Part 2: Police Work as a Profession Chapter 4: Becoming a Police Officer

© 2010, 2007, 2004, 2000, 1995 Pearson Higher Education,Upper Saddle River, NJ 07458. • All Rights Reserved.The Police: An Introduction, Fourth Edition

By Michael D. Lyman© 2010, 2005, 2002, 1999 Pearson Higher Education, Inc.

Pearson Prentice Hall - Upper Saddle River, NJ 07458

Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police Officer

Part 2: Police Work as a ProfessionPart 2: Police Work as a ProfessionChapter 4: Becoming a Police OfficerChapter 4: Becoming a Police Officer





This Chapter will enable you to…This Chapter will enable you to…

• Recognize problems associated withRecognize problems associated withrecruitment of minorities & women.recruitment of minorities & women.

• Consider problems associatedConsider problems associatedwith the police selection process.with the police selection process.

• List the various stages of the officerList the various stages of the officerselection process.selection process.

• Think about the importance and significanceThink about the importance and significanceof higher education in police work.of higher education in police work.

• Understand the role and development of theUnderstand the role and development of thepolice officer subculture.police officer subculture.





This Chapter will enable you to…This Chapter will enable you to…

• Think about various police officerThink about various police officerworking styles.working styles.

• Explain the importance of womenExplain the importance of womenand minorities as police officers.and minorities as police officers.

• Learn how officer cynicism developsLearn how officer cynicism developsand ultimately affects police performance.and ultimately affects police performance.

• Understand the role and developmentUnderstand the role and developmentof the police officer subculture.of the police officer subculture.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerBecoming a Police OfficerBecoming a Police Officer

• For decades the role of the police has stimulatedFor decades the role of the police has stimulatedthe interest of a large segment of the population. the interest of a large segment of the population. – Concern stems from police abusing authority. Concern stems from police abusing authority.

• Egon Bittner notes: Egon Bittner notes: – “…“…staffing of an organization …puts in place individuals staffing of an organization …puts in place individuals

who will carry out the organization's missions and plans.who will carry out the organization's missions and plans.This process is generally regulated by law and is further This process is generally regulated by law and is further influenced by the presence of labor union activityinfluenced by the presence of labor union activity." ."

• While concerned with effectiveness, efficiency, and While concerned with effectiveness, efficiency, and quality of police services, public attitudes toward the quality of police services, public attitudes toward the police are generally favorable. police are generally favorable.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerBecoming a Police OfficerBecoming a Police Officer

• Administrative concerns often hinge on the following:Administrative concerns often hinge on the following:– Does a college degree contribute to the effectivenessDoes a college degree contribute to the effectiveness

of a police officer?of a police officer?– How relevant is a previous criminal record for police How relevant is a previous criminal record for police

applicants?applicants?– How significant is physical dexterity and size as they How significant is physical dexterity and size as they

relate to performing specific tasks in police work?relate to performing specific tasks in police work?– How important is it that the police department's ethnic How important is it that the police department's ethnic

and gender makeup reflect that of the community it and gender makeup reflect that of the community it serves?serves?




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerAN OUNCE OF PREVENTIONAN OUNCE OF PREVENTION

• ““Hiring well" is critical due to Hiring well" is critical due to vicarious liabilityvicarious liability, legal , legal responsibility assumed for the actions of another. responsibility assumed for the actions of another. – Any person who, under color of state law, violates Any person who, under color of state law, violates

another person's constitutional rights can be sued.another person's constitutional rights can be sued.– Police managers who directed, ordered, or participatedPolice managers who directed, ordered, or participated

in such acts are also liable. in such acts are also liable. – Upper level managers negligent in hiring, training, Upper level managers negligent in hiring, training,

retaining, directing, or entrusting may also be liable. retaining, directing, or entrusting may also be liable.

• Police departments are now being held to a higher Police departments are now being held to a higher standard of performance and accountability than standard of performance and accountability than ever before in history.ever before in history.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerPOLICE WORK AS A CAREERPOLICE WORK AS A CAREER

• Much concern relates to professionalizing police, Much concern relates to professionalizing police, correlated with how officers treat citizens, and the correlated with how officers treat citizens, and the quality of their performance of duty. quality of their performance of duty.

• As it relates to the professionalizing of police officers, As it relates to the professionalizing of police officers, questions have been posed:questions have been posed:– Does a separate informal group operate within the rank Does a separate informal group operate within the rank

and file of police organizations? and file of police organizations? – If so, to what extent does it aid or hinder the formalized If so, to what extent does it aid or hinder the formalized

structure of command, and the organizational goals & structure of command, and the organizational goals & objectives of the police organization? objectives of the police organization?





• In many cases, college students choose to enter In many cases, college students choose to enter criminal justice programs, as police agencies are criminal justice programs, as police agencies are more apt to hire criminal justice graduates. more apt to hire criminal justice graduates.

• The police recruiter should have a feel for what The police recruiter should have a feel for what attracts recruits to the profession. attracts recruits to the profession. – It is likely that most people who enter police workIt is likely that most people who enter police work

decide to do so before they actually seek application. decide to do so before they actually seek application. – It is important to learn of factors such as the wrong It is important to learn of factors such as the wrong

motivation for wanting to become a police officer.motivation for wanting to become a police officer.

• Prevalent reasons for wanting to become an officer Prevalent reasons for wanting to become an officer are variety, responsibility, public service & adventure.are variety, responsibility, public service & adventure.





• A Meagher & Yentes study, of reasons for aspiring to A Meagher & Yentes study, of reasons for aspiring to enter police work included helping people and job enter police work included helping people and job security, fighting crime, prestige, and lifetime interest. security, fighting crime, prestige, and lifetime interest.

