© 2011 The McGraw-Hill Companies, Inc. All rights reserved. Police in America Chapter Six Police Officers II: On the Job

2 Reality Shock: Beginning Police Work The astonishment a new police officer experiences during the first weeks and months on the job when encountering the unpleasant aspects of dealing with the public, the criminal justice system, and the department The astonishment a new police officer experiences during the first weeks and months on the job when encountering the unpleasant aspects of dealing with the public, the criminal justice system, and the department

3 Reality Shock  Encountering Citizens - Hostility  Encountering the Criminal Justice System -Police officers as “insiders” -See the reality of the system  Encountering the Department - “Department Politics”

4 Initial Assignment Impact of the Seniority System Impact of the Seniority System –Officers with more experience have first priority in requesting assignments –Eliminates favoritism and discrimination –But, least experienced officers get the most difficult assignments  Leads to the younger officers being better qualified and trained than older officers

5 The Idea of a Unique Police Subculture A particular set of values, beliefs, and acceptable forms of behavior characteristic of American police A particular set of values, beliefs, and acceptable forms of behavior characteristic of American police Original Concept Original Concept –Group solidarity –Secrecy –“Code of silence” The Capacity to Use Force The Capacity to Use Force –No other occupation has power to take away liberty through force Danger: Potential versus Actual Danger: Potential versus Actual –Police work has become safer in the last 20 years Conflicting demands: Law versus Order Conflicting demands: Law versus Order –Pressure to bend or evade the rules to get evidence or confessions

6 Code of Silence Also known as the “blue curtain,” a code of honor among police officers whereby officers refuse to testify against corrupt colleagues, creating a veil of secrecy around police actions. Also known as the “blue curtain,” a code of honor among police officers whereby officers refuse to testify against corrupt colleagues, creating a veil of secrecy around police actions. Secrecy: In this context, it is the attitude displayed by police officers to the rest of the world. Police officers keep secret the misbehaviors of other police officers. Secrecy: In this context, it is the attitude displayed by police officers to the rest of the world. Police officers keep secret the misbehaviors of other police officers.

7 New Perspective on the Police Subculture “Police officers are far less unified today and far less likely to have an us-them view of civilians” “Police officers are far less unified today and far less likely to have an us-them view of civilians” Herbert’s Dimensions of Police Subculture Herbert’s Dimensions of Police Subculture –The law –Bureaucratic control –Culture of “adventure/machismo” –Safety –Competence –Morality

8 The Changing Rank and File  Women  African Americans  Hispanics  Gay & Lesbian Officers  Intersection of Gender, Race, Ethnicity, and Sexual Identity  Levels of Education

9 Changing Rank and File: The Impact of Women Police Officers  Breaking up the traditional solidarity of the work group  Attitude of men toward women officers varied  Traditionals  Moderns  Moderates  Percentage of women among sworn officers remains around 13-14%  “Glass ceiling” at entry level and in terms of promotion  Style of work the same as men  Receive fewer citizen complaints  Less likely to use force  Sexism and sexual harassment still an issue

10 African-American Police  Different attitudes on police use of excessive force  More likely to support citizen oversight  More likely to support community policing  More likely to live in area where they work  Do not perform differently from white officers

11 Hispanic/Latino Officers Increasing significantly in recent years Increasing significantly in recent years Dual identities: both police officers and members of Hispanic community Dual identities: both police officers and members of Hispanic community In some departments, they are the majority In some departments, they are the majority Minority Hispanic police officers believe they are discriminated against in salary and promotions Minority Hispanic police officers believe they are discriminated against in salary and promotions

12 Gay and Lesbian Officers Gay Officer Action League (GOAL) of NYC Gay Officer Action League (GOAL) of NYC By 1992, at least 10 depts. openly recruited gay and lesbian officers By 1992, at least 10 depts. openly recruited gay and lesbian officers Choose law enforcement for the same reasons people have traditionally chosen it Choose law enforcement for the same reasons people have traditionally chosen it Many experience discrimination on the job Many experience discrimination on the job –Homophobic talk by other officers –Barriers in assignment

