output--information transmitted or transfered from one
medium to another usually outside of the computer in
a readable form.

agile-program language/one; a high level computer
language designed to work in a business environment.

Program--a set of specific instructions designed to
accomplish a desired result; a complete series of
instructions necessary to solve a problem.

Programminqe-the arrangement and construction of the
design, writing (coding), and testing of a program.

Skills-~a developed proficiency in some particular
activity; an activity requiring special training
or knowledge for competence or expertise in its
practice.

Software--the programs and programming support necessary
for the Operation of the computer system and the
processing of computer jobs.

Storage--the capacity of a computer system to save
information until needed.

System--a combination of things, parts, methods, or
machines forming a united or intact unit.

Systems Analysis-~the examination of an activity to
determine how many Operations and what operations

are necessary to accomplish the desired objectives.

158

Teleprocessing--data that is transmitted between computer

 

devices using communication facilities; originally
an IBM trademark; hardware equipment such as
diSplay terminals, teletypes, and typewriter
terminals.

Teletype--associated with teleprocessing; a printer
with two way communications with a computer system;
a slow communication device designed for file
inquiry and a printed response.

Termina1--a communication device that provides input
and/or output information; usually associated with
teleprocessing.

Tubgf-see cathode ray tube (CRT); a nickname for CRT's.

Typewriter Terminal--associated with teleprocessing;

 

a communication device, similar to an office
typewriter, providing printed information usually
for inquiry purposes.

Unit Record-~punch-card equipment; pre-computer

 

equipment; a device designed to process units of

records according to specified procedures.

APPENDIX E

LEIN CONFIGURATIONS AND INTERFACED SYSTEMS

159

1968 Basic B5500 Configuration

 

 

Number Type Name
1 B5280 Basic System
1 85281 Additional Processor
8 B461 Memory Modules
1 B124 Card Reader
1 8303 Card Punch
1 B325 Printer
4 B422 Magnetic Tape Units
1 B475 Disk File Storage Module
1 B477-1 Data Memory Bank
3 B477-2 Additional Data Memory Bank
Modules
142 28 ASR Teletype Terminals

 

1975 Basic LEIN Configuration

 

 

Number Name
2 B-6700 Systems (one
megabyte each)
40 Disk Spindles
Printers

2 Card Readers

1 Card Punch
10 Nine Track Tape Drives

3 Seven Track Tape Drives

2 Data Communication Processors

220 ASR 28 Teletype Terminals

 

1650

mamummm omommumucH com szA

 

 

mm~¢OPm~2
4<sz~¢u ou-mmh=mzou

muaom
muwuvtauom
mmpuvut<
menu

mmgnm >k¢wmoma zmgohm

 

muouixw> awkz<2 a zmnopm
Amincuiumtuxmo mtz<¢¢<3

 

 

 

mmhzuu zomp<zmouz~
mxmau 4<zouh<z

 

 

uhuz

 

momoumm mm>~mo

monF<ummem mgupzm>

 

mp<km no >m<kmmumm

 

 

 

 

 

//

H

mutoaom mewtu Etommca
zup>vuu< ucmuruu< uvmwmgp

 

quIUHmzm mw<mmmz

 

mmHmOFmaz 4<sz~mu ou-mmp=azou
Sousa: cmvcsoaefi cmpoum

 

muoqum>
Pv>wu cucwm Fo:_ewtu
maomcoppmumw: OLCCML»
Locum2mnmwz aco_md

. mhz<mm<3

 

 

mukzuu
<w<a 4<0Ho=n

 

 

 

I'll-"LP I
d.“ <53 45:32; maoszdumHz I

 

hzm2km<amo
mo~goq
mhquw: zxomm<ma

 

 

 

 

xmozhmz zo~h<2momzH hszmumouzm 3<4

 

 

hzmzkm<amo
mumqoa
3<zHu<m

 

 

 

 

2H“;

 

 

 

 

232823: 3023.: I 210

 

 

_

 

mom
mmsommHz*llfl

 

. - - , _
<on _II* <z<aoz~ _ — >¥u=e2ux

 

hzm2km<dmo
mquoa
hHoahmo

 

 

 

2mhm>m mzo~h<quzzzou pzmzuumouzm 2<4 awh<zohz< nu mum4<

(Rev. 7/1/75)

APPENDIX F

SKILL FORMS

1'61

 

 

 

 

 

 

 

 

 

 

 

 

PERSONNEL QUESTIONNAIRE -1-
KANSAS HIGHWAY PATROL
DATE -
NAME
Last (1-15) First (17) Middle (18)
PRESENT ADDRESS _
(Street Address) (Town) (State) (Zip)
POSITION CLASSIFICATION POSITION
0R RANK (19-20) RADIO N0.(21-23) NO.(24-30)
(By Headquarters)
DATE OF BIRTH (Bl-36) WHERE BORN
(Mo Day Yr) (TDwn) (State)
SEX (37) MARITAL STATUS (38): Single___Married___WIdowed___D1vorced___
NAME AND ADDRESS OF FATHER
NAME AND ADDRESS OF MOTHER
WIPE'S MAIDEN NAME
NAME AND ADDRESS OF SPOUSE'S PARENTS, IF LIVING
CHILDREN: Name Sex DOB Name Sex DOB

 

 

 

 

 

NUMBER or DEPENDENTS (39-ao)___ SOCIAL’SECURITY NO. (41-49)
(88 shown on income tax TELUTTIS)

MILITARY RECORD, INCLUDING KANSAS NATIONAL GUARD (organization. dates of service,

 

highest rank, type of discharge, and present status)

 

 

HIGHEST GRADE OR COLLEGE DATE CURRENTLY
COMPLETED DEGREE (SO-51) EMPLOYED (52-57)

 

(Mo Day Yr)

PREVIOUS EMPLOYMENT WITH THIS OR ANY OTHER AGENCY OF THE STATE OF KANSAS OR
KANSAS LOCAL GOVERNMENT.