• A critical aspect to the recruitment component is that A critical aspect to the recruitment component is that police departments attempt to educate and inform police departments attempt to educate and inform potential officers about the realities of police work. potential officers about the realities of police work. – Failure to do so may result in a higher attrition rate for Failure to do so may result in a higher attrition rate for

departments. departments.

• Once a person decides to enter the realm of police Once a person decides to enter the realm of police work, the candidate is presented with an array of work, the candidate is presented with an array of hiring obstacles, including exams and interviews.hiring obstacles, including exams and interviews.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerSTANDARDS OF ADMITTANCESTANDARDS OF ADMITTANCE

• People desiring a police career realize very early, People desiring a police career realize very early, that such positions are difficult to obtain.that such positions are difficult to obtain.– Candidates must compete in many tests, physicalCandidates must compete in many tests, physical

& psychological exams, and background investigations. & psychological exams, and background investigations.

• Once appointed, the recruit realizes that he/she is Once appointed, the recruit realizes that he/she is somewhat exceptional, to have been successful.somewhat exceptional, to have been successful.– It is likely this process gives birth to the "police It is likely this process gives birth to the "police

personality" & concomitant police subculture.personality" & concomitant police subculture.

• The reality of working the street differs greatly from The reality of working the street differs greatly from the stereotypical portrayals of police officers.the stereotypical portrayals of police officers.– To many people, officers are not seen in a positive light. To many people, officers are not seen in a positive light.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerSTANDARDS OF ADMITTANCESTANDARDS OF ADMITTANCE

• Police work requires decisive, split second decisions Police work requires decisive, split second decisions to be made order to be accepted by fellow officers. to be made order to be accepted by fellow officers. – Not being accepted by fellow officers is demoralizingNot being accepted by fellow officers is demoralizing

and discouraging. and discouraging.

• To gain acceptance, officers make inordinate To gain acceptance, officers make inordinate attempts to attempts to actact, , thinkthink, and , and bebe like a police officer, like a police officer,at least in the eyes of their peers. at least in the eyes of their peers.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerPERSONNEL MANAGEMENT: PERSONNEL MANAGEMENT:

Division of LaborDivision of Labor

• In police departments, the tasks of the organization In police departments, the tasks of the organization are divided according to personnel, area, time, and are divided according to personnel, area, time, and functional purpose. functional purpose. – Control functions are separate from detective functions, Control functions are separate from detective functions,

which are separate from crime prevention functions. which are separate from crime prevention functions. – Geographic & time distinctions are established, with Geographic & time distinctions are established, with

specific officers working certain times and areas. specific officers working certain times and areas.

• Division of labor is reflected in an Division of labor is reflected in an organizational organizational chartchart, a graphic rendering of reporting relationships. , a graphic rendering of reporting relationships. – Workers in an organization can see exactly where they Workers in an organization can see exactly where they

stand, what functions they perform, to whom they report.stand, what functions they perform, to whom they report.





Chain of CommandChain of Command

• The The chain of commandchain of command, or , or hierarchy of authorityhierarchy of authority involves superior/subordinate or supervisor/worker involves superior/subordinate or supervisor/worker relationships throughout the department. relationships throughout the department. – Each member of the organization should follow theEach member of the organization should follow the

chain of command. chain of command.

• While generally acceptable to violate chain of While generally acceptable to violate chain of command in emergency situations, doing so command in emergency situations, doing so otherwise could jeopardize the officer's good otherwise could jeopardize the officer's good standing with the department.standing with the department.





Span of ControlSpan of Control

• The The span of controlspan of control is the number of officers or is the number of officers or subordinates a supervisor can effectively supervise. subordinates a supervisor can effectively supervise. – Most experts claim the chain of command should be one Most experts claim the chain of command should be one

supervisor to every six to ten officers at a lower rank. supervisor to every six to ten officers at a lower rank.

• The number of workers a supervisor can effectively The number of workers a supervisor can effectively supervise is affected by many factors.supervise is affected by many factors.– Distance, time, knowledge, personality, andDistance, time, knowledge, personality, and

level of difficulty of the work to be performed.level of difficulty of the work to be performed.





DelegationDelegation

• Delegation of responsibility and authorityDelegation of responsibility and authority is another is another managerial concept in police management. managerial concept in police management. – Duties, tasks & responsibilities are assigned to Duties, tasks & responsibilities are assigned to

subordinates.subordinates.– Also power or authority to control, command, make Also power or authority to control, command, make

decisions, or otherwise act to complete tasks delegated decisions, or otherwise act to complete tasks delegated or assigned to them.or assigned to them.





Unity of CommandUnity of Command

• The term The term unity of commandunity of command simply means that each simply means that each individual in the organization is directly accountable individual in the organization is directly accountable to only one supervisor. to only one supervisor. – Important because no one person can effectively take Important because no one person can effectively take

orders from two supervisors at one time. orders from two supervisors at one time.





Rules, Regulations, DisciplineRules, Regulations, Discipline

• All law enforcement organizations maintain a system All law enforcement organizations maintain a system of rules and regulations designed to control and of rules and regulations designed to control and direct the behaviors of their officers. direct the behaviors of their officers. – Operations manuals or rules and procedures show Operations manuals or rules and procedures show

officers what they must do in a number of situations. officers what they must do in a number of situations.

