What should you learn in UNIT 3

About problems confronting today's police recruiters and the unique measures being tried to obtain a viable

applicant pool About the hiring process and types of tests and

examinations that are used to hire and train police officers

How the crime fighter image is the greatest obstacle in accepting a realistic view of the police role

How the patrol vehicle has evolved and is used today About the nature of patrol, including how the patrol function is affected by the officer's shift assignment

and the nature of the beat to which he or she is assigned.

Key Terms

• Field Training Officer (FTO) Police Training Officer (PTO) Policing functionsPolicing stylesRecruiting"Sixth sense" Kansas City Preventive Patrol ExperimentLaw Enforcement Officers Safety Act of 2004 (H. R. 218) Patrol function

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• I think the necessity of being ready increases. Look to it.

• —Abraham Lincoln

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• Learn how to be a policeman, because that cannot be improvised.

• —Pope John XXIII

Introduction

• William Westley in his 1950• study of the Gary, Indiana, Police Department,

where he found, among many other things,• a high degree of group cohesion, secrecy, and

violence.1 It is now widely accepted that the• police develop traditions, skills, and attitudes

that are unique to their occupation because• of their duties and responsibilities.

RECRUITING QUALIFIEDAPPLICANTS

• Wanted: Those Who Walk on Water.

• ?

August Vollmer stated:

• August Vollmer stated:• Law enforcement candidates should] have the

wisdom of Solomon, the courage of David, the patience of Job and leadership of Moses, the kindness of the Good Samaritan, the diplomacy of Lincoln, the tolerance of the Carpenter of Nazareth, and, finally, an intimate knowledge of every branch of the natural, biological and social sciences.

Hiring

• Also, people who are hired today will become the supervisors of the future. For all of these reasons, police agencies must attempt to attract the best individuals possible.

Officer’s come from

• Police applicants typically come from lower-middle-class or working-class backgrounds;

• 4 they generally have a high school education and a history of employment. They also tend; at the application stage, to be enthusiastic, idealistic, uninformed about the reality of police work, and very different from the stereotype of the police officer as authoritarian,suspicious, and insensitive.

6 Factors

• Researchers have found that both males and females listed the same six factors—desire to help people, job security, crime fighting, job excitement, prestige, and a lifetime interest—as strong positive influences in their career choices.

Psychology

• Police applicants, they learned, are somewhat more psychologically

• healthy, are generally less depressed and anxious, and are more assertive and interested in making and maintaining social contacts.

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• Some researchers have found that the typical police applicant is very similar to the average college student.

According to psychologistLawrence Wrightsman

• It is important that police applicants be incorruptible and have high moral character. They should be well adjusted, able to carry out the hazardous and stressful tasks of policing without “cracking up,” and thick-skinned enough to operate without defensiveness. They should have a genuine interest in people and a compassionate

• sense of the innate dignity of others. Applicants should also be free of emotional reactions, they should not be impulsive or overly aggressive, and they should be able to exercise restraint. This is especially important given their active role in crime detection.

Thinking

• Common Sense + Street Smarts = Logical skills.

• What do you think this means.

Recruiting Problems and Successes

• Can you name some?

Hurdle Process

• used to weed out undesirable candidates.

• Tables 4-1 and 4-2 show the kinds of tests and background checks that are used in

• selecting new officer recruits.

EXAMINATIONS USED TO SELECT NEW OFFICER RECRUITS Table 4-1

• Personal Interview

• Medical Exam

• Drug Test

• Psychological Evaluation

• Physical Agility Test

• Written Aptitude Test

Cont

• Personality Inventory

• Polygraph Exam

• Voice Stress Analyzer

• Second- Language Ability Test

TABLE 4-2 BACKGROUND CHECKS USED TO SELECT NEW OFFICER RECRUITS

• Criminal Record Check.

• Background Investigation

• Driving Record Check

• Credit History Check

• Volunteer Service Check

• Never get frustrated, Always go for your goal. Do not allow anyone to tell you that you cannot be a Law Enforcement 0fficer.

• Integrity is the key.