Name of Agency Position Date Employed Date Terminated

 

 

 

 

HP-lSl (Revised 5-1-70)

1(52

PARTICIPATION IN PREVIOUS
RETIREMENT SYSTEM (58): KPERS KPSF

PRESENT SALARY SALARY
RANGE (59-60) STEP(6I-62)

AMOUNT OF COVERAGE IN PATROL GROUP LIFE INSURANCE PLAN (64-65) $

MEMBER OF

(--By Headquarters--)

COVERAGE (63):

HEALTH INSURANCE State

-2-
Teachers US Civil Service
State
Single Family Other

MANDATORY

(oThousand dollars-)

(66) RETIREMENT PLAN. RETIREMENT DATE(67-72)

 

(KPERS-KPSF-PATROL)

 

(Mo Day Yr)

 

 

TERMINATION DATE (73-78)

Resigned

TO BE FILLED IN LATER BY HEADQUARTERS

 

(Mo Day Yr)

Dismissed Deceased

Disability

REASON FOR TERMINATION (79): Retired

Other

 

 

TO BE COMPLETED BY UNIFORMED PERSONNEL ONLY

SPECIAL TRAINING AND SCHOOLS: Accident Investigation, 70 Hrs.(24)___ Supervision.

70, Hrs.(25) SP1, 3 Month(26)

Traffic Law Enforcement, 70 Hrs.(29)

Stolen Car Seminar(3l) Other(32-40)

FBI, 3 Honth(27)_____

NUTI, 9 Month(28)

Criminal Investigation(30)

 

 

SPECIAL SKILLS KNOWLED E E

Aeronautics(41)...............

Safety Activities(42).........__._
Public Speaking(43)...........___.
Public Information(44)........_.__
Photography(é5)...............____
Firearms Training(46).........____
Traffic Law(47)...............————
Motor Carrier Law(48).........-———
Registration(49)..............————
Drivers License(50)...........————
First Aid(51).................———-
Accident Investigation(52)....-———
Data Processing(53)...........-———
Vehicle Inspection(54)........———-
Records(55)...................—-——
Office Work(56)...............-———
Communications(57)............-——-
Defensive Driving(58).........-—-—
Teaching(59)..................-——-
Firearms Repair(60)...........-——-
Pursuit Driving(6l)...........-———
Truck Weighing(62)............————
Art(63).......................____
Foreign Language(64)..........____
Other, (Explain below)........_.__
(65-79)

Ability

R U

to Teach
II II

(CHECKQI) FIRST IF QUALIFIED, THEN CHECK IF YOU CAN TEACH IN THIS AREA)

||||lllllllllllllllllllll

 

 

163

L03 ANGEL” POLICE DEPARTMENT

LAPO roan l.26 (I!V.Dtc.l963)

OFFICER EMPLOYEE INVENTORY

 

NAMEILDIII

(FIrstI (IIddIo lnIt.)

 

SER.NO.

DIVISION DATE

 

 

PART I

SOCIAL. EDUCATINAL and MILITARY DATA

(Cnecx IHERE APPLICAILE ONLY)

 

‘I

SE!

0 Ljuat!
I L] run“:

OESCEIT (ETHNIC ORIGIN)

O LJCAUCASIAN

I _thcno

2 L,ORIENTAL

3 L) LATIN on LATIN AMERICAN
4 {_J own ..................

EWCATIOAL LEVEL (CNECI
msucst vu- CWPLETED ONLY)

0 g; NICN SCN.-NO GRAD.
Igmcn SCH.GRAO OI G.E.D.
2 1: I57 COLLEGE on

3 L) 2ND UNIVERSITY 6
4 L_,' 3RD vtns

5;; 4n. COMPLETED

6_; 157 chns 0!

7 .3 ZNO>GRADUATE STUDY
s 1,. 3w COUPLETED
CERTIFICATES OR DEGREES
(CHECK HIGHEST LEVEL cum)

0 L; Ctlrlrlcnz

l L: ASSOCIATE IN ARTS
2 _; “canon
3 (_1 LI...

4 L_J was?"

5 L] DOCTORATE
CERTIFICATES OR DEGREES IN:
(CHECl run: uosr IMPORTANT)
0 DBL,- ACCOUNTING

I ULU DIOLDCICAL SCIENCE
2 ULJLJ Dusmtss ADHINIS.

3 CL‘LJ CHEMISTRY

 

 

4

xuxnnnonI)oOwa

COURSES STUDIED:I8 OR MORE
COLLCCC LEVEL uuurs.
CATE NUMIER OF UNITS IN
SPACE AFTER aox cnccxco.
(CHECK runs: nosr

0¢D\JanJbUl°-O
DEL—JILL [.UCC

LLBI-II[)CLI‘I[ ‘LL‘.

Y

J

CL"CLILLCE‘BECLC.FCE
[.CC I

C
C CCL L.LICCCC‘L.‘LLDCC|C

C
C]

EFLJCCCCTETCLJ

EcononIcs,
INDI-

Soclolo
IMPORTANT) qy,

ACCOUNTING

Zoology, PsysIoIogl
elctorlology,ctc.l

 

(Anthropology,
Geography,
"Istory, PolltIcal
ScIcnco, Psychology,
otc.l

L LJLJLJ --- STATISTICS

cnumowcv A UQL} --- unnzunlcs
ECONOMICS a ngg --- nunsmc (CHECK out)
EDUCATION C Cr U --- °"°""& “”6"" 0 ’ "
..-,.I IA A
ENGLISN '3 Pit—IE “‘ '"som‘u 153A 2(5):)
JOURNALISI E dbu _-_ PHOTOGRAPHY 2 D ‘A 5 D 'Y
L" r UUU . PHYSICAL SCIENCE
LIBERAL ARTS (Astronomy,
nuasms “nun“ ”“1“”, 6 D ornu--------.- ...... ..
PNYSICAL EDUCATION C'HH'IOQNPM ’- PRESENT IIILITARY RESERVE
POLICE SCIENCE PD’DICS. GOOI09’ DNA.“
POLITICAL sconce Illa-rule“, etc.) 0 -
. . Anuv
,SVCHOLOG, I; LLU --- POLICE SCIENCE ,: My,
PUBLIC ADHINIS. a ‘°“'"'5' 2 C] AIR FORCE
SOCIOLOGY N LJL]D 'U'UC ‘0'"“5' 3 C] MARINE cons
OTHER .............. ‘ LJLJLJ--- 5°C"L SC'E”CE 5 LjNAIIoNAL GUARD

