Running head: POLICE TRAINING 1

THE IMPORTANCE OF POLICE TRAINING AND IT’S AFFECT ON COMMUNITIES

Michael Daniels

Anna Maria College

Capstone MPA 610

Professor Peter Cusolito

April 25, 2015

POLICE TRAINING 2

ABSTRACT

In any organization it is important to understand the value of training and education. This

statement is especially true for police organizations. Unlike the private sector, training and

education is directly correlated with public perception and the well-being of the community. In

fact, very few professions have the exposure and far reaching impact that police organizations

do. The goal of this assignment is to understand how Police training impact’s the community and

public perception.

Keywords: Police, Training, Bias, Funding, Budget

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My approach to addressing this topic was inspired by the recent deaths of Michael Brown

and Eric Garner at the hands of police officers. Since the deaths of these two unarmed black

males, civil rights groups have come forward to condemn police for use of excessive force.

Experts believe Officers in both cases acted appropriately and found them innocent of any

wrongdoing. During my research there were few articles that went beyond race. This is further

exacerbated by the fact media and public perception has made it difficult to look beyond issues

of race and cultural differences. Unless communities break free from believing that race is the

only issue, the division between the community and their protectors will widen.

While Police Officers deal with people from all walks of life, they deal with individuals

who are far more likely to have regular bouts with the police than the average citizen. For

example, Police are frequently called to scenes involving individuals who are mentally ill.

Officers who don’t recognize the possibility of mental illness may miss the opportunity to

resolve issues peacefully and to redirect care to medical professionals. Poorly trained and

uneducated Police Officers place an unnecessary burden on the Criminal Justice system and

destroys community trust which makes policing difficult.

Funding and Crime

When looking at police training it’s important to look at how police training is funded.

Funds for training in the private sector are accessible to those that seek it. In the private sector it

is understood that educated and well trained personnel translates into efficiency and efficiency

creates revenue. Conversely, public sector organizations including those in law enforcement do

not generate revenue. As a result training and education are considered secondary to performing

basic police function and is considered more of a luxury than a tool to help the community. This

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mentality is reflected in the amount of funds allocated for police training. In most communities

funding for law enforcement represents a small portion of funds allocated through taxes for states

and municipalities yet the technical expertise and demands we have of our police continue to

grow.

Massachusetts is a prime example of how some states have failed to secure funding for

Law Enforcement. According to Massbudget.org, the Commonwealth of Massachusetts cut state

funding for the Municipal Police Training Committee by 58% from $3,755,364 in FY08 to

$1,576,331 FY09. The Municipal Police Training Committee is responsible for providing in-

service training to all Police Officers within the Commonwealth. Due to massive cuts to the

training budget, the MPTC, at one time, was only able to provide basic recruit training.

Specialized courses, in-service training, legal updates, CPR and first aid were no longer being

provided and left each municipality to absorb the costs for training.

In 2008, the Commonwealth released a commission report indicating the State of

Massachusetts consistently underfunds training for Police Officers. “A 2008 state-by-state

comparison of police funding indicates that Massachusetts pays substantially less in state funds

than other states to train its municipal police officers. In 2008, Massachusetts had a budget of

$2,911,398 to train 15,568 police officers; this translates to $187 spent on training for each

officer.” (Timilty & Costello, 2010).

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State Total Budget # Officers Per Officer $

Massachusetts $2,911,398 15,568 $187

Arizona $7,700,000 14,500 $531

South Carolina $10,541,358 14,000 $752

Kentucky $17,800,000 15,000 $1,186

Vermont $2,700,000 1,770 $1,525

New Hampshire $3,929,211 4,211 $933

Connecticut $3,156,533 6,250 $505

Table 1. Massachusetts Police Training vs. Other States (Timilty & Costello, 2010)

In Table 1 the state of Kentucky had roughly the same amount of Officers yet they spent

significantly more on training at $1,186 per officer. Kentucky’s crime rate is significantly lower

in the categories of violent crime and property crime per 100,000 people. The FBI’s Uniform

Crime Report Database shows that in 2008 violent crime in Massachusetts was 463.8 while

Kentucky was 297.2.

