Training as a means to retain junior police constables is studied. Two questionnaires were completed by respondents in the academies of Police Training School and Regional Continuation Training. Statistical analysis of the results was conducted and the correlation between training and retention is explored in connection to the Royal Hong Kong Police Force. Findings revealed that social studies training should be added to the curriculum to develop interpersonal skills. The ability to handle people while doing their duties may lead to greater job satisfaction and aid in retention.

Keywords: Research Assessment Report

Notes: University of Hong Kong.30 cm. In: Hong Kong University Theses Online.Mode of access: World Wide Web.Includes bibliographical references./ Also available in print.Other format available: Lo Yam, Wai-chun, Yvonne.; Balanced approach to training; Print.Lo Yam Wai Chun, Yvonne.Document (dct); Thesis/dissertation (deg); Internet resource (url)

Publisher: University of Hong Kong, 1994; source: Research Institution; region: International; occupation: Police-related; peer-reviewed: Yes

Utilizing a large public State forensic laboratory system in the northeastern United States, this study examined turnover and retention issues related to forensic scientists. The alternate staffing model proposed to save money proved to be unsuccessful. Turnover costs exceeded the projected savings. The original staffing model that proposed forensic scientists in all positions could have been used to strengthen the organization. Instead, the early departure of essential personnel attributable to the alternate staffing strategy served to weaken the organization. A number of factors are related to the cause of voluntary turnover that have an effect on retention rates. Salaries and compensation, job design, social ties, and location have been linked to employee retention. In the organization studied, interventions included upgrading forensic science positions to be competitive with other public agencies and private laboratories. Existing laboratory technicians should be reclassified to forensic science positions, and the lowest position in the career ladder should be eliminated. Future research needs to explain the needs of technical workers in order to understand and reduce turnover and improve retention. New methods and instrumentation for the biological sciences have created unprecedented opportunities to collect and examine criminal evidence. This has created backlogs in forensic laboratories, particularly in DNA analyses. The need for an adequate supply of trained forensic scientists to perform these analyses has been a challenge. Little attention is devoted to retention issues in forensic organizations. This article documents the difficulty that one large State crime laboratory system had retaining newly hired forensic scientists. A new staffing model was created to offset a DNA-case backlog; the organization hired technicians to provide technical support for more highly skilled scientists. Tables, references

Keywords: Research Assessment Reports

Notes: Forensic Science Communications, V 6, N 3, July 2004; Downloaded on June 5, 2007.Online document; Studies/research reports

2004; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The study documents the effectiveness of using financial incentives to bring physicians to underserved rural communities. It also compares the effectiveness of those physicans with rural practictioners who have not taken financial incentives.

Keywords: Research Assessment Reports

2003; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

1998; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Police have been criticized because of disproportionate reaction to civil unrest and their apparent failure to control crime. In order to develop police officer performance the selection process need to be improved. Applicants and recruit officers were tested to evaluate the psychological profile of police academy trainees against the psychological profile of standout police officer . The following were utilized: the standard t test was used for a comparison of personality traits based on test scores from the Law Enforcement Assessment and Development Report (LEADR); the Psychopathic Deviate scale (PD); the MacAndrew Alcoholism scale (MA) of the Minnesota Multiphasic Personality Inventory (MMPI), and the Wonderlic Personnel Test. The groups' age were also compared. The hypothesis of no statistically significant difference between the two groups was only partly sustained. Several statistically significant disparities were identified: the Intelligence, Low Energy Depression, Paranoia, Psychasthenia, Depression, and Psychoticism scales of the LEADR; on the Psychopathic Deviate and MacAndrew Alcoholism scales of the MMPI; and on the age difference.

Keywords: Research Assessment Report

Notes: Available from UMI, Ann Arbor, MI. Order No. DA9201105.

Publisher: Oregon State University, 1992; source: Research Institution; ISBN: 0419-4209; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article details the results of questionnaires sent to IS employees in the midwestern United States. Based on the results of the survey, this paper provides suggestions for improving retention rates for IS employees.

Keywords: Research Assessment Reports

2001; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

1976; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

A large southwestern U.S. jail system's records were studied regarding the 374 officers hired during a two year period (1998-2000). Age, gender, experience, and education and/or personality factors such as intelligence, emotional stability, impulsivity, and conformity were used to analyze which were more useful as a predictor for job retention. The data initially indicated all that the factors as a group were more useful as a predictor but the difference in retention reported was low and the method was not the most advantageous. Upon closer examination the biodata factors proved to more useful and the results were similar to earlier research.

Keywords: Research Assessment Reports

Notes: Ph.D.Arizona State University; 0010Adviser Richard Kinnier

Publisher: Arizona State Universit, 2002; source: Research Institution; ISBN: ISBN: 0-493-69295-9; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This study uses realistic job previews in order to dertermine turnover rates. The study finds that realistic job previews reduce the number of job acceptances among individuals with prior experience and increase acceptance rates among individuals with no prior experience in the field.

Keywords: Research Assessment Reports

2000; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

This article points out that retention of new teachers is key in helping hard to staff schools in urban areas. In order the help the teacher shortage, Morgan suggests that schools offer mentor programs, incorporating principals, current teachers, and retired teachers. Orientation programs should also begin the year before new teachers graduate so that there is a smooth transition from the unversity to the work force.

Keywords: Research Assessment Reports

2008; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Police agencies across the U.S.'s use of pre-employment polygraph (PEPs) screening are studied in two waves; the heads of 626 of the largest general purpose police agencies comprised the first wave and 1,482 heads of the nations' almost 16,000 small police agencies made up the second. The study showed that large agencies were more likely to use PEPS to determine if applicants had a history of illegal drug use, commission of felonies and dishonesty in employment. The agencies mostly had faith in the PEPS process with an estimated accuracy of 76-100% with the main reason for discontinuing the program prohibitive legislation.

Keywords: Research Assessment Reports

Notes: Journal Article

1995; source: Professional Association; ISBN: 0197-7024; region: Domestic; occupation: Police-related; peer-reviewed: No

This present study uses Chicago Police Department variables as indicators of organizational activities and investigates the duration and persistence of relationships between selected economic conditions and police organizational measures. Nearly 100 years of annual City of Chicago data are examined in a two step, lagged, time series regression analysis. The findings show that a persistent historical relationship exists between vagrancy arrests and economic conditions but does not exist between felony/misdemeanor arrests or number of police employees and economic conditions. This present study suggest support for the previous findings of Chambliss (1964, 1976), Welford (1974), and Land and Felson (1976), and reveals the necessity of further model development in specifying the historical interaction between the economy and the criminal justice system. Lastly, it points to the value of developing and analysing long term historical data bases. (Author abstract)

Keywords: Research Assessment Reports

1984; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This paper examines the utility of applying situational crime prevention measures to sex discrimination problems in police recruitment. Discrimination against disadvantaged groups such as women is now a "crime." In some jurisdictions, the offence extends to lack of active support for women. Traditional masculinised characteristics of police departments put them at risk for this type of offending, and a variety of courts have found police departments guilty of discrimination. To address the problem, a situationally oriented, problem-based approach is needed that builds on discrimination- reduction strategies that have already shown some success. The examples of pre-entry physical ability tests, firearms handling tests and interviews are used to illustrate the benefits of highly specific modifications in selection processes.

Keywords: Promising Practices; Research Assessment Reports

Notes: Griffith University.; Centre for Crime Policy and Public Safety.ill. ; 24 cm.

Publisher: Criminal Justice Press, 1997; source: Research Institution; ISBN: ISBN: 1881798100; 9781881798101 Series ISSN: 1065-7029 ; LCCN: 98-101559; region: Domestic; occupation: Police-related; peer-reviewed: No

The Milwaukee Fire and Police Commission report examines issues surrounding recruiting women and minority officers. The report was funded by a grant from Bradley Institute for Democracy and Public Values and was conducted by researchers from Marquette University.

Keywords: Research Assessment Report

Notes: Milwaukee Fire and Police Commission. ; Bradley Institute for Democracy & Public Values.28 cm.Caption title./ "Based on a study conducted for the Milwaukee Fire and Police Commission, funded by a grant from the Bradley Institute for Democracy and Public Values, Marquette University, Milwaukee, WI 53233." -- P. 1/ Includes Executive Summary ([2] p.)./ "July, 1991"/ Includes bibliographical references (leaves 10-11).Issues related to the recruitment of women and minority police officersby Judith Kowalski and Joan Dimow.Book

1991; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: No

Personnel turnover has been an issue for police administrators and experts foresee that recruitment and retention will be an issue that persists over the next decade. Career development programs have been recommended by police managers and studied to assess the effect of such programs in Wisconsin accredited municipal police agencies. Due to the inadequate research thus far a variety of methodologies were chosen to discover the impact of groups using development programs. The study concludes that starting such a program will increase satisfaction and decrease turnover.