• Police departments have disciplinary standards Police departments have disciplinary standards similar to, but less stringent than those of the military. similar to, but less stringent than those of the military. – Violation of department standards can lead to Violation of department standards can lead to

punishments against officers.punishments against officers.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerPOLICE OFFICER POLICE OFFICER

RECRUITMENTRECRUITMENT

• A critical phases of establishing a professional and A critical phases of establishing a professional and effective police force is the recruitment and selection effective police force is the recruitment and selection process for officer candidates. process for officer candidates. – Methods include initiatives such as career fairs on Methods include initiatives such as career fairs on

campuses & advertisements in local publications. campuses & advertisements in local publications.

• An LAPD study found the most effective source of An LAPD study found the most effective source of police recruitment is word of mouth.police recruitment is word of mouth.– Through the associates, friends, and relatives of police. Through the associates, friends, and relatives of police.

– Such people can act as recruitment ambassadors.Such people can act as recruitment ambassadors.






• Many departments receive applications from minority Many departments receive applications from minority candidates who are citizens of foreign countries. candidates who are citizens of foreign countries. – It is legal and common to hire such individuals, providing It is legal and common to hire such individuals, providing

they have a work permit issued by the INS. they have a work permit issued by the INS.

• Many police departments now have policies that Many police departments now have policies that acknowledge impact of the drug culture and tolerate acknowledge impact of the drug culture and tolerate limited marijuana, several years before application. limited marijuana, several years before application. – Recruits who have used harder drugs are more likely to Recruits who have used harder drugs are more likely to

be rejected automatically.be rejected automatically.– A large number of failures on mandatory polygraph A large number of failures on mandatory polygraph

exams stem from questions about past drug use. exams stem from questions about past drug use.






• A large number of candidates are disqualified A large number of candidates are disqualified because of basic physical agility requirements. because of basic physical agility requirements. – In some cases administrators have lowered admission In some cases administrators have lowered admission

standards to increase the recruit talent pool. standards to increase the recruit talent pool.

• Hiring qualified recruits is much more difficult since Hiring qualified recruits is much more difficult since 9/11, as the expansion of federal law enforcement 9/11, as the expansion of federal law enforcement has created more options for people in the field. has created more options for people in the field. – Wars in Iraq and Afghanistan have also siphonedWars in Iraq and Afghanistan have also siphoned

off public-service-minded people to the military. off public-service-minded people to the military.

• Experts warn that recruiting decisions made today Experts warn that recruiting decisions made today will determine the quality of police work for years.will determine the quality of police work for years.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerRECRUITING WOMENRECRUITING WOMEN

AND MINORITIESAND MINORITIES

• To gain general confidence & trust, police agencies To gain general confidence & trust, police agencies seek personnel to represent the community. seek personnel to represent the community. – An integrated department fights stereotyping & prejudice. An integrated department fights stereotyping & prejudice.

– Minority officers provide insight into minority groups,Minority officers provide insight into minority groups,their languages, and their subcultures. their languages, and their subcultures.

• Women & minorities, traditionally under-represented Women & minorities, traditionally under-represented in criminal justice, can anticipate active recruitment in criminal justice, can anticipate active recruitment by all levels of the law enforcement field. by all levels of the law enforcement field. – Police managers are realizing an integrated force is best Police managers are realizing an integrated force is best

suited to deal with many conflicts in our communities. suited to deal with many conflicts in our communities. – A diverse department diffuses hostility & resentment.A diverse department diffuses hostility & resentment.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerFEMALE POLICE OFFICERSFEMALE POLICE OFFICERS

• In 1910, Alice Stebbens Wells became the world's In 1910, Alice Stebbens Wells became the world's first policewoman, serving with the Los Angeles first policewoman, serving with the Los Angeles Police Department. Police Department. – Before her, women were only jailers & police matrons. Before her, women were only jailers & police matrons.

– By 1915 the U.S. Census Department reported women By 1915 the U.S. Census Department reported women police officers in 25 cities across the country. police officers in 25 cities across the country.

– In 1918, Ellen O'Grady was appointed New York City In 1918, Ellen O'Grady was appointed New York City police commissioner.police commissioner.

• While not uncommon for female police officers to While not uncommon for female police officers to occupy virtually all ranks within the police hierarchy, occupy virtually all ranks within the police hierarchy, they are still dramatically underrepresented. they are still dramatically underrepresented.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerNATIONAL DISCRIMINATION NATIONAL DISCRIMINATION

COMMISSIONSCOMMISSIONS

• In the 1960s & 1970s, the government recognized In the 1960s & 1970s, the government recognized the lack of minority representation in policing. the lack of minority representation in policing. – The National Advisory Commission on Civil Disorders The National Advisory Commission on Civil Disorders

observed that discriminatory police employment observed that discriminatory police employment practices contributed to race riots of the 1960s. practices contributed to race riots of the 1960s.

• The President's Commission on Law Enforcement The President's Commission on Law Enforcement and Administration of Justice stated that departments and Administration of Justice stated that departments must hire & promote minority officers in order to must hire & promote minority officers in order to maintain a good standing in the minority community.maintain a good standing in the minority community.






• The National Advisory Commission on Criminal The National Advisory Commission on Criminal Justice Standards and Goals issued standards to Justice Standards and Goals issued standards to reduce job discrimination, stating... reduce job discrimination, stating... – Every police agency should ensure that no agency policy Every police agency should ensure that no agency policy

discourages qualified women from seeking employment.discourages qualified women from seeking employment.– Every police agency should ensure that it presents no Every police agency should ensure that it presents no

artificial or arbitrary barriers to discourage qualified artificial or arbitrary barriers to discourage qualified individuals from being employed as police officers. individuals from being employed as police officers.