lO. RESERVE STATUS

0 C] uon
I L] STAND-RV
2 [_j RETIRED

li.PRESEIT RESRYE RUN

. MILITARY SERVICE. EXTENDED
k—J --- ”I‘m-"MUS” ACTIVE DUTY. (IDENTIFY 0' “mun"
U --- ‘DVE’U'S'W MILITARY sunc: sum 0 DE-l/E-a (CPL., A/IC.
L1 --- "CHIECTU'E FOREIGN GOVEInutuT IN can 6. no.3 on Long)
.U °-- 'Us'"‘55 ‘°“"‘- out CHECK ONLY.) I [JE-S/E-Q (ssr.uAJ.,Cu/
L] --- ENGINEERING . scr. CPO on LOIER)
[—1 0' “Gus" (”in") U' S. BRANCH' 2 UNA/v1.4 (IARR.OFCR )
.U "“"C‘ OD non: 3 [301 (2.0 u. -£Ns. I
L! J°”"““5" IL] ANY 4 [Jo-2 (Isv LT. .J. c.)
U'" “n SUM“ ZUNAVY 51:10.3 (CAPT.-LIEUT.)
(Immunochcnlstry, 3 C]A|l Ponce 6 LJO-4 (MAJ.-LT.COIOR.)
Biochemistry. Agunmz cons 7L;0-5 (LT.COL.-COIOR.)
Entomology, 5 L] COAST GUARD 8 LJO- 6/8 (COL.OR mourn)
°'°'°97v “In“ 6 LJ omen ........ .------.--- (NAVY cunon manta)

 

S. SELECTIVE SERVICE QASS.

 

PART II - OCCUPATION ANO SKILLS INVENTORY

 

CNECR A MAXIMUM 0F

‘0 OF THE FOLLOIING SKILLS ACQUIRED THROUGH ACQDEMIC STUDY OR PRACTICAL EXPERIENCE.

LIST ONLY mos: sleLi

 

 

CHEMICAL ANAL YSIS

 

 

 

 

 

IN INICN vou an: EXPERIENCED. Do NOT INCLUDE COMMON nouns on HOUscNOLD SKILLS IHERE ONLY nu PROFICIENCY ms SEEN
ACOUIREDL on TNERE IS LITTLE unrzncsr.
AOIINISTRATIVE SKILLS [_J 25. CLINICAL LABORATORY TECHNICIAN TRMSPORTATION
r: [__J 26. EXPLOSIVES
._ Ol. ADUINIerunvc ANALYSIS (svsuus L127. ruunus 'Dunncn'o“ (“Lusflcfl [_ISI. AIR PILOT IITN LICENSE.
STUDIES. IESEAIICH unuoos. rrc.) L128 rooo AND onus “unis rvn--.---------. .-. ------.-
(_102. BUDGET PREPARATION. 29' msnwflunon (PRIVATE. CO-WERCIAL.
C103. PERSONNEL IADIIINISTRATION. COUNSCL- ' Us“ CHROMATOGRAPHY
0‘ "‘6' 'uc‘ucm' ""U'THENT' ETC" {__1 sncraouuav HULTI-ENGINE. INSTR. Efc.)
L’ 05‘ 'U':'CT"”T'°”5 L] OTHER--- ....................... [_J 52 HELICOPTER PILOT IITN LICENSE.
L” ' s“ '5 Ics U 30. MICROSCOPY . PNOTONICROGRAPHY TYPE ............................
CLERICAL GROUP L] 3l roucnnu IOAT o'cnnon (SAIL on room) TYPE
. [_1 32. sunvcvmc LICENSE IF ANY ..... .- ..... -
U 06' 18:7:fzz'w' ‘CCOUH'W 0' (J 33. TOXICOLOGY L] 54. TRUCK. TRANSPORT 0R sus- OPERATOR
D 07. TVPIST ENTERTAINMENT ARI) PROOUCTIM OCCUPATIONS HO SIILLS
08' '.'5cu""‘°”s Clu'c“ 6'0” [_J 34. ACTING on SINGING LJ urns? - CARTOON
L’ ”Nun" ”CLONE Li 35. ANNOUNCING on PUILIC SPEAKING LJ curocnnuv on DRAFTING
L] AUTOMATIC DATA noctssmc L] 36. “usmum TY" _________ . ________ --- u DIVER stIN on our sun)
U ‘Ltcnomc 0‘” "OCESS'NG U 37. nAOIo a TELEVISION PRODUCTION L] GUNSNII'N
COOIUNICATINS (lAOIO-TELEVISION-SOUNO {_j 38. scant IRITING (TV a MOT.PIC.) L] LINENAN (Po-u LINES)
REPAIR AND MAINTENANCE) [_] LOCKSNITN
- JOURNALIOI [_j 61. MEDICAL can: AND/OR TREATMENT
L‘ 09' ”0'0 "NC“ "flaw“ """c') C; 39. EDITING D 62. YOUTH ORGANIIATION LEADER
L) IO. IUDGLAIY ALARM svsrtns a MAINT. D ‘0 IRITING (scours. WU. ETC.)
[3 ll. uooo (nun (women. arc.) '
D 12. TELEVISION (abut, ENGINEER, 4" "'scuu'mus J°U"‘“'5" saour LANNIACES (INDICATE UNETHEI spun. «no,
GAMER-AN nc ) D ‘°""“5"‘° v r AND/OR IRITE.) PLACE X IN suct.
' ‘ up ITI N . A
U 3. TELEPHONE (INSTALLATION a nun) U co 05 ° L o” s SPEAK READ IRITE
L] ‘ "C°'°"‘° "CW'C'" PHOTOGRAPHY cmues:.............0l. ------~I-
NISCCLLANIOUS COMMUNICATION GROUP --
[thLtan'N opgnAton LJ‘Z' '"orOG'A'"'C R""' KNENCH ....... .......02. -----I---- ......
U43. STILL morocnuuv
alAOIO O'ETPTOP ‘L'CENSED 0' U44_ “07'0” '[cTURE pnofogpgpny GERMAN..............03. ..... .... ......
IxnnerCtO) OII C ”AU“ 04
IE‘ I now-OIDOICIOI - c-ODoL-oc- onus-a
CNSTRUCTIM WEN
L] '6 IRICILAYER “‘30" L345. "Avg TAUGHT JAPANESE............OS. .......... ......
U17. CARPENTER J‘G' "°' TEACH“ nussum. .....06. ......... .
' L147. VOCATIONAL CREDENTIAL (CIRCLE Int:
DIS an" "“5““ cuss A a c on o) suNIsu... .......... 07. ..........
19 ELECTRICIAN . ' ' '
820 rLUuou .LI‘B' ‘°””"5' c"‘°""'“ YIOOISN.............OB. ..........
' .449. TEACHING CREDENTIAL (£L£.,ssc.nc.)
CIIRIIAUS‘I’ICS [3 50. TEACHING Pusouuu ADVIS.CR£O£N. ..............09. ..........
C11] BLOOD ALCCNOL DINER (HAVE)........... ...... .. . ....
D 22. ILOOD ANALYSIS
- A IDMANCY LIPREAOING l0..... ..
U23. DACIuIOLocv. GEOLOGY. IOTANV ~—] I I I I

LDACHLDLOCV (our nun) ll.......