Keywords: Research Assessment Reports

Notes: Mode of access: World Wide Web.; System requirements: Adobe Acrobat Reader.Includes bibliographical references.by Gail Lynn Everts.Document (dct); Thesis/dissertation (deg); Internet resource (url)

Publisher: University of Wisconsin--Stout, 2001; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

An increased number of applicants seek fire fighter employment rather than law enforcement and to determine the principles of cadets who apply for each career choice the researcher studied the candidates. The theory of individual values of prospective employees playing a significant role in deciding the success and longevity of careers in public protective services is examined. Working conditions, salaries, and recruitment methods are factors offered by police ,anagement and could add to the increase fortitude within public protective services.

Keywords: Research Assessment Report

Notes: M.A.CALIFORNIA STATE UNIVERSITY, FULLERTON; 6060Chair: JAMES FARRIS

Publisher: California State University, 1991; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This report assesses the longitudinal pay scales of the All-Volunteer Force initiated in 1973 to determine pay scale adjustments that may impact reenlistment. The study has significant value for police retention in assessing pay scales and graduated increases that may retain officers.

Keywords: Research Assessment Reports

2001; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

A primary goal of military compensation is to enable the military to meet its manning objectives for force size, composition, and wartime capability. To attain these objectives, compensation must be appropriately structured to attract, retain, and motivate personnel at a reasonable cost, even when national security goals are changing. A key question facing military manpower and compensation managers is, How should military compensation be structured? Although past studies have narrowly focused on the relationship between compensation and retention, less attention has been paid to whether the military compensation system induces the best individuals to stay and seek advancements, and whether it motivates effective work. This highly technical report addresses the issue of how military compensation should be designed in light of these considerations. It presents research that aids us to develop a model of compensation in a large, hierarchical organization such as the military, a model that permits an analysis of the issues surrounding the design of military compensation. The report reaches four conclusions: (1) In a hierarchical system, pay spreads need to rise with rank to provide personnel with continuing incentives to work hard and seek promotion, and to induce the most able personnel to stay; (2) intragrade pay should be somewhat contingent upon performance and not be provided lockstep with seniority; (3) up-or-out rules are necessary to induce the separation of unpromotable personnel when pay is set administratively; and (4) retired pay may be offered for a number of reasons. The report also begins to evaluate the current military compensation system in light of the model, finding that the system appears more aimed at attracting and retaining personnel than at providing them with effective incentives to work hard and seek advancement.

Keywords: Research Assessment Report

Notes: Beth J. Asch, John T. Warner.ill. ; 23 cm."RAND National Defense Research Institute.""The report was prepared within the Defense Manpower Research Center, part of RAND's National Defense Research Institute"--Pref.Introduction -- The military compensation and personnel systems: Description and issues -- Organizational structure: Definitions and assumptions -- Modeling individual decisionmaking -- The effect of policy on individual decisionmaking -- Organizational decisionmaking: Setting active pay, retired pay, and personnel policy -- A preliminary evaluation of the current military pay and retirement system -- Conclusions -- Appendix A: Illustrating the derivation of the organization structure -- Appendix B: Setting pay to prevent climbing and slumming -- Appendix C: Simulating contests -- Appendix D: Deriving second order conditions and the effect of policy changes on effort supply.Supersedes RAND/DRR-133-FMP.See also RAND/DRR-1907-1-OSD.

Publisher: RAND, 1994; source: Research Institution; ISBN: 0833015443; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

College education and its correlation to police officer performance and mind-set has grown proportionately in the last two decades in response to the 1967 President's Commission on Law Enforcement and the Administration of Justice' Task Force Report. The principal method of testing was empirical "criterion" validation (described in the Uniform Guidelines on Employee Selection Procedures) which was approved in a landmark 1971 Supreme Court ruling. The latter method was used to decide if college-educated L.A.P.D. patrol officers have characteristics that differ from non-college educated officers. Multivariate analysis of the correlation between education, probationary performance indicators, academic status and "professionalism" scales given to patrol officers that have demonstrated qualities needed to be effective are different between college-educated and non-college educated officers. The suggestions to L.A.P.D and other urban law enforcement agencies would include raising minimal education requirements and implementing an assertive recruiting plan to interest minority and non-minority college-educated applicants.

Keywords: Research Assessment Report

Notes: PH.D.CLAREMONT GRADUATE SCHOOL; 0047Chair: GEORGE T. FELKENES

1993; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study follows153 full-time and part-time nurses in an Israeli hospital in order to determine the impact that a person's schedule has over his or her work attitude and intention to stay at the position. The article concludes that a person's work schedule and control over that schedule play important roles in determining the nurse's attitude toward the job.

Keywords: Research Assessment Reports

2000; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

In this chapter, a historical perspective is presented on affirmative action, including laws and court decisions, and a review of the current state of affairs for affirmative action and its effects on contemporary police selection practices is provided. The issue of affirmative action has dominated the attention of police personnel practices for several decades. Title VII of the Civil Rights Act of 1964 prohibited discriminatory practices by employers in employment decisions, thereby protecting classes of individuals from barriers to employment opportunities. Title VII had a significant impact on police employment selection. There were two specific areas where affirmative action affected the police selection process, physical agility testing and the use of written tests. Physical agility testing began with standards on height and weight as a screening device. Due to attacks on the physical agility testing and substantial litigation associated with the testing, departments adopted health-based physical agility screening. The health-based testing procedure used gender-based norms that were seen as sufficient in reducing any gender biases in physical agility screening. In the area of written tests, one area that had received significant attention concerning racial discrimination was minority performance. The two factors identified as contributing to the problem were scoring problems and sampling problems. Minorities would often score lower on police written selection tests than their majority counterparts. It was also seen that minorities were less likely to choose policing as a career thereby, creating sampling problems. The recommendation was made for the development of more reliable and valid selection instrumentation. References

Keywords: Research Assessment Reports

Notes: Paperback; Studies/research reports

Publisher: Prentice Hall, 2002; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This report summarizes the principle findings of a study that addressed the effects that court mandated affirmative action policies have had in the Los Angeles Police Department (LAPD): "The Impact of Fanchon Blake v. City of Los Angeles on Selection, Recruitment, Training, Appointment, and Performance of Women and Minorities for the Los Angeles Police Department and the City of Los Angeles." The two central research issues were the background characteristics of persons hired prior to the Consent Decree and those hired subsequent to it as well as the effects of increased demographic representation of female and minority officers on factors such as interest in police work, job attitudes, police role cynicism, and police professionalism. Of the 2,000 officers selected in the initial sample, 52.2 percent agreed to participate. The lack of substantial ethnic and gender differences among the officers surveyed suggests that the Blake decision has most likely not affected the level of experience, motivation, and preparation of officers seeking employment with LAPD. Failure to find significant differences in academy training experiences of female and minority officers indicates that Blake mandates have had, at best, minor influences on status quo operations within the LAPD police academy. Positive and negative indicators of officer performance during the first year of field service did not systematically vary as a function of either officer gender or ethnicity. Regardless of race or gender, levels of job satisfaction among all officers surveyed were extremely high and reflected a positive outlook toward the current LAPD administration and policies. Relative degrees of cynicism toward the role of being an LAPD police officer were the same for female and minority officers as they were for all other officers included in the study. 11 references

Keywords: Research Assessment Report

Notes: Article; Legislation/policy analysis

1991; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

Factors impacting female officers hired by U.S. municipal police departments were studied with information for 1981, 1987 and 1990-91 from: the Equal Employment Opportunity Commission's EEO-4 survey; the Law Enforcement Management and Administrative Statistics survey; and the Police Personnel Practices survey. New female recruits increased due to affirmative action litigation but female political representation (i.e. councilors or mayors) had little to no affect on gender makeup of recruits. The employing of female recruits had a negative correlation with the percentage of men currently in the department which is consistent with co-worker discrimination. Male-dominated departments were also more likely to use fitness exams a known obstacle to female candidates. There is data that implies that unions increased the hiring of female officers and are connected to the greater possibility of fitness exams use.

Keywords: Research Assessment Reports

Notes: Journal Article

1999; source: Research Institution; ISBN: 0195-3613; region: Domestic; occupation: Police-related; peer-reviewed: Yes

NYPD's inability to increase diversity on its force despite Mayor Rudy Giuliani efforts is studied because cities like Los Angeles have had great success in this area.