– Every police agency should engage in positive efforts to Every police agency should engage in positive efforts to employ ethnic minority group membersemploy ethnic minority group members. .






• In spite of commission recommendations, women In spite of commission recommendations, women and minorities were forced to take their cases to and minorities were forced to take their cases to court in an attempt to achieve equality. court in an attempt to achieve equality. – Such cases look to the Fourteenth Amendment as the Such cases look to the Fourteenth Amendment as the

primary instrument governing employment equality. primary instrument governing employment equality.

• The pathway to equality has also roots in the Civil The pathway to equality has also roots in the Civil Rights Act of 1964, and Title VII of the same law.Rights Act of 1964, and Title VII of the same law.– Also federal court case rulings on discrimination, and Also federal court case rulings on discrimination, and

government mandated affirmative action programs.government mandated affirmative action programs.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerDISCRIMINATION:DISCRIMINATION:

The Civil Rights Act of 1964The Civil Rights Act of 1964

• In an effort to ensure equality, the Civil Rights Act of In an effort to ensure equality, the Civil Rights Act of 1964 was passed by Congress and signed into law 1964 was passed by Congress and signed into law by then President Lyndon B. Johnson. by then President Lyndon B. Johnson. – Title VII of this law was designed to prohibit all job Title VII of this law was designed to prohibit all job

discrimination based on race, color, religion, sex, or discrimination based on race, color, religion, sex, or national origin. national origin.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerDISCRIMINATION: 1972 Equal DISCRIMINATION: 1972 Equal

Employment Opportunity ActEmployment Opportunity Act

• The EEOA extended the 1964 Civil Rights Act and The EEOA extended the 1964 Civil Rights Act and made its provisions, including Title VII, applicable to made its provisions, including Title VII, applicable to state and local governments. state and local governments. – It also permitted employees of state & local governments It also permitted employees of state & local governments

to file EEOC employment discrimination lawsuits. to file EEOC employment discrimination lawsuits.

• It stated that all recruitment & hiring procedures are It stated that all recruitment & hiring procedures are subject to EEOC guidelines and review.subject to EEOC guidelines and review.– In order to determine whether there has been any In order to determine whether there has been any

unlawful act of discrimination.unlawful act of discrimination.





Affirmative ActionAffirmative Action

• In 1965, President Lyndon Johnson required all In 1965, President Lyndon Johnson required all federal contractors and subcontractors to develop federal contractors and subcontractors to develop affirmative action programs. affirmative action programs. – The concept of affirmative action means employerThe concept of affirmative action means employer

must take active steps to ensure equal employment must take active steps to ensure equal employment opportunity & redress past discriminatory practices. opportunity & redress past discriminatory practices.

• It is not enough for an agency to stop discriminating; It is not enough for an agency to stop discriminating; it must take steps to correct past discrimination and it must take steps to correct past discrimination and give jobs to those it has discriminated against. give jobs to those it has discriminated against. – Many police agencies have gone to great lengths to Many police agencies have gone to great lengths to

recruit minority officers via extensive campaigns. recruit minority officers via extensive campaigns.






• Efforts have failed in many cases, and three reasons Efforts have failed in many cases, and three reasons can be cited for this:can be cited for this:– 1. Police departments failed to make searches extensive 1. Police departments failed to make searches extensive

enough to attract best qualified candidates for the job.enough to attract best qualified candidates for the job.– 2. Many African Americans don't possess the minimum 2. Many African Americans don't possess the minimum

education qualifications for employment consideration.education qualifications for employment consideration.– 3. Many African Americans have a negative impression 3. Many African Americans have a negative impression

of police work.of police work.






• Efforts of police recruiters to comply can also haveEfforts of police recruiters to comply can also havea down side, as was seen in Miami in the 1980s. a down side, as was seen in Miami in the 1980s. – The city instituted a program requiring 80% of newThe city instituted a program requiring 80% of new

hires to be African Americans, Hispanics, or women. hires to be African Americans, Hispanics, or women. – The program was restricted to the city of Miami, rather The program was restricted to the city of Miami, rather

than a national hiring base, with the result that many than a national hiring base, with the result that many minority members who had criminal records were hired. minority members who had criminal records were hired.

– Within 3 years, over 75 officers were fired, arrested,Within 3 years, over 75 officers were fired, arrested,or under indictment for criminal violations. or under indictment for criminal violations.

• In one case, 14 officers were arrested and charged withIn one case, 14 officers were arrested and charged withthe heist of 400 kilos of cocaine from drug traffickers.the heist of 400 kilos of cocaine from drug traffickers.






• The issue of hiring minority police officers is a The issue of hiring minority police officers is a fundamental matter of equal access to highly fundamental matter of equal access to highly desirable government positions.desirable government positions.– More important, it is a matter effective policing. More important, it is a matter effective policing.

• Over the years, outcomes of a number of lawsuits Over the years, outcomes of a number of lawsuits filed on behalf of women and minorities did muchfiled on behalf of women and minorities did muchto ease the way for women and minorities. to ease the way for women and minorities.

• However, as more police jobs and promotions went However, as more police jobs and promotions went to women and minorities, fewer white males received to women and minorities, fewer white males received these jobs and promotions. these jobs and promotions. – Resulting in anger, turmoil & counter-lawsuits by whites.Resulting in anger, turmoil & counter-lawsuits by whites.





…and the Police Subculture…and the Police Subculture

• Studies show police often feel a sense of social Studies show police often feel a sense of social isolation from the rest of society, creating a unique isolation from the rest of society, creating a unique police subculture. police subculture. – It is not uncommon for certain outgroups to beIt is not uncommon for certain outgroups to be

regarded as inferior or even dangerous. regarded as inferior or even dangerous. – Since most departments are comprised of white males, Since most departments are comprised of white males,

non-white persons are are often perceived this way. non-white persons are are often perceived this way.