 

 

..-—.-...-- .,, --q_-_———..-‘__.-.--

NA ME

CHECK YOUR ABILITY IN THE FOLLOWING LANGUAGES. USE EXTRA

164

METROPOLITAN POLICE DEPARTMENT

CITY OF ST. LOUIS

LANGUAGES

SPACE FOR' ADDITIONAL LANGUAGES.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

I UIIC—Icr-v-k’“ - - H -— MPTWWH _u“ I -_---. Under» -- ”I "I"
*m1._.'I_27_r.IL_I_a_gg‘.__sj;_cj.z)c1 read 91333}; write code La_ngL_Iagc stand read 593a}; (13:13
1:11P] mm 05 RUSSIAN > 35
CHINESE ‘ 08 SPANISH 38
1131mm}! 1 S I
GEPJL-‘m 17
--.-...-_- .... .l
1'I';.L;I'I=.II 24 I
JAPANESE 25 l
CHECK EACH 01“ TIL". FOLIOI'JINS SKILLS THAT YOU I’OSSESS.
05” _‘__Aircraft Pilot 30 Fireman
07" __wArtist 3l___ _Hcavy anipt. Oporatw
08w._~._-_7‘.11d.1.0-Vjsual Tech. 42 ___Photographcr
14 ______ _BUS DrJ' .707: 60 __ __q
20” __(‘mfiputer Operator 6].
23h____‘__"l)cxr.olition 62
29,—. Fingerprinting 63

.---

 

165

S KI LL CODES

 

 

Code Description Code Description

001 Accountant 042 Photographer

002 Adjuster 043 Plasterer

003 Advertising 044 Plumber

004 Aircraft Mechanic 045 Printer

005 Aircraft Pilot 046 Radio Announcer
006 Armorer 047 Radio Technician
007 Artist 048 Roofer

008 Audio-Visual Technician 049 Salesman

009 Auto Body Mechanic 050 Shorthand

010 Automobile Mechanic 051 Steelworker

011 Baker 052 Switchboard Operator
012 Barber 053 Teacher

013 Bricklayer 054 Teletype Operator
014 Bus Driver 055 Television Announcer
015 Butcher 056 Television Technician
016 Carpenter 057 Truck Driver

017 Cement Worker 058 Waiter

018 Chauffeur 059 Welder

019 Chemist 060 Typist

020 Computer Operator 061 Scuba Diver

021 Cook 062 Comptometer

022 Decorator 063 Polygraph Examiner
023 Demolition 064 Cosmetology

024 Driver 065 Bookkeeping

025 Draftsman 066 Seamstress

026 Electrician 067 Tailor

027 Electronic Technician 068 Bartender

028 Engineer 069 Optical Repair

029 Fingerprinting 070 Programmer-Systems
030 Fireman 071 Pest Control

031 Heavy Equip. Operator O72 Snake Handler

032 Journalist 073 Air Traffic Dispatcher
033 Judo 074 Air Conditioning
034 Keypunch Operator Technician

035 Machinist 075 Radar Repairman
036 Mason 076 Minister

037 Medic 077 Radio Operator-C.W.
038 Metal Worker 073 Glazier

039 Miner 079 Dog Handler

040 Musician 080 Taxidermist

041 Painter 081

082

166

Code Description

 

083

084

085

086

087

088

089 Referee—Sports

090 TV Producer & Director
091 Sand Blaster

092 Chiropractor

093 Lab Technician

094 Real Estate Broker
095 Blue Printing

096 Electr0plater

097 Physician

APPENDIX G

IBM DISK COMPARISONS

167

2 999 0252 330 031 07/05/72 1205 01 CSL QY
HISSAVfiGF,DIFHAR“,A as" - 00229 AQSGH - 2u0

2&95 CHHR"”|L| nouns ST. LnUIf counTY 63033 00R - 0
w n 003 - 00/10/30 5-10 225 837-7000
MARRIED 00 DEPENDEHTS SOC-SEC 337-20-3175
CI”IL|AH APPOIH‘EU 00/00/05

RNK - MANARER COHPHTFR DI”ISIOH SPOHSE EMPLOYED - no
Fu'L-TIMr EHPLOYFE

CUSR'HT RA“K DAIE 09/17/09 CIVI'IAH AHHIVFRSARY DATL 00/17/70
EDUFATI'N:
BAPHCLORQ - DUSI“ESS ADHIHISTQATIDH,AFCOUHTIhG,ZT0 I

SKIL'S:

.‘\C"0||.’.'"A.‘.'T.C”PTR OPFR.,KP'),TE/\CFIER

DR‘FT ST‘TUS SA

SE'WICF BR‘HCH - AIR FORCE RANK - Amrmu 1 0M) IZOHTI'S DUTY
3E9. INS. - FAHI Y

‘1
CA

168

 

 

Hm.Hm mo.mm vo.mm oo.mm mm.mm om.HHm H¢.~am oo.maam mouam comammz
“mm umoo manages

mamm mamm moo.mm «wem mmmm mqmm mmmm mmmm Axomm cam m>muoe
find—OS Hmm 0mm3

mmH.H mmm mom mmm mom Nam mmH ma Accoomm

Hmm monomsonev
ovum Hmmmcmua mama

mm mm om mm on om ma omH Amcaoommmmamzv
mafia mmmoom

aam 0mm oom oa 00H mm mm.a m Ammomaamzv
mmmuoum Hopoe
mama mama mama mama oamm mmma emmm mmmm “was pamsmoasocqa
ommm evmm HH\ommm owmm ommm mamm Hana mama mama xmmn ZmH

 

mZOmHm¢mSOU

MmHQ SmH

APPENDIX H

MLEOTC MINIMUM BASIC POLICE TRAINING CURRICULUM

II.

III.