From a population standpoint both Arizona and Massachusetts are comparable. As of

2014, Arizona has a population of approximately 6,731,000 while Massachusetts has slightly

more people with a count of 6,745,000. Massachusetts has approximately 1000 more Police

officers than Arizona and is saturated with police presence within a 10,555 square mile area.

Arizona’s Officers are responsible for covering 113,998 square miles. When you compare the

crime in both states and take into account urban sprawl you realize Massachusetts violent crime

for 2012 per capita was 405.5 vs. Arizona’s index of 428.9. When considering the geographic

location, size and population of these two states Massachusetts’ crime rate should be

significantly less.

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Importance of the Selection Process

Stephen M. Ziman, Professor of Criminal Justice at Aurora University states that in order

for Police Officers to police affectively they must strive for self-improvement by educating

themselves and forming community partnerships. “Law enforcement agencies need to evolve and

progress. They have a responsibility to their officers and the citizens they serve. Departments

need to instill reciprocal empathy, compassion, and partnership between police and the

community. Law enforcement agencies dedicated to this relationship find the time and energy to

improve. Now is the time for officers to change and progress both personally and professionally.

This is what it means to mature and develop a sense of self. Law enforcement officers and

agencies always can improve.” (Ziman, 2012).

Policing is an ever changing field that evolves with society, as such, it is important that

police organizations recognize that continuing education and training programs are crucial to

meeting the needs of the community. As crimes become more complex, the officers charged with

enforcing our laws must be open to new and constantly evolving policing philosophies. In 1994

Sgt. James Krieble of the Redmond Police Department in Washington wrote an article stressing

the importance of hiring interviews, field training curriculum, and officer evaluations to identify

officers that can embrace community oriented philosophies.

During the interview process Krieble suggests that “What would you do...” questions do

not properly measure a candidate’s performance potential. Krieble indicates it’s better to ask

questions like “Describe a problem that existed within your department or community that

prompted you to develop solutions and take steps necessary to implement those solutions.

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Describe the net result of your efforts.” The reasoning behind this approach is that “anything said

during the hiring interview can be validated in a subsequent background check.” (Krieble, 1994).

After the hiring process the candidate must complete a 12 week training program before

assignment to a district. The officer’s supervisors continue to evaluate officer progress by

evaluating his ability to analyze and resolve problems along with the ability to communicate

effectively with the community. This community based approach is an example of how selecting

an Officer who can embrace problem solving can be utilized in a community that has negative

opinions of their police.

Community Perceptions and Expectations

The ability to deprive an individual of his freedom is unique to those within this

profession. The authority Police Officers have is backed by a system of courts and processes

unlike any other in the world. Because of this, society carries a deep rooted resentment for those

who carry and exercise this authority without careful consideration. While most professions

require training, the correlation between police training and how it effects the community is an

important topic and must be considered a high priority when local and state governments review

their budgets.

Perceptions of police organizations, particularly in urban areas receive scathing reviews

when compared to their counterparts in white suburbia. Police Departments in predominantly

black areas are under constant media scrutiny while Officers in white suburban areas enjoy a less

stressful environment. “Research indicates that the dynamics of a civil disorder may not be as

complex as many believe. Police in mainstream America often deal with situations that lead to

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miscommunication and, inadvertently, tragic consequences if the police are not trained to

recognize and understand citizen reactions based on differing cultural norms.” (Coderoni, 2002)

Due to the aforementioned situations, police need to understand changes in the community.

Careers in Law Enforcement are unique because barriers to entry in the field are difficult and

public expectations are unfair. Police applicants undergo a myriad of exams to determine

physical fitness, intelligence, and mental stability. Initial public perception of police

organizations vary region to region but those perceptions are based on how well Police

organizations tackle the problems within the areas they Police. Effective policing, like anything

else requires hiring Officers who are open-minded to training, education, and innovation.

Although law enforcement interacts with a small portion of the population, those

interactions can cast a positive or negative light on the profession within seconds. While training

and education isn’t worn on the outside of an Officer’s uniform it affects the way they think, feel

and how they perform their duties. Officers typically find themselves in situations where they

don’t know the people they are trying to help. For example, in some instances Officers deal with

people who are mentally ill and may need to be handled differently. While we expect the Police

to handle every scenario effectively this task can be difficult without proper training. Failure to

recognize mental illness and provide proper resources could escalate a situation and cause

unnecessary sanctions through courts.