13 The Intersection of Gender, Race, Ethnicity, and Sexual Identity Relationships among officers of different races, genders and ethnicities are extremely complex Relationships among officers of different races, genders and ethnicities are extremely complex Tension and conflict among different gender/race/ethnic groups Tension and conflict among different gender/race/ethnic groups Pattern of self-segregation Pattern of self-segregation –Limited interaction between officers of different races/genders “There is no credible evidence that officers of different racial or ethnic backgrounds perform differently during interactions with citizens simply because of race or ethnicity” – National Academy of Sciences “There is no credible evidence that officers of different racial or ethnic backgrounds perform differently during interactions with citizens simply because of race or ethnicity” – National Academy of Sciences

14 Levels of Education Education level of officers has been rising Education level of officers has been rising Education generation gap between younger, better-educated officers and veteran officers with less education Education generation gap between younger, better-educated officers and veteran officers with less education No strong evidence that higher education leads to better performance on the street No strong evidence that higher education leads to better performance on the street McGraw-Hill

15 Cohort Effects and Organizational Effects on Performance Cohort Effects Cohort Effects - Officers hired in one decade will have different ideas and lifestyles than officers hired in later decades - Officers hired in one decade will have different ideas and lifestyles than officers hired in later decades - Old street cop culture vs. new bureaucratic style Organizational Effects Organizational Effects - The informal culture of a police organization affects officer attitudes toward certain important subjects - Ex: Community Policing - Ex: Community Policing

16 The Relationship Between Attitudes and Behavior Several factors mediate the effect of attitudes on behavior: Several factors mediate the effect of attitudes on behavior: –1. Police officers are constrained by police bureaucracy and the criminal justice system –2. Possibility of citizen complaint or lawsuit –3. Supervisors advice against prejudicial statements that are contrary to the values of the department

17 Styles of Police Work Active officers Active officers –Initiate more contacts with citizens –Back up officers on other calls –Assert control of situations –Make more arrests Passive officers Passive officers –Initiate few contacts with citizens –Respond only to calls to which they are dispatched –Make few traffic stops/ field interrogations / arrests

18 Moving Through Police Careers Salaries and Benefits Salaries and Benefits –Fringe benefits –Job security –Salary increase through promotion –68% of all municipal depts. offer incentive pay for college education In-Service Training In-Service Training –Preservice academy training –Field training program –Regular in-service training

19 Career Development  Promotion  Severely limited  Irregular intervals  Formal testing  Salaries and benefits  Attractive  Good benefits  Assignments to special units  Discretion of chief and seniority constraints  Lateral entry  The opportunity to move to other police departments is very limited.  Coveted assignments  More challenging  May lead to promotion  Outside Employment  Supplement incomes

20 Performance Evaluations  Definitions not clear  Halo effect  Rating of all officers tend to cluster around one numerical level  Tendency to rate everyone highly

21 Job Satisfaction and Job Stress  Job Satisfaction in policing falls into 5 Categories  Nature of police work  Organizational factors such as perceived support from leaders, relations with fellow officers, and opportunities for career advancement  Relations with the community  Relations with the media and the political establishment  Personal or family factors that influence a person’s job  Sources of Job Stress  Threat of danger  Citizen disrespect and challenge to police authority  Police department itself  For female officers, sexual harassment and sexism  Coping with Job Stress: many departments have programs to help officers cope with stress and other personal problems

22 The Rights of Police Officers Same constitutional and civil rights as other citizens Same constitutional and civil rights as other citizens Protected by first amendment to belong to unpopular religious or political groups Protected by first amendment to belong to unpopular religious or political groups Police Officer’s Bill of Rights Police Officer’s Bill of Rights –Protects officers under investigation for alleged misconduct Turnover: attrition: leaving police work Turnover: attrition: leaving police work