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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 …show more content…
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
Summary: With the recent resignation of Police Chief Charles Johnson, the city of Dover has received 53 applications for the vacant position. To sort through the applicants a four step process has been implemented. They include screening respondents, a review board in which the candidates will be interviewed and subsequently ranked, interview with City Manager Spanning and finally a meeting with the city council. It is upon the appointment of City Manager Will Spanning and the confirmation of the seven member city council that the position will be filled. Moreover, if a candidate is appointed by the Mr. Spanning and not approved by the council, the process will start all over again.
Police Psychology: A New Specialty and New Challenges for Men and Women in Blue. Thomas, David J. 2011.
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
One of the challenges the Canadian justice system faces is lack of personnel, specifically police officers. The baby boomers are approaching retirement and there experience and sheer numbers will be missed. According to Macleod (2009) half of the senior police officers will be eligible to retire within 5 years. Considering the shrinking labour pool this will make it difficult to replace these officers all at once. Macleod (2009) further states that without doubling or tripling the hiring rate of officers, the police will have to start cutting back some duties they currently perform. Normally 2000 new officers are hired across Canada every year; however by 2012 in order to replace the baby boomers, 5000-6000 will need to be hired. This might be more difficult than it sounds, considering most youth do not seem that interested in policing according to a recent survey of 1521 youths aged 16-27, that found only four percent would think about becoming officers (Macleod, 2009).
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.
There are many stereotypes that women in the law enforcement field have to face. In order to recruit more women into policing, law enforcement agencies should attempt to overcome the idea that policing is a "male-oriented profession". This paper will cover parts of the history of women police officers, some views and stereotypes of the female officer, job related issues, life outside of the workforce and job satisfaction.
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.
Cordner, G. W., & Scarborough, K. E. (2010). Police administration (7th ed.). Albany, N.Y.: LexisNexis/Anderson Pub.
Matthews, G., Deary, I. J., & Whiteman, M. C. (2009). Personality traits. Cambridge, UK: Cambridge University Press.
The key characteristics of community policing are as follows: Police officers are usually called upon to be particularly thoughtful, creative problem solvers. They are asked to listen to the concerns of community members, to logically reason out the roots of problems, to identify and research potential answers, to implement solutions, and to assess results. Police officers work in partnership with concerned citizens. The second characteristic is that police officers are visible and accessible component of the community and work with youths and other community members top address delinquency problems. On the third characteristic, police officers patrol a limited number of jurisdictions on foot. The so-called foot patrol officers are believed to be more approachable and offer a comforting presence to citizens. The fourth and last characteristic that will be mentioned on this paper is that the community policing have decentralized operations, which allows officers to develop greater familiarity with the needs of various constituencies in the community and to adapt procedures to accommodate those needs.
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...
When a cadet is accepted into the police academy, it indicates the beginning of an all-encompassing and extremely intensified training program. In such program, the cadet will learn the fundamentals of his/her new role and obtain the basic proficiencies mandated to perform the job of a patrol officer. However, transferring these learned fundamentals in the field can prove to be a difficult undertaking (Caro, 2011).
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.
The police must be active members in their community to understand the people they are protecting and how they can be proactive in the crime prevention in that given community. For the second question in the survey I stated that it is the public’s job to obey the law and make the police’s job easier and not more difficult. Once again, I was close minded in my answer. The public is tasked with policing the police; however, it does not mean they are making the police’s job more difficult, it is just about holding them accountable for their actions. Police require a wide set of characteristics, if they want to be successful during the application process and enjoy a long career in public safety. When asked in the survey at the start of this course, I answered that an officer requires the ability to treat all people fairly in all situations. This is a phenomenal quality for a police officer to have, but it is just one of many that an officer must possess. Adaptability was the first the trait that stood out me, when reading the modules, because it is essential for a new and old officer to continue to grow and adapt.
In the past eight years as a police officer for the City of South Salt Lake, I have found that personal growth and achievement in my career have been based on certain past experiences. Such experiences have molded what my personality is today. I have found that in order to be triumphant in my personal and professional goals, it has been necessary for me to reflect not only on my strides, but also my mistakes.