Chapter 4 Becoming a Police Officer Introduction Becoming

Chapter 4 Becoming a Police Officer

Introduction • Becoming a police officer is very different from obtaining most other jobs • The men and women applying for police jobs in the United States must be carefully screened • New candidates value their active participation in the workplace • Many agencies have increased the use of civilians in their departments • Today’s officer is better educated, better trained, and more representative of the entire community

Finding Information on Jobs in Policing OVERVIEW • Traditional sources • Radio, television, and newspapers • Government human resource or personnel departments • Internet has become a favorite choice • Word-of-mouth • Intern programs for college students

Standards in Police Selection PHYSICAL REQUIREMENTS • Physical requirements • are stringent • Height and weight requirements • Courts typically support minimum requirements • Do support height-to-weight ratio • Vision: • correctible to 20/20; • no colorblindness • Contacts and surgery make vision less of a concern today.

Standards in Police Selection SMOKING • Professional appearance • Health and monetary considerations • Rising medical costs • Must sign affidavits • On or off duty • Condition of employment

Standards in Police Selection AGE REQUIREMENTS • Until recently, anyone over the age of 29 was considered too old • Exceptions for military or past experience • Agencies have come to value mature candidates; often experienced • Case for younger officers: police work is stressful and physically demanding

Standards in Police Selection EDUCATION REQUIREMENTS • Federal agencies require a four-year college degree as • • well as most sought after local and state departments Only 1% of local agencies required 4 yr. degree 82% of local L. E. required a H. S. diploma Required a 2 yr. degree, 9% Some type of college requirement, 29% in 2007, (3 X as 1990) Educational incentive pay, 32% Tuition reimbursement, 37% Law Enforcement Education Program (LEEP)

Standards in Police Selection SHERMAN REPORT 1978 National Advisory Commission on Higher Education for Police Officers More educated officers become dissatisfied because of lack of job opportunities Resentment of officers with no higher education CJ degree vs. Liberal Arts degree: is there a difference?

Standards in Police Selection PRIOR DRUG USE • Smaller applicant pool • Flexibility in the policies • 10 yrs. Free from hard drugs; 5 yrs. From MJ • Restrictions vary widely from agency to agency CRIMINAL RECORD RESTRICTIONS • Felony conviction • Misdemeanor conviction • Circumstances surrounding the crime • Severity of the crime • Age of the individual at the time • Time elapsed

The Recruitment Process OVERVIEW • Lengthy and challenging hiring process • Increasingly challenging • Potential recruits serving overseas • Half of small agencies and two-thirds of large agencies report a lack of qualified candidates • Generation Next • Police cadet • Civilianization

The Job Analysis OVERVIEW • Identify the • important tasks that must be performed • Knowledge, skills, and abilities (KSAs) to perform those tasks • KSAs must be job related • Measure what current police officers actually do • Guardians Association of New York City Police Department v. Civil Service Commission of New York (1980) is a landmark case on issue of job analysis

The Selection Process LENGTHY, DIFFICULT, COMMPETITIVE - Series of examinations, interviews, and investigative steps - Only 1 out of 100 make it • CHARACTERISTICS OF GOOD POLICE OFFICERS • Maturity • Emotional intelligence (EI) • Good judgment • Hiring in the Spirit of Service Courtesy of © Joel Gordon •

Screening Procedures Written aptitude test (48%) Personal Interview (99%) Physical agility test (60%) Polygraph exam (26%) Voice stress analyzer (5%) Psychological Evaluations (72%) Drug test (83%) Medical exam (89%) Background investigation (99)

The Selection Process WRITTEN EXAMINATION Usually the first step Minimize time and cost Given on a regular basis Fair and unbiased Computer simulations Assessment centers

The Selection Process PHYSICAL AGILITY TEST • Has been criticized for discriminating against women and physically small members of minority groups • Departments often provide training or guidance • Traditionally, no standards to adhere to once hired

The Selection Process POLYGRAPH EXAMINATION • • Records any changes in body measurements Polygraph’s accuracy depends on the subject Not admissible in court Employee Polygraph Protection Act (EPPA) • Prohibits the use of polygraph for preemployment • U. S. government, as well as state and local governments are exempt.

The Selection Process ORAL INTERVIEW • Measures poise, presence, and communication skills • Candidate’s demeanor can be assessed • Generally three to six members • All candidates asked the same questions BACKGROUND INVESTIGATION • Critical to avoid hiring the wrong person • All pertinent past records • Education, employment credit history, driving record, criminal history, references • Documented and unreported incidents

The Selection Process PSYCHOLOGICAL APPRAISAL • Invaluable tool in selection • One of three recommendations: • Recommended, • Recommended with reservations, • Not recommended • Rate them from A to E, with A being the best

The Selection Process MEDICAL EXAMINATION • Short-range purpose • Ensure candidates can do the job • Long-range purpose • Ensure candidates not prone to injury that may lead to eary retirement and economic loss • ADA, signed into law in 1990, prohibits discrimination on basis of disability. Includes: • Physical agility • Psychological tests • Drug test

The Police Training Process RECRUIT TRAINING • Teaches state laws • Provides KSAs • Starts at police academy • Socialization • 650 academies nationwide • State of Washington is representative Courtesy of © Joel Gordon POLICE ACADEMY

The Police Training Process FIELD TRAINING • On-the-job training for academy graduates • Field training officers (FTOs) • Reno model

The Police Training Process FIREARMS TRAINING • • FBI’s Practical Pistol Course Hogan’s Alley Enlightening and realistic training Reviewing actual shooting incidents

The Police Training Process IN-SERVICE, MANAGEMENT, AND SPECIALIZED TRAINING • In-service training • Management training programs • Specialized training programs for officers assigned to new duties

The Police Training Process PROBATIONARY TRAINING • Evaluation period in which officer can be dismissed at will by evaluation • Can last from 6 months to 3 years • Average: 12 -18 months

Summary • The standards for hiring police officers have changed in recent years • Departments are finding older, more mature candidates to be excellent police officers • Education is valued, encouraged, and often required for promotion • The background investigation that candidates go through is extensive • Recruit training consists of training in a police academy followed by field training • Police training will continue throughout an officer’s career