Chapter 4 Becoming a Police Officer

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 Introduction

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 Finding Information on Jobs in Policing

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, (3X 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?

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 Standards in Police Selection

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 Recruitment Process

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 Job Analysis

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

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 pre- employment 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 Selection Process

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

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: months The Police Training Process

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 Summary