American Police Recruitment

The objective of this thesis is to provide comprehensive information to all stakeholders who have an interest in enhancing minority recruitment and selection. The goal of this thesis is to address law enforcement professionals about the importance of diversifying police agencies; more importantly, is to address the underrepresentation of Asian-American police officers and the challenges of recruiting potential candidates from Asian communities. Through community policing, mediation, trust building, collaboration with stakeholders, and cultural diversity training, law enforcement agencies will achieve its recruiting and diversity goals. Targeting Asian cultural events, partnering up with higher learning institutions, and sending mass emails regarding job opportunities to criminal justice majors could produce students’ interests and desires to pursue a career in law enforcement (Castaneda & Ridgeway, 2010). Recruitment issues and needs will be examined; moreover, the importance of evaluating implemented strategies must be followed up in order to monitor community changes or problems that may arise (Tangel, 2015).

In recent years, recruitment and retention of police officers has been a pain point for many departments across the nation. Odd and inflexible hours, uncompetitive pay, para-militaristic organizational structures, and a negative public perception have all worked to diminish the pool of applicants interested in careers in law enforcement. Add to the mix the sexist “brotherhood” police culture, emphasis on masculinity and aggression, and the nearly non-existent opportunities for advancement for women, and over half of the eligible workforce has been discouraged from even considering a career in law enforcement. In 2013, women comprised just over 57% of the labor force, but accounted for only 13% of sworn police officers (USDOL, 2013; Crooke, 2013). Not only are women sorely underrepresented in the field of law enforcement, but those who are employed experience discrimination at the hands of their supervisors and coworkers, and as a result, the attrition rate for women is often much higher than that of their male counterparts. Departments should pledge dedication to recruiting and retaining more female officers, as research indicates that not only do females perform just as well as males in patrol positions, but they also have a unique set of advantages to offer agencies when employed in law enforcement. In order to improve the recruitment and retention of females into policing roles, departments must determine the biggest deterrents for women who are considering the pursuit

I spent my third and fourth session of my practicum with Constable Dwayne Harrison and Constable Paul Davis. Both members of the Lethbridge Regional Police Service (LRPS) are in the patrol unit; responding to calls and investigating. Patrol work is broad, responding to calls that mostly consist of theft, mischief, and domestic. It defines the police as a public service and making the public happy to have someone to solve their problems.

Law Enforcement officers have one of the most critical jobs in the United States. Their lives are always on the line and they are of high regards. This means they cannot fail! The results of their jobs do not only depend on their actions but also on the people. What this means is the community has a huge role when it comes to solving crime. Though many people may not believe it, they are the key to a successful crime prevention community. The people of the United States don’t really understand both the positive and negative effects that community policing actually brings. Some may say it is very dangerous based on their experiences. Others may say it’s the best way to do away with crime. Today the two will be compared and put to test by true officers serving our country. The facts will be stated and questions will be answered. Let’s take a look at what community policing is really all about!

Many businesses require their upper-level leadership to have a degree. The police departments are now starting to change to that style of education hiring. The hiring process can be very complicated because the police department wants to ensure that they are hiring the right person that fits their department. Choosing the right applicant for the job is an important decision because of the cost of the equipment, uniforms, training, and probation period because this is an investment in the departments future (Dempsey, & Forst, 2016). Because the police departments are requiring their officers to have an associate’s or bachelor’s degree for an entry-level position will make the department more completive, but the department should still consider

Each year citizens die in encounters with law enforcement officers. It is reported that “Americans are eight times more likely to be killed by a police officer than by a terrorist” (Rucke, 2013). Although there is no official data base tracking these occurrences it is estimated that between 500 and a 1,000 people are killed by police officers each year. To put this in greater perspective this number equals approximately 5,000 since the 9/11 terror attack which is roughly the same number as U.S. soldiers who have been killed in the line of duty in Iraq (Rucke, 2013). This statistic is justifiably concerning. The cause of police related killings are multifold and cannot be attributed to only one factor. Many deaths may be unavoidable and perhaps, dependent on the situation, necessary. I contend, however, that many of these deaths may very well be preventable.

