Hiring Process For The Police Workforce

There are twelve qualities that Dennis Nowicki believed that are authoritative for entry-level police officers: “Enthusiasm, Good communication skills, Good judgement, Sense of humor, Creativity, Self-motivation, Knowing the job and the system, Ego, Courage, Discretion, Tenacity, and Thirst for knowledge” (Peak, 2012, pp. 137-138). First, enthusiasm is mostly about having faith “in what one is doing and going about even routine duties with a certain vigor that is almost contagious” (Peak, 2012, pp. 137). Second, having good communication skills is “having a highly developed speaking and listening skill that helps interacting equally well with a wealthy person or someone lower on the socioeconomic ladder” (Peak, 2012, pp. 137). Third, good judgement

Also, I would be aware of officers applying with the sole motivation of advancing their own careers rather than having the true motivation of training new officers (Scoville, 2005). There would have to be a minimum amount of time served on patrol, and depending on the size of the agency, the time requirement could be different. I would say 5 years is a good starting point. Data has suggested that FTO’s can become “burnt-out” due to the long shifts and constant flow of new officers rotating in (Doerner, 2012). Officers that possess a strong quality of patients are essential. I would require FTO’s to pass a FTO trainers course consisting of at least 40 hours. The course will provide the qualification of becoming certified as an instructor. I would seek officers that have a diverse qualification background such as K-9, anti-gang/drug, traffic, and homicide, which would expose new officers to the many faucets of police work. Although not a qualification, FTO selection would be strictly reserved for officers that are absolutely honest, have a tough work ethic, and exemplifies moral principals. The long-term impact FTOs have on new officers cannot be

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.

As you progress towards becoming a police officer, you must obviously go through rigorous training programs. Of these training programs, people must go to a police academy in order to train new officers. In these academies, training is committed to the basics of combat policing such as self-defense, firing range, and field tactics. Police Academies usually take roughly 12 to 14 weeks to train soon-to-be officers on these important basic tactics (BLS, 2010-11).

In recent years, recruitment and retention of police officers has been a pain point for many departments across the nation. Odd and inflexible hours, uncompetitive pay, para-militaristic organizational structures, and a negative public perception have all worked to diminish the pool of applicants interested in careers in law enforcement. Add to the mix the sexist “brotherhood” police culture, emphasis on masculinity and aggression, and the nearly non-existent opportunities for advancement for women, and over half of the eligible workforce has been discouraged from even considering a career in law enforcement. In 2013, women comprised just over 57% of the labor force, but accounted for only 13% of sworn police officers (USDOL, 2013; Crooke, 2013). Not only are women sorely underrepresented in the field of law enforcement, but those who are employed experience discrimination at the hands of their supervisors and coworkers, and as a result, the attrition rate for women is often much higher than that of their male counterparts. Departments should pledge dedication to recruiting and retaining more female officers, as research indicates that not only do females perform just as well as males in patrol positions, but they also have a unique set of advantages to offer agencies when employed in law enforcement. In order to improve the recruitment and retention of females into policing roles, departments must determine the biggest deterrents for women who are considering the pursuit

The type of applicant in which a police department attracts all depends on who they need on their team to balance things out. For instance, if a department is lacking in female officers they are going to advertise and reach out to females so that more of them would gain interest in the force. The recruitment process in general consist of three different elements; the minimum qualifications, the recruitment effort, and the applicant’s decision to apply for a position.

Many businesses require their upper-level leadership to have a degree. The police departments are now starting to change to that style of education hiring. The hiring process can be very complicated because the police department wants to ensure that they are hiring the right person that fits their department. Choosing the right applicant for the job is an important decision because of the cost of the equipment, uniforms, training, and probation period because this is an investment in the departments future (Dempsey, & Forst, 2016). Because the police departments are requiring their officers to have an associate’s or bachelor’s degree for an entry-level position will make the department more completive, but the department should still consider

The standard for recognition in the United States is the Commission on Accreditation for Law Enforcement Agencies (CALEA) that was established in 1979. Psychological testing is in place, however; standards are not set by CALEA, and each agency conducts their own testing (French & Wailes, 2008). According to "Psychological Testing And The Selection Of Police Officer" (2008), “In 1973, the National Advisory Commission on Criminal Justice Standards and Goals recommended that every police agency follow a formal selection process that includes a written test of mental ability or aptitude, an oral interview, a psychological examination, and a background investigation.” It was believed that introducing greater screening and standardization to the selection process would result in a more qualified police force. International Association of Chiefs of Police (IACP) developed several guidelines for pre-employment psychological evaluations. These recommendations address such issues as validation of testing instruments, compliance with legislation, such as the Americans with Disabilities Act (ADA), using qualified psychologists familiar with the relevant research, and content of the written reports (Cochrane, Tett & Vandercreek, 2008). Compliance with such acts as the ADA indicates the implementation of diversity in the testing process. A few of the most common comprehensive

Police “working personality” is limited by an unquestionable tacit within the police subculture, surrounded by shifting perceptions, depending on the situation.

The profession of policing derives its effectiveness from its ability to attract and employ quality individuals who will strive to better their community. Therefore proper recruitment and selection of officers is incredibly important to a police organization. Some major needs to Missouri’s recruitment process will be addressed in the following paragraphs.

Perceptions of what constitutes a qualified police officer have been crafted as a result of numerous television shows and movies. They are often portrayed as heroic, invincible, and possessors of brute strength. While some of these physical attributes are in fact expected and required of police officers, they are not the only ones and at times,

Law enforcement officers are inducted into the police subculture early in their career. As early as the academy, law enforcement recruits begin learning about ethics, rank structure, ethos, and other values. During the academy, recruits are trained on specific tasks tailored to police work from 8 to 16 weeks. They are taught combative skills, marksmanship, defensive driving, and other techniques unique to law enforcement by the academy staff. The academy staff normally consists of seasoned officers that usually have military training or backgrounds. In most cases, recruits tend to emulate or try to identify with these officers.

A potential police officer ought to be civil. It is important that one is kind, polite and considerate to other people’s needs without necessarily using force. The individual also

     The curriculum that is devised for a police officer is very important to the police officer and his or her success in their chosen career path. An officer’s training is also very important to the community in which they serve and the department in which they work. An officer must receive training in a variety of fields to help them be a well-rounded police officer. Officers receive training in such areas as: law, community relations, firearms, vehicle driving, search and seizure, and cultural awareness. The basic curriculum that is offered to a new recruit is focused on giving the recruit the best overall training that will give him or her the tools necessary to become the

The psychologists recommend for police departments to periodically evaluate the officer 's using methods other than routine psychological tests. They recommend better training and increasing behavioral monitoring on all officers. Current screening methods to evaluate police candidates are limited almost exclusively to psychological tests and preemployment clinical interviews. New screening technologies could enable psychologists to examine such areas as a candidate 's decision making and problem-solving abilities and the ability to interact with others. These things are important for resolving problems without using excessive force.