SOC35:Officer Selection Processes Ch5
SOC35:Officer Selection Processes Ch5 SOC 354
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This 6 page Class Notes was uploaded by Alexandra Long on Sunday March 27, 2016. The Class Notes belongs to SOC 354 at Colorado State University taught by Bradley Hurst in Spring 2016. Since its upload, it has received 10 views. For similar materials see Law Enforcement and Society in Sociology at Colorado State University.
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Date Created: 03/27/16
OFFICER SELECTION PROCESSES Chapter 5 THE HIRING PROCESS ▯ ▯ ▯ prepared by Human Resources department. Nearly all applicationcement, processes are exclusively on-line now. ▯ ▯ ▯ ▯ ▯ ▯ Minimum qualifications vary by agency, but examples may include: Age, citizenship, good enough health & fitness to perform job functions, perhaps state certification.mum education level, “clean” criminal record, ▯ ▯ ▯ ▯ ▯ May also list additional qualifications that are not required-but preferred, experience, etc. experience, more education than minimum, military ▯ ▯ ▯ Few, if any, agencies use specific height/weight requirements because they may be discriminatory. However they may say your weight must be ▯roportional to your height. ▯ ▯ ▯1 Recruitment Most agencies at the very least advertise available positions. Recruitment specific types of applicants, etc. Recruitment efforts vary greatly.o target ▯ ▯ ▯ ▯ ▯ ▯ ▯ Written Exam General skills: basic vocab, retention of detail, math. They are usually NOT components. May vary a lot from agency to agency. Usually purchased from testing services who have gone through the time and expense of assuring they meet the three legal standards: Is it valid/job related? In other words, is it related specifically to the position? ▯ geography, etc? In other words, are the results consistent across time, ▯ Is it non-discriminatory? In other words, does it have a disparate impact on protected classes? ▯ ▯ ▯ ▯ ▯ ▯ ▯ ▯ ▯ ▯2 ▯ ▯ ▯ ▯ PhysicalAgility For example, if a disproportionate percentage of women fail compared tolity. men, the exam may fail the non-discrimination test. ▯ Oral Boards employees of that agency. Others add employees from HR, people fromnt outside policing, etc. ▯ Some agencies also use role-play scenarios, varying from quite elaborate scenarios with outside actors, to simple, brief scenarios with the regular ▯ssessors playing roles. Some agencies use brief screening interviews designed to eliminate those few who appear to be unable to think & talk, or people who have no idea why they’re there, or are there for all the wrong reasons. ▯ ▯OMMUNICATION SKILLS are very important Oral Boards ▯ ▯ ▯ ▯ Answer the questions, give reasons for your answers, and relate your life/job you’ve always wanted to be a cop, took classes, etc.eed lots more than to say ▯ ▯ ▯ ▯ ▯ ▯ ▯3 ▯ ▯ ▯ Polygraph & Similar Tools (CVSA)AKATRUTH VERIFICATION Polygraph does not meet proof beyond a reasonable doubt USEFUL: employment checks, criminal investigations Reliability: LAB 65% & FIELD 98% **What you have done is not nearly as important as whether or not you will tell the truth about it **Our need for people of integrity comes ahead of candidates right to privacy These tools may be used in conjunction with “integrity interviews. ▯ ▯ In terms of crime, looking at recency and frequency. Decision-making, honesty and ▯ntegrity are the issues. They forgive a lot of stuff, but not dishonesty. They are NOT looking for perfect people. They’re looking for perfectly honest people! ▯ Courts have ruled that the community’s need for people of good character in positions of trust supersedes an applicant’s right to privacy. You don’t have a Constitutional right to be a police officer. Agencies also have to protect against losing lawsuits for negative hiring/retention. ▯ about the candidate’s background, and often convinces candidates to openon up, and that they must be honest. ▯ Upcoming polygraph will often be mentioned to candidates during the interview process, giving the candidate a chance to discuss anything they’re concerned about, and giving the agency a chance to check for consistency of response later. ▯ ▯ ▯ ▯ Background Investigation Comprehensive, takes 2 months. ▯4 ▯ Because of the time and expense involved, many agencies reserve this step for just the very few finalists they’re considering. ▯ These investigations fill in lots of details related to accuracy/honesty of applicant in previous statements, work history, criminal history, ability to get ▯long with others, disciplinary problems, etc. They also frequently reveal lots of very positive aspects about applicants. ▯ ▯ ▯ CONDITIONALJOB OFFER Medical Exams Health (vs. fitness) exams: “physical,” treadmill, drug screen. Sometimes reveal conditions that legitimately disqualify a candidate. Also checking validity of health claims made on applications and during interviews. ▯ Psychological Exams Primarily useful for screening out applicants with serious mental problems, such screening.tect the agency from lawsuit vulnerability if they don’t do ▯ Usually conducted by outside psychological/psychiatric professionals using instruments verified to meet the 3-pronged test mentioned above. ▯ ▯ ▯ In a “typical” FCPD hiring, 1-5% of each pool is offered a job. ▯ Hiring process takes 5-7 months. ▯ DIFFERENCES BYAGENCY While most policing agencies include most of the above components in their hiring/promotional processes, there can be dramatic differences in how these components are structured from one place to another. ▯5 ▯ ▯ ▯ ▯ ▯ ▯ ▯ ▯ ▯ ▯ECOMMENDATIONS ▯ ▯ ▯ ▯ ▯ Personality Traits: Personable “Clean” record Responsive to direction OPEN MINDED Patient Communication Quick/Good Judgement Respectkinned Fit Sound Mentally Teamwork (Military) Customer Servicenfidence (engage) Conflict Resolution Understand Job ▯6