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CJE3065 Police and Society - Module 2 Selection and Development The quality of police personnel is a highly important issue, because of the increasing complexity of police work. Departments should be screening in, rather than screening out potential candidates: 1.Screening in – identifies the best applicants in an employee pool 2.Screening out – identifies applicants who are unqualified and removes them from the applicant pool, while still leaving those who are minimally qualified "The policy of merely eliminating the least qualified results in mediocrity because it allows marginal applicants to be employed along with the most qualified" (pg 192) Recruitment A Police Executive Research Forum found that the most common methods of recruitment for agencies were as follows: 1. Newspaper ads 2. Career fairs 3. The Internet Approximately 50% of agencies used one of their own programs for recruitment. The most commonly used police programs included: 1. College internships 2. Explorer programs 3. School resource officers A DOJ project called Hiring in the Sprit of Service aims at recruiting service-oriented individuals. 5 agencies, representing both rural and urban departments, have tailored their hiring process to market for individuals who have communication, people, leadership and organizational skills, and not just traditional paramilitary skills. The agencies also developed valid pre-employment testing procedures, job task analysis, and performance measures related to community policing and service-oriented practices. Selection After recruitment, the selection process determines which candidates are best suited to the needs of the department Selection criteria are used to rate candidates, and a ranking system is generally created for candidates. Departments attempt to use selection criteria that are both reliable and valid Validity is the degree to which a measure actually assesses the attribute that it was designed to measure Reliability is a measure's ability to yield consistent results over time Invalid criteria may have an adverse impact on groups that are protected by equal employment opportunity laws and regulations Equal Employment Opportunity Act of 1972 prohibits any discrimination in the workplace based on race, color, religion, national origin, or gender Griggs v. Duke Power Company (1971) – concluded that a selection method can have a disparate impact when the selection rate of a group is less than 80% of the most successful group; also known as the four-fifths rule Albemarle Paper Company v. Moody (1975) – found that selection and promotion tests or standards must be shown to be related to job performance However, a standard can be required, even though it may have a disparate impact, if the standard can be shown to be a valid predictor of job performance. Such a standard is called bone fide occupational qualification (BFOQ) Departments utilize job task analysis to identify behaviors that are necessary for ade ...
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CHAPTER 6 Critical Issues in Policing IntroductionPolice work is dangerous Police may confront violent/angry people May be assaulted or killed in the line of duty Police DiscretionDiscretion: the authority of the police to choose one course of action over another Discretion is the heart of police work Used to determine if and how to proceed within the confines of the law Full Law EnforcementPolice respond formally to all suspicious behavior ImpracticalMost violations minorCriminal justice system does not have resources for full enforcementPaperwork and court timeVague legal statutesStrain police/community relations Selective Law EnforcementPolice under-enforce some laws, over-enforce others ProblematicUnfair for police to respond differently to similar situationsOfficers may abuse power by targeting specific individuals or groupsMay lead to favoritism and corruption Legal Factors Affecting ArrestSeriousness of offense Prior arrest record Presence of evidence Reasonable suspicion Nonlegal Factors Affecting ArrestDemeanor and respect toward law enforcement Race Sex Social class Additional Extralegal FactorsOfficer characteristics may affect arrest decisionAgeEducation levelRaceGender Department policy Informal culture of department Pros and Cons of DiscretionArguments in support of discretion, need for individualized justice ConsLow visibility of discretionary decisionsSuspects denied due processSome citizens receive preferential treatmentPublic may see discretion as being biased against some groups Controlling Police DiscretionWritten rules provide officers with guidelines re what actions to take in certain situationsHigh-speed pursuitsUse of forceHandling special populationsOvertime hoursOutside employment TechnologyAutomatic Vehicle Locator monitors patrol cars Police CorruptionMisuse of authority by officers for the benefit of themselves or others One of the oldest and most persistent problems in policing Costs of Police CorruptionUndermines agency integrity Protects other criminal activities Undermines criminal justice system effectivenessUndermines agency professionalism Imposes secret tax on honest businesses Undermines public confidence in police Types of CorruptionCorruption of authority Kickbacks Opportunistic theft Shakedowns Protection of illegal activities“Fixing” charges Direct criminal activities Internal payoffs “Flaking” or “pudding” Noble cause corruption Investigating Police CorruptionChicago Crime Commission (1920s) Wickersham Commission (1929) Knapp Commission (1973)Grass eatersMeat eaters Mollen Commission (1990s) Corrupt Police DepartmentsRotten apples and rotten pockets Pervasive unorganized corruption Pervasive organized corruption Explaining Police CorruptionOfficer personality Police discretion Minimal supervision Low public visibilityLimited accountability Peer group secrecy Managerial secrecy Managing Police CorruptionHonest administration; chiefs lead by example T.
