Officer Selection Process

There are twelve qualities that Dennis Nowicki believed that are authoritative for entry-level police officers: “Enthusiasm, Good communication skills, Good judgement, Sense of humor, Creativity, Self-motivation, Knowing the job and the system, Ego, Courage, Discretion, Tenacity, and Thirst for knowledge” (Peak, 2012, pp. 137-138). First, enthusiasm is mostly about having faith “in what one is doing and going about even routine duties with a certain vigor that is almost contagious” (Peak, 2012, pp. 137). Second, having good communication skills is “having a highly developed speaking and listening skill that helps interacting equally well with a wealthy person or someone lower on the socioeconomic ladder” (Peak, 2012, pp. 137). Third, good judgement

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.

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

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.

As a natural born resident of the City of Long Branch, I personally have gone to admire and appreciate the level of professionalism in our police officers in which govern our community. I have ultimately come to understand this high standard of professionalism and leadership has been properly groomed over generations. Thus, in my closing year at Saint Peter’s University in a concentration of criminal justice, I have taken significant interest in applying directly to Long Branch Police Department.

No matter ones view on the police it is safe to say they are not only extremely hated and stereotyped but they also have one of the most dangerous professions. It is my goal to be the defense for the police and to bring to light the dangers that they deal with on a daily basis while promising to protect and serve our communities, how threats police face influence the split second decisions they make in day to day situations, and how critiquing criminal justice management on police departments requirements may help set an even standard of what is expected of police officers across all county, city, and state police. I believe that this will help weed out a big majority of the corrupt officers that make the majority of them seem untrustworthy to the society

In 21st century America, a black or Asian police officer could be appointed the commissioner of a metropolitan police department or the Sheriff of a county Sheriff’s Office, in effect to diversify the police agency. However, this recruitment, retention and promotion has now moved backwards because service was made to reflect the community being policed and build confidence and trust in the officers of the law. However, it was done knowing it is unlawful and in effect, discriminating against white candidates, hence attracting opposition from the Federation of the Police and the media who would claim that this would mean lowering the standards set for such appointments (Miller & Orthmann, 2011).

Perceptions of what constitutes a qualified police officer have been crafted as a result of numerous television shows and movies. They are often portrayed as heroic, invincible, and possessors of brute strength. While some of these physical attributes are in fact expected and required of police officers, they are not the only ones and at times,

Police hiring agencies have certain higher (postsecondary education) requirements that are essential for potential candidates that want to work there. There are some fundamental differences when it comes to arrest and search and seizures when they are conducted with and without warrants. Packard’s crime-control model and the due process model differ in the matter of police ethics. Police supervisors may be held criminally liable for their officers’ misconduct during Police hiring agencies have certain higher (postsecondary education) requirements that are essential for potential candidates that want to work there in addition to completing a training program.

This paper will compare and contrast the thoughts of two police officers from different police departments. In fact one officer has been actively working in the state of Nevada while the second has been inactive for several years now. Both officers are male, one African-American and the other Caucasian. Both officers feel very strongly about the importance of police work and were not very shy at giving their opinions. The interviews were not conducted in person but each officer was sent a number of questions via e-mail and asked to answer them to the best of their knowledge and return their answers via e-mail no later than Saturday, November 22, 2008. The questions and

When it comes to race within law enforcement, male police officers still question whether women can handle the dangerous situations and physical confrontations that officers may be confronted with, while it is shown that most police women have easily met the expectations of their superiors. Indeed, studies have found that, in general, male and female officers perform in similar ways. In addition, research has found that most citizens have positive things to say about the work of police women (Worden,

The United States is a culturally diverse nation; therefore, police officers are expected to interact with citizens in a professional manner which includes but is not limited to the following: (1) understanding various backgrounds; (2) cultures; (3) religions; (4) and ethnicities. Misunderstanding an ethnic culture occurs when officers are not

To be selected for a police officer position, and applicant will have to overcome many obstacles (Doerner, 2012). A sworn police officer position can be very competitive with many agencies attracting 50-60 applicants for each available job (Doerner, 2012). Knowing this, I believe makes an argument against the critics that argue a rigorous selection process needlessly produces a smaller eligibility pool. The rigorous selection process has stood the test of time with the Denver Police Department’s hiring guidelines used almost 70 years ago is very much the same for many agencies today (Doerner, 2012).

The psychologists recommend for police departments to periodically evaluate the officer 's using methods other than routine psychological tests. They recommend better training and increasing behavioral monitoring on all officers. Current screening methods to evaluate police candidates are limited almost exclusively to psychological tests and preemployment clinical interviews. New screening technologies could enable psychologists to examine such areas as a candidate 's decision making and problem-solving abilities and the ability to interact with others. These things are important for resolving problems without using excessive force.

The role of police women has come a long way since they were finally acknowledged into the field of law enforcement. Nevertheless law enforcement still struggles to hire and retain female officers for a number of reasons. There have been many guidelines put in place, but female officer’s still face discrimination that discourage them away or hinder their promotion opportunities. Police departments are under major pressure from the public to hire more female officers. The literature review shows a female officers’ struggle in gaining success in a male dominated career. Law enforcement has been considered as a man’s job and now that women have proven they are capable of the job, police men are not as accepting. Research shows that police men’s views on women in the police force are resilient to the fact that women are able to perform all tasks of the job. This paper will discuss what obstacles women have faced in the police role and also provide recommendations to help hire and retain these female officers.