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CH07.pptxSELECTION AND DEVELOPMENT
CHAPTER SEVEN
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To start with
What should be the selection criteria for police officers?
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Recruitment
The recruitment of qualified candidates is first step in selection
The importance of ratio of the number of applicants to the number of who qualifies
Of course, a variety of recruitment methods exist
Newspaper ads
Career fairs
The Internet
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Recruitment (cont.)
Programs to recruit young people also exist
College internships
Explorer programs
School resource officers
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Recruitment Targeting Females and Minorities
The recruitment of minorities and females is essential
Only about 18 percent of agencies used a targeted recruitment strategy
Annual recruiting budget & the number of applications are correlated
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Targeting the Service Oriented
An innovative recruitment strategy is being tried in a range of departments that focuses on service-oriented individuals
Known as Hiring in the Spirit of Service (HSS)
Involved new marketing strategies
Also involved developing valid pre-employment testing procedures, job task analyses, and performance measures relating to community policing and service-oriented practices
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Selection
Aims to determine which candidates are best suited
Various selection criteria and tests are used
Validity
Reliability
What’s the difference?
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Selection (2)
Validity is important because invalid criteria may have disparate impact on protected groups
Title VII of the 1964 Civil Rights Act. Title VII prohibits discrimination in the workplace.
Equal Employment Opportunity Act of 1972 expended it
Selection criteria and exams must be related to the quality of the job
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Selection (3)
Bona Fide Occupational Qualifications: Employment qualifications that employers are allowed to consider while making decisions about hiring and retention of employees.
The qualification should relate to an essential job duty and is considered necessary for operation of the particular business.
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Pre-employment Standards
A number of standards must be met prior to employment
Standards vary across departments, however
Age
Height and weight
Vision
Physical agility and strength
Residency
Education
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General Suitability
Departments usually conduct extensive investigation of an applicant’s past experience , behavior, and work history to assess suitability
Background investigation
Polygraph examination
Psychological condition – California Personality Inventory
Medical condition
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Pre-employment Testing
A variety of pre-employment tests are used by departments
Written exam
Research suggests that minorities tend to score lower on entry exam
Function of educational level
Personal interview
Usually occurs at the end of the selection process
Attributes not measured elsewhere are measured
What attributes?
Not proven to be a particularly robust predictor of performance
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Americans With Disabilities Act
The purpose of ADA is to eliminate barriers to equal employment opportunity
Also requires that applicants be given a conditional offer of employment prior to taking an exam or a test that may be disability related
Departments will need to change some of their current procedures
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Recruit Training
Peace Officer Standards and Training (POST) is the state standards organization that determines training program content
Some states require training prior to employment consideration
Program orientation concerns stressful vs. non-stressful training
Philosophy and instructional methods = training and education
What is the difference between training and education?
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Recruit Training (cont.)
An important aspect of program development concerns what type of instructional methods to use
Pedagogy
Andragogy
What differentiates these two methods?
Cognitive and problem-based learning
What differentiates these two learning approaches?
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Curriculum Development and Content
Program curricula should include two primary criteria:
Mission statement
Ethical considerations
A host of instructional topics are included in programs
Firearm skills, self-defense skills, health, and fitness
Patrol, investigation, and community vehicle operations
First aid and CPR, report writing, and use of non-lethal weapons
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Curriculum Development and Content (cont.)
Community policing training has increased considerably
What types of community policing trainings exist? P 212
Study shows fewer than ½ of academies provide training in the areas of problem-solving or analyzing
Problem is that this is most critical aspect of community policing
Terrorism-related training has also risen in recent years
90% of academics provided such training in 2006; 80% in 2002
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Curriculum Updates
Outside of community policing and terrorism-related policing, other curriculum updates have occurred
Ethics and integrity
De-escalation of force
Communication
Conducted Energy Devices
Juveniles
Mentally ill
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FTO Program
Following the academy, recruits go through a final phase of training, field training, to prepare for realities of police work
New officers being broken in by experienced old-timers
Exposure to values, and department culture; “real world” of policing
Recently, the PTO program has been adopted, emphasizing:
Problem-based learning
What does this learning approach entail?
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Career Growth
Officers shouldn’t remain stagnant after training; development is essential
Development can be achieved in various ways
In-service training
Specialized training
Promotion and assessment centers
Lateral entry
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Summary
The move by police departments to more community policing oriented practices requires attention to personnel quality
Importance of recruitment and pre-employment standards
Dictated by department’s view of what an effective officer is
Attention to training and education are also essential
Important of andragogy as opposed to pedagogy
Shift from FTO to PTO programs
Officers must be ready for changes, new assignments, promotions
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