• It has been suggested that non-whites, especially It has been suggested that non-whites, especially African Americans, are less likely to receive efficient African Americans, are less likely to receive efficient police services, are often arrested, and are police services, are often arrested, and are sometimes beaten by police.sometimes beaten by police.






• Intentional and unintentional barriers contribute to Intentional and unintentional barriers contribute to the problem of discrimination. the problem of discrimination. – Individual; Organizational; Societal. Individual; Organizational; Societal.

• Individual barriers for non-white candidates include…Individual barriers for non-white candidates include…– Lack of interest due to negative past encounters.Lack of interest due to negative past encounters.

– A notion that one can do better than becoming a police A notion that one can do better than becoming a police officer, in terms of pay and social status. officer, in terms of pay and social status.

• Unintentional barriers include inadequate educational Unintentional barriers include inadequate educational or physical qualifications. or physical qualifications.

• A police department may dissuade or deliberately A police department may dissuade or deliberately exclude nonwhites from consideration. exclude nonwhites from consideration.






• Barriers can occur during the selection process. Barriers can occur during the selection process. – Before 1964, it was easy to get rid of undesirable Before 1964, it was easy to get rid of undesirable

candidates through a process termed candidates through a process termed sophisticated sophisticated patronagepatronage. .

– Biases in written tests and subjective decisions madeBiases in written tests and subjective decisions madeit possible to prevent non-whites from competing it possible to prevent non-whites from competing successfully in the selection process.successfully in the selection process.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerDISCRIMINATION: Reverse DISCRIMINATION: Reverse

Discrimination and QuotasDiscrimination and Quotas

• Language & intent of the Title VII legislation did Language & intent of the Title VII legislation did notnot include preferred treatment of non-white and women include preferred treatment of non-white and women over white police candidates. over white police candidates.

• Federal & state case law and the EEOC have found Federal & state case law and the EEOC have found that statistical imbalances between non-whites in the that statistical imbalances between non-whites in the police organization, and the determined labor pool police organization, and the determined labor pool constitutes constitutes prima facieprima facie discrimination. discrimination.

• To counter imbalances, quotas & preferred treatment To counter imbalances, quotas & preferred treatment of non-whites and women have been adopted.of non-whites and women have been adopted.– Despite legal & political criticism by labor, these Despite legal & political criticism by labor, these

measures have been deemed constitutional. measures have been deemed constitutional.





Homosexuals in Police WorkHomosexuals in Police Work

• Departments who exempt a person from employment Departments who exempt a person from employment based on private lifestyle will be hard-pressed to based on private lifestyle will be hard-pressed to show it would prevent effective job performance. show it would prevent effective job performance. – In 1969 the International Association of Chiefs of Police In 1969 the International Association of Chiefs of Police

(IACP) rescinded its policy of opposing the hiring of (IACP) rescinded its policy of opposing the hiring of homosexual police officers. homosexual police officers.

• The complaint most often levied by gays is that, like The complaint most often levied by gays is that, like female police officers, they feel a lack of acceptance female police officers, they feel a lack of acceptance by other officers on the force. by other officers on the force.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerTHE OFFICER SELECTION THE OFFICER SELECTION

PROCESSPROCESS

• Selecting the most qualified candidated for the job is Selecting the most qualified candidated for the job is one of the most important, time consuming, and one of the most important, time consuming, and expensive aspects of police administration. expensive aspects of police administration. – Typically, there are 100 applicants for every position. Typically, there are 100 applicants for every position.

• Many personal traits considered important in police Many personal traits considered important in police work are difficult, if not impossible, to measure. work are difficult, if not impossible, to measure.

• Police agencies are duty bound to test & determine Police agencies are duty bound to test & determine to the best of their ability individual traits in people to the best of their ability individual traits in people who seek a career in police work.who seek a career in police work.– Searching for the appropriate working personality.Searching for the appropriate working personality.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerTHE AMERICANS WITH THE AMERICANS WITH

DISABILITIES ACTDISABILITIES ACT

• One of the most important developments in altering One of the most important developments in altering traditional selection methods is the 1990 Americans traditional selection methods is the 1990 Americans with Disabilities Act (ADA). with Disabilities Act (ADA).

• Title I, addressing employment issues, states that Title I, addressing employment issues, states that state & local governments are covered entities. state & local governments are covered entities.

• Title II of the act requires that state and local Title II of the act requires that state and local governmental entities, regardless of size, provide governmental entities, regardless of size, provide equal access for persons with disabilities to equal access for persons with disabilities to programs, services, and activities of the entity. programs, services, and activities of the entity. – Criminal justice agencies may not discriminate against Criminal justice agencies may not discriminate against

qualified individuals with disabilities under the ADA.qualified individuals with disabilities under the ADA.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerTHE POLICE APPLICATIONTHE POLICE APPLICATION

• A civil-service-type application is probably the most A civil-service-type application is probably the most commonly used application process for recruits. commonly used application process for recruits.

• Some ask for criminal history information and any Some ask for criminal history information and any convictions of a criminal nature. convictions of a criminal nature. – Lying about a criminal history will probably result in Lying about a criminal history will probably result in

disqualification.disqualification.– A positive response may not preclude the applicantA positive response may not preclude the applicant

from consideration. from consideration.

