Personnel SystemsGeneral ConsiderationsConsequences of Hiring DecisionsConstrainsLaw ConstraintsCourt ConstraintsSupreme CourtWhy Eliminate Discrimination?Gender DifferenceRecruitmentProcess AlternativesProcesses Alternatives (cont)Slide 13Selection – Minimum StandardsSelection ProcessTrainingBasic TrainingFTO TrainingIn-Service TrainingCareer Development - RetentionPersonnel SystemsRecruitment, Selection, Training, Development, & RetentionGeneral ConsiderationsOrganizations must identify and employ those who are best capable of performing the jobAssumes:Clearly articulated organizational goalsUnderstanding of employee rolesUnderstanding the tasks officers will be expected to performConsequences of Hiring DecisionsLong lastingHigh level of investmentQuality of activity and outputRemoval is a difficult processConstrainsOEO Laws19641992Court DecisionsDisparate treatment – based on a person falling into a certain classDisparate impact – against a class or group of people that fall under the protection of the actLaw ConstraintsOEO lawsAffirmative Action - Title VII of the 1964 Civil Rights Actfail/refuse to hire or compensate, conditions or privileges or deprive employment opportunitiesCourt ConstraintsGriggs Criteria – method for establishing discriminationRestricted Policy – adopts policy that excludes categoryDisparate Rejection – 4/5ths rulePopulation comparison - % of minority in organization with % of minority in populationMcDonnell-Douglas Test – qualified minority applies – is rejected but position stays openSupreme CourtLessening of Title VII RequirementsReverse discrimination (Baake v California) and Wards Cove Packing Co. v AtionioEmployment Lists – not rank ordered but “banding” lists will be providedEqual Employment Act of 1992Prohibited use of statistical data for adjustments for minoritiesRe-introduced disparate impactWhy Eliminate Discrimination?Diversity makes Departments more sensitive and effective in interacting with minoritiesDiversity tends to reflect a more positive image in many quarters of the communityIntegration results in more minority input in police policy formulation which results in better police service to the communityGender DifferenceMen – morality of justiceWomen – morality of careRecruitmentDevelopment of a pool of sufficiently qualified applicants from which to selectBarriersInstitutional – forms, application process, etc.Personal – personal preferences, prejudicesProcess AlternativesScreening OutScreening INProcesses Alternatives (cont)Screening outSelects applicants from a pool of minimally qualifiedAttempts to identify those who are unqualified and remove them from considerationEmployees are selected from those that remainProcesses Alternatives (cont)Screening InSelects applicants from a pool of highly qualified applicantsOrganizational goals, values, and tasks are clearly articulatedProcedures are used that identify the “best qualified” applicantsSelections are made form this more limited poolSelection – Minimum StandardsResidency requirementsVision requirementsEducation StandardsPhysical strength & agility Age standardsBackground & work historyMedical standardsPsychological screeningSelection ProcessWritten testSimulated work situationOral InterviewScreeningFinal SelectionAssessment CenterTrainingBasic trainingFTOIn-ServiceBasic TrainingCriminal Justice SystemLawHuman BehaviorPatrol and InvestigationSkillsDepartment Administration & OperationsFTO TrainingContinued InstructionStandardizationTestingProbationary Period3 months6 month12 monthsIn-Service TrainingRequirements (Minnesota POST)Monitoring ReportsManagement TrainingSkill/KnowledgePersonal Health/WelfareCareer Development - RetentionLateral ExpansionInvestigationTrafficEtc.Vertical ExpansionCorporalSergeantLieutenantCaptainEtcHorizontal/Vertical