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( allow for more than one officer to participate, and even shoot rubber bullets back at the officers. These simula tions provide enlightening and realistic training for offi cers new to the position as well as for those that have been working the street for some time. ) ( ^^^^ ) ( Police training does not end at the recruit level. It is used to update the skills and knowledge base of veteran officers throughout their law enforcement careers. )In-service training Training that occurs during a police officer's career, usually on a regular basis and usually within the department; often requred by department policy or state mandate. probationary period The period in the early part of an officer's career in which the officer can be dismissed if not performing to the department's standards. training programs for officers assigned to new duties. Recently, many of these training opportunities have been offered online. Training units can be developed that can be worked around an officer's schedule. They can be anywhere from 10-minute training segments to use during or after roll call or several hours for a more in-depth discussion of a topic. Police training generally does not end at the recruit level. In many departments, in-service training is used to regularly update the skills and knowledge base of veteran officers. Numerous departments throughout the United States have begun to develop low-cost and effective local and regional community policing training to inculcate community awareness into their recruits and in-service personnel. The U.S. Department of Justice Office of Community Oriented Policing Services (COPS) encourages departments to pursue community policing initiatives and provides links on its website to community policing sites with training opportunities available to law enforcement. It also provides grants and funding to law enforcement agencies. Probationary Period ( In-Services, Management, and Specialized Training Police training generally does not end at the recruit level. In ma ny departments, is used to regularly update die skills and knowledge base of veteran officers. Because laws and devel opments in policing are constandy chang ing, officers need to be kept up to date. Many states have chosen to mandate a required number of in-service training hours for officers to maintain their state certification. Primarily, diis was done as a way to ensure departments were keep ing their officers updated on the latest laws and procedures and ensure some degree of uniformity from jurisdict ion to jurisdiction. In addition to in-service training, many departments use management training programs to teach supervisory and ma n a geme nt skills to newly promoted supervisors and managers. Many departments also offer specialized )A probationary period is the period of time that a department has to evaluate a new officer's ability to perform his or her job effectively. Generally, a probationary officer can be dismissed at will without ...
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What correctional policies can be created from the principles of restorative justice (based on indigenous justice principles)? Are these values more compatible with some offenses than others? More appropriate for some types of offenders than others? Can you explain why juveniles of color have higher rates of contact with the police than white youths? Support your answer with evidence. Although some studies reveal that African-American, Hispanic, and Native American youth are treated more harshly than white youth at several stages of the juvenile justice process (even after the seriousness of the offense and the offender's prior juvenile record are taken into consideration), they do not tell us why these disparities occur. How would you explain these differences? Support your reasoning with evidence. 4 paragraphs indluding references. no more then 25% plagiarism. .
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Chapter Fifteen
Chapter Fifteen
William Harmening
Chapter Fifteen
Chapter Fifteen
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Chapter Twelve
Chapter Twelve
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Chapter Fourteen
Chapter Fourteen
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Chapter Eleven
Chapter Eleven
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Chapter Seven
Chapter Seven
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Chapter Four
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Chapter Three
Chapter Three
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Chapter Thirteen
Chapter Thirteen
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Chapter Ten
Chapter Ten
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Chapter Five
Chapter Five
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Chapter Nine
Chapter Nine
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Chapter Eight
Chapter Eight
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Chapter Six
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Chapter Two
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Chapter Fifteen
Chapter Fifteen
Chapter Fifteen
Chapter Fifteen
Chapter Twelve
Chapter Twelve
Chapter Fourteen
Chapter Fourteen
Chapter Eleven
Chapter Eleven
Chapter Seven
Chapter Seven
Chaptersevenquestions
Chaptersevenquestions
Chapter Four
Chapter Four
Chapter One
Chapter One
Chapter Three
Chapter Three
Chapter Thirteen
Chapter Thirteen
Chapter Ten
Chapter Ten
Chapter Five
Chapter Five
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Walker, Chapter 5
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Police in America
Chapter Five Police Officers I: Entering Police Work
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