Chapter Four

Chapter Four

From Citizen to Officer:Preparing for the Street

Policing America, 6th editionKenneth Peak

© 2009 Pearson Education, Upper Saddle River, NJ 07458.

All Rights Reserved.2

Recruiting Qualified Applicants

Applicants typically come from lower-middle-class or working class backgrounds

High school education and history of employment

Primarily motivated by the need for job security




Recruiting Qualified Applicants

More psychologically healthy Generally less depressed and anxious More assertive and interested in

making and maintaining social contacts

A more homogeneous group Females are more assertive and have

higher energy level than male applicants




Recruiting Problems and Successes

Recruitment is one of the top problems facing police agencies

State of the economy may have an influence

Needing college credits may be another issue

Salary matters may be an issue




Recruiting Problems and Successes

Retaining women in police service Gender bias and sexual harassment

About 60% of female officers who leave their agency do so during their second to fifth years on the job




Recruiting Officers in Northern Ireland

Current practice is for 50% of officers to be Catholic and 50% to be non-Catholic

18 to 52 years of age and in good physical and mental health

Very supportive of community policing philosophy




Testing: The Hurdle Process for New Personnel

Criminal records checks, background investigations, driving record checks, personal interviews, psychological evaluations, written aptitude tests, physical agility tests, personality inventory, drug tests, and medical exams are commonly used




Written Examinations

Four types of written tests1. Cognitive tests2. Personality tests3. Interest inventories4. Biographical data inventories




Written Examinations General intelligence tests Psychological screening tests

Stability and suitability Tests of suitability are the MMPI and the

California Personality Inventory (CPI) It has been found that 2 to 5 percent of

applicant pool may be eliminated due to severe emotional or mental problems




Physical Agility Test Select job-related physical agility tests Police must perform three basic

functions1. Getting to the problem2. Resolving the problem3. Removing the problem

Using job-related tests do not discriminate on basis of gender, race, height, age, or physical condition




Personal Interview Used by 98% of all police agencies Assess aspects of the candidate

that cannot be measured on other tests

Can be used to allow the candidate how they would respond given certain scenarios




Character Investigation Nearly all departments use background

checks or character investigations Will be one of the most time-consuming

and costly elements of the process Checking references Will find any skeletons buried in the

applicant’s background




Polygraph Examination 25 percent of the nation’s agencies

use the polygraph




Medical Examination and Drug Screening

Policing is no place for the physically unfit

Unfit personnel are thought to have lower energy levels, to give less attention to duty, and to take more sick days

More and more often, police agencies are requiring drug testing




Assessment Center May include interviews; psychological

tests, in-basket exercises, management tasks, group discussions, role-playing, fact-finding exercises, oral presentation exercises, and written communication exercises

Individual and group role-playing provides a hands-on atmosphere




Assessment Center During each exercise, several

assessors or rates analyze the performance

Give some type of score Investing the money now can help

the agency make the best hiring decisions and save problems for years to come




Academy Training Types of academies In-house police academies State and regional academies Preservice model

Civilians attend police academies at their own expense, hoping to be hired after graduating




Curriculum Weighted toward technical

aspects of police work Three types of academies1. Stress academy

Emphasize physical, mental, and emotional activities that transform the recruit into a disciplined officer




Curriculum

2. Technical training model Teaches useful operational skills and

the use of equipment

3. College system Occurs in college setting and

stresses professionalism Focus on discussion and problem

analysis




New Demeanor and Uniform

Recruits adopt new identity and system of discipline

Learn how to approach situations Beginning of the officer’s working

personality Image is everything




Suspicion: The “Sixth Sense”

Suspicion is important to the street officer

Be able to physically sense when something is wrong or out of the ordinary

Cannot approach every situation with the holster unsnapped

Cannot be prejudicial in their actions or speech




Computer-Based Training (CBT)

Becoming increasingly popular and very effective

Simulates real-life situations Virtual reality

May be used in pursuit driving, firearms training, critical-incident management, and crime-scene processing




Postacademy Field Training

Field training officer (FTO) program

Protective arm of a veteran officer Four identifiable phases of FTO

1. Introductory phase2. Training phases3. Evaluation phase4. Final phase




Police Training Officer (PTO) Program

Takes traditional FTO to a higher level

Covers two primary topics1. Substantive topics

The most common policing activities

2. Core competencies The required common skills which

officers engage in and are required in the daily performance of duties




Police Training Officer (PTO) Program

New officers must pass 15 core competencies, specific skills, knowledge, and abilities that are essential for good policing

Learning matrix demonstrates interrelationship between daily policing activities and core competencies




New Technology ADORE (Automated Daily

Observation Report and Evaluation) Allows FTO to take computerized

notes Reduces paperwork

Pursuit simulation




Working Personality: Having the “Right Stuff”

One study found the average officer to be more intelligent, assertive, dependable, straightforward, and conscientious than civilians

Studies have also found conservatism and high degree of cynicism

These traits also found in society at large




Working Personality: Having the “Right Stuff”

Broderick’s view of working personality

1. Enforcers2. Idealists3. Realists4. Optimists




What Traits Make a Good Cop?

Enthusiasm Good communication skills Good judgment Sense of humor Creativity Self-motivation Knowing the job and the system




What Traits Make a Good Cop?

Ego Courage Discretion Tenacity Thirst for knowledge




Roles, Functions, and Styles of Policing

Who defines the police role?1. Private citizens2. Legislative bodies3. Courts4. Executives5. Police officers themselves





Four basic policing functions1. Enforcing the laws2. Performing services3. Preventing crime4. Protecting the innocent





James Q. Wilson maintained there are three distinctive policing styles1. Watchman style2. Legalistic style3. Service style

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Chapter Four

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