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Recruitment and selection of police officers
Police recruiting and selection processes
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The police selection process can be lengthy and expensive and there are two different methods to selecting applicants to go further with the selection process. One method for selecting is "weeding out," which turns over a much smaller cohort of candidates (Doerner, 2016). This method focuses on disqualifying candidates based on negative aspects or one failed part of the rigorous selection process. By disqualifying a candidate that fails one part of the many parts of the selection process, the department can reduce the number of candidates that make it to the more expensive tests of the process. This advantage of this selection process is that it can save money, helping the department in need of officers. Another advantage is that it can prevent
Police justify carding as a general investigation to locate suspects and help people fight crime. Toronto Police Service says that “It does not purposefully target individuals because of their race” (SAMIRA MOHYEDDIN, Nov 24 2016). However that being said, racialized communities testify that they are being targeted for their race and ethnicity. The new rule doesn’t fully end the controversial practice and carding remains a major concern for the minority community. Sandy Hudson, co-founder of Black Lives Matter Toronto says “the new rule doesn’t make any great change” (Muriel Draaisma, Jan 02, 2017). “Where these rules apply- and where they don’t- doesn’t change anything about carding”, she also said “A police officer can always say they are
Born and raised on the Big Island of Hawaii, Captain Sameul Jelsma of Pahoa Police Station has served as a police officer for more than two decades. He is the commander of the station and he oversees the lower Puna district. Before he joined the Hawaii Police Department, he served in the US military. When he was in the army, he decided to come back and serve his own community. He was initially enlisted as a patrol officer but his commitment and hard work rewarded him with promotions as the result of which he became a captain.
Over the past few years, the nation has faced a "crisis" with the shortage of police officers (Axtman, 2006). It is well known that crime rates increase with the decrease in the number of police officers. Researchers have looked for the cause of such a decline and have identified low pay as a major reason for the deficiency.
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).
A writer for “The Daily Beast,” Andrew Becker reports that this additional step came “at the tail end of a massive hiring surge that began in 2006 and eventually added 17,000 employees, helping to make the agency the largest law enforcement operation in the country.” This arouses great unease and concern about “the thousands of employees Customs and Border Protection has hired over the past six years before it began mandatory polygraph tests for all applicants” (Becker). The records—official summaries of more than 200 polygraph admissions—contain many very disturbing testimonies of applicants admitting to drug smuggling and even murder (Becker). One confession, according to the Customs and Border Protection summary, consisted of an applicant admitting to having “‘no independent recollection of the events that resulted in a blood-doused kitchen and was uncertain if he committed any crime during his three-hour black out’”(Becker). The fact that thousands have been hired without the screening cannot be ignored. It is this negligence that is the cause of agents such as Justin Tackett—an officer who “had a dubious work history long before joining Border Patrol”—being able to find employment within the Border Patrol agency (Peter.) Tackett’s employment history is such as follows: “[he] joined
According to Shusta et al., (2011), “Many law enforcement agencies have had difficulty finding qualified applicants; however, which has led to a recruitment crisis. This crisis, although influenced by economic circumstances, appears to be primarily the result of changing societal and demographic trends” (p. 82). There has been many controversies and attention towards the recruiting and hiring crisis in American law enforcement. Among the various problems that law enforcement agencies in America face, however, do not solely pertain to issues such as budgeting or manpower; but rather, it is the problem of recruiting qualified Asian-American applicants (Gaines & Kappeler, 2014). Policing in the United States has changed since the early days of
Police departments must execute their duties in such a manner that protects the conditions of a democratic society and addresses the security needs of all individuals and groups. The execution of these duties must also show the community that they serve that they are good stewards of the positions they have been afforded the opportunity to hold and those who hold these positions must be free from corruption. The term ‘police corruption’ has been used to describe many activities: bribery; violence and brutality; fabrication and destruction of evidence; racism; and, favoritism or nepotism.
Community activists and some local politicians have called for the practice of carding to end however various police services and their police chiefs feels that completely banning carding is not the answer to problems the community has with carding (Cole, 2015). Despite the disapproval by the public, carding is beneficial for police services in Ontario to be able to use the carding practice however it must be regulated by the province to ensure it is done correctly without any racial or prejudice biases because carding can be considered a form of proactive policing which is something all police officers must do to ensure good police work, it’s not just used to collect data and information of individuals but it also allows officers to interact with the members of the community and find out what are the issues in the community, and the sole purpose of carding is for the police to use the information obtained as a useful investigative resource and to collect intelligence on criminal activity and public safety
Police officers have a stressful job that requires quick decisions making with good judgment. Duties of a police officer involve writing reports and maintaining order in criminal situations, it’s all judged with critical thinking. Due to all the different duties that are required from a police officer they are required to have certain traits such as a good physical agility, ability to cope with difficult situations, well writing skills, as communication skills, and have the ability to have exert and respect commands of authority. Each department will recruit officers in a different way, but they will have some standards for recruitment techniques. These requirement will vary from minimum requirements, education, technology, legal knowledge, residency, and diversity. (Ch.14 Pg.349)
Police play a vital role in maintaining safety and welfare at all levels of government and across the country. Policing can also be described as an aspect of overseeing others to ensure that they keep to law and order. Policing is about helping people and maintaining community quality of life as it is about enforcing laws and apprehending criminals. The most important work of the police is to enforce public orders and enforce the law. While crime fighting is an essential role of law enforcement, it is not the most prevalent, and in the view of many, not the most important. Officers spend far more time engaged in the provision of far ranging non-law enforcement services. In enforcing the law, the police force also helps to maintain public order. Diversity in the police force is one of the most important aspects that should be looked at. This is due to the effect that it's likely to have on the overall perception and the effectiveness of the police force.
When examining the fundamentals of police legitimacy, the adoption of evidence based policing is one proven to be preferred. Proven ethical standers of transparency within police agencies back this practice of policing. The fundamental of this practice includes goals, objectives, and plans for the community. This also includes the development of the agencies employees using the latest proven techniques such as deescalating tactics. (Swanson 2017)
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.
In this paper, I will be writing about Police Discretion. I will start by defining Police Discretion then briefly discuss the use of discretion in domestic disturbances, minor misdemeanors, and traffic enforcement. I will also discuss the application of police discretion, the provisions it uses and how it is currently practiced. At the end of these brief descriptions, I will then present the myth that exists in regards to police discretion. And finally, I will end this paper with my personal opinion as well as a brief conclusion.
Nice post, and well thought-out, the multiple hurdle approach is an excellent tool for the police departments to utilize to separate recruits who do not have the mental capacity and the physical ability to keep up with other recruits superior to them. When it comes to protecting our communities we want the best of the best protecting us, as well as our investments. The cognitive ability and mental stability tests are of the utmost importance, because there are going to be times when these officers will be required to make life changing split second decisions. Using both approaches multiple hurdle approach combined with compensatory model gives the greatest chance of producing top notch police
They use this method as for what they consider to their own personal standards, which has nothing to do with legitimate qualifications of the applicant., but for unfair reasons. The screening method fails to make a difference between candidates that are mediocre and applicants that are great for the job. There are Police Departments that use the wrong reasons in their screenings such as race, religion, or gender. There are African Americans that are qualified to do Police work and still did not get hired for unknown reasons (New York Times,