• The applicant may be asked to provide a list of The applicant may be asked to provide a list of references who can attest to the applicant's references who can attest to the applicant's reliability, honesty, and other personal traits.reliability, honesty, and other personal traits.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerINITIAL TESTING PROCEDURESINITIAL TESTING PROCEDURES

• It is common for the police applicant to be required to It is common for the police applicant to be required to take a civil service (take a civil service (merit systemmerit system) exam prior to ) exam prior to applying directly to the police organization. applying directly to the police organization. – Designed to weed out candidates who do not possess Designed to weed out candidates who do not possess

basic qualifications, such as reading & writing skills. basic qualifications, such as reading & writing skills. – Also designed to establish a list of eligibles from which Also designed to establish a list of eligibles from which

the police department can choose its candidates.the police department can choose its candidates.

• Many police agencies require recruits to undergo a Many police agencies require recruits to undergo a battery of tests to determine if they are physicallybattery of tests to determine if they are physicallyand mentally fit for the rigors of police work. and mentally fit for the rigors of police work. – Personnel officers must conduct such tests without bias.Personnel officers must conduct such tests without bias.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerPHYSICAL ABILITYPHYSICAL ABILITY

• The physical agility test is administered to determine The physical agility test is administered to determine if the candidate can physically master the job. if the candidate can physically master the job. – This test may consist of a physical agility course, running This test may consist of a physical agility course, running

an eight minute mile, and grip strength & trigger pull test. an eight minute mile, and grip strength & trigger pull test.

• Employment criteria for police departments dictate Employment criteria for police departments dictate that all tests and criteria be job-related. that all tests and criteria be job-related. – Criteria not job-related can be seen as discrimination. Criteria not job-related can be seen as discrimination.

• The ability to drive a patrol car is fundamental toThe ability to drive a patrol car is fundamental tothe performance duty, and is a valid criterion. the performance duty, and is a valid criterion. – In comparison, minimum height requirements haveIn comparison, minimum height requirements have

been deemed "not job related."been deemed "not job related."




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerTHE ORAL INTERVIEWTHE ORAL INTERVIEW

• The interview is performed by the police review The interview is performed by the police review board, generally 4-6 sworn officers of all ranks.board, generally 4-6 sworn officers of all ranks.– Accompanied by the department personnel officerAccompanied by the department personnel officer

and possibly a representative of the community. and possibly a representative of the community.

• Officers review the application & ask the applicantOfficers review the application & ask the applicanta standardized set of questions, regarding his/her a standardized set of questions, regarding his/her motivations for wanting to become a police officer. motivations for wanting to become a police officer. – Other questions cover willingness to adjust to the Other questions cover willingness to adjust to the

working environment, shift changes & overtime work. working environment, shift changes & overtime work.

• The board may ask hypothetical questions to enable The board may ask hypothetical questions to enable them to judge the candidate's exercise of discretion. them to judge the candidate's exercise of discretion.





• Listening skills are essential during the interview,Listening skills are essential during the interview,and candidates must pay attention to and candidates must pay attention to exactlyexactly what whatis being asked of them. is being asked of them. – What the candidate says to the board will determineWhat the candidate says to the board will determine

how he/she is judged for acceptability.how he/she is judged for acceptability.

• It has been said that an applicant's job during the It has been said that an applicant's job during the interview is to convey to the interviewers that he/she interview is to convey to the interviewers that he/she is a good candidate for the job.is a good candidate for the job.– As well as to sell the board on the premise thatAs well as to sell the board on the premise that

he/she is the he/she is the bestbest choice. choice.





• The disadvantage of the oral interview is that it is The disadvantage of the oral interview is that it is subjective, and the outcome may be affected by the subjective, and the outcome may be affected by the personal characteristics of those on the board. personal characteristics of those on the board. – Recent research has also shown that it is not a validRecent research has also shown that it is not a valid

predictor of the future performance of the candidate. predictor of the future performance of the candidate.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerTHE POLYGRAPH EXAMTHE POLYGRAPH EXAM

• While the federal Employee Protection Act (EPA) While the federal Employee Protection Act (EPA) prohibits using a lie detector in the private sector, prohibits using a lie detector in the private sector, government bodies are exempt from this constraint. government bodies are exempt from this constraint. – Over half of police agencies use it to screen applicants. Over half of police agencies use it to screen applicants.

• In the polygraph system, physiological reactions of In the polygraph system, physiological reactions of breathing patterns, blood pressure, and perspiration breathing patterns, blood pressure, and perspiration on the surface of the skin are recorded on paper. on the surface of the skin are recorded on paper.

• Police don't use a polygraph to disqualify applicants, Police don't use a polygraph to disqualify applicants, but to identify problem areas in statements, that but to identify problem areas in statements, that might deserve additional investigation.might deserve additional investigation.– It is not a reliable device to determine truth or innocence.It is not a reliable device to determine truth or innocence.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerTHE BACKGROUND THE BACKGROUND

INVESTIGATIONINVESTIGATION

• The main thrust of the background investigation is to The main thrust of the background investigation is to review & verify information stated or written by the review & verify information stated or written by the police applicant with past behavior. police applicant with past behavior. – Areas examined include an extensive personal historyAreas examined include an extensive personal history

to determine factors such as honesty and reliability. to determine factors such as honesty and reliability. – Other variables are include education, employment Other variables are include education, employment

history, military service, and criminal record. history, military service, and criminal record.

• It is important for investigators charged with this task It is important for investigators charged with this task to verify facts constantly and not make assumptions.to verify facts constantly and not make assumptions.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerTHE MEDICAL EXAMTHE MEDICAL EXAM

• Police applicants are typically asked to submit to a Police applicants are typically asked to submit to a general physical exam. general physical exam. – In virtually all police departments, the medical examIn virtually all police departments, the medical exam

is a mandatory component of the selection process. is a mandatory component of the selection process.

