...Locate officer-recruitment and selection-process information on your selected agency. You will use Microsoft® Word, or PowerPoint® to complete this assignment. Select and complete one of the following assignments using the information you found. Option 1: Paper Write a 750- 1,050-word paper in which you describe the recruitment and selection process of the agency you selected. Include the following in your paper: • Describe elements associated with the police recruitment and selection process at the agency. • Identify major components of the training process and the career development programs for officers who work at the agency. Format your presentation consistent with APA guidelines. Option 2: Brochure Create a 2- to 3-page brochure in which you describe the recruitment and selection process of the agency you selected. Include the following in your brochure: • Describe elements associated with the police recruitment and selection process at the agency. • Identify the major components of the training process and the career development programs for officers who work at the agency. Include images and graphics if desired. Format the brochure consistent with APA guidelines. Option 3: Presentation Create a 10- to 15-slide presentation in which you describe the recruitment and selection process of the agency you selected. Include the following in your presentation: • Describe elements associated with the police recruitment and selection process...
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...STANDING ORDER NO.1 OF 2008 AS AMENDED IN MAY 2013 Subject: RECRUITMENT OF CONSTABLE / DRIVER / LADY CONSTABLE To standardize the selection process and to ensure the selection of constable on the basis of merit, following procedure is prescribed which shall be strictly observed in future. District Police will carry out the recruitment of Constables/Lady Constables against the existing / additional vacancies of District Police. The recruitment will be conducted by the recruitment board. PHP will carry out the recruitment of Constables /Driver Constables against the existing vacancies of their unit. T&T Punjab will carry out the recruitment of Constables /Driver Constables against the existing vacancies of their unit. Time & date of recruitment will be notified by the Inspector General of Police, Punjab. 2. ADVERTISEMENT OF POSTS All vacancies to be filled shall be advertised centrally by CPO in leading newspaper as per government policies. The advertisement should clearly stipulate the minimum requisite standards/qualifications prescribed for recruitment of Police Constable. It also lays down the written and viva voce tests to be taken by the candidates. 3. RECRUITMENT BOARD Inspector General of Police Punjab will constitute one or more selection / recruitment boards comprising of following officers:- i) 01 DIG Chairman ii) DPO concerned Secretary iii) 01 SP Member The same board will conduct physical/written tests and...
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...the Chief Human Resource Officer Click Link Below To Buy: http://hwcampus.com/shop/chief-human-resource-officer/ You are the Chief Human Resource Officer (CHRO) at your organization. As the CHRO, one of your primary roles is to be the workforce strategist. Your organization is planning to expand business operations to your neighboring state by opening an office. As a result of this expansion, your organization needs to make sure that the best and brightest employees are recruited to fill key roles at the new office. Write a 7-10 page research paper using APA style outlining the steps involved in recruiting the staff at the new office. Grading Criteria: 1. The student researched the legal statues affecting the selection and hiring of employees. 2. The student identified the number and type of positions that need to be filled at the new office. Moreover, the student discussed qualifications, e.g., education level and number of years of experience, associated with each position. 3. The student researched, evaluated and chose several selection devices such as interviews or ability tests to reject or accept applicants. Moreover, the student assessed the weaknesses and strengths of these selection devices. 4. The student researched, evaluated and chose whether or not to utilize integrity testing and drug testing. 5. The student applied correct APA, style, usage, grammar, and punctuation. 6. The student supported the research paper with at least four different...
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...the Chief Human Resource Officer Click Link Below To Buy: http://hwcampus.com/shop/chief-human-resource-officer/ You are the Chief Human Resource Officer (CHRO) at your organization. As the CHRO, one of your primary roles is to be the workforce strategist. Your organization is planning to expand business operations to your neighboring state by opening an office. As a result of this expansion, your organization needs to make sure that the best and brightest employees are recruited to fill key roles at the new office. Write a 7-10 page research paper using APA style outlining the steps involved in recruiting the staff at the new office. Grading Criteria: 1. The student researched the legal statues affecting the selection and hiring of employees. 2. The student identified the number and type of positions that need to be filled at the new office. Moreover, the student discussed qualifications, e.g., education level and number of years of experience, associated with each position. 3. The student researched, evaluated and chose several selection devices such as interviews or ability tests to reject or accept applicants. Moreover, the student assessed the weaknesses and strengths of these selection devices. 4. The student researched, evaluated and chose whether or not to utilize integrity testing and drug testing. 5. The student applied correct APA, style, usage, grammar, and punctuation. 6. The student supported the research paper with at least four different...