Keywords: Research Assessment Reports

Notes: Journal Article

2000; source: Journal; ISBN: ISSN 0028-7369 CODEN NYORAQISSN 0038-6952; region: Domestic; occupation: Police-related; peer-reviewed: No

Recent longitudinal analyses of total police force size, both across and within jurisdictions, raise questions about the explanatory power of rational-choice and conflict theories of crime control. Rational-choice theory assumes that broad-based consensual demands for policing services are primarily determinants of government spending and manpower levels. Conflict theories assume that society is composed of various groups and strata that seek to promote their particular interests and objectives. Generally, the previous research suggests that current levels of police-force strength are best explained by previous manpower levels and are relatively unresponsive to changes in the social and political structure of macro social units. The current study examined the macro social determinants of police-force size in Milwaukee, Wis. The data are annual, covering the years 1934 to 1987. The analyses of yearly changes in the size of total, patrol, detective, and civilian employment cannot sustain the supposition that municipal authorities reduce the size of some units to increase the size of others. Although the results from the first-difference equations reveal that the effects of short-term changes in the social structure vary across dimensions of police-force strength, the supplementary ARIMA analyses show that changes in the size of the patrol, detective, and civilian units are unrelated to each other. Thus, although changes in the structural conditions produce small but nontrivial yearly changes in the size of the specific units, each unit apparently responds independently to changes in the social environment. The findings suggest that police administrators may have more discretion to make adjustments to specific units than to total manpower levels. The implications of these results for rational-choice and conflict theories are discussed. 2 tables and 42 references

Keywords: Research Assessment Reports

1995; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

Notes: Great Britain. Scottish Office. HM Inspectorate of Constabulary.ill. ; 30 cm.Her Majestys Inspectorate of Constabulary for Scotland.Government publication (gpb); National government publication (ngp)Book

Publisher: Her Majesty's Inspectorate of Constabulary for Scotland, 1997; source: Government Communication; ISBN: ISBN: 074805975X; 9780748059751; region: International; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: ill. ; 28 cm.Includes bibliographical references (leaf 27).by Jeffery M. Johnson.Thesis/dissertation (deg); Manuscript (mss)

Publisher: Washburn University of Topeka, 1999; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study examines the expectations for certified athletic trainers along with their compensation and performance evaluation criteria. The study concludes that on average, females earned less than their male counterparts and that chairperson and student evaluations were the most important feedback on which to base compensation and promotions.

Keywords: Research Assessment Reports

1998; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

Recruitment systems of Police Inspectors of Hong Kong Police Force (which encompasses both Direct Entry officers and Force Entry officers) are examined. The dual system is analyzed to determine the functionality in the face of the current political and economic conditions. The characteristics of each system are identified, shortcomings highlighted and recommendations made. The Hong Kong Police Force, one of the largest in the world, has a ratio of 1 officer per 250 citizens and is staffed with 97 percent ethnic Chinese officers but is facing morale challenges and recruitment and retention are integral issues.

Keywords: Research Assessment Reports

Notes: University of Hong Kong.Mode of access: World Wide Web.Text (Electronic book)Title proper from title frame./ Also available in printed format.Other format available: Chan, Har, Kennis,M.P.A.; An analysis of the dual police inspector recruitment system of the Hong Kong Police Force; Print.Chan Har, Kennis.Document (dct); Thesis/dissertation (deg); Internet resource (url)

Publisher: University of Hong Kong, 2006; source: Research Institution; region: International; occupation: Police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

Notes: 29 cm."Department of Workforce Education and Development."/ Includes bibliographical references (leaves 21-23).by Jeff Rose.Thesis/dissertation (deg)

Publisher: Southern Illinois University Carbondale, 2004; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The psychological selection criteria for hiring new recruits are analyzed as an important facet of police policy and operations. Individuals with poor stress tolerance, prejudicial attitudes, or impaired judgment, thought processes, and interpersonal skills are removed from consideration using the "screening-out" method. Information contained in the biographical data form (one of the main elements of the model) could be much more useful in predicting police firings or poor performance if candidates already have delineated characteristics. Research involving the MMPI has been mixed and more significant predictions might be determined from patterns of configurationally variations using various MMPI scale scores. False positive dilemma and the failure to distinguish between mediocre and outstanding job candidates are other methodological drawbacks of the model. The implementation of the assessment center approach is discussed as a different, prosocial system.

Keywords: Research Assessment Reports

Notes: Journal Article

1999; source: Journal; ISBN: 1098-6111; region: Domestic; occupation: Police-related; peer-reviewed: Yes

ANNUAL CRIMINAL STATISTICS FROM ENGLAND AND WALES FOR THE PERIOD OF 1894-1967 ARE USED TO STUDY THE EFFECTS OF SOCIAL DECISIONS ON CRIME. UNITED STATES DATA FOR 1933 THROUGH 1967 ARE USED FOR COMPARISON. ALTHOUGH SOME RESEARCHERS HAVE SUGGESTED THAT CRIMINAL JUSTICE POLICIES REFLECT SOCIETY'S DESIRE TO MINIMIZE THE SOCIAL LOSS FROM CRIME, THIS ANALYSIS FINDS THAT A NUMBER OF COMPETING GOALS ARE BEING PURSUED BY VARIOUS PARTICIPANTS IN THE CRIMINAL JUSTICE PROCESS. THIS IS MOST EVIDENT IN THE STUDY OF SENTENCING. THE INCREASING USE OF FINES AND PROBATION REFLECTS ASSORTED SOCIAL JUSTICE GOALS WHICH ARE NOT DIRECTLY RELATED TO REDUCING CRIME. THE STUDY USES A COMPLEX MATHEMATICAL MODEL WHICH IS EXPLAINED IN DETAIL. CHARTS AND TABLES GIVE BOTH THE RAW DATA AND THE RESULTS. RAW DATA SHOWS THAT CLEARANCE RATES ARE HIGHEST FOR PERSONAL CRIMES WHILE CONDITIONAL CONVICTION RATES ARE LOWEST, PROBABLY BECAUSE SO MANY OF THESE OFFENSES ARE SETTLED THROUGH GUILTY PLEAS. AN INVERSE RELATIONSHIP EXISTS BETWEEN CRIME RATES AND CLEARANCE RATES. HOWEVER, GREATER POLICE EXPENDITURES WERE NOT ASSOCIATED WITH EITHER GREATER CLEARANCE RATES OR REDUCED CRIME RATES. THE MODEL ISOLATES THE DETERRENT FROM THE INCAPACITATION EFFECT OF IMPRISONMENT. CRIME RATES FELL WHEN USE OF IMPRISONMENT INCREASED; HALF OF THIS EFFECT IS ATTRIBUTED TO THE DETERRENT EFFECT. FOOTNOTES CONTAIN ADDITIONAL DISCUSSION WHILE REFERENCES ARE APPENDED. (GLR)

Keywords: Research Assessment Reports

1978; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

THE MODEL'S DEPENDENT VARIABLES ARE CRIME RATES, ARREST RATES, AND PER CAPITA POLICE. INDEPENDENT VARIABLES INCLUDED ENVIRONMENTAL, SERVICE, AND SOCIOECONOMIC CONDITIONS. IT IS FOUND THAT RELATIVE ILLEGAL WAGES (THE EXPECTED PAY OFF FROM COMMITTING VARIOUS TYPES OF CRIMES) HAVE A STRONG POSITIVE INFLUENCE ON CRIME, BUT POLICE ACTIVITY (ARRESTS) CAN RETARD CRIME. FURTHER POLICE LABOR (WAGES) IS POSITIVELY RELATED TO POLICE OUTPUT (NUMBER OF PER CAPITA POLICE) AND PROPERTY CRIMES ARE MORE IMPORTANT THAN OTHER TYPES OF FELONIES IN INCREASING THE DEMAND FOR POLICE. A SELECTED BIBLIOGRAPHY AND A LIST OF DATA SOURCES ARE INCLUDED.

Keywords: Research Assessment Reports

1976; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Assessment centers can be useful in selecting the top candidate for a position while at the same time used to develop a standard for the department.

Keywords: Research Assessment Reports; Tools & Models; Field

Notes: PhotographJournal Article

2000; source: Government Communication; ISBN: ISSN 0014-5688 CODEN FBILB2; region: Domestic; occupation: Police-related; peer-reviewed: No

Records from 283 recruits were studied by the Recruit Psychological Testing Project which makes certain that instruments to recruit New Zealand Police are psychometrically sound and are of accepted professional standards. The PL/PQ and Police Entry Test are currently used to assess cognitive abilities; conform to psychometric standards; significantly predict recruit performance; and do not discriminate against women or minorities.

Keywords: Research Assessment Report

Notes: Book

Publisher: Psychological Services, New Zealand Police National Headquarters, 1995; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: Yes

As a means of facilitating the defense drawdown, the Department of Defense offered eligible personnel either the Voluntary Separation Incentive or the Special Separation Bonus (VSI/SSB), a program to induce mid-career personnel to separate from service. Two key questions for policymakers concerned about the success of this program are (1) Did the program induce substantial separations (over and above what would normally occur)? and (2) Did the program induce marginal performers to leave? The authors use data on Army enlisted personnel to answer these questions. They estimate that the VSI/SSB program increased separations by 13 percentage points over and above what we would have expected for personnel who met the eligibility criteria during the drawdown. They also found that those who were low-quality were more likely to accept the VSI/SSB offer.

