...In the state of Massachusetts, becoming a police officer is a competitive hiring process. In 2009 there were 2,247 state police officers alone, which is significantly higher than other states. Mass Labor and Workforce development predicts that there will be 810 fewer police jobs in 2020 than there was in 2010. This will make becoming a police officer in Massachusetts a lot harder as the years pass ("How to Become a Police Officer in Massachusetts", 2013). The Massachusetts Municipal Police Training Committee (MPTC), an agency of the Executive Office of Public Safety and Security, is responsible for setting the state’s minimum police training standards. These standards require at least a high school diploma or GED; however local agencies can set higher standards that do require a college degree from an accredited University or military experience. Even though there are different hiring processes across the state, most police agencies around the state have established similar hiring and qualification standards. Becoming a police officer in Boston is almost the same as becoming a police officer in Springfield ("How to Become a Police Officer in Massachusetts", 2013). Recruitment for the Boston Police requires that the department actively participate in recruitment for any qualified persons to fill sworn positions. There has to be an official job announcement that includes a description of the duties and responsibilities of the position; required skills; minimum education requirements;...
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...The Rising Issue of Generation Y and Police Training By Problem Solving Practicum OL430 Anthony Nixon February 27, 2008 CONTENTS References iii Research Focus The Real Issues 1 What is Generation X? 2 Generation Y 4 The Problem 6 Recruitment, Selection, and Retention 8 Conclusions 12 References Lomi Kriel. (2006, June 26). Cities face troubles in hiring cops. San Antonio Express News, p. 1. Andy Headworth. (2007, December 07). Ten differences between Generation X and Generation Y Employees [Msg 1]. Message posted to Sirona Says To infinite recruitment and beyond electronic mailing list, archived at http://blog.sironaconsulting.com/sironasays/2007/12/our-futurex-ver.html Wikipedia. (2007). Generation X. In Wikipedia (1st ed., Vol. 1, p. 1). Unknown, World Wide Web: Wikipedia. Retrieved March 10, 2008, from Wikipedia the Free Encyclopedia Web site: http://en.wikipedia.org/wiki/Generation_X Research Focus The Real Issues There is a rising problem in the police field regarding hiring and retaining quality officers. At the front of this problem is the Y generation and the opposing generational values between them and generation X. This also lends itself to training issues and the difference in learning styles between the two generations. This paper will delve in to merging the two current styles of training and the problems that might come up during the process. This investigation will deal with agencies across the country as well...
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...Police Officer Selection Process CJA/214 Police Officer Selection Process Local law enforcement officers hold the most important responsibility of working the “front lines” of crimes in communities all over the country. Some departments have the advantage because they deal with a smaller population, but there are cities with millions of people. Considering the vast sizes of population in different cities, it’s important to acknowledge that the task of a police officer should be designated to the best candidates. Furthermore, the training and education provided should be optimal so that officers are well equipped to secure public safety. Law enforcement agencies are structured based on their geographic locations; and can potentially be divided into districts if the terrain is large enough. Uniformed law enforcement officials usually patrol inside a designated area. Having officers constantly patrol the same areas allows them to familiarize themselves with the location. The familiarity allows police officers to quickly notice any irregularities among the community. Larger jurisdictions call for police officers to patrol the area in pairs. The reality is that officer constantly face criminals as they pursue or arrest them, enforce traffic laws, and resolving other problems throughout the community. The New York Police Department and the Los Angeles Police Department are the most popular departments in the country but they have significant...
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...Becoming a Police Officer Keisha Elliott CJA/214 May/114/2012 Jeremy Leach Elliott Becoming a Police Officer The act of communicating is a universal practice shared and used by all human beings. It is so universal that it holds true to many different definitions of its meaning. The act could be defined as the expelling of thoughts into words to transmit information to another person. Communication exists between two or more individuals to share information, ideas, thoughts or feelings. Within the criminal justice system communication is a very important process because of the sensitivity of the lives it may affect. .Communication is Every department may have a different set of requirements before an applicant can be selected to become a police officer. Most departments’ standard requirements require an officer: be at least 21 years old, have a driver’s license, have no prior felony convictions, is a United States Citizen, and have a high school diploma. Departmental rules may differ as some agency requires more than high school diplomas but at least an associate’s degree in criminal justice. After these preliminary recruitment methods are met the applicants will continue into the selection process. Selection of candidates involves a lengthy process for the department and the candidate. Police departments select candidates based on a series of phases the candidate must complete successfully. This involves passing a written examination, an interview, a physical...