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...Abstract This paper will discuss the major components of the state police. It will focus on the selection process which determines if a candidate is suitable to work in law enforcement. In addition, the following will be discussed, the training process and career development programs that are available for officers. Many different kinds of government agencies have a great deal of responsibility for enforcing the law and striving for protection. To become employed with a state police law enforcement agency, one must go through an extensive process which includes the passing of a written exam, an in-depth background check, oral interview, and pass a psychology test. Once the application has been submitted, the written exam begins the first phase of the selection process. Typically these exams are given by the civil service department. The exam evaluates the applicants’ basic knowledge such as: reading, writing, and comprehension skills. The scores are ranked, and whoever amongst the candidates pass the percentage amount will advance to the next phase. The purpose of a background check is to determine if the applicant is in good moral standing. In doing so, the applicant cannot be convicted of any felonies or have any serious misdemeanors. Not only should the candidate be deterred from all criminal convictions, but also should not elicit the use of drugs, violent activity, the excessive use of alcohol, or portray any racial or prejudicial attitudes of any kind. The...
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...Job Analysis Paper PSY/435 Job Analysis Paper Job Analysis of Probation Officers This paper will provide some insight on the functional job analysis for a probation officer, it will discuss how a functional job analysis can be used within this organization, it will go on to evaluate the reliability and validity of a functional job analysis, this paper will also evaluate different performance appraisal methods and how they might be applied to a probation officer, this paper will conclude by explaining the various benefits and vulnerabilities of each performance appraisal method concerning the job of a probation officer. Probation Officer: Functional Job Analysis The selection method for probation officials utilizing the functional job evaluation is very important. The functional job evaluation consists of observation and selection interviews; it assists to set recommendations for the job outline. Rapport shared with probation/parole and a functional job evaluation is the least complicated. The job requirements for a probation officer candidate should satisfy the requirements. At the least a bachelor’s qualification in social work, criminal justice, psychology, or a relevant study is needed for certification (Education Portal. 2011). Nevertheless, much more information by way of functional job evaluation assists to decide eligibility needs to work for the Department of Corrections. In the state of Delaware I/O psychiatrists have evolved physical, psychological, medical...
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...Officer Selection Process 2 Abstract This paper will discuss the major components of the state police. It will focus on the selection process which determines if a candidate is suitable to work in law enforcement. In addition, the following will be discussed, the training process and career development programs that are available for officers. Many different kinds of government agencies have a great deal of responsibility for enforcing the law and striving for protection. To become employed with a state police law enforcement agency, one must go through an extensive process which includes the passing of a written exam, an in-depth background check, oral interview, and pass a psychology test. Once the application has been submitted, the written exam begins the first phase of the selection process. Typically these exams are given by the civil service department. The exam evaluates the applicants’ basic knowledge such as: reading, writing, and comprehension skills. The scores are ranked, and whoever amongst the candidates pass the percentage amount will advance to the next phase. The purpose of a background check is to determine if the applicant is in good moral standing. In doing so, the applicant cannot be convicted of any felonies or have any serious misdemeanors. Not only should the candidate be deterred from all criminal convictions, but also should not elicit the use of drugs, violent activity, the excessive use of alcohol, or portray any...
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...Recruitment and Selection Process Paper Charles McIntyre CJA/214 August 16,2014 Marco Faggione The Recruitment and Selection Process of the SWAT Team Introduction The purpose of this paper is to help you to understand the recruitment and selection process of the SWAT Team in which Special weapons and tactics ( SWAT) teams are comprised of volunteers from within the police force who have advanced rescue, firearms, and medical response skills. This paper will also, include the salary of the SWAT team as well as the requirements and training. If you are interested in becoming a SWAT team member, you must meet experience requirements and undergo specialized training. Training Requirements To become a SWAT team member, you must be a police officer and possess full knowledge of police policies and procedures. You must also be in excellent physical shape and demonstrate advanced firearms proficiency. SWAT teams generally respond to high risk situations and members may work in a specialized position such as sniper, crisis negotiator, grenadier, or tactical emergency medical responder. The first step to becoming a SWAT team member is to join the police force and complete police academy training. Training usually lasts between 12-14 weeks. You can expect to complete courses in state and federal law, local ordinances, civil rights, accident investigation, traffic control, firearms, emergency response, self-defense, and patrol. Additional Experience Police departments typically...
