NCJ Number
193792
Date Published
2001
Length
11 pages
Annotation
This paper discusses how police misconduct can be minimized through employment procedures that thoroughly examine the suitability of applicants to serve as police officers.
Abstract
The aim of selection procedures and practices should be to employ individuals who would serve as police officers without engaging in any misconduct for the full length of their careers. This would involve selecting persons who are ethical, moral, and intelligent and who bring no problematic issues to their policing job; they would not be overly aggressive and would be capable of being open-minded, including being aware of and managing any discriminatory tendencies in themselves. The police selection process typically includes written tests, a polygraph test, fingerprints taken and submitted to the FBI, records checks, a background investigation, psychological testing, drug screening, a physical/medical examination, a physical agility test, an assessment center, and an oral interview board. A candidate should successfully complete all components of the hiring standards before being offered a position. This paper details what should be included in each component of the selection procedure, including questions that should be answered about the candidate in a background investigation. Criteria for disqualifying an applicant for a position are listed. The author advises that although there will never be a fool-proof system for eliminating all types of misconduct by police officers, thorough and appropriately designed selection procedures can help to minimize police misconduct and reduce its severity. 12 references