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...Across the United States there are many challenges among law enforcement agencies when it comes to hiring the most qualified candidates and also those candidates that come from racial/ethnic minorities and female applicants. Having diversity within a law enforcement agency is critical. Bringing cultural understandings and native language skills to the force, minorities’ play a key role for success when the officers are called to help those groups of individuals. “In short, the police may be seen more legitimate and may be better able to partner with community organizations in fighting crime if they more closely resemble and identify with the communities they serve” (Raganella and White, 2004; Scivner, 2006). Due to the higher standards that most of the law enforcement agencies require, there are many individuals that would make outstanding police officers, but do not meet many of the requirements such as a college education. However, there are many other circumstances that can attribute to the lower number of minorities and women in law enforcement. One of the biggest issues with recruitment of racial/ethnic minorities and women basically boils down to “an insufficient number of these groups simply not applying for the job” (Scivner, 2006). According to Ravens 2010, “lack of awareness suggests a deficiency in outreach actions and events; that is, there is not enough recruitment in areas where demographics suggest that qualified female and racial/ethnic minority candidates...
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...Recruitment and Selection of a Police Officer For starters you should get all the information on the different policing agencies that you would like to join. You have to be of legal age at least 21 years of age. You have to have a high school diploma, G.E.D. or degrees from a college or institution, because most agencies now have educational programs before you can even join. You have to be a citizen of the United States or be a permanent resident alien who has the requirements of a U.S. Citizen and Immigration Services. You have to be healthy, have good vision and have a thorough background check to make sure you have no criminal records, theft, falsifying, or misrepresenting information. Policemen and policewomen are very unique and brave, it really take someone who is willing to protect the community and have love for the in it to even consider of becoming an officer. Today they need more officers and there are more programs and advertising to show that they need more recruits. The communities are getting bigger and there are not enough officers to cover some of the areas. The job of a police officer can be very stressful. They have to interact with the people of the community which can put them in stressful situations. They have to b able to make hard decisions on the spot. The responsibility of protecting the community, maintaining order and watching for criminal activity is all in a days work for police officers. Being a convicted felon can stop your dreams of becoming...
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...Recent events that have occurred over the past few years have begun to put great strain on the law enforcement of our nation to effectively fulfill their duties and responsibilities on a daily basis. Many of these issues are rooted in what many consider to be a lack of diversity within the police force and the population that support and defend, but there are many challenges that do not fall on the shoulders of our agencies to overcome. Many feel that when the term diversity is used it only applies to race and gender but other factors are now becoming more prevalent in terms of diversity; religion, sexual orientation, gender identity and language are now just as important. I will exam what I feel are three of the major challenges that are affecting our nation. In October 2016 the Justice Department and the U.S. Equal...
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...Officer Selection Juan Torres Course: CJA/214 February 4, 2012 Instructor: Jess Gutierrez Officer Selection Law enforcement recruitment; it is the law enforcement agencies responsibilities to select the best candidates for their personnel. Although, there are different levels of law enforcement; including local, state and federal, there requirements and process are similar. Every candidate has to go through a process including; personal interview, criminal record check, background investigation, driving record check, medical exam, psychological evaluation, drug test, written aptitude test, physical agility test, polygraph exam and voice stress analyzer ("Requirements to Become a Police Officer", 2003-2012). Law enforcement agencies not only hire officers, their goal is also to retire them as well. By doing so, they depend on career development programs. As for a local police; there are four steps in to becoming a police officer. It sounds like four simple steps and one becomes a police officer, in the contrary four steps go along way. The first step is meeting basic prerequisites; according to "Requirements To Become A Police Officer" (2003-2012), “all police departments require their police officers to have at least a high school diploma or equivalent education” (Step 1: Meet Basic Prerequisites). Age limit is another requirement; almost all local police agencies require a candidate to be at least 21 years old, also be a U.S. citizen and have a valid driver’s license...
