Analysis Of The Article 'Camp Cupcake'

This paper will show four different police departments that are currently hiring or recruiting for police officers. There will be a summary on the research found on the process used to recruit police officers. It will also show their current hiring trends and what hiring practices they have that are successful or not successful. The paper will also go over the different methods departments use to train their new officers and their values.

Recently, it has been brought up that there is still institutional racism within the Police force, this, as well as many other reasons such as negative stereotyping, informal bias and assumptions from ethnic minority groups themselves are reasons why people from minority groups are less inclined to join. The Police have introduced a number of ways to try and create a more diverse workforce. Some of these methods include, improving the data collected on the age,

Female police officers have been saddled with a stigma ever since they were allowed to join the force with male officers. Female police officers performance and ability to do their job and perform well is often questioned because they are women. Female officers are not given the same respect as male officers because of their gender; however, they bring different skills and assets to the profession that male officers do not. Female officers are less likely to use force or become aggressive because they have better communication skills and empathize. However, female officers will resort to using aggressive behaviors or force when necessary. Superior officers and male patrol officers feel that women are only on the force because it is a matter of social integration and an HR requirement. They feel that this is a man’s profession, and women have no business trying to be a part of it.

Employment opportunities for the female police officer are large. Women will be recruited for many jobs in the field to expand the pool of potential sworn officer. It should be a goal off policing to recruit females so they can be recognized on the streets, making it more of a position that women not in the field of police work an option as a career choice. Allen (1973) States, about women police officers, “any question of the value of their contribution to the solution of police problems has long ago been relegated to the limbo of things proved and taken completely for granted.” (p.213) The status of women police officers has grown since the beginning of women in the law enforcement field. As many might think that it is an overwhelmingly large amount, it is still generally a small amount. “Women were 37% of the labor force in 1979, 45% by 1992 Women hold less than 5% of all senior management jobs across the US. Women's representation in

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

“Somebody didn’t sleep through ethics training” (Ayer and Fuqua, 2001). This statement made by an officer in the movie Training Day, best exemplifies a major theme of the movie. Training Day should be shown to rookie officers as an example of how a police subculture can allow officers to abuse power. The movie is an over exaggeration, but provides depth and detail into certain situations officers may find themselves in. This paper will look at the specific concepts of a police subculture that officers may encounter.

Among police, there are stark differences between male and female officers. Cara E. Rabe-Hemp researched these sex differences by conducting a series of interviews with policewomen. These interviews reveal how policewomen cope with the seemingly impossible task to find a balance between feminine values that they were raised to uphold and masculine values that their male-dominated field demands. According to the individual perspective, employees’ performance is more shaped by their unique personal experiences as opposed to standardized formal training (Britt 185). Since neither police officers’ formal training nor their subculture reduce or eliminate the differences between policemen and policewomen, sex differences have a much more significant

An examination of the patrol officer’s jobs and duties took place. The gathering of information and interviewing a seasoned patrol offer assisted in this examination. The city in which the patrol officer works is also studied. Research of the city of Hueytown’s population and history helped to understand the demographics and crime within the city. While Hueytown’s violent crimes are low, thefts and burglaries rank the highest. Communities, including the city of Hueytown, place patrol officers on the streets in order to protect and serve. Officer Louis Phillips, Jr. gave an interview that takes an in depth look at his journey as a patrol officer.

Certification of Authorship: I certify that I am the author of this paper and that any assistance I received in its preparation is fully acknowledged and disclosed in the paper. I have also cited any sources from which I used data, ideas, words, either quoted directly or paraphrased. I also certify that this paper was prepared by me especially for this course.

The profession of policing derives its effectiveness from its ability to attract and employ quality individuals who will strive to better their community. Therefore proper recruitment and selection of officers is incredibly important to a police organization. Some major needs to Missouri’s recruitment process will be addressed in the following paragraphs.

The female officer that took me on the ride along was very friendly so I had the chance to ask multiple questions. Her experience level was small as she had only been a police officer for six months. She received her bachelor’s degree in Criminal Justice from Colorado State University. The

The Indianapolis Police Department was the first department to appoint female officers to regular patrol duty in 1968. High escalation of women assigned to patrols was the result of the Equal Employment Opportunity Act between 1968 and 1974 and court orders dictating the number of policewomen to be hired. Many of the policewomen assigned to patrol duties did not receive any calls from radio dispatchers; thus, they were often given administrative tasks. The Washington D.C. Police Department was the first department in the country to give female officers the same patrol accountabilities as their male officers. The admission requirements for male and female officers differed only in weight for women. Patrols’ evaluation revealed that policewomen work was equally effective as policemen. The evaluation’s results had an enormous impact on the hiring police women in the United States. Although there has been some noticeable improvement

The requirement of a college degree or a specific amount of college classes now-a-days may not limit the amount of women compared to the 60’s and 70’s. During this time it men only had to have a high school diploma, some departments tried to rationalize this by saying there is a limited number of opening for female officers. Some cities’ written exams for women emphasize social work and problems even though they may be assigned to jobs outside a juvenile area. Others may not even consider a female score unless it is higher than that of a male candidate or if they are looking to fill a female position. Many departments have lower weight and height requirements for women, compared to their male counterparts, because women generally have a smaller build.

        For the purpose of this class, you asked us to read the book Armed and Dangerous: Memoirs of a Chicago Policewoman by Gina Gallo.  I’ll be honest and admit that at first the book didn’t sound all too appealing, but it turned out to be an interesting and enjoyable read.  Many of the chapters were highly interesting, taking an inside look at the duties of a Chicago police officer. Chapters dealt with illegal drugs, shady characters, brutal crimes, and other situations that police are part of every day. Gallo’s recollection of events is far more dramatic that that of other officers, but that is probably why the book was so enjoyable.  Throughout the book the author takes readers on a roller coaster ride of

In this essay I will be writing about subjects about law enforcement. The first is the history and development of law enforcement, the hiring of, training of, and career paths of law enforcement officers, and last the various styles and primary operational strategies of today’s law enforcement agencies.