Police Officer Screening

Bibliography Brainmetrix.com. “Intelligence definition.” Brain Metrix. 2007. Web. 14 Jan. 2016. Breyer, Melissa, and 25 p. Which of the 8 kinds of intelligence do you have? MNN - Mother Nature Network, 13 Jan. 2016. Web. 13 Jan. 2016. Gariépy, Jean-François. What is intelligence ? 31 Dec. 2012. Web. 14 Jan. 2016. “Human intelligence | psychology.” Encyclopædia Britannica. N.p.: Encyclopædia Britannica, 7 May 2015. Web. 14 Jan. 2016. Inc, Merriam-Webster. Merriam-Webster’s School Dictionary. Springfield, MA: Merriam Webster,U.S., 9 Apr. 2015. Print. Kaufman, Scott Barry. What do IQ tests test? Interview with psychologist W. Joel Schneider. Scientific American Blog Network, n.d. Web. 20 Jan. 2016. Mann, Denise. “Does IQ test really measure intelligence?” WebMD. WebMD, n.d. Web. 20 Jan. 2016. McLennan community college university. “What is intelligence.ppt.” Mccu.org. n.d. Web. 14 Jan. 2016. Miller, Max, et al. What is intelligence? Big Think, 2 Sept. 2010. Web. 13 Jan. 2016. Muehlhauser, Luke. “What is intelligence? - machine intelligence research institute.” Analysis. Machine Intelligence Research Institute, 19 June 2013. Web. 14 Jan. 2016. “The Difference Between Intelligence and Common Sense.” Quora. 20 Jan. 2015. Web. 20 Jan. 2016. “The Three types of intelligence you need for success.” Psychology Today, 7 Oct. 2013. Web. 20 Jan. 2016. Citations, Quotes & Annotations Brainmetrix.com. “Intelligence definition.” Brain Metrix. 2007. Web. 14 Jan. 2016. (Brainmetrix.com) "While

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 standard for recognition in the United States is the Commission on Accreditation for Law Enforcement Agencies (CALEA) that was established in 1979. Psychological testing is in place, however; standards are not set by CALEA, and each agency conducts their own testing (French & Wailes, 2008). According to "Psychological Testing And The Selection Of Police Officer" (2008), “In 1973, the National Advisory Commission on Criminal Justice Standards and Goals recommended that every police agency follow a formal selection process that includes a written test of mental ability or aptitude, an oral interview, a psychological examination, and a background investigation.” It was believed that introducing greater screening and standardization to the selection process would result in a more qualified police force. International Association of Chiefs of Police (IACP) developed several guidelines for pre-employment psychological evaluations. These recommendations address such issues as validation of testing instruments, compliance with legislation, such as the Americans with Disabilities Act (ADA), using qualified psychologists familiar with the relevant research, and content of the written reports (Cochrane, Tett & Vandercreek, 2008). Compliance with such acts as the ADA indicates the implementation of diversity in the testing process. A few of the most common comprehensive

Although, racial profiling has been practiced for many years, it is now becoming more popular and a serious problem for today’s society and law enforcement. Depending on the treatment of the organization and its management staff to all of its employees will dictate a positive or negative working environment. In the past, most studies viewed the problem of misconduct as one of the individual problem officers, the so-called bad apples on the force (National Institute of Justice, 2016). The police officers training is very important and must be effective and efficient because police officers rely heavily on their training for judgment and decision-making that has to be swift and smart. Despite training to avoid discrimination, officers may still rely on cultural stereotypes and act on their perceptions of a person's characteristics (such as age, race or gender) (National Institute of Justice, 2013).