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...animals, or rustling, would be classified as: (TCO 1) According to Robert Merton, a(n) ________ rejects the goals and accepts the means to achieve society’s goals. (TCO 2) An offense punishable by incarceration, usually in local confinement facility, for a period whose upper limit is prescribed by statute in a given jurisdiction, typically one year or less. (TCOs 3&4) Which local law enforcement official is responsible for serving court papers, maintaining security within courtrooms, and running the county jail? (TCOs 3&4) The legalistic style of policing: (TCOs 3&4) Unreasonable searches and seizures are prohibited by the: (TCOs 3&4) Historically, officers were allowed to use deadly force to prevent the escape of a suspected felon even when the person represented no immediate threat to the officer or the public. This was known as the: (TCOs 3&4) The most widely used system of indigent defense is: (TCOs 5&6) During a trial, the ________ happens before the closing statement, but after the jury selection. (TCOs 5&6) Bail serves two purposes. One is to help ensure the reappearance of the accused at trial. The other is: (TCOs 5&6) Which of the following is one of the more rational sentencing goals? (TCOs 7&8) Historically, ________ was the most widely used type of physical punishment. (TCOs 7&8) What word describes aggressive men who assume the masculine role in homosexual relations in male prisons? (TCOs 7&8) This group...
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...OFFICER SELECTION AND TRAINING PROCESS PAPER MICHAEL DOWNS 03/03/13 Officer selection is a very detailed process. Every police department wants to recruit, select, train, and maintain the best and brightest officers possible. The job of a police officer requires an individual that can deal with stressful situations and the ability to interact with the community. The job requires quick decision-making, and good judgment. Police duties vary from writing reports to maintaining order to responding to criminal situations, all of which require critical thinking skills. Officers should possess certain traits due to the range of duties they will have to perform. These traits include physically agility, the ability to cope with difficult situations, well-developed writing skills, good communication skills, sound judgment, compassion, strong powers of observation, and the ability to both exert and respect commands of authority (Grant & Terry, 2008). The selection process begins with a set of standards that are laid out by the department in which is doing the hiring. State and local police departments are similar with minor differences. These requirements are age, height and weight, education, criminal history, and residency (Forestal, Officer. 2010). These are the basic requirements that these departments use. The age limit is a barrier in which a department...
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...Cultural Considerations AJS/504 July 27, 2015 University of Phoenix Cultural Considerations This paper is going to discuss different culture concerns, and what the influences are in today’s society within the criminal justice system. Also, this paper will talk about how to attend to different culture concerns, security administration, and how influences affect the criminal justice system. Some of the other points that are going to be touched up on are contemporary methods that are used in societies of assorted cultures, how these different influences and considerations related to and affect nondiscrimination practices within the criminal justice system. Last but not least, this paper is going to go over Sir Roberts Peel’s nine principles, and how they coincide within today’s police forces. The military employment across the countries in the Middle East and Europe has brought police forces into question. The local police forces have their own way of training that is similar to the military training. The military is helping individuals that are being abused by the hands of the police. In most of these cases where military law is present and security is more existing the police appear to be more on the military side than working for the countries government or community. This abuse does not happen within the United States, but the problem within the United States that is going on with the police and the security with the employment. With all of these different problems...
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...Educational Qualifi~~~~~~~ mm.m Essential 06 a)Master's (vacancies may degree in Computer applications; or undergo change) ~15,600-39, 100 Senior with b)Degree grade pay of ~ 5400/- in Research Officer break-up Pay 8and-3. of Not vacancies:- (Crypto) The post also carries Group 'A' special allowance (Gazetted) a 35 years in Computer or Science or Electronics and Communications or Electronics. 15% of the basic pay Science - 04, Desirable: Electronics or a) Aptitudein Electronics and Communication :.. Engineering exceeding Computer of in Technology Subject-wise .. b)Knowledge - 02 i m •••• Cryptography. of Computer Applications, + m ••••••••••••••••••••••••• + :..................................................................•................................... Essential: 06 Master's . degree. Senior ~15,600-39,100 with (vacancies may Research grade pay of ~ 5400/- in undergo change} Officer . Pay 8and-3 (S&T) i Group 'A' special allowance break-up a exceeding of i) , + ·im _ ..••... , H) Officer (Tele) , grade : f- m•. _ .•.......... m ..• j .•.•....•...... m...• _ ~._ in University or pay of ~ 5400/- in Group 'A' The post also carries 08 (Gazetted) speci~1 allowance 15% of the...
