More handpicked essays just for you.
Police recruiting and selection processes
Competency based education and training
Police recruiting and selection processes
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Police recruiting and selection processes
Nice post, and well thought-out, the multiple hurdle approach is an excellent tool for the police departments to utilize to separate recruits who do not have the mental capacity and the physical ability to keep up with other recruits superior to them. When it comes to protecting our communities we want the best of the best protecting us, as well as our investments. The cognitive ability and mental stability tests are of the utmost importance, because there are going to be times when these officers will be required to make life changing split second decisions. Using both approaches multiple hurdle approach combined with compensatory model gives the greatest chance of producing top notch police
officers.
The Thompson Valley Police Service is seeking to double the number of police recruits over the next three years. In an attempt to attract more applicants, the newly appointed Police Commissioner, Commissioner Jason DeVillain is proposing two key changes to the current selection process. Firstly, Commissioner DeVillain is proposing to eliminate the requirement for partial or completed tertiary education. Secondly, it is being proposed that psychological testing should be removed from the selection process. As a research and policy officer for the Thompson Valley Police Service, the validity and likely impact of the above two proposed changes will be investigated thoroughly, followed by recommendations to Commissioner DeVillain to ensure the selection process is as effective as possible in selecting the most suitable candidates for the new police recruits. The role of a general duties police officer is broad in nature and requires the officer to be efficient in many areas, ranging from administrative duties to conflict resolution and problem solving. In addition to the recording and logging of all jobs attended while on duty, the officer may be required to prepare documents for court hearings, where written communication skills will also be
When asked, Sgt Garber explained that he feels that one of the most effective aspects of the system was the fact that the decisions made in the heat of the moment out in the field were defended by all levels of the police department as well as the by the mayor himself. This practice allows police officers to make split second decisions without fearing every decision they make will be second guessed. In addition, it helps prevent officers from not taking action due to this same fear. This does not however protect officers that are clearly in the wrong and should have known
We will likely see even more changes in the near future due to the many proposals to increase the number of women and ethnic minority officers in our police forces. An example of near change is the use of a hiring quota system. Under this system there is a requirement to recruit a specified number of minority and/or women officers. This may require the modification of standards and qualifications that could discriminate against these groups in order to achieve the required quota. Although this is a future option, we can see its methods are already being implemented in the past decades abolishment of height, weight, and age restrictions.
The use of force, particularly with correlation to officer morale and/or inadequate education/training, has become particularly problematic. Measures should be taken to reduce the injury to suspects, particularly physical injury resulting from poor officer tactics or malicious intentions not related to upholding the law. These are problems, which, if properly handled and rectified, will result in improved officer morale, improved relationships with the public as well as ensure a continued upstanding reputation for the oldest police force in the nation.
In 1960, the leg work started on the concept of “Problem Oriented Policing”, today this concept is utilized by a majority of law enforcement agencies across America. Moreover, this philosophy is currently being adopted around the world. Amazingly enough, the first application of this type of philosophy was implemented within the Chicago Police Department in the early 1960’s, which in that time was a very large city with numerous issues within the police
Police officers must be trained to shoot with precision; correspondingly, they must not solely be trained to shoot to kill, but also to shoot to simply harm. Once they are taught both ways, they must learn to assess their situation to conclude whether it requires the former or the latter. This is highly important for the reason that it can spare a life, and it easier to prosecute officers who failed to use proper protocol for shooting. Furthermore, this training helps to prevent discrimination against minority groups. Many officers target male minorities; however, when officers do sensitivity training and assess their situation, the officer can keep his fear at bay and civilians will be treated
The influence of higher education on police officer habits would surprise many according to Matthew D. Bostrom, D.P.A of the Saint Paul Police Department in “Police Chief Magazine-The Professional Voice of Law Enforcement”. Although a degree is required for some agencies and considered ideal for any person looking to join the law enforcement field, surveys show otherwise says Bostrom. According to a study conducted in St. Paul, Minnesota there were more on-duty vehicle collisions by officers with formal education beyond high school than those who only obtained a high school diploma. The article also shows figures indicating more disciplinary actions towards officers with college degrees and a significant difference in those of officers with high school diplomas only. The measurements of work habits shown indicate that perhaps a college degree in general is not necessary to be an effective police officer. Traffic Officer James Dunn of the California Highway Patrol in an interview said, “a degree can be beneficial, but some people are very eloquent and knowledgeable even without attending college-a person can learn the specific duties of any job, but college does not teach you the responsibilities of being a police officer. You learn that by hands-on training”. Although a degree is helpful, Officer Dunn admits that he has been very successful in the law
...tly when training by their instructors and become better when personally on the job taking on these cases’ when they make their arrest (Holtz, 2006).
Eterno, J.A. and Silverman, E.B. (2006) 'The New York City Police Department’s Compstat: dream or nightmare?' International Journal of Police Science and Management, 8:3, 218-231.
Police reform should start by giving proper training to the new recruits and veterans in the force. During their training, “Law enforcement agencies should adopt and enforce policies prohibiting discrimination based on race, ethnicity immigration status, etc.” (Cops, p.90). It is apparent
This paper will show four different police departments that are currently hiring or recruiting for police officers. There will be a summary on the research found on the process used to recruit police officers. It will also show their current hiring trends and what hiring practices they have that are successful or not successful. The paper will also go over the different methods departments use to train their new officers and their values.
Police officers have a stressful job that requires quick decisions making with good judgment. Duties of a police officer involve writing reports and maintaining order in criminal situations, it’s all judged with critical thinking. Due to all the different duties that are required from a police officer they are required to have certain traits such as a good physical agility, ability to cope with difficult situations, well writing skills, as communication skills, and have the ability to have exert and respect commands of authority. Each department will recruit officers in a different way, but they will have some standards for recruitment techniques. These requirement will vary from minimum requirements, education, technology, legal knowledge, residency, and diversity. (Ch.14 Pg.349)
From his explanation, it seems like the process is indeed very long and extensive. First, you need a total of five months of training at the Sherriff’s Academy. At the end of this, you need to pass a mental and physical test. Next, you need six months of training at the UCPD. Thereafter, you go through another training process with a Field Training Officer whose role is “to train new officers so that each is prepared to function as a solo beat officer at the conclusion of their training cycle”. That’s still not the end of it. You then need to pass another final mental and physical test to prove eligibility to becoming a police-officer. As can be seen, the process is no piece of cake and although it is long and hard, it certainly prepares you to become a police-man. As noted in the interview, it “most certainly gave [him] the skills necessary to become a police-officer”.
The first step is to weed out the ones who just are not right to be a officer. The next step is to find the ones who fit the needs of the department. Medical and psychiatric testing, personal interview, and background information is used when identifying if a person is a good fit. There is research that has identified five personality characteristics that allows a police officer to excel in his or her job: extrovert, emotional stability, agreeable, conscientious, and open to experience. People also need to be aware of working in a high crime area. Even if the person has all five traits, but can’t handle the stress they may need to find another profession. There may be times new hires come from another department, but before hiring they need to talk to the previous employer. There may be certain reasons that the officer for hire is wanting to move to a different department. They could have been disciplined or terminated if they had not agreed to resign. This is not okay for the officers are not taking the consequences for their behavior.
Police recruitment is very important to all law enforcement agencies; it seeks to recruit, select, train and maintain the best possible officers (Grant et al, 2012). This paper will give you the reader a general understanding of police recruitment and also discuss some of the problems happening in police recruitment; past and present, along with remedies to these problems.