Wonderlic has been helping employers in both business and education with employee selection since its founder, E. F. Wonderlic, in the 1930s began distributing the world's first short-form cognitive ability test, the Wonderlic Personnel Test (WPT) from his home. As an interesting aside, in the company's history timeline from 1970-1980, ___Tom Landry__________________ of the _Dallas Cowboys________________________ began using the WPT to forecast player performance. The test is still used today by the NFL in their annual Combine, as a pre-draft

The City of Lakewood is receiving complaints from individuals that have endured their fire fighter recruitment assessment; a rigorous training procedure. Complaints indicate that the federally approved and city adopted method of training fire fighters is “unfairly” administered and potentially bias in its development. Complaints are gender in nature and includes the scrutiny of firefighter safety, individual physical strength requirements, and essential cognitive functioning’s. Although the City of Lakewood’s firefighter testing requirements are stringent, it is vital to the safety of individuals and communities in all jurisdictions.

Law enforcement scholars have long debated the impact higher education has on police officer performance. Many police scholars have analyzed police officer performance through productivity; job satisfactory ratings, turn-over rates, commendations or disciplinary department sanctions received, and compare such performance measures to officers’ education level.

If the police services recruit minorities solely for diversification and appearance, the quality of the police services will diminish. Including minorities at all ranks in police services is simply a method known as 'window dressing' that is meant to give the public an outward appearance of tackling the issue of racism without actually achieving much progress. As it was found by a police officer to Cashmore (2002), “it’s just better for appearances” (Cashmore, 2002, 329). Police officers themselves believe that the hiring of minority officers are only being done to better their image rather than help minorities from police prejudice and biases. Police services hiring minorities as a tool to help strengthen relationships between police officers

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,

I asked him what he looks for in an applicant. I also asked him what separates similar candidates from each other. Chiefs Brain answers where kind of surprising due to the fact that I really didn’t know that’s what they look for in college students. He said “We look for kids that have about a 3.0 GPA or higher. Also kids that have takin some kind of internship even if it wasn’t through the police department, because it shows that they are dedicated to work. The number of internships is what also sets them apart from one another.” Finally I asked the most important question of does he enjoy his job as members of the police department. Chief Brian responded with “Son if I could go back 20 years, I would do it all the same because this job makes me do what I love to do which is have a purpose, and that is to help

The bottommost approach is this: institutions can be able to discriminate even though they don’t mean to do so. Contemplate the stature requirements meant for police officers. Earlier than the 1970s, police forces in the United States normally required

The requirements to become a police officer used to keep many women from entering law enforcement because of height, weight, and strength requirements. Many of these requirements were modified in the 1980s. The National Center for Women and Policing (NCWP) conducted a study, however, that suggested a significant number of women are still being eliminated due to the physical agility testing. Women account for only a small percentage of law enforcement officers and the increase in their numbers is slow (Shusta, Levine, Wong, Olson, & Harris, 2011).

It seems that there is strong evidence to link to the fact that most people that apply for the police force are born to join the police, having a very certain personality type, which suits them to police work. However the counter argument is that does the police service mould its personnel to the ideal personality make up?  Work by Austin et al (1987) which studied individuals who had left the police service showed that their personality traits remained relatively stable, supporting the nature or dispositional view.  However, some characteristics such as

A lack of qualified applicants is the primary difficulty faced by agencies trying to hire officers. Over half of small agencies and approximately two-thirds of large agencies reported that a lack of qualified applicants caused some or much difficulty in finding officers. Overall, a quarter of the agencies reported that this factor caused much difficulty (Koper, 2001). Changing generational preferences may be one contributing factor to this problem. Younger workers may not only be more likely to change careers once entering policing, but they might be less likely to enter policing at all (Wilson, 2010). Furthermore, increasing levels of illicit drug use, of obesity, and of debt have

Wesley Yang is a 23 year old, Asian American, single, heterosexual, male applying to be a NYPD officer. He currently resides with his mother and older brother in Queens, New York. Wesley only finished his associate’s degree because his mom suffers from depression and cannot work to support the family so he has been providing for both of them for the past 5 years. Wesley has completed the non-medical testing and his application is forwards to you, a NYPD psychologist, for review because one of his police trainers felt he was oddly related. You meet with the applicant and feel he is not oddly related; rather he has an introverted personality style.