169

MLEOTC MINIMUM BASIC POLICE TRAINING CURRICULUM

 

Administration Section 10 Hours
Program Orientation 1
Classroom Notetaking 1
Examinations 5
Examination Review 2
Coordinator's Time

(graduation, counseling, review, etc.) 1
Legal Section 54 Hours
Introduction to Constitutional Law 1
Law of Arrest 4
Detention and Custody 2
Admissions and Confessions 3
Search and Seizure 8
Court Functions 10
Law of Evidence 10
Criminal Law - l4
Juvenile Law 2
Investigative Section 30 Hours
Criminal Investigation 10
Vice Investigation 2

Narcotics and Dangerous Drugs 4

IV.

170

Crime Scene Search
Collection and Preservation of Evidence
Interview and Interrogation

Fingerprinting and Latent Print
Search Techniques

Mock Crime Scene
Stolen Motor Vehicles

General Police Section

History and Philosophy of Law
Enforcement

The Juvenile Offender

Firearms Training

Police First Aid

Field Notetaking and Report Writing
Blockade and Roadblock Procedure

Police Communications

Patrol Techniques

Civil Disorders

Mechanics of Arrest and Detention
Domestic Complaints

State Liquor Law Enforcement

Emergency Preparedness (Disaster Control)
Stopping Vehicles and Occupant Control
Physical Training and Defensive Tactics

Traffic Subjects

Motor Vehicle Law
Driver Licensing

D.U.I.L. Enforcement

 

24

14

28

28 Hours

171

Motor Vehicle Accident Investigation 12
Traffic Direction and Control 2

Techniques and Methods of Traffic Law

Enforcement 2

VI. Special Subjects Section 16 Hours
Human Relations 8
Police Courtesy and Ethics 4
Handling Abnormal Persons 2
State and Regional Social Services 2

VII. External Relations v.5 Hours

 

Jurisdiction of Federal Law Enforcement
Agencies . 2

Michigan Corrections, Parole and Probation
System 3

Recommended Courses in Addition to the Above Minimun
256 Hours:

Precision—Pursuit Driving

Alcohol Education (Understanding the
Problems of Alcohol and Alcoholism)

Vocabulary and Spelling
Practical Exercises in Patrol Situations

Public Speaking

Proposed Courses to be Given to Each Recruit at the Local
Level in Addition to Regional Recruit Training:

Department Rules, Regulations, and Policies
Department Forms and Reports

Local Court and Prosecutor Procedure

Local Government

Departmental Emergency Plan

NOTE:

172

Local Ordinances
Local Blockade and Roadblock Plans
Conservation Law

Boat and Water Safety

Additional Course Material should be given to
Meet the Training Needs That may be Unique Within
each Department. These Course Needs Can Best Be
Determined by the Local Administrator.

APPENDIX I

MLEOTC INSTRUCTOR SUBJECT AREAS

173

MLEOTC INSTRUCTOR SUBJECT AREAS

I. Criminal Law

A.

Includes authorization to teach the following
basic curriculum subjects:

1. Constitutional Law

2. Law of Arrest

3. Detention and Custody

4. Admissions and Confessions

5. Search and Seizure

6. Court Functions

7. Law of Evidence

8. Substantive Criminal Law

9. Juvenile Law

Qualifications: Applicant must possess either

a L.L.B. or J.D. Degree.

II. Criminal Investigation

A.

Includes authorization to teach the following
basic curriculum subjects:

1. Investigative Methods

2. Crime Scene Search

3. Collection and Preservation of Evidence

III.

IV.

174

4. Fingerprinting and Latent Print Search

5. Interview and Interrogation

6. Mock Crime Scene

7. Narcotics and Dangerous Drugs

8. Vice Investigation

Qualifications: Experience in a law enforcement

investigative position.

Police Field Procedures

A.

Includes authorization to teach the following
basic curriculum subjects:

1. Patrol Techniques

2. Blockade and Roadblock Procedure

3. Domestic Complaints

4. Field Notetaking and Report Writing

5. Mechanics of Arrest and Detention

6. Police Communications

7. Stopping Vehicles and Occupant Control
Qualifications: Three years of general police
patrol experience. Less experience may be
acceptable due to education or training relevant

to police field procedures.

Stolen Motor Vehicles

A.

Includes authorization to teach the basic
curriculum subject "Stolen Motor Vehicles."
Qualifications: Experience with the Federal
Bureau of Investigation, National Auto Theft

Bureau, or three years of general police patrol

175

experience. Less police patrol experience may
be acceptable due to education or training

relevant to stolen vehicle investigation.

V. Traffic Law Enforcement

A.

Includes authorization to teach the following

basic curriculum subjects:

1. Motor Vehicle Law

2. Motor Vehicle Accident Investigation

3. Techniques and Methods of Traffic Law
Enforcement

4. DUIL Enforcement

5. Traffic Direction and Control

Qualifications: Three years of police patrol

experience which included responsibility for

traffic law enforcement and accident investigation.

Less experience may be acceptable due to 7

education or training relevant to traffic law

enforcement.

VI. Driver Licensing

A.

Includes authorization to teach the basic
curriculum subject "Driver Licensing."
Qualifications: Experience with the driver
licensing section of the Michigan Secretary of
State's Office, or three years of police patrol
experience which included responsibility for
traffic law enforcement. Less experience may
be acceptable due to education or training

relevant to driver licensing.

VII.

VIII.

IX.

176

Police Community Relations

A.

Includes authorization to teach the following

basic curriculum subjects:

1. History and Philosophy of Law Enforcement

2. Police Courtesy and Ethics

3. Human Relations

Qualifications: Experience in a law enforcement
position with administrative responsibility, or
education and training relating to the relationship

of the police to society.

Social Problems

1;.

Includes authorization to teach the following
basic curriculum subjects:

1. Handling Abnormal Persons

2. State and Regional Social Services
Qualifications: Experience, education, or
training directly relating to abnormal psychology

and social counseling.

Juvenile Offenders

A.

Includes authorization to teach the basic
curriculum subject "The Juvenile Offender."
Qualifications: Experience in a position in
which the primary responsibility involved

juvenile casework.

Civil Disorders

A.

Includes authorization to teach the basic

curriculum subject "Civil Disorders."

XI.

XII.

XIII.

XIV.

177

B. Qualifications: Training in the control of
civil disorders.

Emergency Preparedness--Disaster Control.