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...essay In this essay, I will discuss the functional role of the criminal justice administration in the police department. I will also describe what I consider being the major issues and satisfactions of that particular role. Finally, I will discuss if this course helped prepare me? If not, what might improve the course? To understand and comprehend what a criminal justice administrator job functions are we must first define these two words Criminal Justice, Administrator of Criminal Justice and Police Administrator. Criminal Justice – Is the system of law enforcement, involving police, lawyers, courts, and corrections, used for all stages of a criminal proceeding and punishment (Dictionary.Reference 2016). Administrator of Criminal Justice – Is defined as the performance of activities such as detection, apprehension, detention, pretrial release, post-trial release, prosecution, adjudication, correctional supervision or rehabilitation of accused person or criminal offenders or the collection, storage and dissemination of criminal history record information (Us. Legal 2016). Police Administrator – Is defined as the process, art, and science of the management, supervision and ethical leadership of a police agency (Us. Legal 2016). In today's world of policing the role of criminal justice, police administrator is a very complex and challenging job in today society. A police administrator has many different functions when it comes to his/her job description. The old tradition...
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...essay In this essay, I will discuss the functional role of the criminal justice administration in the police department. I will also describe what I consider being the major issues and satisfactions of that particular role. Finally, I will discuss if this course helped prepare me? If not, what might improve the course? To understand and comprehend what a criminal justice administrator job functions are we must first define these two words Criminal Justice, Administrator of Criminal Justice and Police Administrator. Criminal Justice – Is the system of law enforcement, involving police, lawyers, courts, and corrections, used for all stages of a criminal proceeding and punishment (Dictionary.Reference 2016). Administrator of Criminal Justice – Is defined as the performance of activities such as detection, apprehension, detention, pretrial release, post-trial release, prosecution, adjudication, correctional supervision or rehabilitation of accused person or criminal offenders or the collection, storage and dissemination of criminal history record information (Us. Legal 2016). Police Administrator – Is defined as the process, art, and science of the management, supervision and ethical leadership of a police agency (Us. Legal 2016). In today's world of policing the role of criminal justice, police administrator is a very complex and challenging job in today society. A police administrator has many different functions when it comes to his/her job description. The old tradition...
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... To achieve these performance goals it has become imperative for organizations to have competent people. Pre-employment selection tests help organizations identify and develop these competent people and play a major role in the today’s hiring process. These tests consist of one or multiple series of tests used to collect information from candidates for the purpose of aiding in hiring decisions and career development. They are also designed to measure how well the candidates communicate, solve problems, handle change, deal with stress, and manage subordinates, in addition to determining whether they have the specific skills and abilities required to perform the job. Employees affect an organization’s performance and profitability, and hiring qualified people costs the company time and money. Although the process of designing and developing job specific tests can sometimes be costly, selection tests can be quite cost effective in the long run as they help organizations match candidates’ skills, personality, and behaviour to job requirements, decreasing turnover and improving employee morale. Pre-employment tests can also greatly increase hiring effectiveness as they improve the organization’s ability to make accurate and objective hiring decisions about a candidate’s compatibility with the competencies required for a specific position....
