MSU CJ 335 - Lecture5-H (4 pages)

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Lecture5-H



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Lecture5-H

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Pages:
4
School:
Michigan State University
Course:
Cj 335 - Policing
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Outline for the lecture Police Process Lecture 5 Dae Hoon Kwak Michigan State University CJ 335 Summer 2006 5 23 2006 Police Officers I Entering Police Work CJ 335 Summer 2006 Describe recruitment standards for P O applicants Explain motivations for entering police work Recognize factors that have affected changing composition of police forces Identify the impact of Equal Employment Opportunity on police employment practices Explain the various components of police officer training 5 23 2006 1 Aspects of the Personnel Process Beyond Stereotypes of Cops Most stereotypes are inaccurate Good personnel practices at one stage can be undermined by poor practices at another The average P O is a rather average person in terms of values and beliefs A department might recruit great persons then fail to train them adequately There is a distinct among officers but no study has concluded that officers are radically different from others They might recruit and train well but lose personnel because of poor management CJ 335 Summer 2006 2 Aspects of the Personnel Process cont A Career Perspective 5 23 2006 CJ 335 Summer 2006 5 23 2006 3 Recruitment CJ 335 Summer 2006 4 Recruitment cont Shared with other governmental agencies attracting a pool of applicants Three components of recruitment Minimum qualifications Most 21 years of age Height and weight Education a Requirement in 2000 63 of P D s required high school diploma 37 1 some college 4 8 a four year college b By 1988 65 of all S O s had some college degree c Educational incentive pay programs e g 72 of municipal Police Minimum qualifications The recruitment effort Applicant s decision to apply Criminal Record a No felony Drug history 5 23 2006 CJ 335 Summer 2006 5 5 23 2006 CJ 335 Summer 2006 6 1 Recruitment cont Choosing LE as a Career Minimum qualifications cont Residency a About of dept s require living within the city limits b A Major controversy Motivations in two Midwestern police dept s Recruitment Effort the applicant tool Help people Job security Fight crime Excitement of the job Prestige of the job Aspect of the people who do not apply Some potential applicants like minorities do not apply because of the negative image of the police in their community 5 23 2006 CJ 335 Summer 2006 Selection 5 23 2006 7 Various tests are used to select a group of new officers from the pool a Personal interview b Criminal background check c Background investigation d Driving record check e Medical exam f Psychological screen g Drug test h Written aptitude test i Physical ability test j Polygraph exam voice stress analyzer 96 96 96 93 81 61 67 43 44 21 2 CJ 335 Summer 2006 5 23 2006 9 CJ 335 Summer 2006 10 Equal Employment Opportunity The Law of Equal Employment Opportunity The VII of the 1964 Civil Right Act a Discrimination on the basis of race ethnicity sex Screening Methods Measuring Police Performance The 1972 Equal Employment Opportunity Act a Extended the coverage of the 1964 law to state and local governments Screening Efforts vs Actual job performance Some experts believe that the best predictor of officer performance is actual performance on the job Job related Qualifications Employers may establish bona fide occupational qualifications BFOQ and refuse to hire people who do not meet BFOQ Careful evaluation of the probationary period is very important and use of Early Warning System to give notice of marginal performance CJ 335 Summer 2006 Background Investigations The most important part of the selection process Can identify factors that indicate potential success or failure on the job The difficulty of predicting who will be good P O s 5 23 2006 Oral Interviews Almost all big city PDs To detective attitudes that might be incompatible with the Police Time consuming expensive and open to interviewer bias Predicting who will be good P O s 8 Selection cont Selection Tests 5 23 2006 CJ 335 Summer 2006 11 5 23 2006 CJ 335 Summer 2006 12 2 Equal Employment Opportunity cont Equal Employment Opportunity cont Job related Qualifications cont Defined as any requirement that is reasonably necessary to the normal operation of that particular business Employment of racial and ethnic minorities Increased significantly in recent years Federal courts have used the percentage of minorities in the local adult work force as the standard in setting employment discrimination suits Americans with Disabilities Act ADA concerned with disability issues that may disqualify police applicant To increase the diversity in the work force an active recruitment process and offering incentive pay for special skills Reflect the composition of the community it serves i e EEO Index of particular minority in population in the community 5 23 2006 CJ 335 Summer 2006 Equal Employment Opportunity cont 5 23 2006 13 Hispanic and Latino Officers Women in Policing CJ 335 Summer 2006 5 23 2006 15 Diversity of Police Employment cont The AA Controversy an employer must take positive steps to remedy past discrimination and must Conduct a census of current employees Identify the concentration of minorities and women Develop a recruiting plan to correct any deficiency Gay and Lesbian officers increasingly open over the last 20 years 5 23 2006 Three basic goals Compliance with existing law Belief that a diverse work force will better serve the community Improve the image of the PD and lead to better community relations with a work force that reflects the community More seriously underrepresented than racial and ethnic minorities concentrated in lower ranks Barriers to women in policing entrance exam i e emphasize upper body physical strength military recruitment male dominated occupation 14 Diversity of Police Employment Fastest growing population Spanish speaking officers recruited CJ 335 Summer 2006 CJ 335 Summer 2006 16 Diversity of Police Employment cont The Issue of Quotas AA includes goals and timetables for correcting Diversity as a Compelling State Interest The U S supreme court decisions to achieve racial disparity in a law school admission test resulted in three principles applicable to police employment practices underutilization An employer establishes a goal of having a certain percentage of female employees by a certain data These principles are a Diversity is a compelling state interest b Race can be used as one of many factors c Rigid quotas are not permissible Supporters Necessary to correct past employment discrimination Opponents a Reverse discrimination against whites males


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