A. Includes authorization to teach the basic
curriculum subject "Emergency Preparedness--
Disaster Control."

B. Qualifications: Experience in a law enforcement
position which included administrative
responsibility for emergency planning and
disaster control.

State Liquor Law Enforcement

A. Includes authorization to teach the basic
curriculum subject "State Liquor Law Enforcement."

B. Qualifications: Experience in a position with
the Michigan Liquor Control Commission or as a
law enforcement officer with special liquor
enforcement responsibilities.

Jurisdiction of Federal Law Enforcement Agencies

A. Includes authorization to teach the basic
curriculum subject "Jurisdiction of Federal Law
Enforcement Agencies.“

B. Qualifications: Experience as a federal law
enforcement officer.

Michigan Corrections, Parole, and Probation System.

A. Includes authorization to teach the basic
curriculum subject "Michigan Corrections,

Parole, and Probation System."

178

B. Qualifications: Experience either with the
Michigan Department of Corrections or as a
Michigan probation officer.

XV. Physical Training

A. Includes authorization to teach only the
physical training classes of the basic curriculum

subject "Physical Training and Defensive Tactics."

B. Qualifications: Education or training in the
instruction of physical education.

XVI. Defensive Tactics.

A. Includes authorization to teach all of the basic
curriculum subject "Physical Training and
Defensive Tactics."

B. Qualifications: Both law enforcement experience,
and training or experience in instructing
defensive tactics.

XVII. Firearms.

A. Includes authorization to teach the basic
curriculum subject "Firearms Training."

B. Qualifications: Both law enforcement experience
and training in combat firearms instruction.

XVIII. Police First Aid.

A. Includes authorization to teach the basic
curriculum subject "Police First Aid."

B. Qualifications: Medical education or
possession of a currently valid Red Cross First

Aid instructor's certificate.

APPENDIX J.

MLEOTC TC—03 FORM

137E)

mumm- us mall-Ir omcns mum: common.
rc-os (rev 7/7‘)
APPLICATION FOR xnsrkucroa crnrxrtcarlon (check one)

[::] Original Application
Return original and two copies (2) to tha

school coordinator. . [:3 Additional Information

Name: last first middle today a date

Permanent as street or route no.. ty, 2 . County

fnstitution Location not,qtr.or Major course
ci sta f t

Present employing agency Years 0 Service Explain nature 0 nor
ive re

Previous positions relevant to this application:

Inst tor r inin 5 oo
schoo o c it

‘fpcr Tra
' wfl

 

BASIC (signature of regional academy coordinator required)

 

ADVANCFD ( u n n u n u ) academy coordinator

I. I. H )

SPECIALIZED ( " " H

DUDE]

'DEPAR1MFNTAL IN-SERVICE (signature of agegey head required)

 

airnrv ‘

180

 

TV. SUBUECT AREAS

Check the subject areas in which you desire certification. The necessary qualifications for each
area are listed below. Compliance with these qualifications must be documented on the front.
l

 

 

 

 

 

 

I ] CRIMINAL LAN [ ] STOLEN MOTOR VEHICLES
Constitutional Law [ ] TRAFFIC LAN ENFORCEMENT
Law of Arrest Motor Vehicle Law
Detention C Custody Motor Vehicle Accident investigation
Admissions 5 Confessions Techniques 8 Methods of Traffic Law Enf.
Search 8 Seizure D.U.i.L. Enforcement
Court Functions _ Traffic Direction 8 Control
Law of Evidence [ ] DRIVER LICENSING '
Substantive Criminal Law [ ] POLICE COMMUNITY RELATIONS
[ ] CRIMINAL INVESTIGATION History S Philosophy
Investigative Methods Police Courtesy 8 Ethics
Crime Scene Search Human Relations
Collection 8 Preservation of Evidence [ ] SOCIAL PROBLEMS
Fingerprinting 8 Latent Print Search Handling Abnormal Persons
interview 8 interrogation State 5 Regional Social Services

Mock Crime Scene
Narcotics 5 Dangerous Drugs
Vice Investigation

[ ] POLICE FIELD PROCEDURES
Patrol Techniques

JUVENILE OFFENDERS

CIVIL DISORDERS

EMERGENCY PREPAREDNESS - DISASTER CONTROL
STATE LIQUOR LAN ENFORCEMENT

JURISDICTION OF FEDERAL LAN ENF. AGENCIES
MICHIGAN CORRECTIONS,PAR0LEJ S PROBATION svs.

 

 

 

 

 

 

 

PHYSICAL TRAINING
DEFENSIVE TACTICS
FIREARMS

POLICE FIRST AID

OTHER (specify):

Domestic Complaints

Field Notetaking 5 Report Nriting
Mechanics of Arrest s Detention
Police Communications

Stopping Vehicles S Occupant Control

I

 

 

 

i
I
l
E
Blockade 8 Roadblock Procedure E
l
I
l
[

 

V. QUALIFICATIONS FOR CERTIFICATION iN THE RESPECTIVE SUBJECT AREAS

 

CRIMINAL LAN: L.L.B. or J.D. degree.
CRIMINAL iNVESTiGATiON: Experience In an investi ative position.
FIELD PROCEDURES: Three years patrol experience or relevant education/training.
STOLEN VEHICLES: Experience with FBI, NATB, or three years police patrol. -
TRAFFIC ENFORCEMENT: Three years patrol experience with traffic responsibility or
relevant education/training.

DRIVER LICENSING: Experience with $05 or three years police patrol which included

licensing responsibility or relevant education/training.
POLICE COMMUNITY RELATIONS: Law enf. administrative position.or relevant education/training.
SOCIAL PROBLEMS: Special relevant experience or education/training.
JUVENILE OFFENDERS: Experience in juvenile casework
CIVIL DISORDERS: Training In control of civil disorders.
EMERGENCY PREPAREDNESS - DISASTER CONTROL: Position with responsibility for emergency planning.
LIQUOR LAW ENFORCEMENT: Experience with MLCC or experience as designated liquor enf. officer.
JURISDICTION 0F FEDERAL LAW ENFORCEMENT AGENCIES: Experience with a federal agency.
CORRECTIONS: Experience as probation officer or with the Department of Corrections.
PHYSICAL TRAINING: Education/training in physical education Instruction.
DEFENSIVE TACTICS: Both law enf. exper. and trng. or exper. in instructing defensive tactics.
FIREARMS: Both law enforcement experience and training in firearms instruction.
FIRST AID: Red Cross First Aid Instructor's Certificate or medical education.