• Health problems may result in considerable expense Health problems may result in considerable expense through disability payments & inconvenience for the through disability payments & inconvenience for the department after an applicant accepts employment. department after an applicant accepts employment.

• Medical shortcomings might make candidates more Medical shortcomings might make candidates more vulnerable to performance failures that could vulnerable to performance failures that could jeopardize their own lives or those of fellow officers.jeopardize their own lives or those of fellow officers.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerPSYCHOLOGICAL TESTINGPSYCHOLOGICAL TESTING

• The psychological testing procedure is designed to The psychological testing procedure is designed to determine emotional stability & maturity. determine emotional stability & maturity. – Tests may be in oral format, or administered in writing. Tests may be in oral format, or administered in writing.

• The most widely used tests are the Minnesota The most widely used tests are the Minnesota Multiphasic Personality Inventory (MMPI) and the Multiphasic Personality Inventory (MMPI) and the California Psychological Inventory (CPI). California Psychological Inventory (CPI). – These tests are administered and then reviewed and These tests are administered and then reviewed and

rated by a licensed psychologist or psychiatrist. rated by a licensed psychologist or psychiatrist.

• It is difficult to predict who will or will not be a good It is difficult to predict who will or will not be a good police officer. police officer. – Many candidates are disqualified following this phase. Many candidates are disqualified following this phase.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerPSYCHOLOGICAL TESTINGPSYCHOLOGICAL TESTING

• Problems have also been identified regarding the Problems have also been identified regarding the methodology, in that most tests fail to distinguish methodology, in that most tests fail to distinguish between good & poorly performing officers. between good & poorly performing officers. – This test should be used in conjunction with other This test should be used in conjunction with other

selection criteria, for, as with a polygraph exam, selection criteria, for, as with a polygraph exam, psychological tests are subject to a broad rangepsychological tests are subject to a broad rangeof interpretation by the psychologist. of interpretation by the psychologist.

• Some researchers have suggested that guidelines Some researchers have suggested that guidelines be developed to help ensure equitable application. be developed to help ensure equitable application. – Critics have suggested that this phase of the selection Critics have suggested that this phase of the selection

process be eliminated entirely.process be eliminated entirely.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerPOLICE ACADEMY TRAININGPOLICE ACADEMY TRAINING

• The police academy is an important first step in the The police academy is an important first step in the preparation of the recruit for police work. preparation of the recruit for police work. – Cited in 1967 by the President's Commission on Law Cited in 1967 by the President's Commission on Law

Enforcement and the Administration of Justice. Enforcement and the Administration of Justice.

• Police recruits should be trained in understanding the Police recruits should be trained in understanding the strengths of the criminal justice system and what it strengths of the criminal justice system and what it can and cannot do.can and cannot do.

• In-service training should be offered at least once a In-service training should be offered at least once a year in addition to financial and career incentives for year in addition to financial and career incentives for officers to continue their education. officers to continue their education.





• Police training is usually determined by a state Police training is usually determined by a state training standards organization, commonly referred training standards organization, commonly referred to as Peace Officer Standards and Training (POST). to as Peace Officer Standards and Training (POST). – Smaller police agencies will usually send recruits to Smaller police agencies will usually send recruits to

regional academies, while larger ones often maintain regional academies, while larger ones often maintain their own in house training programs. their own in house training programs.

• The current trend is that before a recruit is allowed to The current trend is that before a recruit is allowed to work the street, he/she must first complete training.work the street, he/she must first complete training.– Many states allow officers to be employed up to oneMany states allow officers to be employed up to one

year prior to attending the academy. year prior to attending the academy.





• In addition to traditional classroom lectures & fire-In addition to traditional classroom lectures & fire-arms proficiency, modern-day training is employsarms proficiency, modern-day training is employsthe use of multimedia and role playing scenarios. the use of multimedia and role playing scenarios.

• The traditional police academy has been structured The traditional police academy has been structured around the stress or paramilitary model, demanding around the stress or paramilitary model, demanding strict discipline on the part of recruits. strict discipline on the part of recruits. – Research has shown that this style of police academy Research has shown that this style of police academy

may not necessarily be the best way to train recruits. may not necessarily be the best way to train recruits.

• It is also important for academy instructors and the It is also important for academy instructors and the curriculum to reflect a realistic image of police work. curriculum to reflect a realistic image of police work.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerFIELD TRAININGFIELD TRAINING

• Once recruiting, selection & training is complete, field Once recruiting, selection & training is complete, field training may take several forms.training may take several forms.– RotationRotation is a where the recruit spends a period of time in is a where the recruit spends a period of time in

a number of chosen areas within the police department. a number of chosen areas within the police department. – Coaching is accomplished through the use of a specially Coaching is accomplished through the use of a specially

trained field training officer (FTO). trained field training officer (FTO).

• FTOs bear the responsibility of teaching recruits FTOs bear the responsibility of teaching recruits skills needed for safe, effective solo duty. skills needed for safe, effective solo duty. – It is important for them to be given guidelines for recruit It is important for them to be given guidelines for recruit

evaluations.evaluations.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerIN-SERVICE TRAININGIN-SERVICE TRAINING

• In-service training sessions occur periodically during In-service training sessions occur periodically during an officer's career and address every conceivable an officer's career and address every conceivable topic in policing, to keep officers current in their field. topic in policing, to keep officers current in their field. – In many states, in service training is conducted at the In many states, in service training is conducted at the

police academy by state certified trainers. police academy by state certified trainers. – Outside trainers also come to the department to train. Outside trainers also come to the department to train.

