Student Post and Response Week 6 (for Hifsa Shakaut)

Following the 9/11 terrorist attacks, the United States, Canada and other countries believed that there was a need to form umbrella super-agencies that consolidated border, customs, and inland policing services (Fitch, 2014). The unique ethical challenge that is presented with the formulation of these super-agencies is the subcultures that likely exist within some of agencies that can easily go unknown or unaddressed until a significant mishap. Fitch provides the extremely unethical behavior of members of the Canadian Airborne Regiment from with the broadly formed Canadian Forces as an example of a subculture acting unethically within a larger super-agency (2014). Fitch states that the Canadian Forces failed to “clearly communicate its vision of change and transformation among its rank and file, attain buy-in of its new peacekeeping-focused organizational culture, and educate its personnel on professional and ethical conduct” (2014, p. 335). However, I only view this latter point of educating regarding ethical conduct as key to this failure. Leadership must ensure that each subculture is explored and that ethical standards are identified and followed.

 (2) What do you believe are the key challenges and/or effective strategies for recruiting ethical people to work in law enforcement? 

The key challenges lie in identifying potential psychological issues and/or background details that should preclude certain individuals from getting hired as law enforcement officers. There are problems with the veracity of psychological testing with accurately identifying potential problem candidates as well. Other times, departments will disregard obvious potential issues due to other positive traits (Fitch, 2014). There can be problems with background checks not fully identifying other potential negative characteristics as well.

Personality instruments can be a good tool to use to evaluate suitability for work in law enforcement. There are several types of these personality tests and they can be effective if used in conjunction with other pre-employment psychological tools, such as interviews. Using these interviews to collect and discuss background experiences are a key strategy to hire ethical officers (Fitch, 2014, p. 39). Having an officer candidate discuss actions to various situations will assist in uncovering suitability concerns.

These strategies are all critical to selecting ethical law enforcement officers, however, there must always be a significant probation period for these positions because inevitably there will be individuals who demonstrate questionable conduct and many times that conduct will require separation.

 (3) Describe the importance of the link between law enforcement training and ethical behaviors? 

Law enforcement training and ethical behaviors are interrelated in that department leadership cannot expect compliance with certain ethical standards without making those standards clear to all employees. Ethical standards are different among all of us due to culture, family, country and other childhood upbringing aspects. This training must be clear and engage new recruits. Educators, or facilitators, must understand that context influences the form and quality of learning (Fitch, 2014, p. 59). They must include examples of ethical situations that officers will likely encounter and encourage a dialogue between students, which will help to ensure effective learning (Fitch, 2014).

Fitch explains that real-life scenarios are key to positive results in the field with regard to ethical performance (2014). 

 (4) What are some of the best practices or industry standards on the topics you are auditing (Research paper)

The best practices in my audit have been researched, identified, and clearly noted by the Federal Bureau of Investigation. The Bureau has researched the best practices from throughout the United States (many high performing police departments and offices), the US Military Special Operations community, and other entities, and compiled an excellent industry standard for others to follow.

 (5) What are some of the possible training or policy recommendations that you identified in your audit (Research Paper)?

Regarding possible training recommendations, I plan to encourage department integration with FBI active shooter response trainers. I will note that during one of my interviews of the department, it was made known that they are currently in discussions to join another department in this kind of FBI training.

With regard to policy, my recommendation is going to be to include a statement that the department will take efforts to ensure its officers are provided annual joint training in active shooter response.