Keywords: Research Assessment Reports

Notes: Beth J. Asch, John T. Warner.23 cm."National Defense Research Institute."Supersedes RAND/DRR-1562-OSD.Summarized in RAND/RB-7547-OSD.See also RAND/DRR-1907-1-OSD.

Publisher: RAND, 2001; source: Research Institution; ISBN: 083302566X; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Professionalism amongst municipal employees specifically police is studied. A method that had been utilized to increase the development of professionalism was to eliminating the residency restrictions as a condition of employment but there was renewed interest in such requirements in the northeastern and north central areas of the U.S. during the 1970s and 1980s. Economic difficulties in communities are associated with adoption of residency clauses as described in several studies. The reinstating of residency clauses is hypothesized to have a potential correlation with a lessening dedication to professionalizing the municipal work force. The 1990 International City Management Association (ICMA) Survey of Police Personnel Practices and U.S. Census information were utilized and several statistically important connections between: the use of residency clauses and economic growth/decline; economic situations and a community's recruiting competent officers. The hypothesis stated is sustained by the information ICMA provided with community size and region as additional factors to a community's commitment to professionalism. The reinstating of residency clauses and lowered commitment to professionalisms' correlation to increased efforts to offer equal opportunities is another hypothesis that is tested using the same data and no association was determined.

Keywords: Research Assessment Reports

Notes: Book

Publisher: The University of Wisconsin - Milwaukee, 1996; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Psychology is used in the recruiting of officers primarily to exclude those who are mentally ill but because of the escalating behavior-generated police liability psychologists must now concentrate on eliminating those that may compromise the department. Biographical data from 2,965 police officer candidates are studied and show an association between later termination and certain biographical variables. Regression analyses suggests that these variables alone explain only a limited variance and using biographical data as the only determining factor would not serve as an adequate predictor.

Keywords: Research Assessment Reports

Notes: Journal Article

2005; source: Journal; ISBN: 0882-0783; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The Arkansas Correctional Officer Retention Study suggests to correctional practitioners, policy makers, and academics ways policy can be explained through the utilization of triangulated or a multi-method approach. Arkansas Department of Correction (ADC) and the Department of Criminal Justice at the University of Arkansas at Little Rock in 1998 took part in a joint program in reaction to a 42.4% departure rate amongst the ADC's line-level correctional officers. Results were attained from a sample of 806 officers that are employed in 17 ADC work locations with data also collected from 5 focus groups with between 17 and 35 officers. Though the majority of respondents (80%) reported job satisfaction officers with 3-5 years of service were increasingly displeased with pay cited as a major reason for resentment. Many officers believed the inadequate staff per shift negatively affected their personal safety, work performance, and home life. A problem expressed by one third to one half of those sampled felt that there was a "crisis of faith" in their supervisors and/or managers ability to supervise and communication (between first-line supervisors and correctional officers) was also a major issue. Additional applications of the multi-method approach and policy propositions are studied.

Keywords: Research Assessment Reports

Notes: Journal Article

2001; source: Journal; ISBN: 1096-8490; region: Domestic; occupation: Not police-related; peer-reviewed: No

The 1981 Fanchon Blake consent decree, which set hiring goals and revised certain standards for the Los Angeles Police Department (LAPD), was a major force for the progress of policewomen. In 1973, Fanchon Blake, then a 25-year veteran of the LAPD, won a lawsuit charging that the city of Los Angeles, the LAPD, Los Angeles Board of Civil Service Commissioners, and Police Chief Ed Davis had discriminated against her and other plaintiffs based on their gender. She took advantage of the recently passed 1972 amendments to the 1964 Civil Rights Act, which compelled State and local government agencies to comply with antidiscrimination laws. If not for the decree, policewomen's roles would still be minor. Even so, full implementation of the decree, in spirit and not just in letter, has been inhibited by such factors as the political environment, attitudes of the Chief, administrative structure, budgetary environment, and culture of the department. Responses in a 1988 survey among 2,000 LAPD officers indicated, among other things, that policewomen still had not gained full acceptance. 9 tables, 10 endnotes, and 32 references

Keywords: Research Assessment Report

Notes: Article; Surveys

1993; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The findings of the project carried out by North Carolina Governor's Crime Commission in coalition with the North Carolina Criminal Justice Education and Training Standards Commission and the North Carolina Sheriffs' Education and Training Standards Commission are examined. Results indicated that 35 percent of the agencies employed a passive recruitment strategy, 34 percent described their strategy as neutral, and 31 percent reported an aggressive strategy. Word of mouth, local community colleges and the internet were frequently utilized as recruitment techniques. The majority of agencies did not report a backlog or current waiting list of potential applicants and respondents cited the low or inequitable salary and compensation packages as the major cause. Other barriers include competition with other criminal justice agencies (80.6 percent), agency budget restrictions (72.6 percent), agency size (37.9 percent), and competing with the private sector (34.7 percent). Annual pay increases, irrespective of job performance was shown to be the most popular retention strategy as determined by the respondents.

Keywords: Research Assessment Reports

2004; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

This article examines the link between loyalty and commitment in service patrons. It explains how a customer's willingness to identify with a brand increases loyalty.

Keywords: Research Assessment Reports

1999; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

This article examines job engagement from an academic perspective based on social exchange theory. The study finds that there is a significant difference between job and organizational engagement and that the perceived level of organizational support affects employees' engagement in both of these areas.

Keywords: Research Assessment Reports

2006; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

This study uses a cross-validational framework in order to examine employee commitment to an organization. It finds that job characteristics and work experiences are factors in employee commitment.

Keywords: Research Assessment Reports

1977; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The impact of anticipated work/family conflict (WFC) on police candidates and family opinions is studied, also explored are the role distinctions of gender and family. Candidates for positions in Columbus, OH (N=366) were mailed surveys, for the applicant and family member/significant other; standardized measurements were utilized. Respondents did not view policing as high in WFC and the job was seen similarly by both applicants and family with no disparity shown for those with spouses and children. Female applicants and families viewed their family as being not as supportive as their male counterparts. Extensive research is available on the impact of WFC in police officer families which could be indicative that families surveyed did not feel concerned or have information on the issue.

Keywords: Research Assessment Reports

Notes: Journal Article

2001; source: Journal; ISBN: 1363-951X; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

2006; source: Journal; ISBN: ISSN: 0030-3887 CODEN: OPSEAN; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Questionnaires completed by 86 traffic wardens, 162 civilian support staff, 510 policemen, and 1,802 policewomen yielded the study that describes sex discrimination in the United Kingdom police service with a concentration on female officers. Discrimination experiences were cited by both men and women though female officers reported escalated incidence rates of career frustration, differential deployment and limited access to other benefits. Traffic wardens and civilian support staff were less likely to suffer sexual harassment than female officers and said harassment was linked to psychological distress. Training, monitoring and review, grievance procedures, and gender- and ethnic-minority recruitment initiatives are recommendations present in the study.

Keywords: Research Assessment Report

Notes: Book

Publisher: U.K. Home Office Police Department, 1993; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

This study examines managers in federal government organizations and determines that workload and compensation, as well as a person's attitude toward change and job involvement, affect retention rates.

Keywords: Research Assessment Reports

1978; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This book describes the assessment center process, by which police agencies can observe a candidate officer's behavior and document a score based on the candidate's performance. Over the past 20 years, assessment centers have become a popular testing method of assessing candidates' behaviors under simulated conditions and of promoting those who show a high degree of managerial potential. For example, the behaviors that were identified through a job analysis for the position of investigator in an assessment center for a New York police department included decisiveness, impact, initiative, judgment, listening skills, oral communication skills, planning and organization, problem analysis, sensitivity, stress tolerance, and written communication skills. This manual discusses the role of the assessor, the matrix used in assessment, the group discussion, the fact-finding exercise, the career interview, the visual career presentation, the video exercise, the counseling session, the in-basket, the citizen complaint, the oral board, the case file exercise, the press conference, and reading comprehension and speech.