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...The core objective of undertaking recruitment and selection is to ensure that an organization has a reliable workforce with requisite skills and talents that befit the open positions (Armstrong & Armstrong, 2011). Recruitment, therefore, is searching or attracting a sufficient number of candidates who will then be subjected to interviews and tests. Selection, on the other hand, is a process of rejection; it involves scrutinization of the numerous numbers of candidates who had applied for the open position (Dessler, 2004). Through the selection process, the interviewing team ensures that the best candidate of all is hired to fill the vacant position (Noe, 2006).In this paper, therefore, I have developed a comprehensive recruitment and hiring plan for New York police department. Essential Elements of the Job The open positions entail recruitment and hiring of most competent and qualified police officers. There is a need to restore the police image and reputation among the members of the public. The new recruits will serve to enhance security and at the same time not infringe on the public interest. The officers will also participate in public sensitization and awareness programs to create mutual understanding with the community. Mutual understanding and cooperation between the police and the community is critical for the promotion of security programs as this region is cosmopolitan. The newly recruited officers will also conduct thorough investigations on recent...
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...in Combined Civil Services Examination–II (Interview Posts) (Group-II Services) [Service Code No.004] Selection for the following posts is made in three successive stages (i) Preliminary Examination (ii) Main Written Examination and (iii) Oral Test Sl. No. 1) Name of the Post and Post Code Deputy Commercial Tax Officer (Post Code No: 1013) Sub Registrar, Grade-II (Post Code No: 1071) Name of the Service Tamil Nadu Commercial Taxes Subordinate Service Tamil Nadu Registration Subordinate Service Tamil Nadu Jail Subordinate Service Tamil Nadu Labour Subordinate Service No. of vacancies 66 2 (ST Carry Forward vacancies) 14 Scale of pay Rs.9300-34800+ Grade Pay Rs.4800/- (PB2) Rs.9300-34800+ Grade Pay Rs.4800/- (PB2) Rs.9300-34800+ Grade Pay Rs.4800/- (PB2) Rs.9300-34800+ Grade Pay Rs.4800/- (PB2) 2) Probation Officer in Prison Department (Post Code No:1023 ) Assistant Inspector of Labour 4) in the Labour Department (Post Code No: 1068) Junior Employment Officer (Non-Differently Abled) in Employment and Training 5) (Employment Wing) Department (Post Code No: 1017) Junior Employment Officer (Differently Abled) in Employment and Training 6) (Employment Wing) Department (Post Code No: 2203) Assistant Section Officer in Finance Department in 7) Secretariat (Post Code : 1074) Assistant Section Officer in 8) Law Department in Secretariat (Post Code No: 1073) Assistant Section Officer in 9) TNPSC (Post Code No: 2201) Special Assistant in the Vigilance and Anti corruption 10) Department...
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...Recruiting and Selecting Quality Security Employees for security job position Contemporary Issues in Security Management Abstract For years, recruitment and hiring methods have been deemed by dated by human resource managers but are realizing that different strategies and methods are need to attract millennials. Hiring qualified personnel has become an essential component in an organization foundation. This paper will explore multiple articles that provide techniques on how to recruitment and hire candidates from college graduates, apprentices, and novices to the security profession and presents key components of innovative approaches and traditional human resource techniques, and training policies that will meet any small or large business goal of highly hiring qualified candidates. In addition, it will highlight techniques, practices and, lessons learnt in enhancing a company’s ability to attract, hire, retain, and improve human resource practices, improve human resource development and human resource capabilities in today’s security career field. Keyword: Employees, Hiring, Human Resources (HR), Security Recruiting and Selecting Quality Security Employees in the security field Currently there is a high demand for security professional specializing Cybersecurity, Personnel Security, Physical Security, and Industrial security and many other security jobs. The issue is attracting, hiring, retaining people that have...
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