Mandatory Minimum State Standards For Selection Standards

There are twelve qualities that Dennis Nowicki believed that are authoritative for entry-level police officers: “Enthusiasm, Good communication skills, Good judgement, Sense of humor, Creativity, Self-motivation, Knowing the job and the system, Ego, Courage, Discretion, Tenacity, and Thirst for knowledge” (Peak, 2012, pp. 137-138). First, enthusiasm is mostly about having faith “in what one is doing and going about even routine duties with a certain vigor that is almost contagious” (Peak, 2012, pp. 137). Second, having good communication skills is “having a highly developed speaking and listening skill that helps interacting equally well with a wealthy person or someone lower on the socioeconomic ladder” (Peak, 2012, pp. 137). Third, good judgement

Recently, it has been brought up that there is still institutional racism within the Police force, this, as well as many other reasons such as negative stereotyping, informal bias and assumptions from ethnic minority groups themselves are reasons why people from minority groups are less inclined to join. The Police have introduced a number of ways to try and create a more diverse workforce. Some of these methods include, improving the data collected on the age,

The objective of this thesis is to provide comprehensive information to all stakeholders who have an interest in enhancing minority recruitment and selection. The goal of this thesis is to address law enforcement professionals about the importance of diversifying police agencies; more importantly, is to address the underrepresentation of Asian-American police officers and the challenges of recruiting potential candidates from Asian communities. Through community policing, mediation, trust building, collaboration with stakeholders, and cultural diversity training, law enforcement agencies will achieve its recruiting and diversity goals. Targeting Asian cultural events, partnering up with higher learning institutions, and sending mass emails regarding job opportunities to criminal justice majors could produce students’ interests and desires to pursue a career in law enforcement (Castaneda & Ridgeway, 2010). Recruitment issues and needs will be examined; moreover, the importance of evaluating implemented strategies must be followed up in order to monitor community changes or problems that may arise (Tangel, 2015).

In recent years, recruitment and retention of police officers has been a pain point for many departments across the nation. Odd and inflexible hours, uncompetitive pay, para-militaristic organizational structures, and a negative public perception have all worked to diminish the pool of applicants interested in careers in law enforcement. Add to the mix the sexist “brotherhood” police culture, emphasis on masculinity and aggression, and the nearly non-existent opportunities for advancement for women, and over half of the eligible workforce has been discouraged from even considering a career in law enforcement. In 2013, women comprised just over 57% of the labor force, but accounted for only 13% of sworn police officers (USDOL, 2013; Crooke, 2013). Not only are women sorely underrepresented in the field of law enforcement, but those who are employed experience discrimination at the hands of their supervisors and coworkers, and as a result, the attrition rate for women is often much higher than that of their male counterparts. Departments should pledge dedication to recruiting and retaining more female officers, as research indicates that not only do females perform just as well as males in patrol positions, but they also have a unique set of advantages to offer agencies when employed in law enforcement. In order to improve the recruitment and retention of females into policing roles, departments must determine the biggest deterrents for women who are considering the pursuit

We appreciate your attention in your child’s education and want to share with you some information about the Florida Standards Assessments.

The Department of Education concludes that high-stakes testing and statewide standards puts too strain on both the teacher and student. Multiple studies show evidence of miscalculation of scores, teachers being blamed for low test score, and too much time spent on preparation for the tests. The purpose of this policy brief is to elaborate on the non-beneficial components of high-stakes testing and statewide standards. Thus, peer-reviewed research articles and evidential articles are reviewed on high-stakes testing and statewide standards. In addition, the state of Florida has shown the greatest amount of dissatisfied outcomes. The information provided in this policy brief will precisely indicate why high-stakes testing and statewide standards should be abandoned from the school system. I request the action of Congress to outlaw high-stakes testing and statewide standards for the betterment of all National citizens by passing a new law to force states away from standardized testing.