Keywords: promising Practices; Research Assessment Reports; Tools & Models

1995; source: Research Institution; ISBN: 0875264298; region: Domestic; occupation: Police-related; peer-reviewed: No

This study examines the effects of testing results and sociodemographic factors on 420 candidates who participated in the police selection process at the Asheville (North Carolina) Police Department, 1990-96. A vast majority of police departments have employed a variety of psychometric and behavioral measures to select highly qualified officers. Recruits are expected to be mentally stable, socially adaptable and intellectually competent to perform a wide range of police tasks. The decision-making process of police officer selection was primarily testing oriented. Candidates who failed to achieve a satisfactory rating on any of the recruitment-related tests were less likely to be recruited by the department. Candidates sociodemographic factors such as race showed no effect on the recruitment decision. Racial disparity in psychometric assessment on a variety of recruitment-related measures was not statistically significant. Also, gender difference in agility performance was not statistically significant. Tables, notes, references

Keywords: Research Assessment Reports

Notes: Article

1999; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article discusses the need to increase the representation of visible minority (VM) police officers in Canadian agencies. Based on a written survey of officials in 14 police organizations across Canada and field interviews with personnel in the Royal Canadian Mounted Police and provincial police departments, this paper highlights the current representation of VMs as police officers in selected departments compared to their representation in the labor force at large. The paper outlines and analyzes recruitment sources used by police agencies, proactive strategies to attract VM candidates, perceived obstacles to attracting VM recruits, and related issues. The paper also describes selection standards and employment-equity programs in current use, and recommends ways to improve the recruitment and selection of VM candidate officers. 9 tables, 10 notes, and 45 references

Keywords: Research Assessment Report

Notes: Surveys

Publisher: University of Toronto Press, 1994; source: Research Institution; region: International; occupation: Police-related; peer-reviewed: Yes

Non-discriminatory fitness standards are required by the Human Rights Tribunals in the hiring, promotion, and retention of employees. The many women who fail the entrance exam have made this issue contentious for public safety officers like police. Differences in size, body composition, hemoglobin levels, and muscular strength are routinely observed in gender and their effect on physical working capacity is analyzed. The methods used when designing content- and construct- validity occupational fitness tests are detailed and Human Rights policies are evaluated. An occupational fitness requirement criteria and the development of such standards based on the tasks to be completed is detailed. Female officers overall fitness levels need to be bolstered because their training response will need to equal their male counterparts. A major issue in the requirements is that current officers are not held to similar criteria.

Keywords: Research Assessment Reports

2002; source: Journal; region: International; occupation: Police-related; peer-reviewed: Yes

This British study identified the main factors that influenced the attitudes of minority individuals' toward a career in the police service, with attention to how these factors might influence police recruitment strategies. The study, which was conducted between January and May 2000, involved 32 focus groups that consisted of 290 people aged 18-30 from various minority ethnic communities. The researchers who facilitated the focus group discussion were also from minority ethnic groups. The research identified a set of core themes that were common to all the minority ethnic groups involved: Bangladeshi, black African, black Caribbean, Chinese, Greek/Greek Cypriot, Pakistani, Indian, and Turkish/Turkish Cypriot. The participants had a number of reservations about the police based on personal experiences, but also held images of police presented in the media. They were concerned about racism among police and a culture that seemed to exclude them, both from the job and in the community. Respondents perceived that police had neither the knowledge, sensitivity, or desire to understand minority cultures different from the majority culture. Police culture itself was believed to be at the root of many problems. Respondents, however, did not want to generalize their negative opinions of police to all police officers, and they reported many positive experiences with police. Lack of information was identified as a major problem in considering police careers. Recruitment strategies should provide face-to-face information on the following: support for recruits, how racism is addressed, length and content of police officer training, and dangers faced by officers and how they are equipped and trained to deal with these. 31 references.

Keywords: Research Assessment Reports; Field

Notes: Paperback; Studies/research reports

Publisher: Great Britain Home Office, Policing and Reducing Crime Unit, 2000; source: Government Communication; ISBN: Police Research Series Paper 136; region: International; occupation: Police-related; peer-reviewed: No

This study measures agencies' abilites to recruit females as police officers. It concludes that providing an adequate budget and specifically targetting females for this profession has a positive impact on female recruitment rates.

Keywords: Research Assessment Reports

2009; source: Journal; region: International; occupation: Police-related; peer-reviewed: Yes

The results suggest that where wealthier suburbs are located close to major urban areas they will be 'importers' of crime from the adjacent urban centres, regardless of their expenditure on police protection. In such cases the community tax base rather than police expenditure seems to be the major determining factor. (Publisher abstract)

Keywords: Research Assessment Reports

1980; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This article challenges the government to strive for better working conditions in the United States as an increasing number of women with young children enter or remain in the work force. With more mothers working, the government must step in and play a larger role to ensure that workers can maintain a work-life balance.

Keywords: Research Assessment Reports

1996; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Victoria University of Wellington produced a study regarding the barriers and determinants of Asian recruitment of the New Zealand police to partially realize the requirements of the Mater of Public Policy.

Keywords: Research Assessment Reports

Notes: col. ill. ; 30 cm.Includes bibliographical references.David M. Lawry.Thesis/dissertation (deg)

Publisher: Victoria University of Wellington, 2002; source: Research Institution; region: International; occupation: Police-related; peer-reviewed: Yes

This article points out that the best human resource practices in the hotel industry focus on customer service, which in turn leads to a profitable business. In order to detail which HR practices work best, this article examines three leaders in the hotel industry.

Keywords: Research Assessment Reports

2000; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

This article examines why teachers are dissatisfied with current career ladders and outlines an advancement system that would appeal to both teachers and administrators.

Keywords: Research Assessment Reports

1986; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The public wants more police, and cities are responding by going on a hiring spree, but in some places the rush to put more officers on the street has brought corruption and racial strife. With the help of Federal subsidies provided by the Clinton administration's 1994 crime bill, the number of police officers nationwide is expected to increase by more than 100,000 over the next 6 years. This effort has some potential problems, however. Too often a rush to put more officers on the street has significantly undermined the quality of individual police departments. Also, the attempt to meet the twin goals of hiring and diversity tends to widen racial divisions within a force. Further, there is always the practical issue of whether more police correlates with less crime. Within law enforcement circles, any discussion of the hazards of "binge" hiring begins with the experiences of Miami and Washington, D.C. In an effort to hire more officers in a short period of time, both departments lowered admission standards, expedited or haphazardly completed background checks, and cut corners on training in order to meet hiring goals and timetables. Large numbers of unprepared rookies were thus rushed into service. In both departments, the officers employed during periods of "binge" hiring were involved in criminal and corrupt behavior. In Houston, the faster the police department has moved to diversify its personnel, the more racially divided the police force has become. From the time a potential applicant first meets a Houston police recruiter to the time when that individual takes a test for promotion or higher rank, the officer becomes part of a race and gender-based bean- counting contest that has left the officers themselves splintered into a handful of different interest groups, ranging from the two most broadly constituted officer organizations, the Houston Police Officers Association and the Houston Police Protective Union, to smaller, ethnicity-based groups such as the white officers, the Afro-American Officers League, and the Organization of Spanish-Speaking Officers. Although an increase in police personnel does increase public perceptions that the community is safer, this may bring more problems than the police agencies and the public expected, unless planning takes into account the speed with which hiring is done and the qualifications of the people selected.

Keywords: Research Assessment Reports; Field

Notes: Article; Legislation/policy analysis

1996; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

Equal opportunities in English police recruiting are tackled and the possible use of 'biodata' is examined. Weighted biographical information (gathered from application forms) is useful in predicting candidate performance and said questionnaires should be further developed.

Keywords: Promising Practices; Research Assessment Reports

Notes: Book

Publisher: Police Research Group, U.K. Home Office, 1992; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: Yes

This book discusses the day-to-day racism that Black police officers face on the job. This book describes the accounts of 50 African-American police officers in 16 different law enforcement agencies in the Sunbelt. These police officers negotiate difficult organizational pathways designed to exclude or marginalize them. They must constantly prove themselves worthy to the many Whites that view them as unworthy. As they try to make policing fairer for residents of Black communities, their fellow White officers often view them as radicals, while some members of Black communities perceive them to be traitors. As Black officers have become more numerous and vocal in many police agencies across the country, both White researchers and public commentators have generally ignored them and their impact. Black police officers in historically White police agencies are a relatively new reality in United States society. Chapter 1 describes the history of discrimination in policing, a brief history of Black police officers, and the systemic character of everyday racism. Chapter 2 discusses the acquisition of knowledge about everyday racism, civil rights struggles, and lessons about racism from policing in Black communities, religious and educational settings, employment settings, and the mass media. Chapter 2 also discusses the geographical and demographic variations of racism. In chapter 3, cultural stereotyping, White notions of Black criminality, the denigration of Black personality, and the questioning of racism among Whites are all discussed. The racial barriers in police departments are detailed in chapter 4. Among the barriers are White networking in the workplace, recruitment and hiring, training and promotional, and assignments and authority. Deception and isolation, and discrimination in pay and benefits are also discussed. The hostile, racial climate within police agencies is described in chapter 5. The importance of Black officer background and self esteem are emphasized in chapter 6. Chapter 7 discusses the future of Black police officers. 101 endnotes, index.