 

Vi. FOR USE BY M.L.E.0.T.C.

 

 

Approved for Executive Secretary date
M.L.E.0.T.C.

 

 

BIBLIOGRAPHY

BIBLIOGRAPHY

_Baker, Sgt. Timothy J. Training Division, Michigan State
Police. Personal Interview, Lansing, Michigan,
June 2, 1975.

Baker, Sgt. Timothy J. Training Division, Michigan State
Police. Phone Conversation, Lansing, Michigan,
December 17, 1976.

Bassett, Glenn A. and Harvard Y. Weatherbee. Personnel
Systems and Data Management. Boston: American
Management Association, 1971, p. 215.

 

Brown, Captain W. G. Commanding Officer, Management
Services Division, Department of Police, Los
Angeles, California. Correspondence, June 22,
1972.

Bueschel, Richard T. "Changing Nature of Personnel."
Personnel Journal (January 1966), p. 20.

Bueschel, Richard T. "How EDP is Improving the Personnel
Function." Personnel (September—October 1964),
p. 59.

Clague, Ewan. Skill Development and Job Training in an
Automated Age. Washington, D.C.: U.S. Department
of Labor, November 17, 1961, pp. 6, 13, 18.

Columbus, Eugene G. "Basic Computer Concepts." The Police
Chief (September 1968), p. 39. ‘7

 

Columbus, Eugene G. “Management by Systems." Police Chief
(July 1970), p. 14.

 

Dearden, John. "How to Organize Information Systems."
Harvard Business Review (March-April 1965), p. 69.

Department of State Police, Salem, Oregon. Statement of
June 24, 1972.

Duks, Paul. "Personnel Records: Along the Road to
Automation." Personnel_(May-June 1959), p. 31.

 

181

182

Fladseth, LeRoy A. "The Role of the Michigan Department of
State Police in Urban Law Enforcement." Unpublished
Master's Thesis, Michigan State University, 1972,

p. 74.

Fladseth, Sgt. LeRoy A. Training Division, Michigan State
Police. Personal Interview, East Lansing,
Michigan, May 1971.

Fladseth, Sgt. LeRoy A. Training Division, Michigan State
Police. Personal Interview, East Lansing,
Michigan, June 1971.

Garlet, Charles. "How a Computer Can Do Your Personnel
Selection." The Office (September 1963), p. 109.

 

Gedda, Sgt. George R. Training Division, Michigan State
Police. Personal interview, East Lansing,
Michigan, June 12, 1972.

Good, Carter V. Dictionary of Education. New York:
McGraw-Hill Book Company, 1959, p. 464.

 

Good, Carter V. Essentials of Educational Research. New
York: Appleton-Century-Crofts, 1972) pp. 1‘5.

 

Harris, Chester W. "Research Methods." Encyclopedia of
Educational Research. New York: The MacMillan
Company, 1960, p. 1160.

 

Hiscocks, A. F. "The Computerization of Administrative
Records." The Police Journal (January 1969),
pp. 10' lS‘lGe

 

Hoes, Wesley. Assistant Executive Secretary, Michigan Law
Enforcement Officer's Training Council. Personal
interview, Lansing, Michigan, November 2, 1976.

"Information Retrieval System Design Guidelines."
Unpublished report for MLEOTC, March 1973, p. 17.

Kansas Highway Patrol, Topeka, Kansas. Correspondence
dated June 29, 1972.

Keefe, John E. "Computer Skills Bank Uncovers New Teacher
Talent." Nation's Schools (June 1970), p. 56.

 

Kipp, James E. Supervisor, Computer Operations, Data
Processing Division, Michigan State Police.
Personal Interview, East Lansing, Michigan,
August 13, 1975.

183

"Law Enforcement Information Network: The Key to Effective
Law Enforcement in Michigan." Unpublished Booklet,

1967, p. 9.

Law Enforcement_Software Package. Data Processing Division,
Sperry Rand Corporation, n.d., p. a.

Liebtag, Wesley R. "How an EDP Personnel Data System
Works for Corporate Growth." Personnel (July-
August 1970), p. 15.

Lindholm, James R., et al. "System Study of Personnel
Records." Unpublished report, February 1967,

pp. 1, 47.
Manson, Charles M. "Computer Improves Promotion
Opportunities." Industrial Relations News

 

(September 21, 1963), p. 3.

 

Mayer, Steven J. "EDP Personnel Systems: What Areas are
Being Automated?" Personnel (July—August 1971),
p. 29.

McDonell, R. E. "Planning for Cooperative Information
Sharing Programs in Law Enforcement." Unpublished
paper, 1968 , p. 11.

Meyers, Captain Charles. Commanding Officer, Training
Division, Michigan State Police. Intereoffice
Correspondence, East Lansing, Michigan, June 8,
1971.

Michigan Law Enforcement Officers Training Council--
MLEOTC. Know Your Michigan Law Enforcement
Officers Training Council. Department OISState
Police, Lansing, Michigan, n.d., p. 2.

Michigan Law Enforcement Officers Training Council--
MLEOTC. Policies and Procedures Manual.
Department of State Police, Lansing, Michigan,
n.d., pp. i-ii.

Missavage, Richard A. Manager, Computer Division,
Metropolitan Police Department, St. Louis,
Missouri. Correspondence dated July 6, 1972.

"MLEOTC File Problem Notes." Unpublished paper by
MLEOTC, January 8, 1973, p. l.

184

Olander, Oscar G. Michigan State Police: A Twenty Five.
Year History. Michigan: Michigan Police Journal

Press, 1942, p. 27.

 

Olsen, Ronald D. "Skills Inventory-—A Step Toward Better
Manpower Management." Manage (March 1963), p. 5.

Olson, Bruce T. "An Exploration of the Effects of Member
Goal Preferences on a Basic Training Curriculum in
a State Police Agency." Unpublished Ph.D.
dissertation, Michigan State University, 1971,
pp. 82—83.

Perrin, Don A. Acting Director, Administrative Data
Processing Department, Michigan State University,
East Lansing, Michigan. Information provided
May 14, 1976.

Personnel Data System. White Plains, New York: IBM
Corporation, 1968, p. 1.

"Personnel Reports--A CBS Special." Business Automation
(March 1965), p. 53.

