Introduction This paper will show four different police departments that are currently hiring or recruiting for police officers. There will be a summary on the research found on the process used to recruit police officers. It will also show their current hiring trends and what hiring practices they have that are successful or not successful. The paper will also go over the different methods departments use to train their new officers and their values. The Process of Recruiting Police Personal Recruiting officers is a vital job for any city, state, federal department. The people that are recruited could be the next leaders of the department. Most departments try to pull in the most diverse and qualified applicants that are looking to make law enforcement a career. They also look for applicants that have a commitment in severing their community. The recruiters have a bigger pull of people with the unemployment rate going up. There are more people going back to school to study criminal law and are looking for a career in law enforcement. The recruiters look for people that hold knowledge in law, communication skills, self- discipline, and attention to detail. The new recruit should want to stay learning new things by furthering their education in law enforcement. The recruiters must hold a high standard for hiring police officers because of what the community expects from their law enforcement. Most recruiters have to go by the department’s code of ethics that each department has set for their officers. This has made recruiters come up with new ways of trying to recruit officers. Some recruiters have started going after top students out of universities and other schools. Many Departments have come up with hiring incentives for new r... ... middle of paper ... ...he applicant so they can make a recommendation to the department. The back ground can take three to four months. If the applicant passes the background and the interview they will be offered a conditional employment offer. The applicant will then have to pass a medical exam, drug screen, psychological assessments and computer voice stress analysis. The whole process normally takes four to eight months. The recruit will be scheduled for the next police academy. While awaiting the academy the trainee will ride with a training officer learning about their duties as an officer. REFERENCES http://splashurl.com/m8z2yn2 http://splashurl.com/l2ejgpb http://splashurl.com/m4l6awd http://splashurl.com/ln4o9n4 Policing America, Vitalsource for Kaplan University [VitalSouce bookshelf version]. Retrieved from http://splashurl.com/ldrufek police.longviewtexas.gov/hiring-process
The Thompson Valley Police Service is seeking to double the number of police recruits over the next three years. In an attempt to attract more applicants, the newly appointed Police Commissioner, Commissioner Jason DeVillain is proposing two key changes to the current selection process. Firstly, Commissioner DeVillain is proposing to eliminate the requirement for partial or completed tertiary education. Secondly, it is being proposed that psychological testing should be removed from the selection process. As a research and policy officer for the Thompson Valley Police Service, the validity and likely impact of the above two proposed changes will be investigated thoroughly, followed by recommendations to Commissioner DeVillain to ensure the selection process is as effective as possible in selecting the most suitable candidates for the new police recruits. The role of a general duties police officer is broad in nature and requires the officer to be efficient in many areas, ranging from administrative duties to conflict resolution and problem solving. In addition to the recording and logging of all jobs attended while on duty, the officer may be required to prepare documents for court hearings, where written communication skills will also be
The job of a law enforcement officer sometimes can be tough. Officer are sometimes plagued with situation that test their ability to enforce the law and maintain order. Police officers today face a constant battle to maintain higher ethical standards. This mission becomes tougher each day when one considers the importance of fighting terrorism, drugs, human trafficking,
The fundamentals of community policing could be utilized to outline the importance of trust, confidence, and as a recruitment approach to attract Asian-Americans towards a career in law enforcement. Tangel (2015) recommended law enforcement agencies to “utilize the community as a recruitment agent to fashion a police force which more closely mirrors the community, racially and ethnically” (p. 1). Recruiting and hiring qualified Asian-American candidates has been a challenge for law enforcement for several decades. For the most part, concerns regarding racial biases and mistrust have dominated the hiring landscape (Hanser & Gomila, 2015). Law enforcement agencies along with the help of prior researchers have made tremendous recruiting efforts by developing traditional recruitment techniques to attract the most qualified candidates. However, in the event of globalization and an increase of Asian immigrants in the United States, law enforcement agencies must search beyond traditional methods to attract potential Asian-American police candidates (Crump, 2011). It is not to say that traditional methods of recruiting are ineffective in today’s 21st century recruitment, but rather, law enforcement agencies must utilize both traditional and non-traditional methods to recruit and hire the most qualified
We will likely see even more changes in the near future due to the many proposals to increase the number of women and ethnic minority officers in our police forces. An example of near change is the use of a hiring quota system. Under this system there is a requirement to recruit a specified number of minority and/or women officers. This may require the modification of standards and qualifications that could discriminate against these groups in order to achieve the required quota. Although this is a future option, we can see its methods are already being implemented in the past decades abolishment of height, weight, and age restrictions.
