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Emotional survival for law enforcement
Recruitment and selection of police officers
Assignments of traits of police
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Workforce selection practices have become more prominent over the years, particularly with law enforcement recruitments. This enhanced use of process selection allows for more advanced methods of assessing police officers. One reason for this extreme emphasis on selection systems is the elimination of unqualified police recruit applicants, thus ensuring that monetary resources are not wasted on the ill-equipped (Cochrane., Tett., & Vandecreek, 2003). Several factors impact the potential success or failure of police recruits, including tertiary studies; efficient communication skills; previous moral and ethical behaviour and psychological adequacy of recruits. However, just two of the four selection criteria including tertiary studies, and personality suitability will be analysed and evaluated in this literary review. Higher educated police officers are better equipped to serve in today’s complex and challenging environment through greater awareness of social and cultural/ ethnic community issues; promoting a more professional image of law enforcement, as well as exemplifying themselves as ‘problem solvers’ rather than ‘reactive agents’(Trfymowych, 2007, pg. 419). Likewise, psychological and personality suitability of employees allows for police officers to screen out psychopathology as well as Identify individuals who match some ‘ideal’ profile of high performing police. Therefore, this review aims to determine whether or not the selected criteria reviewed are valid for use in a police recruit selection process through a detailed evaluation of each criteria.
As the role of a police officer is becoming more complex in the 21st century with the advances in social and technological developments, the need for tertiary studi...
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...). Psychological testing and the selection of police officers. Criminal Justice and Behaviour, 30 (5), 511-537.
Dempsey, J., & Forst, L. (2009). An Introduction to Policing. Cengage Learning, Canada.
Metchik,E. (1999). Police Quarterly. An analysis of the “Screening Out “ Model of Police Officer Selection, 2 (1), 79-95.
Smith, M., & Segal, J. (2008). Healing Emotional and Psychological Trauma. In HelpGuide. Web 23 Apr. 2015.
http://www.helpguide.org/mental/emotional_psychological_trauma.htm
Trofymowych, D. (2007). Police Education Past and Present: Perceptions of Australian Police Managers and Academics. Flinders Journal of Law Reform, 8 (10), 419-433.
Vrana, S., & Lauterbach, L. (1994). Prevalence of Traumatic Events and Post-Traumtic Psychological Symptoms in a Nonclinical Sample of College Students. Journal of Traumatic Stress, 7 (2), 289-302.
This model looks at five factors of personality, which have been categorised as neuroticism (emotional stability, anxiety), extraversion (sociability, energy), openness to experience (curiosity, broad-minded), agreeableness (trust, cooperative) and conscientiousness (reliability, discipline) (Black, 2000). According to research conducted by Detrick and Chibnall (2006), the most suitable candidates for recruitment as police officers would rank low on the neuroticism scale, average on the openness and agreeableness scale and levels of extraversion and conscientiousness would be
Police Psychology: A New Specialty and New Challenges for Men and Women in Blue. Thomas, David J. 2011.
Western Australian Department of Education. (2009). Protocols for working with WA police. WA: Department of Education. Retrieved from http://www.det.wa.edu.au/policies/detcms/policy-planning-and-accountability/policies-framework/guidelines/protocols-for-working-with-wa-police.en?oid=com.arsdigita.cms.contenttypes.guideline-id-3743688
"Studies, Case Law, Quotes, Standards and Trends in Support of a College Education for Police Officers." Police Association for College Education (PACE). Web. 02 Mar. 2011..
Walker, S., & Katz, C. (2012). Police in America: An Introduction (8th Edition ed.). New York:
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
The article Police and Higher Education: Where are We Now by Roy Roberg and Scott Bonn discuss and review past articles and ideas about whether or not police officers should be required to have earned a college degree in order to qualify a position in law enforcement within the United States. The first person who believed in the idea that police officers should be required to hold a college degree in order to be qualified for a position was August Vollmer. August Vollmer was “the father of American police professionalism” (Walker & Katz, 2011). Vollmer is best known for being a supporter of higher education within law enforcement. However, many officers and high ranking officials did not believe in the concept of needing to obtain a college degree in order to protect their community. A majority of police officers in law enforcement did not have a college degree nor did police departments require it to be considered a position. Moreover, many police departments did not necessitate a high school diploma but rather a general equivalency diploma. The first time that this idea was utilized was during the time of the 1960’s, when, in the early 1960’s, crime was increasing drastically and by the late 1960’s the ghetto riots took place, opening the eyes of those in charge that something needed to change, and change quickly in order to prevent criminal activity and chaos.
Weitzer, R. and Tuch, S. (2004) Race and Perceptions of Police Misconduct. Society for the Study of Social Problems, Inc. SOCIAL PROBLEMS, Vol. 51, No. 3, pages 305–325. ISSN: 0037-7791; online ISSN: 1533-8533 Web. 4 Sept. 2015.
...T., Reiner, R. (2012) ‘Policing the Police’ in The Official Handbook of Criminology. Ed. By Maguire, M., Morgan, R., Reiner, R. Oxford: Oxford University Press, 806- 838
Vito, Gennaro F., Scott Wolfe, George E. Higgins, and William F. Walsh. "Police Integrity: Rankings Reprints of Scenarios on the Klockars Scale by “Management Cops”." EBSCO Publishing Service Selection Page. June 2011. Web. 16 Feb. 2015.
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.
It is both a result and a cause of police isolation from the larger society and of police solidarity. Its influence begins early in the new officer’s career when he is told by more experienced officers that the “training given in police academies is irrelevant to ‘real’ police work”. What is relevant, recruits are told, is the experience of senior officers who know the ropes or know how to get around things. Recruits are often told by officers with considerable experience to forget what they learned in the academy and in college and to start learning real police work as soon as they get to their Field Training Officers. Among the first lessons learned are that police officers share secrets among themselves and that those secrets especially when they deal with activities that are questionable in terms of ethics, legality, and departmental policy, are not to be told to others. They also are told that administrators and Internal Affairs officers cannot often be trusted. This emphasis on the police occupational subculture results in many officers regarding themselves as members of a “blue
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.
Since the inception of this niche in psychology, there has been a greater appreciation for the use of police psychological services. Now almost every police department has a separate psychology department with a number of psychologists working with its other employees. This specialized subset of psychology delivers a number of services to its employees, from assessing qualified applicants, counseling, to suspect profiling and providing expertise during hostage situations. The field has grown tremendously, especially over the last 40 years and has developed into its own sub-specialty with its own dedicated research, journals and professional organizations. During that time, there have been great strides made in developing this relationship betwe...
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.