After the civil war, local politicians rewarded their supporters with jobs as police officers. The officer were not trained and there was not a standard to become an officer. The are were event when entire departments were involved in misconduct and corruption. There was not much hope in this era because there was a lack of supervision that allowed officers to behave the way that they pleased. (Walker, Samuel, and Richards, M. 1996)

The type of applicant in which a police department attracts all depends on who they need on their team to balance things out. For instance, if a department is lacking in female officers they are going to advertise and reach out to females so that more of them would gain interest in the force. The recruitment process in general consist of three different elements; the minimum qualifications, the recruitment effort, and the applicant’s decision to apply for a position.

Today like never before organizations are hoping to fill their positions with a group of diverse law enforcement officers that mirrors the populaces they serve. As organizations search for officers who reflect their settings in which they serve in , they are additionally expanding their meanings of decent variety. From this point of view, assorted variety can incorporate race, ethnic gathering, religion, sexual preference, and age. Being a minority working in the law enforcement field can be very helpful for an agency however, that specific group may still go unrecognized. This paper will provide a brief review of the disguised minority achievements as it relates to the U.S. Marshals Service in the past. It will also be examined in

The standard for recognition in the United States is the Commission on Accreditation for Law Enforcement Agencies (CALEA) that was established in 1979. Psychological testing is in place, however; standards are not set by CALEA, and each agency conducts their own testing (French & Wailes, 2008). According to "Psychological Testing And The Selection Of Police Officer" (2008), “In 1973, the National Advisory Commission on Criminal Justice Standards and Goals recommended that every police agency follow a formal selection process that includes a written test of mental ability or aptitude, an oral interview, a psychological examination, and a background investigation.” It was believed that introducing greater screening and standardization to the selection process would result in a more qualified police force. International Association of Chiefs of Police (IACP) developed several guidelines for pre-employment psychological evaluations. These recommendations address such issues as validation of testing instruments, compliance with legislation, such as the Americans with Disabilities Act (ADA), using qualified psychologists familiar with the relevant research, and content of the written reports (Cochrane, Tett & Vandercreek, 2008). Compliance with such acts as the ADA indicates the implementation of diversity in the testing process. A few of the most common comprehensive

An important part of the United States workforce is made up of police officers. The number of police officers employed has grown drastically over the past few years. However, although the number of police officers employed has increased, public scrutiny has as well. The police employment practices have affected the publics’ perception of the police because of the factors involved as well as the desire to seek employment in law enforcement. The paper below will describe some of the factors involved with race and ethnicity when seeking police careers.

The profession of policing derives its effectiveness from its ability to attract and employ quality individuals who will strive to better their community. Therefore proper recruitment and selection of officers is incredibly important to a police organization. Some major needs to Missouri’s recruitment process will be addressed in the following paragraphs.

Yes I do feel that our police departments generally do a good job of screening applicants. The Knoxville Police Department employees 397 police officers to protect the city of Knoxville, which had a population of 185,638 in 2015 (UCR, n.d.). According to the statistics on officer involved shootings from the Knoxville Police Department there showed to be no shootings in 2015 but in 2014 there were five officer involved shootings, three of which were fatal for the suspect (knoxvilletn.gov, n.d.). In each of these cases the officers were exonerated from liability as their actions were found to be within departmental policy (knoxvilletn.gov, n.d.). I feel that the psychological testing of incoming officers is an important aspect to ensure we hire the most professional officers for our police forces but sometimes individuals with behavioral or mental issues can be missed and any individual who exhibits such traits or bias should be dealt with or dismissed from the force to avoid issues that could impact the entire

Perceptions of what constitutes a qualified police officer have been crafted as a result of numerous television shows and movies. They are often portrayed as heroic, invincible, and possessors of brute strength. While some of these physical attributes are in fact expected and required of police officers, they are not the only ones and at times,

The psychologists recommend for police departments to periodically evaluate the officer 's using methods other than routine psychological tests. They recommend better training and increasing behavioral monitoring on all officers. Current screening methods to evaluate police candidates are limited almost exclusively to psychological tests and preemployment clinical interviews. New screening technologies could enable psychologists to examine such areas as a candidate 's decision making and problem-solving abilities and the ability to interact with others. These things are important for resolving problems without using excessive force.