Conversely, well trained Officers are prepared to act and are in tune with the needs of the

community. Educated and trained officers are more likely to recognize situations that require

patience and an alternative approach and are far more likely to resolve situations effectively.

Education and training provide officers with alternative means to exercise their authority. The

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way police utilize their authority and power is directly linked to public perception of law

enforcement and the bonds they form with their communities.

A study conducted by Professor Anthony Braga of Rutgers University found that Officers

who exercised their authority differently formed better relations with the community. Braga

identified four areas that were important to citizens when developing trust between the police

and the community. “First, citizens need to have meaningful participation in interactions.

Importantly, citizens must have the ability to explain situations and communicate with the police.

Second, citizens need to feel that the police officers were neutral in their assessments of

situations by using objective indicators to make decisions rather than personal views. Third,

citizens must feel that they were treated with respect and dignity by the police during

interactions. Fourth, police officers need to inspire trust in the citizenry. If people believe

authorities care about their well-being and are considerate of their needs and concerns, they view

procedures as fairer. Police can encourage the public to view them as trustworthy by explaining

their decisions and accounting for their conduct.” (Braga & Winship, 2014)

Training and Education Makes a Difference

“A firm educational foundation not only enhances officers' general knowledge, but it also

helps strengthen the problem-solving skills that have become integral to contemporary policing.”

(Varricchio, 1998). Continuing education for police officers helps to keep Officers up to date

with current trends and lends credibility to the organization’s commitment to excellence and

professionalism. “Basic recruit, in-service, and other specialized training officers receive cannot

compete with a college degree from an accredited institution. Prospective employers outside law

enforcement generally view police training as instruction in job-related concepts, whereas they

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view higher education as focusing on a deeper understanding and discussion of concepts from a

more historical, theoretical, and philosophical level. Interviewers perceive the educated job

candidate as one who can converse on a variety of topics beyond the often-narrow confines of an

occupation.” (Varricchio, 1998).

The effect of training and education on police officers is especially important because it

helps officers to override natural inclinations, biases, or reservations they encounter while in the

performance of their duty. Police Officers, like the people they serve, are human beings filled

with emotion and biases that are learned from environments beyond their control. The

expectation that Police Officers should be able to hold these biases in check without affect is

unrealistic. This expectation and lack of understanding creates a disconnect between the

community and police, especially in locations where police training is lacking.

To overcome these natural inclinations training is important. Training goes hand in hand

with formal education and how they affect policing. The importance of education and training

were highlighted in two studies I reviewed. The first study was conducted by Dr. Jason Rydberg

and Dr. William Terrill. Rydberg and Terrill found a significant correlation between an Officer’s

formal education and the decision to use force vs. their less educated counterpart. Rydberg and

Terrill found that “56% of the encounters involving officers with some college or a 4-year degree

resorted to force, whereas nearly 68% of encounters involving officers with no college

experience used force.” (Rydberg & Terrill, 2010). Other parts of the study indicate that

educated Officers make more arrests than their uneducated counterparts.

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Table 2. Rydberg & Terrill Education vs Use of Force

The data observed in both instances suggests Police Officers who are educated are

inclined to pursue more training opportunities making them better equipped to handle situations

and therefore more effective in fighting crime. In my analysis of the Rydberg & Terrill study I

found Officers who are better educated make more arrests and use less force. When you take

both results into consideration it would stand to reason that from the onset, Officers who are

educated and well trained are less likely to make mistakes and more likely to engage the needs of

the community.

The second part of my analysis looks at how education and training affects public

relations and focuses on the perceived prejudices that law enforcement has against minorities.

While the Commonwealth of Massachusetts appears to be deficient in providing their officers

with training, when you look at policing at a national level, questions regarding the lack of racial

sensitivity training have begun to surface; especially for those working in areas predominantly

56%

68%

0%

10%

20%

30%

40%

50%

60%

70%

80%

College No College

Education vs. Use of Force

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occupied by minorities. Anyone who pays attention to current events will see media outlets are a

hotbed of negativity for police organizations

When accusations of police tactics and training come under question by the media, there

is an undertone of racism that’s highlighted along with it. Police Officers come in all ages,

shapes, sizes, attitudes and motivations. While most would agree they should be held to a higher

standard, is it really possible to expect more from our public servants than we do of ourselves, is

this expectation fair? Does police training and education influence or reduce biases police have?

