Part III People in the Police Organization

Part IIIPeople in the Police Organization Chapter 10Police Human Resources Management

Learning Objectives • List the components of the police human resource system. • Understand the components of the civil service system and how they affect officers. • Be familiar with the various components in the police selection process. • Distinguish between academy training, field training, and in-service training. • Understand how police performance is evaluated. • Discuss the police promotion process. • Explain the components of a police assessment center and how it operates.

Human Resource Management The process of acquiring, training, appraising, and compensating employees Attending to their labor relations, health and safety, and fairness concerns Ensures employees are capable of performing in accordance with today’s expectations Develops programs to prepare employees for tomorrow’s changes

The Human Resources System • Internal operation • Function is housed inside the police agency • Operations are carried out by police officials • External operation • Activities are handled by a civil service commission or a government human resources department

Civil Service • A system whereby employees are hired, retained, advanced, disciplined, and discharged on the basis of merit • The Pendleton Civil Service Act of 1883 was the first permanent legislation enacting civil service. • Human resource managers are concerned with: • Civil rights • Discrimination against the disabled • Sexual harassment against employees

Civil Rights • Title VII of the 1964 Civil Rights Act establishes the basis of fair employment practices. • Applies to all public and private employers with 15+ employees • Applies to educational institutions and governments • Applies to unions with 15+ members • The Civil Rights Act of 1991 requires that employers must show that an employment practice is: • Job-related for the position • Consistent with business necessity

Discrimination against the Disabled • In 1990, Congress passed the Americans with Disabilities Act(ADA). • Prohibits discrimination against applicants with disabilities who can perform essential job functions • The ADA protects several classes of people who had been routinely excluded from law enforcement: • People infected with HIV • Rehabilitated drug addicts

Sexual Harassment in Policing • Unwelcome sexual advances, requests for sexual favors, and other physical or verbal conduct of a sexual nature • Constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly • Affects an individual’s employment • Unreasonably interferes with an individual’s work performance • Creates an intimidating, hostile, or offensive work environment • Types of sexual harassment: • Quid pro quo • Hostile work environment

The Job Analysis • Identifying the job • Determining its content • Tasks, duties, and responsibilities • Working conditions • Skills and characteristics required • Writing a job description and specifications or qualifications

Recruitment and Selection • Recruitment • The development of a pool of sufficiently qualified applicants from which to select officers • Selection • Identifying those in the applicant pool who will be chosen for police service

Recruitment of Police Candidates Determine the type of person needed by the department Identify minimum standards to guide recruitment efforts Ensure minorities and women are represented

Minimum Selection Standards Residency requirements Age requirements Education requirements Height and weight requirements Vision requirements

Selection of Police Officers • Personal interview • Written examinations • Physical ability testing • Background/polygraph examination • Medical examination • Psychological examination • Oral interview

The Model Selection Procedure Institute the phases that screen out the greatest number of candidates early in the procedure Place the most expensive procedures at the end of the process

Police Training • In-service or career development training • Constantly updates skills and knowledge base of veteran officers • Effort is made to keep officers current • Academy training • The initial training an officer receives • Orients new officers to the department • Indoctrinates new officers to the department’s goals and objectives • Provides new officers with the necessary skills and knowledge required for the job

Field Training Officer Program Designed to ensure recruits have the basic competencies to perform as police officers After basic training, recruits work under the supervision of a field training officer FTO trains them in actual street experiences

Performance Appraisal • Used in several areas affecting employees’ salary, status, and benefits • Includes: • Formalized feedback to employees • Training • Horizontal job changes • Compensation • Disciplinary actions

Promotions • Used to advance officers to higher ranks or leadership positions • Promotional components include: • Written examinations • Performance appraisals • Oral interview board • Seniority • Education and training points

Assessment Centers Multiple techniques must be used Multiple assessors must be used Outcomes must be based on pooling information from techniques and assessors Evaluations are made at a separate time from the observation of the measured behavior Simulation exercises must be used Dimensions or criteria measured are a result of a job analysis Techniques used are designed specifically for measuring the desired dimensions

Part III People in the Police Organization