Plants, John R. "Michigan's Law Enforcement Information
Network." Datamation (June 1969), p. 108.

Plants, John R. "Statewide Computer Based Law Enforcement
Information Systems." Law Enforcement Science and
Technology. WashingtonT—D.C.: Thompson B06k
Company, 1967, pp. 523-525.

 

President's Commission on Law Enforcement and Administration
of Justice. Task Force Report: Science and
Technolggy. WEShington, D.C.: U.S. Government
Printing Office, 1967, pp. 158, 160.

 

President's Commission on Law Enforcement and Administration
of Justice. The Challenge of Crime in a Free
Societ . Washington, D.C.: U.S. Government
Printing Office, 1967, p. 107.

Reeves, George T. The Executive Selection and Inventory
S stem. Washifigton, D.C.: Federal Aviation
Administration, August 21, 1970, p. l.

Reinier, G. Hobart and Robert M. Igleburger. "Information
Technology." Police Chief (May 1970), p. 28.

Rooker, Captain Gene A. Commanding Officer, Training
Division, "Michigan State Police Enlisted
Departmental Members Education Information."
Unpublished report, 1973, pp. 1—45.

185

Rynbrandt, Alyn J. Marketing Representative, IBM
Corporation. Personal interview, East Lansing,
Michigan, October 4, 1973.

Rynbrandt, Alyn J. Marketing Representative, IBM
Corporation. Personal interview, East Lansing,
Michigan, November 1, 1974.

Sheppard, David I. and Albert S. Glickman. Police Careers.
Springfield: Charles C. Thomas, 1973, p. vii.

Skills Inventory System for the IBM 1401. Yorktown
Heights, New York: IBM Corporation, February
1964’ 1401-10e3e049’ pa IIIe

"State of Michigan Law Enforcement Information Network."
Unpublished Report by the LEIN Policy Advisory
Committee, East Lansing, Michigan, October 1,
1968, pp. 1, 8.

United States Department of Commerce. Computerized
Personnel Infgrmation System. Washington, D.C.:
U.S. Government Printing Office, 1971, p. i.

 

 

 

United States Department of Justice. Career Development
for Law Enforcement. Washington, D.C.: U.S.
Government Printing Office, June 1973, pp. 16, 26.

 

 

Videtti, Joseph A. "Application of Computers in Law
Enforcement." Police (July-August 1969, p. 38.

 

GENERAL REFERENCES

GENERAL REFERENCES

Bartram, John L. "Maintaining an Inventory of Applicants."
Journal of the College and University Personnel
Association—TFebruary 1970), pp. 43:44.

 

Cohen, Bernard. "A Police Career Path Management Appraisal
System." Police Chief (March 1975), pp. 62—65.

Cragun, John R. and Ernest J. McCormick. Job Inventory
Information: Task and Scale Reliabilities and7
Scale InterrelatIonships. LackIand Aif—Force
Base, Texas: PersonneIfiResearch Laboratory, 1967.

 

 

Cronkhite, Clyde L. Automation and Law Enforcement.
Springfield: Charles C. Thomas, 1974.

Crossman, E.R.F.W. Seminar on Manpower Policy and Program:
Automation, Skilly and ManpoweriPredictions.
Washington, D.C.: U.S. Department of Labor,
September 1966.

Crowe, Robert L. "The Computer and Personnel Selection."
School Management (August 1972), pp. 40-41, 52.

Frank, Alan R., et a1. “Developing a WOrk Skills Inventory."
Teaching Exceptional Children (Winter 1971),
pp. 82-86.

Hearle, Edward F.R. and Raymond J. Mason. A Data Processigg
System for State and Local GovernmenEs. Englewood
Cliffs, New Jersey: Prentice-Hall, Inc., 1963.

 

Hoy, William A. "Computerizing the Small Campus Placement
Function." Journal of College Placement (February-
March 1971), pp. 67-72.

Lister, Charles. "Privacy and Large-Scale Personal Data

Systems." Personnel and Guidance Journal (November
1970), pp. 207-211.

186

 

187

Magruder, Donald R. "A Model for the Utilization of
Electronic Data Processing for the Retrieval of
Educational Personnel Data." Unpublished Ph.D.
dissertation, Florida State University, 1968.

McKinley, Bruce. Oregon Career Information System: An
Evaluation of Phases I and II of a Three Phase
Development Project. Washington, D.C.: U.S.
Department of Health, Education, and Welfare,
March 1974.

 

 

Moss, Alan L. "GI's Draw on Job Bank." Manpower
(October 1972), pp. 26-27.

Mumford, Enid. Computers, Planning and Personnel
Managements. London: Lawrence Brothers, 1969.

 

National Guard Bureau. Personnel Information Systems:
Officer Personnel Reporting System. Washington,
D.C.: U.S. Government Printing Office, 1973.

 

 

Nordland, Willis J. An Investigation of the Economic
Impact of Computer-Assisted?Placement Systems.
Washington, D.C.: U.S. Department ofiLabor,
August 1972.

 

 

Rieder, Robert J. Law Enforcement Information Systems.
Springfield: Charles C. Thomas, 1972.

 

Roush, Fred. "Lansing Police Department Informational/
Operational Flow System." Unpublished Report,
n.d. ~

Schoenfeldt, Lyle F. "Utilization of Manpower: Development
and Evaluation of an Assessment—Classification Model
for Matching Individuals with Jobs." Journal of
Applied Psychology (October 1974), pp. 583-595.

Seymour, W. Douglas. Industrial Skills. London: Sir
Isaac Pitman and Sons, Ltd., 1966.

 

Seymour, W. Douglas. Skills Analysis Training. London:
Sir Isaac Pitman and Sons, Ltd., 1968.

 

Skills Conversion Project. Washington, D.C.: U.S.
Department of Labor, March 1972.

The Job Bank. Washington, D.C.: U.S. Department of Labor,
1971.

188

Thresher, Craig L., et a1. "Computer—Aided Education
Management: An Integrated Records and Counseling
System." Journal of Educational Data Processing
(July-August 1971), pp. 1-10.

 

Ullman, Joseph C. and George P. Huber. The Local Job Bank
Program. Lexington, Massachusetts: Lexington
Books, 1973.

Westin, Alan F. and Michael A. Baker. Databanks in a Free
Societ . New York: New York Times Book Company,
1572.

 

 

 

”'IIII'IIIIIIIIII III II III III III III“