Officer Selection Process

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.

Recently, it has been brought up that there is still institutional racism within the Police force, this, as well as many other reasons such as negative stereotyping, informal bias and assumptions from ethnic minority groups themselves are reasons why people from minority groups are less inclined to join. The Police have introduced a number of ways to try and create a more diverse workforce. Some of these methods include, improving the data collected on the age,

The violence that some officers exude to minorities should only be used in extreme, desperate situations not when a teen steals some cigars or is walking home with a hood on. Besides showing an interest in racial justice and issues of race helps to break down barriers, exposed as false perceived misunderstandings, and shed light on commonly held perceptions of a race-infused

The objective of this thesis is to provide comprehensive information to all stakeholders who have an interest in enhancing minority recruitment and selection. The goal of this thesis is to address law enforcement professionals about the importance of diversifying police agencies; more importantly, is to address the underrepresentation of Asian-American police officers and the challenges of recruiting potential candidates from Asian communities. Through community policing, mediation, trust building, collaboration with stakeholders, and cultural diversity training, law enforcement agencies will achieve its recruiting and diversity goals. Targeting Asian cultural events, partnering up with higher learning institutions, and sending mass emails regarding job opportunities to criminal justice majors could produce students’ interests and desires to pursue a career in law enforcement (Castaneda & Ridgeway, 2010). Recruitment issues and needs will be examined; moreover, the importance of evaluating implemented strategies must be followed up in order to monitor community changes or problems that may arise (Tangel, 2015).

Diversity in law enforcement has grown to become a hot topic within the law enforcement community. The demographic of society has changed dramatically over the last 20 years and with that law enforcement has been changing, but have they been changing enough? Different law enforcement agencies have their own ways of implementing diversity in their practices and procedures, some of them are better than others, but with issues that happen today it is important that they do something.

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

Not more than two years ago, I listened to three minority female officers conversing on the difficulties of being a female officer. Though women have been accepted into police force, it has been a very slow and difficult process. What follows is a brief chronology of their struggle to become assimilated into and become an important part NYC’s “finest” – the N.Y.P.D.

With so many news stories and incidents surrounding the topic of race and the police these days, it is not surprising for people to come to the conclusion that racism may exist within the criminal justice system. We will be taking a deeper look into the problem to find out what other possible determinants may play a role in deciding how an officer makes an arrest or stop and continue to analyze what is happening in those contexts. The issues surrounding the topic of race is like the two faces of the same coin as there are usually two sides that we have to consider: reality and media portrayals. The reality side of situations is always there at the time, but it is so subtly hidden from society that nobody understands it unless they witness it firsthand and with the media spreading filtered information, it becomes even harder for us to identify the key issue; this is especially the case when dealing with the police and racial profiling. If you turn on the news and flip to a channel where it is reporting on the police and their arrests, you will most likely see more arrests pertaining to minorities than other ethnicities. In the news, we can often see a misrepresentation of ethnic minorities, usually African-Americans, being arrested when compared to others and this has caused problems around societies countless times. For this essay topic, I will be discussing the different issues surrounding race within the parameters of criminal justice and inequality; furthermore I will be

Young adults pass perception on everyone they encounter. Law enforcement organizations are prime subjects to their perceptions. During my twenty years of service as a New York City Police Officer, I have encountered daily hassles, uncooperative behavior and hostile behavior. In essence, a general lack of no respect for police authority. I interacted with young adults in various capacities from minor to felonious crimes, domestic disputes, rowdiness and other calls for service that may alter their opinion of police. The purpose of this study

As difficult as their job may be, and as big a toll as it may take on them emotionally, it is important to bear in mind that police officers are normal human beings with normal brains and mental processes. Consequently, they are prone to make the same stereotype-biased judgments the rest of us are. Because they are often operating under conditions of uncertainty, high discretion, and stress and threat, the pervasive stereotypes linking Blacks and Latinos with violence, crime, and even specifically weapons are likely to cause them to make misattributions in seeking to disambiguate the intentions and behaviors of citizens. This can lead to racially disparate rates of stops, searches, arrests, and use of force. Several interventions that aim to reduce bias or discriminatory behavior at the individual level warrant further investigation in the policing context. Nonnegative intergroup contact is especially promising given its strong evidence base and that it could be achieved through

Today like never before organizations are hoping to fill their positions with a group of diverse law enforcement officers that mirrors the populaces they serve. As organizations search for officers who reflect their settings in which they serve in , they are additionally expanding their meanings of decent variety. From this point of view, assorted variety can incorporate race, ethnic gathering, religion, sexual preference, and age. Being a minority working in the law enforcement field can be very helpful for an agency however, that specific group may still go unrecognized. This paper will provide a brief review of the disguised minority achievements as it relates to the U.S. Marshals Service in the past. It will also be examined in

This paper provides an overview of the problems facing the police in their efforts to improve relations with minority communities in the United States, as well as a survey of previous research and existing literature on cultural diversity

A good way for our departments to change negative police perceptions and generate a positive perception is to ensure that all citizens hired, regardless of race, gender, age, sexual orientation, or ethnicity, are exceeding within their departments and receiving equal high-profile criminal cases and promotions. Essential operations of a successful police agency come from a diverse and competent work force.

Jessie, I really enjoyed your post as I have been a police officer for 18 years and it directly relates to my job. Yes, police departments across the country must strive to make their departments more diverse, especially with the rising Hispanic population. One main hindrance to this goal is the fact that many cities are doing away with pension programs and starting hybrid or 401K retirement plans. At my agency, the Knoxville Police Department, we are having problems getting any race to apply because of the new hybrid system. I would recommend offering ride-a-long and cadet programs to attract more minorities to the field. As far as keeping arrest numbers equal to the makeup of the population, there is no way to make this happen

When it comes to race within law enforcement, male police officers still question whether women can handle the dangerous situations and physical confrontations that officers may be confronted with, while it is shown that most police women have easily met the expectations of their superiors. Indeed, studies have found that, in general, male and female officers perform in similar ways. In addition, research has found that most citizens have positive things to say about the work of police women (Worden,