An important part of the United States workforce is made up of police officers. The number of police officers employed has grown drastically over the past few years. However, although the number of police officers employed has increased, public scrutiny has as well. The police employment practices have affected the publics’ perception of the police because of the factors involved as well as the desire to seek employment in law enforcement. The paper below will describe some of the factors involved with race and ethnicity when seeking police careers.

2.) The personalities that are most likely to be attracted to police work are people who have awareness, suspiciousness, commitment, Bravery, and assertive. People who have awareness are able to take in a situation bad or good can look at a problem and solve it and be aware his/her surroundings. The second personality is suspiciousness. People who tend to be suspicious are usually people who feel as if something is about to happen and are more likely to act on gut feelings or hunches which sometimes are right. Suspicion can creep into an officer's private life and into his or her associations with others such as neighbors and strangers who are not in the same line of work. In this vein, suspicion is more than good police work or part of the

Diversity recruitment is vital to any organization, especially that of a law enforcement agency. Many police departments across Missouri are struggling to maintain a workforce that is equally as diverse at the community it serves. According to The Police Chief magazine, one of the most effective recruitment techniques to achieve a diverse police force is to generate a positive perception of police within the community. (Pearsall & Kohlhepp, 2016)

The article Attracting females and racial/ethnic minorities to law enforcement is about local law enforcement agencies and their efforts to engage women and ethnic/minorities into participating in law enforcement agencies applicant processes and also concerns the hiring patterns of law enforcement agencies and the abilities of these agencies to fill sworn positions with females and minority officers. The arrival of the 20th century brought with it a change in the policing environment from the spoils system of earlier days to a more inclusive environment for female and minority presence within officer ranks. Some of the problems that law enforcement agencies of the more recent times will have with attracting females and minorities into law enforcement agency careers comes from outside of the agencies, but the most important determining problems can come from within those agencies themselves such as fear of the race and gender discrimination from the likes of employers and co-workers that makes females and minorities reluctant to join law enforcement agencies. The more highly televised incidents of the police brutality such as the Rodney King beating, Abner Louima torturing, and other abuse of force incidents make it very important

Differences and Similarities in Police Training and Policy in the United States and other Countries

This particular essay will be about police brutality, and how it affects the black community more than any other. My position on this is that it occurs more than the news report them first thing I would like to say is that a lot of the times when this happens cops are never held accountable they are rather charged so the community will believe that they will actually get justice. The problem I have with this is that if effects more the African American community than any other, because some communities that African Americans reside in are sometimes bad and drug effected with this problem, it gives the police to the notion that they can actually get away with murder because there excuse sometimes will be that they are trying to get the drugs off the community.

This could be obtained by creating sections of police websites that are specifically designed to give women information on what it's like to be a woman on the force. It could answer questions regarding tips that would be prominent in helping women successfully assimilate into the work place. It could answer questions regarding the application progress, tips for passing the physical agility test and other important topics that are relevant to the female experience. To market towards officers of color, I would strive to create recruiting videos and posters showing the community aspect of policing. This would show officers participating in community events, playing sports with children and problem solving within the community. As some officers of diverse backgrounds have reported, the opportunity to become an officer can be the ticket to getting them out of poverty. The community ties and benefits to a line of police work can be very attractive to them for these

Growing up is exciting and very scary. Being young is fun while it last but eventually everyone has to grow and go in to the working field. Law enforcement has been a big topic whether it be bad or good things said the law enforcement is always brought up. When I was young I took a fast interest in business. The moment I decided I wanted to be a cop was when I met my dad’s best friend that was a cop, and businessman. All any person wants in a career is to make a decent living and do something that they enjoy doing. I’ve always enjoyed helping people that needed help, the Kansas career pipeline let me take some surveys and showed me that I enjoy helping people more than I enjoy building myself something, which I believe that is true.

For as long as I can remember I have wanted to be a police officer. I’m sure, as a little boy, what first caught my attention were the flashing lights and sirens on the police cars. It could have also been then the facts that police officer were permitted to carry a gun and had the ability to run red lights. This is why as I grew up and played games like cops and robbers, I was always the police officer. During my teenage years, I later joined the police explorer program and really started to learn about police work. That’s when I