Keywords: Research Assessment Reports

Notes: ill. ; 24 cm.Black in blue -- Everyday racism on the force -- Problems of the white mind : perspectives of black officers -- Racial barriers in police departments -- A hostile racial climate -- Black officers transform policing -- A better future for all Americans.Publisher description http://www.loc.gov/catdir/enhancements/fy0647/2003017150-d.htmlIncludes bibliographical references (p. [277]-284) and index.National bibliography no: GBA4-Z4267Kenneth Bolton, Jr. and Joe R. Feagin.Internet resource (url)Book; Internet Resource Date of Entry: 20030730

Publisher: Routledge, 2004; source: Research Institution; ISBN: ISBN: 0415945186 (acid-free); 9780415945189 (acid-free); LCCN: 2003-17150; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Police agencies are all troubled by civil liability issues created by police hiring determinations. The case of Bryan County Commissioners v. Brown is studied as it sets a significant precedent regarding both concerns with a focus on the case opinion because of its effects on municipal liability and possible effects of the ruling.

Keywords: Research Assessment Reports

Notes: Journal Article

2000; source: Journal; ISBN: 0888-4314; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article examines retention strategies in the healthcare industry and points out six trends that currently affect retention rates among healthcare workers.

Keywords: Research Assessment Reports

2002; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The Bureau of Justice Assistance (BJA) is a component of the Office of Justice Programs, U.S. Department of Justice, which also includes the Bureau of Justice Statistics, the National Institute of Justice, the Office of Juvenile Justice and Delinquency Prevention, the Office for Victims of Crime and the Community Capacity Development Office.The mission of BJA is to provide leadership and services in grant administration and criminal justice policy development to support local, state, and tribal justice strategies to achieve safer communities. BJA's overall goals are to (1) reduce and prevent crime, violence, and drug abuse and (2) improve the functioning of the criminal justice system. BJA's website contains information about BJA programs, funding, and training and technical assistance opportunities. The website also contains BJA's publications, information on key justice issues, as well as resources for its grantees.

Keywords: Research Assessment Reports; Promising Practices; Websites; technical Assistance/Training; Funding

source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: No

The Bureau of Justice Statistics (BJS) is a component of the Office of Justice Programs, U.S. Department of Justice, which also includes the Bureau of Justice Assistance, the National Institute of Justice, the Office of Juvenile Justice and Delinquency Prevention, the Community Capacity Development Office, and the Office for Victims of Crime. The mission of BJS is to collect, analyze, publish, and disseminate information on crime, criminal offenders, victims of crime, and the operation of justice systems at all levels of government. BJS's website contains information about BJS programs, its publications, and its funding. The website also contains statistical information from a variety of sources about the following topics: crime and victimization, prosecution, federal justice system, criminal offenders, law enforcement, courts and sentencing, expenditures and employment, corrections, criminal record systems, drugs and crime, deaths in custody, homicide trends, reentry trends, and intimate partner violence.

Keywords: Research Assessment Reports; Tools & Models; Data; Websites; Technical Assistance/Training; Funding

source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: No

This study indicates that managerial practices that increase employee satisfaction in turn increase a company's profit. There is a direct link between employees' job satisfaction and customer satisfaction.

Keywords: Research Assessment Reports

2002; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This article discusses the increasing levels of staff turnover in police agencies as well as the difficulty in recruiting new officers. The first factor contributing to this situation was the good economy and the demand for good employees that reduced the size of the labor pool. The second factor has been the introduction of a new generation of employees that have a different view of work than that of the generation preceding them. These employees change jobs more frequently due to the desire to build job skills for career advancement. The skills and abilities required of police officers make them attractive candidates for many private businesses. To effectively address the issue of retaining or recruiting employees, four variables should be identified: (1) cost of employee turnover; (2) why employees are leaving; (3) proposed recruitment/retention techniques; and (4) cost of implementing proposed techniques. There is a tendency to focus on the short-term costs of replacing an officer and ignore the investment that has compounded over the years. The strength and cohesion that a department gains by having experienced staff is diminished and cannot be replaced. The criteria to consider when calculating personnel turnover costs are separation costs, recruitment costs, selection costs, new employee costs, and training costs. A conservative estimate of an agency s financial investment in an employee is the cost of selecting and training a new officer. Administrators need to focus their efforts on learning why officers are leaving. One of the most important things to do is to ask the employee what is important to them, such as salary, opportunities for advancement, and career development. Using information gathered in employee surveys or interviews, retention and recruitment techniques or actions can be rank-ordered from most to least desirable. The costs of implementation should be assigned to each proposal. 5 footnotes. - National Criminal Justice AbstractsAbstract 2: Often, there is a tendency to focus on the short-term costs of replacing an officer and ignore the investment that has compounded over the years. To project a conservative estimate of an agency's financial investment in an employee, the agency should consider, at a minimum, the cost of selecting and training a new officer. - Periodical Abstracts

Keywords: research Assessment Reports to

Notes: Article; Legislation/policy analysis

2002; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

The Commission on Accreditation for Law Enforcement Agencies, Inc., (CALEA) was created in 1979 as a credentialing authority. The purpose of CALEA's Accreditation Programs is to improve the delivery of public safety services, primarily by: maintaining a body of standards, developed by public safety practitioners, covering a wide range of up-to-date public safety initiatives; establishing and administering an accreditation process; and recognizing professional excellence. CALEA operates as an independent, nonprofit (501[c] 3) corporation, and maintains a professional staff managed by an Executive Director. The staff conducts all administrative and operational duties as directed by the Commission. CALEA publishes a newsletter magazine three times a year, entitled CALEA Update, for its members and maintains a professional website. Its website includes information on CALEA, its programs, clients, and awards. The website also includes news and publications, employment opportunities, links to partner sites, and client-only resources.

Keywords: Research Assessment Report; Technical Assistance/Training; Data; Websites

source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

This is a lesson plan for Peace Officer Recruitment Training within the California Department of Corrections. Upon successful completion of this 4-hour course, using Peace Officer Recruitment Section (PORS) approved documents and in compliance with PORS safety practices, students will be able to: (1) State the basic skills needed by a California Department of Corrections (CDC) Recruitment Team Member; (2) Identify and explain the Goals and Objectives of PORS, Peace Officer selection process/timelines and be able to relay that information to prospective candidates; (3) Explain the Basic Correctional Officer Academy Curriculum and what is involved in the 16-week program; (4) Identify the characteristics of a recruiter and understand team standards; (5) Complete the PORS monthly activity report; (6) Identify safety practices while participating in recruitment events; and (7) Give Recruitment Presentation: Transition Assistance Program Class Presentation, Job Fair Presentation Techniques, Employment Development Department Workshops, and CDC Workshops.

Keywords: Promising Practices; Research Assessment Reports; Technical Assistance/Training

Notes: Document; Instructional materials

Publisher: California Department of Corrections, 2001; source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: No

Rosenholtz argues that several factors limit teachers' ability to be the most productive in the classroom. These reasons include: lack of performance feedback, lack of collegial assistance, and lack of teacher involvement in developmental programs.

Keywords: Research Assessment Reports

1986; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Minority and white police officers in eight police agencies in England and Wales were compared with respect to their recruitment, retention, and career development to determine the nature of the differences and the factors that directly and indirectly influence the careers of minority police. The research took place between August 1998 and January 1999. It examined the career profiles of white and ethnic minority officers in both promoted ranks and specialist departments. Gaps in personnel and career records limited the ability of the researchers to make definitive conclusions. In any case, the number of ethnic minority applicants was consistently lower than expected from their proportion of the population. Minority applicants were less likely than white applicants to be offered an interview, receive a formal offer of employment, and be appointed provisionally. In addition, retention figures deteriorated for minority police and improved for white officers over the last 4 years. Moreover, minority officers' progression through the promotion process was slower on average than that of their white colleagues. Differences were also apparent among officers from different minority groups. Ethnic minority officers generally believed that they experienced more problems than white officers as a result of other officers' reactions to their ethnicity. However, they were often unable to identify the extent to which this factor may have directly or indirectly influenced their career. White and ethnic minority officers were similar in length of service, age, and gender, but some differences in officers' academic achievement were apparent. Findings indicated that institutional racism has had a part in defining the careers of ethnic minority officers and suggested the need for several actions, as well as further research. Tables, figures, notes, appended information on specialist categories, list of other publications from the same organization, and 22 references.

Keywords: Research Assessment Reports

Notes: Book

Publisher: Policing and Reducing Crime Unit, U.K. Home Office, 1999; source: Government Communication; ISBN: 107; region: International; occupation: Police-related; peer-reviewed: No

This study attempts to compare the job retention rates of part time female physicians to their full time counterparts. Overall, full time physicians experienced higher job satisfaction rates than part time employees.

