Law Enforcement Organization and Administration Chapter 12 HUMAN

Law Enforcement Organization and Administration Chapter 12

HUMAN RESOURCE MANAGMENT • Law enforcement is a labor intensive industry. • 80 to 90 percent of police budgets are devoted to personnel cost

HUMAN RESOURCE MANAGMENT • Historical Background – Police were hired by politicians for favors and votes. (Spoils system) • Civil service system was enacted in the 1890’s because of political corruption and favoritism in hiring. • Congress passed the Pendleton Act in 1883 which reformed personnel selection in the federal government hiring system.

Equal Employment / Affirmative Action • Affirmative Action is when an employer takes positive steps to expand employment opportunities for non-white people and women • Based on a series of presidential executive orders and court rulings related to the 1964 Civil Rights Act • Enacted because of lack of hiring or hiring barriers for women, African-Americans and Latino candidates

• Affirmative action has allowed for various races to enter police organizations • Has challenged formal and informal methods of discrimination

End of Affirmative Action? • Most court cases now find there must be a compelling reason why a program was put into place.

The Human Resource Administrator • HR Administrator and staff hold key positions in determining employment practices and promotions

Personnel Selection • Written Test – Standard first step in application process. Has been the norm since the 1960 s. • Affirmative action movement of the 1970 s resulted in legal attacks on the written civil services testing for a wide variety of reasons. – Relationship between the test and the job – Content validity of the testing instrument – Reliability of test items

• Age – Normal age 21 to 29 for new hires although some agencies will accept recruits as young as 18 • Why an age limit? – – Related to the physical requirements that are supposed to be justified in terms of the rigors of the job

Physical Fitness • Must be some relationship between the requirements of the position • Very few departments have in service physical fitness requirements • Cooper standard has become the national norm

ADA • Americans with Disabilities Act – Prohibits discrimination against disabled people in employment and other public services – Disability means an impairment to a major life activity – Most court cases related to ADA today deal with current employees who have been terminated or forced to retire because of some job related physical condition

Background Investigation • The background investigation begins after the written exam, polygraph exam, and the physical testing. • The background investigation is a long and expensive process. • Most import thing that is looked for is evidence of past criminal activity

Residency • A residency equipment means the officer must live in the jurisdiction which he/she is employed. – Based on policy that public employees should contribute to local tax base – Residency requirement limits the pool of candidates

Psychological Testing • Looks for recruits that have a stable personality. • Tries to eliminate the really deviate candidates • Not used for in service personnel

Polygraph Testing • Used by many departments as a tool in the hiring process • Measures breathing blood pressure and perspiration as subjects are asked personal questions regarding criminal background, drug use and other items

Oral Interview • Candidate is asked a variety of questions from personal to situational • Examples – What unique skills, strengths and abilities does the candidate bring to the organization – What does the candidate expect of the supervisor – What kind of call would be most distasteful to you

Major Personnel Issues • College Education Requirements – Federal agencies such as the FBI, DEA and AFT require agents to have a bachelors degree – College education requirements vary for municipal agencies • • • DC Police – Associates Degree Arlington County – Associates Degree Prince William County – High School Fairfax County – High School Manassas City Police - High School *Many police agencies who only require a high school degree will give college educated candidates preference in hiring and a higher starting pay.

• Assessment Center – Hiring process where the candidate participates in a number of job related simulations

New Police Recruitment Selection Model Better entrance exam State oversight of selection process Age 21 to be hired with no maximum Must hold bachelors degree Physical requirements must have some relationship to the assignment • Use of regional assessment center • Complete state academy and then go seek position • • •

Other Personnel Issues • Sexual Harassment – Example • Supervisor demands sexual consideration in exchange for job benefits • An employee makes unwelcome sexual advances toward another employee in from of pressure for dates, stalking, love letter or calls. – All government agencies have written policy pertaining to sexual harassment. Investigations into sexual harassment allegations are normally investigated by the Internal Affairs Office and/or the Equal Employment Opportunity Director

• Drug Testing – Became widely used in the 1980’s in response to widespread use of illegal drugs and a dramatic rise in the number of drug related police corruption cases. • Public Police and Private Security – Need for police and private security to reach common ground for cooperation and improved standards for private police and private security

• Contract Police – Takes place when sworn municipal police are hired by private entities to provide law enforcement services – Most departments have rules and regulations for outside employment. – There are 3 major issues that restrict employment of the public police • Potential conflict of interest • Threat to the dignity of the police as an occupation • Unacceptable risk of temporary or disabling injury that would limit the officer’s return to normal duty

• Controlling Police Overtime – Millions of dollars are spent on police overtime and department managers must work to see it is not being abused – Example of when overtime is granted • • • Off duty court appearances Standby status earning a minimum number of hours Roll call time Lengthy investigations Respond to major incidents

• Stress Management is a major concern for police managers. Police have to make instant life and death decisions while facing violence. • Police can also be stressed by boredom. • Stress related factors – – – – – Shift work Need to repress emotions Lack of promotions Media image Police cynicism Excessive Paperwork Frustration with the judicial system Social Isolation Fear and Danger Frustration and lack of input with the bureaucracy

• Supervisors can reduce stress by – Training officers in “verbal judo”; that is how to use words to control citizen’s behavior – Showing the officers laws that apply and when to use them – Explaining the nature and characteristics of the particular public they serve

Fatigue Management • Studies show that officers identified as fatigued had slow reactions to various time kinds of mechanical and speed test were high risk for motor vehicle accidents

• Alertness Assurance Programs are a proactive approach that can help protect departments from lawsuits resulting from mistakes made by the fatigued officers – – – – Implement a consistent work schedule with overtime controls Teach employees and families how to manage shift work Minimize shift change Maximize work hours regularity Never use weekly shift changes Always rotate forward Don’t let tired cops hit the street Provide a bright, stimulating nighttime environment with opportunities to eat healthy food