• In-service training is not certified by the state, and In-service training is not certified by the state, and virtually anyone can be contracted to conduct a virtually anyone can be contracted to conduct a training seminar. training seminar.

• Such training may accommodate a class of 10 or 100 Such training may accommodate a class of 10 or 100 officers, depending on cost & interest in the subject.officers, depending on cost & interest in the subject.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerROLL CALLROLL CALL

• The beginning of each shift is a good opportunity for The beginning of each shift is a good opportunity for short training modules. short training modules. – Popular & economical with video training tapes. Popular & economical with video training tapes.

• Officers spending an average 60 hours per year in Officers spending an average 60 hours per year in roll call could receive a week & a half of training. roll call could receive a week & a half of training. – The best subject matter for roll call training areThe best subject matter for roll call training are

subjects of immediate interest to the on line officer.subjects of immediate interest to the on line officer.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerHIGHER EDUCATIONHIGHER EDUCATION

IN POLICINGIN POLICING

• Law enforcement administrators have been weighing Law enforcement administrators have been weighing advantages & disadvantages of a formal college advantages & disadvantages of a formal college education, versus police vocational training.education, versus police vocational training.– Conversations about which better prepares people for a Conversations about which better prepares people for a

career in police work result in the “education vs. career in police work result in the “education vs. commonsense” debate. commonsense” debate.

• Many departments require only a high school Many departments require only a high school diploma or equivalency, but many others mandate diploma or equivalency, but many others mandate some amount of college or a bachelors degree.some amount of college or a bachelors degree.– Over the years, strides have been made in requiring Over the years, strides have been made in requiring

police candidates to have a certain amount of college.police candidates to have a certain amount of college.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerHIGHER EDUCATIONHIGHER EDUCATION

IN POLICINGIN POLICING

• Higher education for the candidates first received Higher education for the candidates first received attention in 1917, when August Vollmer recruited attention in 1917, when August Vollmer recruited police officers from student applicants at the police officers from student applicants at the University of California. University of California.

• Three national commissions have supported the Three national commissions have supported the position that a high school diploma is insufficientposition that a high school diploma is insufficientas a minimal level of education for police officers.as a minimal level of education for police officers.

• Research on attitudes of police officers has shown Research on attitudes of police officers has shown revealed that officers with college degrees can tend revealed that officers with college degrees can tend to be less authoritarian than those without.to be less authoritarian than those without.– Also more flexible, aware of social & ethnic problems.Also more flexible, aware of social & ethnic problems.




Chapter 4:Chapter 4:Becoming a Police OfficerBecoming a Police OfficerPOLICE UNIONSPOLICE UNIONS

• The earliest police employee organizations were The earliest police employee organizations were developed as fraternal associations to provide developed as fraternal associations to provide fellowship, and death & insurance benefits. fellowship, and death & insurance benefits.

• In some departments, labor unions begin to organize In some departments, labor unions begin to organize the police for the purpose of collective bargaining.the police for the purpose of collective bargaining.– By 1919, the American Federation of Labor (AFL) had By 1919, the American Federation of Labor (AFL) had

chartered 37 locals. chartered 37 locals.

• The 1919 Boston Police strike was in response to The 1919 Boston Police strike was in response to city refusal to recognize the AFL-affiliated union. city refusal to recognize the AFL-affiliated union. – Then-governor Calvin Coolidge fired all the striking Then-governor Calvin Coolidge fired all the striking

police officers. (Almost the entire police department) police officers. (Almost the entire police department)





• Because of the strike in Boston, the police union Because of the strike in Boston, the police union movement stalled until the 1960s.movement stalled until the 1960s.– Today, nearly 75% of all U.S. police officers are Today, nearly 75% of all U.S. police officers are

members of labor unions, and two thirds of all states members of labor unions, and two thirds of all states have collective bargaining laws for public employees. have collective bargaining laws for public employees.

• Some major federations of local police unions are: Some major federations of local police unions are: – The International Union of Police Associations (IUPA)The International Union of Police Associations (IUPA)– The Fraternal Order of Police (FOP).The Fraternal Order of Police (FOP).– The International Conference of Police Associations The International Conference of Police Associations

(ICPA)(ICPA)– The International Brotherhood of Police Officers (IBPO). The International Brotherhood of Police Officers (IBPO).





• Unions exist in order to harness the individual power Unions exist in order to harness the individual power of each worker into one group, the union, which can of each worker into one group, the union, which can speak with one collective voice for all members. speak with one collective voice for all members. – The ultimate bargaining tool of the union has traditionally The ultimate bargaining tool of the union has traditionally

been the strike. been the strike.

• The appropriateness of police officers going on strike The appropriateness of police officers going on strike has been widely debated for decades. has been widely debated for decades. – Most states have laws that specifically prohibit strikes by Most states have laws that specifically prohibit strikes by

public employees. public employees. – Despite such laws, there have been strikes by police Despite such laws, there have been strikes by police

employees.employees.





• In an effort to avoid penalties involved in a formal In an effort to avoid penalties involved in a formal police strike, police union members occasionally police strike, police union members occasionally engage in informal job actions to protest working engage in informal job actions to protest working conditions or other grievances. conditions or other grievances. – Such job actions include the so called Such job actions include the so called blue flu,blue flu, where where

police officers call in sick.police officers call in sick.

Part 2: Police Work as a Profession Chapter 4: Becoming a Police Officer

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Transcript of Part 2: Police Work as a Profession Chapter 4: Becoming a Police Officer