Keywords: Research Assessment Reports

2005; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This study focuses on 400 hundred participants from high-technology fields in order to dertermine whether a psychological contract affects employee commitment by mediating organizational processes.

Keywords: Research Assessment Reports

2001; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

The recruitment and selection of CCTV operators is discussed with additional information of duties performed by operators to aid in forming a job description. A list of competencies is provided and direction is offered on methods to evaluate candidates.

Keywords: Research Assessment Reports

Notes: Great Britain.; Police Scientific Development Branch.ill. ; 30 cm.At foot of t.p.: Police Scientific Development Branch, Home Office Police Policy Directorate./ Includes bibliography and references.E. Wallace, C. Diffley.Government publication (gpb)Book

Publisher: Home Office, Police Scientific Development Branch, 1998; source: Government Communication; ISBN: PSDB no. 8/98; region: International; occupation: Police-related; peer-reviewed: No

The Center for Problem-Oriented Policing (POP) is a non-profit organization comprising affiliated police practitioners, researchers, and universities dedicated to the advancement of problem-oriented policing.The Center hosts a website, which features problem-oriented policing resources and the POP Guides. The POP Guides include Problem-Specific Guides, Response Guides, and Analytic Tool Guides. The Problem-Specific Guides for Police summarize knowledge about how police can reduce the harm caused by specific crime and disorder problems. The Response Guides summarize the collective knowledge from research and practice about how, and under what conditions, certain common police responses to crime and disorder do and do not work. The Problem-solving Tool Guides explain how various analytical methods and techniques can be applied to improve an understanding of crime and disorder problems. Each guide is informed by a thorough review of the research literature and reported police practice, and each guide is anonymously peer-reviewed by a line police officer, a police executive and a researcher prior to publication. The review process is independently managed by the COPS Office, which solicits the reviews.Other features of the website include a POP glossary, library, learning center, and interactive trainings as well as information about the POP Conference and various awards for excellence in problem-oriented policing.

Keywords: Promising Practices; Research Assessment Report; Briefings; Websites

source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

Sigler examines the costs of training new employees and retaining productive employees. He also looks at ways to get employees to perform better, centering on rewards and examining the ways in which equal treatment with underperformers affects job satisfaction among high performers.

Keywords: Research Assessment Reports

1999; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

Given the changing nature of the U.S. work force, police recruitment procedures must adjust accordingly. Some sociologists predict that by the time the 1990's draw to a close, white men will constitute only 8 percent of the work force. The other 92 percent will be drawn from women, African-Americans, Hispanic-Americans, and Asian-Americans. New immigrants from Latin America and Asia alone account for more than 14 percent of the Nation's annual population growth. Women workers of all ethnic groups will outnumber men. Given the changing characteristics of the work force, police forces in major cities, where ethnic populations are becoming more and more diverse, use a variety of recruitment methods designed to attract qualified men and women to the police force. In Miami, for example, where there is a large African-American and Hispanic population, advertising on certain radio stations has proven effective. Spot announcements on bilingual stations as well as stations that cater to African-Americans have been effective. Miami's recruitment team also attends various ethnic festivals to answer any questions a potential recruit might have. Recruiters have also participated in school "Career Days." The San Francisco Police Department, prompted by a suit filed on behalf of women and minorities, has established recruitment and retention policies that target minority applicants and officers. Recruitment procedures aim at maintaining the quality of officers hired without eliminating anyone because of factors that are not job-related.

Keywords: Promising Practices; Research Assessment Report; Field

Notes: Article; Training Materials

1991; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

Different elements males and females use in choosing policing as a career are studied to identify interests and competency perceptions that aid or detract from women selecting the path. Respondents from 284 surveys in a large southern U.S. police agency and 198 high school juniors from the same city are collected. Women while uninterested in the actual job are interested in the policing career and feel capable of the tasks of the field. Individuals pursued who appear to have androgynous self-role identification may lessen the gender role conflict that women encounter.

Keywords: Research Assessment Reports

Notes: Journal Article

2003; source: Journal; ISBN: 1561-4263; region: Domestic; occupation: Police-related; peer-reviewed: No

Community policing is being welcomed by police agencies in the U.S. by focusing on citizen based approaches. Citizen Police Academy (CPA) is widely accepted (started in Exeter, UK in 1977 and implemented in the U.S. in 1985) and agencies use CPA to select a group to attend an adaptation of an 8 to 10 week police academy. The CPA's objectives, curriculum and organizational structure are analyzed in a nationwide survey with information gathered from 438 agencies in 1997 (45% had a CPA). The importance of the CPA to crime prevention, crime reduction and citizen reporting of crime was not ascertained and the advertising and screening of participants has not been shown to be helpful in gaining aid from groups who are derogatory of the police (minorities and youths). Proponents of the police seemed to be the people most interested in these programs and therefore unsupportive citizens are not well represented in the CPA.

Keywords: Promising Practices; Research Assessment Reports

Notes: Journal Article

1999; source: Journal; ISBN: 1066-2316; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The City of San Diego Police Department examined police officer recruitment and retention. The report examines current marketing, testing and background check processes; identifies the need for a recruiting program and ways to maximize the current recruiting system; the salary and benefits of current officers; and, ways to increase employee recognition.

Keywords: Research Assessment Reports

Notes: San Diego (Calif.).; Police Dept.ill. ; 28 cm."July 11, 2006."Recruitment and retention.Government publication (gpb); Local government publication (lgp)Book

Publisher: City of San Diego, Police Dept., 2006; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

A report examines the promotion of the use of civilians in police posts in the Royal Ulster Constabulary, the police force of Northern Ireland. Topics address: roles and responsibilities of agencies and objectives established for the police agency accounting for constraints imposed by the problems unique to policing in Northern Ireland; manpower requirements; progress, achievements and potential benefits; and the recruitment and management of civilian staff.

Keywords: Research Assessment Report

Notes: Book

Publisher: U. K. National Audit Office Comptroller, 1992; source: Other; region: International; occupation: Police-related; peer-reviewed: No

This article presented and discussed findings from a FBI National Academy symposium on issues that impact recruitment and those aspects and initiatives that contribute to successful recruitment. Throughout the United States, law enforcement agencies of all sizes are facing a significant recruitment problem. To address the problem and identify potential solutions, the FBI National Academy held a symposium on recruitment to exchange ideas and experiences from a valuable resource of participants. Participants provided input on issues, such as applicant expectations, agency requirements, and recruitment challenges. Participants outlined and defined several aspects that could contribute to a successful recruitment effort. Participants felt that for a recruitment initiative to be effective the alignment of a candidate's personal profile with that of the organization must be attained. It was clear that every agency's goal was to match applicant skills and desires with the agency's needs and culture. A two-way effort aids in closing the recruitment gap.

Keywords: Research Assessment Reports; Field; Briefings

Notes: Article; Issue overviews

2001; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

This article addresses the movement to require higher education for law enforcement using data from a 1988 study of police education commissioned by the Police Executive Research Forum (PERF). The police educational movement began in 1967 when the Commission on Law Enforcement and Administration of Justice recommended implementation of the Law Enforcement Education program which provided financial incentives for college education. By 1980, the focus on higher education diminished, and funds and programs were reduced. The results of the 1988 PERF survey of 250,000 officers found that the present state of police education is good as evidenced by the increase in police officer educational levels from 12.3 years to 13.6 over 20 years, and the recruitment of college experience for employment and promotion by 14 percent of the departments. Each department should have a written policy defining college education as a bona fide occupation qualification (BFOG). To ensure that curricula and policies address the long-term problems and needs of law enforcement, police departments and colleges must communicate regularly. The issue of college education becomes particularly critical with women and minority candidates and in the area of community policing where decisionmaking skills, better service provision, and communication are necessary skills. The future of policing depends on the future of higher education, particularly in the development of innovative police practices and increased responsiveness to demands for police services.

Keywords: Research Assessment Report

Notes: Article; Legislation/policy descriptions

1992; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: No

The transformation of law enforcement from a vocation to a profession has long been a goal. The cornerstone of any profession is the requirement for higher education. The need for higher educational requirements in law enforcement has been noted by several Presidential commissions, and numerous academic researchers. However, this need has been largely ignored by law enforcement executives. Several reasons have been given for failing to increase educational requirements for police officers. In recent years the concern that education requirements would discriminate against minority applicants has come to the forefront. This article examines that belief and provides information for law enforcement agencies wishing to minimize any negative impact caused by increased educational requirements.