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...is Human Resource Management? 3 2.2 What is Human resource Department? 4 2.3 Human Resource specialist Vs. Human Resource Generalist 4 2.4 Job Design 5 Importance of Job Design 5 2.5 Job Analysis 6 2.6 Human Resource Planning 7 2.7 Recruitment 8 2.8 Selection 9 2.9 Hiring and Induction. 10 2.10 Performance Elevations. 12 2.11 Reward Management 13 2.12 Training and Development 14 2.13 Employee welfare Management 15 2.14 Employee Movements 16 2.15 Employee Discipline Management 18 2.16 Labor Management Relations 19 3 Human resource practice in selected organization. 20 3.1 Job Design 20 3.2 Job Analyze 20 3.3 Human Resource planning 21 3.4 Recruitment 22 3.5 Selection 22 3.6 Hiring and Induction 23 3.7 Performance elevation 24 3.8 Reward Management. 24 3.9 Training and Development 25 3.10 Employee welfare Management. 25 3.11 Employee Movements 26 3.12 Labor Management Relations. 26 4 Comments on Theory and Practice. 27 4.1 Job design, 27 4.2 Job analyze 27 4.3 Human resource planning. 27 4.4 Recruitment 27 4.5 Selection 27 4.6 Hiring and induction 27 4.7 Performance Elevation 28 4.8 Reward Management 28 4.9 Training and development 28 4.10 Employee welfare managements 28 4.11 Employee Movements 28 4.12 Employee Discipline Management 28 4.13 Labor Management relations 28 5 Conclusion 29 6 References 30 Introduction According to given assignment...
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...Health and Safety Issues of Police Officers in Canada, the United States and Europe: A Review Essay © Jennifer R. L. Parsons June, 2004 2 Introduction Police officers play a pivotal role in North American and European societies. They are involved in many aspects of North American and European life. Officers’ involvement ranges from general, daily, proactive patrol activities to specific criminal activities such as narcotic investigations. Because there is such a wide range of activities involved in police work, there are many health and safety issues surrounding policing as an occupation. Police officers may be exposed to different health and safety risks in their occupation. For example, police officers are at risk of assault and homicide; the dynamics of policing as an occupation creates opportunities for them to experience many psychosocial hazards such as stress, suicide, sexual harassment, and discrimination. It is important that research be completed on the health and safety issues of police officers in order to identify hazards and identify ways to reduce risk. The failure to identify and solve health and safety concerns of officers has potentially serious consequences for the health and well being of officers and their families. These consequences can include depression, divorce, suicide, and disease. Not addressing the health and safety issues associated with policing may also impact the general public. For example, if an officer is stressed or fatigued...
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...evaluate ‘hard’ and ‘soft’ approaches to HRM understand how diversity is an issue in HR practice consider the HRM as an international issue. The opening vignette gives a somewhat pessimistic view of the role of people in the workplace. Often it is the job of the human resource manager to develop policies and practices that serve the organisation, but she or he also needs to think about the people. If the people are nurtured then the organisation can develop. As can be seen below, this was not the case with Enron. Enron: something’s got to give Human beings are not governed purely by their own self-interest, so our management and HR systems should not assume they are. For more than a year, Andrew Fastow – the erstwhile chief financial officer of Enron and the key architect of the off-balance-sheet entities that caused Enron’s sudden death – ran rings around the prosecutors investigating the collapse of the energy giant. 3 4 CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT Suddenly, he has pleaded guilty to charges that are likely to land him in prison for 10 years, forfeited $29 million he personally made from operating the off-balance-sheet entities, and agreed to fully co-operate with the prosecutors. What caused Fastow’s about-turn was the likely indictment of his wife, Lea Fastow. The only condition he made for his plea bargain was that he and his wife should not go to...
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...evaluate ‘hard’ and ‘soft’ approaches to HRM understand how diversity is an issue in HR practice consider the HRM as an international issue. The opening vignette gives a somewhat pessimistic view of the role of people in the workplace. Often it is the job of the human resource manager to develop policies and practices that serve the organisation, but she or he also needs to think about the people. If the people are nurtured then the organisation can develop. As can be seen below, this was not the case with Enron. Enron: something’s got to give Human beings are not governed purely by their own self-interest, so our management and HR systems should not assume they are. For more than a year, Andrew Fastow – the erstwhile chief financial officer of Enron and the key architect of the off-balance-sheet entities that caused Enron’s sudden death – ran rings around the prosecutors investigating the collapse of the energy giant. 3 4 CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT Suddenly, he has pleaded guilty to charges that are likely to land him in prison for 10 years, forfeited $29 million he personally made from operating the off-balance-sheet entities, and agreed to fully co-operate with the prosecutors. What caused Fastow’s about-turn was the likely indictment of his wife, Lea Fastow. The only condition he made for his plea bargain was...
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