Hiring and training analysts

How did you arrive at being an analyst? Where you a direct hire? Did you transfer in from Patrol or Detectives?

David Watson and Andrew Jones give the following advice on employee issues as regards Digital Forensics Processing and Procedures:

3.1.3.10 Qualifications. The Laboratory Manager must hire employees of sufficient academic qualifications or experience to provide them with the fundamental scientific principles for work in the Forensic Laboratory and must be assured that they are honest, forthright, and ethical in their personal and professional life.

3.1.3.11 Training. The Laboratory Manager shall provide training in the principles and the details of forensic science as it applies to the Forensic Laboratory requirements.

Training must include handling and preserving the integrity of physical evidence. Before analysis and casework are performed, specific training for the processes and procedures as well as for the specific tools to be utilized must be undertaken. A full training program for all Forensic Analysts and Investigators must be developed.

3.1.3.12 Maintaining Employee Competency. The Laboratory Manager must monitor the skills and proficiency of the Forensic Analysts on a continuing basis as well as on an annual basis as required by Human Resources procedures. The Forensic Laboratory has an ongoing program of training, awareness, and competency.

3.1.3.13 Employee Development. The Laboratory Manager must foster the development of the Forensic Analysts and Investigators for greater job responsibility by supporting internal and external training, providing sufficient library resources to permit the Forensic Analysts and Investigators to keep abreast of changing and emerging trends in forensic science, and encouraging them to do so. The Forensic Laboratory has an ongoing program of training, awareness, and competency.

Tons of questions evolve from their book as it relates to Digital Multimedia Analysts. What are the basic qualifications? How much training do you need to start working? Which training? Which training provider? What about continuing education? Is your employer committed to your continuing education and development? Is your agency at the leading edge or always two steps behind? Is it ethical to be two steps behind?

There's certainly a lot to consider when deciding to go down this road.