1. Law Enforcement Organization and Administration
Chapter 12

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

3. 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.

4. 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

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

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

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

8. Personnel Selection
Written Test – Standard first step in application process. Has been the norm since the 1960s.
Affirmative action movement of the 1970s 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

9. 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

10. 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

11. 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

12. 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

13. 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

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

15. 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

16. 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

17. 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.

18. Assessment Center
Hiring process where the candidate participates in a number of job related simulations

19. 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

20. 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

21. Public Police and Private Security
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

22. 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

23. 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

24. Police can also be stressed by boredom. Stress related factors
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

25. 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

26. 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

27. 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