Background/Character Investigation
Any precinct or department may exclude from an examination any person because of:
I. Dismissal of the application or eligible from the public service for good cause, or his resignation pending charges.
II. Criminal, infamous, dishonest, immoral, or notoriously disgraceful or dissolute conduct, or bad character.
III. The knowingly making of a false statement by any person in his application for examination, and every connivance by him at any false statement made in any accompanying certificates, or the commission of or attempt to commit any fraud against civil service law or rules or regulations or any complicity by him in any such fraud, before, during, or after any examination.1
This third point found above is actually, in short, the meaning of a background investigation.
The background investigation is essentially a systematic collection of facts and opinions from persons who know / have known the particular candidate, and also from those persons who have custody of the records of his past.2
A report of the background investigator is reviewed, with accompanying documents to determine if that candidate will be acceptable to appoint as a police officer. The purpose of this background investigation process actually has three branches.
The major objective is to see how the candidate behaved throughout many different circumstances and predict his performance as an officer in the future.
The second is to verify as truthful all the statements made by the candidate. The third is to prevent that particular department from hiring a candidate that will prove to be unqualified for the position.
The first step to the investigation procedure will include the investigator...
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...perators record. One thing that could deceive a department is the fact that not all law enforcement agencies uniformly fingerprint persons arrested on criminal charges. Therefore, it is possible that an applicant may have been arrested in a different jurisdiction, but it is unknown to anywhere outside that agency. Besides these few instances, the background check seems to be a very sound process of elimination for those wanting to become police officers.
I believe that the background/character investigation is a very necessary procedure to be included in the hiring process. I would not want anyone with a shady or checkered past to be “protecting and serving” me and my neighbors. This process is very well laid out and if it is followed to its said specifications, it would seem to be a great tool of aid in both the background investigation and hiring process.
The use of criminal record databases by employers has greatly increased since the 1990s when the information first became relevant (Appelbaum, 2015). The biggest rise in background searches began after the terrorist attacks in New York City on September 11, 2001. Mr. Uggen, a criminologist at the University of Minnesota, states that there is a problem with criminal background checks considering most employers have no idea what they should be looking for. With every business owner having different concerns about potential applicants, “we haven’t really figured out what a disqualifying offense should be for particular activities (Appelbaum,
In the area of Background Investigations the FBI manages checks on anyone who applies for positions with the Department of Energy, Nuclear Regulatory Commission, the Department of Justice, and the FBI its self. When conducting these investigations on applicants the FBI will interview past neighbors, and coworkers of those who apply. Also they will check their criminal records and credit history. Doing so ...
The purpose of CORI checks are done to ensure the safety of people services are provided to. Employers always want to make sure they do not hire sex offenders to take care of people (especially female) with some form of disability or older people. These people are vulnerable and are at risk for sexual abuse. Police officers are meant to ensure the safety of the community and people we serve but if the police workforce consist of sex offenders and corrupt people who takes bribery, they will encourage negative behavior of law offenders which will put the peace and safety of the community at risk and will go against what the police workforce stands for. People with criminal histories cannot be refused employment or housing opportunities and is against civil law. According to Greater Boston Legal Services, “it is because using criminal records as a reason not to hire workers has a “disparate impact” (a greater effect) on racial minority groups” (2014, pg.
Lyman, D. Michael; Criminal Investigation, The Art and Science; 3rd edition, 2002 Prentice Hall. Pgs. 188-200.
Most people, if asked would surely agree that being a police officer is not easy, but most probably do not realize that becoming one is just as difficult. During our field trip to the Warren County Police Department Major Bowles and officer Fields talked a little about the extensive process, similar to the process our textbook, Forensic Psychology describes, of being hired into the police department. After putting in their application and being selected to move forward in the program a future police officer must have a background check, complete a psychological screening, a polygraph test, several interviews, and a physical test. If they pass each of those they continue on to the police academy. In whole, the process takes over a year before
Every police department sets minimal hiring standers for its candidates such as been at least 21 years of age, have a driver’s license or be eligible for one, and have no prior felony convictions. The first initial test is to pass a written exam, medical exam, interview, physical agility test, and a psychological screening. The requirement to be eligible to receive or have a driver’s license is due to the primary duty of an officer is patrol, and have the ability to drive to a response to an incident. Another requirement is to have the ability to possess a firearm and to be able to qualify to own a firearm the person must be twenty-one years of age. A prior convicted felon is prohibited to possess a firearm, for this reason they are prohibited from becoming a police officers. An individual with domestic violence and convictions are not able to possess a firearm for this reason again they are prohibited form become police officers. (Ch.14 Pg. 350)...
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Denise Moore 's criminal report starts the investigation. A police investigation of a crime is the entryway into the criminal justice system, once Denise Moore reported the crime, Detective Riley and Detective Clay conducted a photo lineup, an investigative tool used when the suspect is unknown and not in custody, to identify the suspect (Burns, 194).
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...
Privacy is a claim of individuals, groups, or institutions that determine for themselves who, when, how, and to what extent of information about them passed along to others. The privacy claims of employees are varied in terms of the privacy interest elaborated and their conception for privacy. In terms of background checks, the issuance of autonomy is present. Autonomy defines a person’s own personal decisions and acts with individual right. Also includes vital life choices that are also important in terms of dealing with one’s own personal identity, but with no regards to an employer and of no public concern. For example, things that deals with an individual’s marital status, other intimate relationships, family life, housing, and association or involvement. There are a lot of things that go on in the process of background checks. It’s performed ...
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is making false statements and being untruthful. For example, a person asks a car salesman for
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.
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...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)