Recent events involving police shootings and violence against young black Americans

have created a frenzy. While some civil rights groups and politicians are quick to place the blame

on the Officers the following questions still remain. Have we done enough to train and educate

our police? Is what we’re doing enough? One study paints an interesting picture regarding police

bias and training. Bernd Wittenbrink and Joshua Correll both Professors of Psychology at the

University of Chicago along with professors Bernadette Park, Charles Judd & Melody Sadler

from the University of Colorado and Tracie Keesee from the University of Denver conducted a

study examining racial bias and a Police Officers decision to shoot. (Correll, et al., 2007)

The study involved 124 Police Officers from Denver Police Department approximately

84% of the participants were white male officers who worked patrol. A second sample of 113

Police Officers from all over the country attending a seminar in Las Vegas participated. Finally,

127 civilians were selected. This sample was more diverse in the fact that it included a mixture

of males and females with different ethnic backgrounds including whites, hispanics, and blacks.

The subjects were selected at various RMV locations in Denver.

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After selecting the test subjects, the researchers attempted to find how Police Officer bias

was affected by the community they worked in, and if so were the biases similar to that of the

community. The researchers used a video game device that showed photos of potentially armed

suspects. The suspects in the simulation were either black or white set against urban and rural

simulated environments. Each suspect randomly presented one object in their hand. The objects

were either a cell phone, a large wallet, a can, or one of four types of handguns. The subjects

participating in the study had to quickly assess the situation as either a shoot or don’t shoot

scenario after just seconds of viewing. Once the situation had been assessed, the test subjects

were told to press the appropriate shoot or don’t shoot button. I found this study to be extremely

relevant to the public’s perception of law enforcement given the current accusations of racial

bias.

The results of Correll’s study showed that people in the community had tremendous bias

against blacks in their decision to shoot or don’t shoot. Community members decided to shoot

armed black subjects much quicker than white subjects, and occasionally shooting unarmed

black subjects regardless of the environmental backdrop. Conversely, Police Officers from

Denver and on the national level were far quicker across the board in their decision to shoot or

don’t shoot. Police Officers were quicker in deciding to shoot blacks than whites but they did not

err in their judgement to shoot an unarmed vs. armed subject. In summary, Police Officers were

quicker to react accurately to an unarmed vs. armed subject regardless of race or environment.

Correll’s study demonstrates that community members had the same biases as police but police

officers were quicker to react accurately even after taking into account environmental queues.

When taking both studies into account, it is clear training and education is important to

the function of a police officer. In order for a medical student to become a surgeon, his success

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depends largely on his knowledge of a specific area in which he chooses to focus. His ability to

diagnose a problem is as important as his experience in performing the same surgery day in and

day out. In most situations a surgeon’s bedside manner is less important than his skill at

performing surgery. On the flipside, police officers are required to diagnose potentially deadly

situations within seconds while being subjected to accusations of excessive force and racism

further exacerbated by the media.

To bridge the gap between police and community, training needs to be focused on

forming community partnerships. Community partnerships will allow police organizations to

tailor their policing methods relative to community feedback. Dr. Helen Buss Mitchell Ph.D.

from Howard Community College in Maryland highlighted an interesting approach to

community partnerships and training in a 1994 article. The commanding officers from Howard

County Police Department recorded calls for service and presented them as scenarios to citizens

within the community. Their intent was to expose the community members to scenarios an

officer was likely to experience during a shift. After the citizens reviewed the scenarios they had

to comment on how they thought officers handled the situation. The officers called upon

community members of different ethnicities, occupations, ages, and genders to sit on a review

panel. The second group involved in the panel consisted strictly of police officers. The officers

were allowed to critique the same recorded scenarios the citizens observed.

This unique opportunity revealed telling information with regard to how police and the

expectations from the community are disconnected. “What the department found refreshing was

the empathy expressed by the citizen panel. One officer said the panel was more understanding

and more forgiving toward the conduct of the officers than either the training staff or the Chief.

