Police Department Is Responsible For A Large Geographic Area

In order to prevent a little more discriminating hiring practices in the police department a legislation called “Title VII of the Civil Right Act of 1964 was passed, which prohibits governments, union, employment agencies and private employers with 15 or more employees from excluding individuals base on their color, race, religion or national origin”. (Burns 2013). There is been efforts to enhance diversity throughout policing as a strategy to improve police- community relations, but unfortunately, still minorities have a very low percent of participants in the police department. “In 2007 74% of full-time sworn officers in local departments were white, 11.9% were black, and 10.3% were Hispanic (Burns 2013).

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.

Police departments across the country and their actions of their employees have been scrutinized a lot lately in the media. Not only the way their employees behave but the way they recruit potential employees. Police officers take an oath to protect the communities that they serve in and uphold the constitution no matter what race, gender or ethnicity. With that being said, police officers should also be made up of people of different genders, races, and ethnicities.

"Relations between the police and minority groups are a continuing problem in many multiracial societies. Surveys consistently document racial differences in perceptions of the police, with minorities more likely than whites to harbor negative views." (Weitzer and Tuch, Race and Perceptions of Police Misconduct, 2004)

The negative beliefs and poor attitudes of white male officers regarding the entrance of female and minority officers into the American police force were are examples of societal values of the larger community. This however is not an excuse for a lack of fairness and

Jessie, I really enjoyed your post as I have been a police officer for 18 years and it directly relates to my job. Yes, police departments across the country must strive to make their departments more diverse, especially with the rising Hispanic population. One main hindrance to this goal is the fact that many cities are doing away with pension programs and starting hybrid or 401K retirement plans. At my agency, the Knoxville Police Department, we are having problems getting any race to apply because of the new hybrid system. I would recommend offering ride-a-long and cadet programs to attract more minorities to the field. As far as keeping arrest numbers equal to the makeup of the population, there is no way to make this happen

The purpose of this paper is to help reorganize the Junction City Police Department from the current traditional organization. Information used to do this paper is a case study titled Malfunction Junction in chapter 3 of Justice Administration. The department is in Junction City, a growing community of 150,000 residents. The city is an agriculturally based area in the center of the state. With a population of 10,000 to 20,000, visitors a day during the summer months come to Junction City. The downtown area is deteriorating over the past several years from this deterioration is increased crime and disorder. As a new police, chief the city manager and Council are seeking views on the strategy of implementation and operation of community

The movement from the former systems of policing to community policing system calls for major changes. These changes may be in terms of goals, aims, policies and activities of police units, as well as the general image portrayed by police force. Consequently, this movement bears an eminent amount of disagreements as well as resistance within the police force. The police officers and their managers are the major parties involved in the matter of resistance. The managers fear loss of power and authority to control their officers when they become community police, on the other hand the police officer do not welcome the new role of solving community problems (Rohe, Adams and Arcury, 2001). This is because they are used to the normal role of enforcing laws. The implementation process therefore demands training of police officers on their new roles.

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).

Thankfully generation Y police officers will have lived through the historical event of 9/11along with other national crisis, such as police brutality, police shootings and terrorist related events. These minorities within the workforce will understand the hard work and determination they put forth in order to achieve their goal of becoming a police officer, therefore they will not risk that by shooting and innocent man reaching for his wallet. The police officer of the future will be cool and collective, not easily hesitated by suspicious activity, but instead will handle the situation with ease. It is no easy job, especially getting through the selection process to become an officer, especially when you are a minority. But because both generation X and Y have become more understanding to minorities, it will gradually become less bias. Removing the factor of skin color or religion in the equation and focusing on what is important like individual honesty, character and

There have been more minorities in the law enforcement strategies since the 1960’s where civil rights legislation were enacted. However, there have been concerns especially when Republicans are in power that equal representation is ignored (Stokes, 1996). By 2007, 1 in 4 police officers was a racial or ethnic minority an improvement compared to 1987 where it was 1 in 6 (Reaves, 2010). Ensuring the representation of ethnic minorities in the criminal justice professions should not be ignored as this will reduce discrimination in the hiring and promotion of the minorities. However, care should be exercised not to lower standards just to allow minorities and preferential treatment of racial and ethnic minorities over white men. There is more confidence

Police agencies are multifarious organizations comprised of specialized departments, functions, and structures. Authority is a binding of hierarchical relation between citizens and administration. Over the past several years agencies have changed internally and externally. Consequently personnel must upgrade their knowledge, skills, and techniques. Bureaucratic organization is part of contemporary democracies that enrich our understanding of public administration. Adhering to the rules of the organization orders and respect are implemented among the agency.

Today, law enforcement agencies have many issues with diversity. With a rise in the shooting of black men at the hand of police officers, law enforcement agencies have been trying to increase the number of black officers employed with their agencies. Police administrators should ensure that the communities that they protect have representation on their local police force, and that all officers are mandated to attend and complete annual diversity training courses.

The relationship between private and public police could be maintained and improved if all those involved would work together as a team as opposed to working against each other. These organizations should take lessons from the states that contract with private police to work together in prevention of crime. The two need to have mutual respect for the job the other does.

The aim of the community police is to accompany the work related to communities closely, participate in the identification of local problems and the development of preventive strategies applicable to each specific situation. When these strategies are followed the community becomes an additional mechanism of control of services provided by the police. In addition to the conventional mechanisms of control, performed inside the police departments, in community policing also becomes important for the transparency of police work and the “openness” of the corporation to observers from outside (Jackson, Sparks, Davidson & Fleming, 2013).