NCJ Number
59209
Date Published
1979
Length
8 pages
Annotation
FACTORS INFLUENCING POLICE SELECTION INCLUDING SEVERAL OCCUPATIONAL ROLES, MAJOR TOPICAL ISSUES, GENERAL CLIMATE OF CHANGE, AND FUTURE DIRECTION IN SELECTION ARE EXPLORED.
Abstract
PERSONNEL SELECTION PROCEDURES HAVE RECENTLY COME UNDER GREATER SCRUTINY IN THE LAW ENFORCEMENT PROFESSION; THIS IS TRUE BECAUSE THE UNIFORMED POLICE OFFICER IS THE MOST VISIBLE, PREVALENT REPRESENTATIVE OF THE NATION'S CRIMINAL JUSTICE SYSTEM. THEREFORE, IT IS IMPORTANT TO CONSIDER THE MAJOR FACTORS INVOLVED WITH SELECTION PROCEDURES TODAY. THE GENERAL CLIMATE OF CHANGE IS STRUCTURED BY PREVAILING LEGISLATION, SUCH AS THE 1964 CIVIL RIGHTS ACT, RECENT JUDICIAL DECISIONS, ADMINISTRATIVE ACTIONS INVOLVING EQUAL EMPLOYMENT GREATER INFLUENCE FROM PROFESSIONAL PSYCHOLOGY, AND GROWING DEMAND FOR PROFESSIONALISM IN POLICE WORK. THERE ARE SEVERAL OCCUPATIONAL ROLES THAT CAN AND DO HAVE A CRITICAL INFLUENCE ON THE DIRECTION, CONTENT, AND CONDUCT OF THE SELECTION PROCESS, INCLUDING: (1) CLINICAL, PSYCHOMETRIC, AND INDUSTRIAL PSYCHOLOGISTS; (2) EDUCATORS; AND (3) AGENCY ADMINISTRATORS. WITH REGARD TO MAJOR ISSUES, CURRENT PROBLEMS IN THE POLICE SELECTION AREA INCLUDE THE FOLLOWING: (1) CURRENT EMPLOYMENT PRACTICES IN POLICE AGENCIES HAVE NOT CHANGED SIGNIFICANTLY FOR MANY YEARS, DESPITE RECOGNITION OF THE NEED FOR SUCH CHANGE; (2) EFFECTIVE CONTEMPORARY PERSONNEL PROCEDURES ARE NOT IMPLEMENTED; (3) MORE EFFECTIVE TESTING VALIDATION METHODOLOGIES SHOULD BE DEVELOPED; (4) THE HANDLING OF RACIAL DIFFERENCES AND SEX DIFFERENCES IN EMPLOYMENT PRACTICES REMAINS A WIDESPREAD AND CONTROVERSIAL PROBLEM; AND (5) MEASUREMENT OF POLICE OFFICER PERFORMANCE IN AN EFFORT TO ESTABLISH EMPIRICAL STANDARDS MUST BE DEVELOPED. DESPITE THE EXISTENCE OF NUMEROUS PROBLEMS, THERE ARE ALSO POSITIVE SIGNS REGARDING THE FUTURE OF EFFICIENT POLICE SELECTION. FOR EXAMPLE, THE INCREASING NUMBER OF PSYCHOLOGISTS WHO ARE PERMANENT MEMBERS OF POLICE DEPARTMENTS SHOULD HAVE A BENEFICIAL EFFECT UPON INITIATION AND MANAGEMENT OF POLICE SELECTION PROGRAMS. IN ADDITION, GOOD TECHNICAL ALTERNATIVES FOR SELECTION ARE BECOMING AVAILABLE, SUCH AS TESTING PROJECTS RECENTLY COMPLETED BY THE EDUCATIONAL TESTING SERVICE AND THE INTERNATIONAL ASSOCIATION OF CHIEFS OF POLICE. SELECTION PROGRAMS IN THE FUTURE WILL INVOLVE MORE ADMINISTRATIVE ATTENTION, INCREASED COMPLEXITY, AND INCREASED ATTENTION TO THE ISSUE OF EFFECTIVE IDENTIFICATION, UTILIZATION, AND RETENTION OF SUPERVISORS, MANAGERS, AND EXECUTIVES WITHIN THE POLICE AGENCY. REFERENCES ARE PROVIDED. (LWM)