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Police Selection

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Police Selection Roberg and Crank Chapter 7 Selection Goal is to hire and develop the highest-quality personnel available. Defining quality is difficult ... – PowerPoint PPT presentation

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Title: Police Selection


1
Police Selection
  • Roberg and Crank
  • Chapter 7

2
Selection
  • Goal is to hire and develop the highest-quality
    personnel available.
  • Defining quality is difficult
  • Intelligence, Physical Characteristics
  • Ethics, Higher Education
  • Selection process influenced by civil service
    rules
  • Pendleton Civil Service Act 1883
  • Enacted to eliminate patronage/spoils system

3
  • Three basic selection decisions
  • Entry Level
  • Reassignment
  • Promotion
  • Screen out verse Screen in
  • Screen out eliminates candidates base on minimum
    qualification levels
  • Screen in identifies only the best qualified
    candidates

4
Recruitment
  • Several common recruitment methods
  • Advertising, Public announcements, appealing to
    target groups, referrals,
  • Portraying the police image
  • Sometimes image shown does not reflect reality
  • Recruitment strategies
  • Different motivators of possible candidates

5
Personal Motivators
  • Areas in common
  • Helping people and job securities
  • Areas specific by gender
  • Male crime fighting, excitement
  • Female helping people, community problem
    solving
  • Areas specific by race
  • Blacks, variety, service to public,
    responsibility
  • Hispanic, variety, service, responsibility and
    pay
  • Asian, responsibility, service, variety
  • Caucasians variety, adventure, responibility

6
Non Traditional Recruitment Methods
  • Police Cadets
  • Community Service Officers CSOs
  • Selection enhancements special entry
    considerations
  • College graduates
  • Veterans
  • Reduction of specific requirements
  • Limited fitness testing
  • Reduction of education requirements

7
Selection
  • Process decides if candidates have the skills and
    abilities to perform the job.
  • Test must be valid, reliable and job related
  • Albemarle Paper Company V Moody 1975
  • Cannot discriminate base on race, religion,
    color, national origin or sex
  • Griggs v Duke Power Company 1971
  • Job relatedness standards upheld by courts
  • Davis v City of Dallas 1985 Education standards

8
Selection (cont)
  • Bona fide occupational qualification BFOQ
  • Job relatedness standards are permissible even
    though they may exclude protected groups.
  • Must be based on a testing or selection method
    validated by job analysis
  • KSAs Knowledge, Skills and Abilities
  • KSAs are the standard method in California

9
Pre-Selection Requirements
  • Age
  • Previous limiting factor, ended by Age
    Discrimination in Employment Act 1974
  • Some federal entry level requirement still in
    place along with state, local maximum retirement
    ages
  • Height and Weight
  • Proportional v old standard of strict limits
  • Vision
  • Correctable, Color Blindness still a limiting
    factor
  • Physical agility and strength
  • Must pass job relatedness test
  • Suggested alternative no physical testing

10
  • Health-based screening
  • Some ailments considered presumptive
  • Residency
  • Must provide reasonable amount of time
  • Most Ca. departments removing restrictions
  • Education
  • Minimum entry standards
  • Enhancements to further education
  • In service training

11
General Suitability
  • Background Investigations
  • One of the most critical steps
  • Polygraph Examinations
  • Voice stress analysis
  • Psychological conditions
  • Medical conditions
  • Cannot be discussed prior to offer of employment
  • Drug testing

12
Pre-employment Testing
  • Written and cognitive test
  • Mostly general knowledge, may be specific to a
    job related skill writing ability
  • Must be objective
  • Oral Interviews
  • Used by most departments
  • Situational and historical questions the most
    common.
  • ADA Limits consideration of a disability until
    an offer for employment is made

13
Recruit Training
  • Peace Officer Standards and Training POST
  • Stressful v Non Stressful training
  • Pedagogy
  • Art and science of teaching children
  • Andragogy
  • Art and science of helping adults learn
  • Rote memorization v problem solving
  • Time consuming process in academy environment

14
Field Training
  • Most departments using the FTO San Jose model
    developed in late 60s
  • Field training officers evaluate recruits
    performance
  • Different standards for FTO selection
  • Normally a three phase process
  • New development is PTO Patrol Training Officer
  • Emphasis on training rather than evaluating

15
Additional Training
  • In service standards
  • Usually at department level to maintain
    certifications Ca. 24 hrs minimum every 2 yrs.
  • Specialized Training
  • Investigations, SWAT, Hostage, Undercover, Motors
    etc.
  • Supervisory and Management training
  • Minimum requirements per rank
  • FBI National Academy/Law Enforcement Command
    College.

16
Additional selections
  • Assessment centers
  • Normally used for promotion process
  • Promotional exams may include
  • Written exam
  • Oral boards
  • Assessment centers
  • Personnel file review
  • Lateral entry officers
  • May enter at higher pay grade/rank

17
Academy Training
  • Based on Task analysis
  • KSAs Knowledge, Skill and Abilities
  • Learning Domains
  • California POST has 41 individual domains
  • Hours vary by academy, but strict minimums are
    enforced
  • Difficulty to keep current in all areas
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