Castaneda and Ridgeway (2010) noted, “Recruiting new police officers in the 21st century was a challenging and expensive operation. Even with large investments in recruiting, departments struggled to fill their ranks to meet the demand for police services and to replace separating officers” (p. 59). Widespread protests regarding racial profiling and police brutality has created increasing efforts to recruit more minority police officers in every police department across the nation (Hanser & Gomila, 2015). A majority of police departments is facing server budget cuts due to economic struggles and drops in tax revenue; therefore, not all law enforcement agencies in the U.S. will have sufficient fund to invest in their recruitment campaign. Drops in tax revenues and severe budget cuts also caused local, state, and federal law enforcement agencies, to lay off a certain amount of officers which creates significant cutbacks in service and unfillable vacancies (Matthies et al.,
In order to diminish police brutality, excessive force, and prejudice behaviors in the police officers, several actions must be set in motion. The police hiring process, training, in-field monitoring, and disciplinary actions must be adjusted to eliminate discriminatory actions against citizens. Likewise, it is a necessity for citizens to be informed of their rights, civil liberties, and how they can resolve corruption within the justice system. These actions seek to shrink the number of minorities who are racial profiled and brutalized by police officers. A more stringent hiring process, it will help curtail unethical and unprofessional police officers. Police training must be altered so that situations are handled safely and impartial. In-field monitoring with eliminate police officers from managing to catch police officers who brutality handle citizens. Disciplinary actions help to prosecute police officers to break the law. Lastly, if citizen are informed of what they should about corrupt police officers and a poor justice systems.
One of the challenges the Canadian justice system faces is lack of personnel, specifically police officers. The baby boomers are approaching retirement and there experience and sheer numbers will be missed. According to Macleod (2009) half of the senior police officers will be eligible to retire within 5 years. Considering the shrinking labour pool this will make it difficult to replace these officers all at once. Macleod (2009) further states that without doubling or tripling the hiring rate of officers, the police will have to start cutting back some duties they currently perform. Normally 2000 new officers are hired across Canada every year; however by 2012 in order to replace the baby boomers, 5000-6000 will need to be hired. This might be more difficult than it sounds, considering most youth do not seem that interested in policing according to a recent survey of 1521 youths aged 16-27, that found only four percent would think about becoming officers (Macleod, 2009).
(Swanson, Territo and Taylor, p. 2). However, in recent years some major changes have occurred in a shorter time period. Innovations in law enforcement During the past two decades, I have observed major changes in the viewpoint of society towards police officer's as the symbol of trust and dignity, the technological advances of communication and information systems in law enforcement, and the revision of selection and hiring practices for police officers. Organizational change occurs both as a result of internal and external agents (Swanson, Territo and Taylor, p. 664).
Our society has become one that is very diverse. Law enforcement agencies (local, state, and federal) for our changing society need to include an increase representation of women and minorities, definite improvement in leadership skills, and to strengthen community policing. These are all issues of great importance, which are no longer going to be pushed aside.
"Studies, Case Law, Quotes, Standards and Trends in Support of a College Education for Police Officers." Police Association for College Education (PACE). Web. 02 Mar. 2011..
The first step is to weed out the ones who just are not right to be a officer. The next step is to find the ones who fit the needs of the department. Medical and psychiatric testing, personal interview, and background information is used when identifying if a person is a good fit. There is research that has identified five personality characteristics that allows a police officer to excel in his or her job: extrovert, emotional stability, agreeable, conscientious, and open to experience. People also need to be aware of working in a high crime area. Even if the person has all five traits, but can’t handle the stress they may need to find another profession. There may be times new hires come from another department, but before hiring they need to talk to the previous employer. There may be certain reasons that the officer for hire is wanting to move to a different department. They could have been disciplined or terminated if they had not agreed to resign. This is not okay for the officers are not taking the consequences for their behavior.
It should come as no surprise, but when police recruiters are looking for candidates to hire onto the police force, there’s often a specific list of things they want to see in a candidate. While there are the obvious qualities such as honesty, integrity and trustworthiness, there are also some factors regarding previous experiences in life, such as your work history and your background. The following are some of the top things that police recruiters look for when it comes to hiring a new candidate.
There are many stereotypes that women in the law enforcement field have to face. In order to recruit more women into policing, law enforcement agencies should attempt to overcome the idea that policing is a "male-oriented profession". This paper will cover parts of the history of women police officers, some views and stereotypes of the female officer, job related issues, life outside of the workforce and job satisfaction.
One day in the distant future I want to become a police officer and eventually became a detective of some sort. But before becoming a detective one must be a patrol officer for the first few years of their career, and in this paper, it can hopefully give you some valuable information on how to start off being a patrol officer for the Gilbert Police Department.
Police recruitment is very important to all law enforcement agencies; it seeks to recruit, select, train and maintain the best possible officers (Grant et al, 2012). This paper will give you the reader a general understanding of police recruitment and also discuss some of the problems happening in police recruitment; past and present, along with remedies to these problems.