On the other hand, there were incidents in which members of the citizen panel criticized or read

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more into an officer’s action than most in-service participants were willing to grant.” (Mitchell,

1992). Howard County Police Department used this non-traditional training opportunity to help

them understand the expectations of the community.

Possible Solutions

While it’s unfortunate that misinterpreted events draw attention to the police profession,

steps need to be taken to address the shortfall in funds for training. The Commonwealth of

Massachusetts has already taken action to help increase funding by adding a $5.00 surcharge to

traffic citations to help subsidize the Municipal Police Training Committee budget.

At the local level, police organizations need to understand the needs of their community.

By understanding the needs of the community the department can plan and budget accordingly to

address those needs. Currently most police organizations utilize incremental based budgeting

solutions to save time when submitting funding requests. A responsible approach is to utilize

zero based budgeting. Zero based budgeting allows departments to critically evaluate whether

previously funded items are needed. Essentially, zero based budgeting forces organizations to

start from a $0 balance and justify every expenditure according to priority. If the expenditure for

a particular item isn’t needed then that money is set aside for priority items. For example, a

department with a motorcycle unit in a rural area may decide not to fund the unit in favor of drug

training to address a recent drug problem in the community.

In the private sector, individuals starting their own business are expected to develop a

business plan before seeking funding from a bank. They must justify each expenditure and set

benchmarks for different points in time in order for the business to be considered worthy of

funding. Due to the fact police organizations receive funding from the public, they must take a

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more inclusive approach when seeking additional funds. This may include a strategic planning

process that brings stakeholders in from the community to champion the cause for funding.

Strategic planning involves developing a mission statement centered on the goals the

organization is trying to accomplish. Engaging stakeholder groups accomplishes two tasks; first

it allows the community to help shape the type of police organization it wants, and second, it

gives the organization the opportunity to be seen in a positive light.

Strategic planning would involve holding a public forum to exchange ideas with

stakeholder groups. The results of the exchange would allow committees within the group to

explore alternative methods for funding. Private organizations could be tapped as a resource if

the goals of the private entity coincide with the police mission. For example, banks and

insurance companies offer reduced specialized training to police interested in detecting fraud and

money laundering activities. Other funding avenues could be realized through networks

established by stakeholders.

In addition to involving stakeholder groups, police organizations could pool resources

and use regional law enforcement councils to provide training. Currently, Massachusetts uses

law enforcement councils to provide communities with resources that would otherwise be

unavailable due to lack of manpower and funding. These councils could also be utilized to

incorporate training.

CONCLUSION

The role of the police officer has evolved over time. As our communities continue to face

new challenges, our police forces must be prepared to meet those challenges. Gone are the days

when police recruitment consisted of giving a war veteran a gun, badge and police car to patrol

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our streets. As crime continues to evolve, we must be vigilant in recruiting police officers that

are well trained and well educated. Training and education allows officers to solve problems

creatively and engage the community without reservation. Police training must not be limited to

recruit academies; but instead considered as an important and necessary part of evolving and

innovating along with the community. Training and education has substantial effects on the

police and their relationships with the community. At a time when the police are scrutinized

more than ever we must be eager to provide them with the tools and support needed to do their

jobs effectively.

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REFERENCES

Correll, J., Wittenbrink, B., Keesee, T., Sadler, M. S., Judd, C. M., & Park, B. (2007). Across

The Thin Blue Line: Police Officers and Racial Bias in the Decision to Shoot. Journal of

Personality and Social Psychology, 92. doi:10.1037/0022-3514.92.6.1006

Krieble, J. H. (1994). Selection, Training, and Evaluation Ensure Success. The Police Chief, 26-

29.

Mitchell, H. B. (1992). Police/Community Relations: A Non-Traditional Training Approach.

Police Chief, 58-61.

Timilty, J. E., & Costello, M. A. (2010). Special Commission on Massachusetts Police Training.

Commonwealth of Massachusetts. Retrieved from

http://muckrock.s3.amazonaws.com/foia_documents/Statewide_Police_Training_Report_

-_Final.pdf

Varricchio, D. (1998). Continuing education: expanding opportunities for officers. The FBI Law

Enforcement Bulletin, 10.

Ziman, S. M. (2012). Redefining Police Power. The FBI law Enforcement Bulletin, 8.