Keywords: Research Assessment Reports

Notes: California.; Commission on Peace Officer Standards and Training.; Command College Class XXV.28 cm.Cover title./ "Command College Class 25."/ Includes bibliographical references (p. [39-42])./ Also available online via the Web pages of the California Commission on Peace Officer Standards and Training (www.post.ca.gov).Ron Wood.Internet resource (url)Book; Internet Resource Date of Entry: 20020418

Publisher: California Commission on Peace Officer Standards and Training, 1998; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The wages and salaries of federal law enforcement offices are compared with the pay of nonfederal officers in the national and regional labor markets in selected federal locality-pay areas in this Congressional Budget Office (CBO) paper. CBO's analysis excludes comparisons of employment benefits.

Keywords: Research Assessment Reports; Data

Publisher: Congressional Budget Office, 2005; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

This article assesses the correlation between rising crime rates the rising costs in police departments.

Keywords: Research Assessment Reports

1970; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Report; Briefings; Field

Notes: Major City Chiefs Human Resources Subcommittee. ; Federal Bureau of Investigation National Executive Institute. Conf Author(s): Conference on Recruitment, Hiring and Career Development (1994 : Saint Louis, Mo.)28 cm.sponsored by the Major City Chiefs Human Resources Subcommittee and the Federal Bureau of Investigation National Executive InstituteConference publication (cnp)Book

Publisher: Federal Bureau of Investigation National Executive Institute, 1995; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

The Global War on Terror caused an increased rate of Guard and Reserve mobilization to bolster Operation Noble Eagle which threatens the U.S. Army National Guard's soldier retention and ability to maintain end strength and readiness. Lower rates of retention related to the reserve component mobilized during Operation Desert Shield and Desert Storm supports the alarm over this issue. Recent peacekeeping and like missions that were mobilized in the 1990s have not had the same affect on retention and mobilizations have differed since 9/11; soldiers in the 1990s had extended advance notice and had options to transfer into or out of units selected mobilization. Considerable notice has not been given to those mobilized to support Operation Noble Eagle and types of units (i.e. military police) have been repeatedly mobilized. National policy currently reduces the amount of Guard units serving in Title 32 status, in the first 6 months half of Guard soldiers mobilized for Operation Noble Eagle were serving in Title 32 status while it is now only about a tenth. Consequently mobilization of Title 32 in addition to Title 10 should have little to no impact on retention.

Keywords: Research Assessment Reports

Notes: ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS SCHOOL OF ADVANCED MILITARY STUDIES.APPROVED FOR PUBLIC RELEASE NOT AVAILABLE IN MICROFICHEInternet resource (url)

Publisher: Indiana Army National Guard, 2003; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

Publisher: Butterworth-Heinemann, 1997; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

In response to law enforcement agencies crisis with recruitment and hiring, this federally supported report examines the nature and extent of the cop crunch and identifies department-level policies and/or practices that facilitate the recruiting and hiring of quality personnel, including women and minorities. Key highlights on recruitment efforts being used by State and local law enforcement to improve recruiting and hiring of quality personnel include newspaper ads, career fairs, the Internet, and individual police programs (i.e., college internships, explorer programs, and school resource officers). Application procedure highlights include: the acceptance of applications on a continual basis or when a vacancy exists and applicants need not live in the agency service area. In regards to selection procedures, survey highlights include: agencies pay recruits a salary during training, agencies offer a uniform allowance or provide them, agencies pay for recruit training off-site, agencies offer salary increases for college degrees, and agencies allow officers to work overtime. In regards to minority and female recruits, minority recruits are better represented in the applicant, qualified applicant, and hiree categories than female recruits. Identified factors for inadequacies in hiring minorities and females include: decreasing numbers of qualified applicants and individual characteristics, such as past drug use and limited life experience. Promising practices in the recruiting of women include: direct recruiting at events geared towards women, such as women s fitness clubs or women s athletic events. Two substantively meaningful agency-level predictor variables in the minority hires model were identified. First, when an agency requires applicants to have 2 years of college or 60 credit hours, the number of minority applicants decreases. Second, when an agency requires that applicants have a college degree or higher the number of minority applicants increases. This report examines the nature and extent of the cop crunch and identified department-level policies/practices that facilitate the recruiting and hiring of quality police personnel and facilitated the recruiting and hiring of minorities and women. The project utilized a two-part methodology involving a national survey and follow-up phone interviews.

Keywords: Research Assessment Reports; Promising Practices; Tools & Models

Notes: Document; Studies/research reports

Publisher: Police Executive Research Forum, 2005; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The leadership philosophy of employee empowerment and team-building provides the context for most employees in an organization to appreciate the benefits and advantages of the objectives and any change in organizational policies; however, regardless of the existence of these features of leadership and organizational management, there will be a small but critical percentage of employees whose lack of ability and/or negative attitudes can impede organizational performance. Employees generally fall into four categories of leadership maturity: willing and able; willing but unable; unwilling but able; and unwilling and unable. Leaders within the organization must identify where each employee falls within these four categories. The amount of input an employee has into the decisionmaking process must be determined by the level of ability and leadership maturity demonstrated by that person. The process of determining the amount of input employees have based upon their ability and leadership maturity is what constitutes holding employees accountable for their actions.

Keywords: Research Assessment Reports

2005; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This research operationalizes the rate of surplus value as the dollar value added by manufacture, divided by wages to production workers, using data collected from Skogan's 'Chicago Since 1840: A Time Series Handbook,' the Uniform Crime Reports, and the Census of Manufacturers. The final estimated path model predicting surplus value, crime, and police strength exhibits a high correlation between percentage black and surplus value, suggesting that the expropriation of surplus value is closely tied to maintaining a low wage, minority labor force. The model's enforcement side shows that average firm size, business failures, and weak minority population all predict police strength. For example, the budget which reflects the economic climate is a major influence on police strength. Black population size also affects police strength independent of the amount of crime produced by that population. Police expenditures and police per capita do not influence crime rates, but rather average firm size, traffic citations and arrests, the property crime rate, and the violent crime rate lagged 1 year all predict the rate of violent crime. These findings lend plausibility to a model measuring economic power as the rate of surplus value and challenge the notion that inadequate socialization of black families or a block subculture explain differential black crime rates. The article includes charts, tables, 5 footnotes, and 32 references.

Keywords: Research Assessment Reports

1982; source: Other; region: Domestic; occupation: Not police-related; peer-reviewed: No

THE DATA EMPLOYED ARE FOR CALIFORNIA COUNTIES IN 1966. THE INFORMATION AVAILABLE BY COUNTY ON CONVICTIONS AND COMMITMENTS IS FOR FELONY CRIME AS A WHOLE. THE ANALYSIS SHOWED THAT THE LIKELIHOOD OF CONVICTION AND THE SEVERITY OF SENTENCE SIGNIFICANTLY DETER CRIME, AND THAT INCREASING THE NUMBER OF LAW ENFORCEMENT PERSONNEL SIGNIFICANTLY INCREASES THE LIKELIHOOD OF CONVICTION, HOLDING THE OFFENSE RATE CONSTANT. IN ADDITION, STRONG EVIDENCE WAS FOUND THAT THE DEMAND OF COMMUNITIES FOR LAW ENFORCEMENT PERSONNEL IS IN RESPONSE TO MINIMIZING THE COSTS OF CRIME. (AUTHOR ABSTRACT MODIFIED)...DMC

Keywords: Research Assessment Reports

1975; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

THE AUTHORS FORMULATE AND DISCUSS A SIMULTANEOUS-EQUATIONS MODEL THAT LINKS EXPENDITURES ON POLICE TO MEASURED CRIME RATES. IT IS ARGUED THAT SEVERAL FACTORS DETERMINE THE SIGN OF THIS RELATIONSHIP, AND A SIMPLE NUMERICAL EXAMPLE IS PRESENTED TO ILLUSTRATE A SITUATION IN WHICH AN INCREASE IN POLICE IS FOLLOWED BY AN INCREASE IN THE REPORTED CRIME RATE. THE RESULTS OF ESTIMATING THE MODEL ARE THEN DISCUSSED. THESE RESULTS SHOW THE ANOMALOUS SITUATION OF INCREASED POLICE PROTECTION CAUSING INCREASED MEASURED CRIME. THE CONCLUDING SECTION OF THIS ANALYSIS SUMMARIZES THESE RESULTS AND PROVIDES AN EXPLANATION FOR THE PARADOX FOUND IN THE ESTIMATION MODEL. (AUTHOR ABSTRACT)

Keywords: Research Assessment Reports

1973; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

THREE TYPES OF STATISTICAL ANALYSIS WERE CONDUCTED: (1) POLICE INPUT MEASURES CONSISTING OF NUMBER OF LAW OFFICERS PER 100,000 POPULATION, POLICE EXPENDITURES ON ENFORCEMENT PER CAPITA, NUMBER OF OFFICERS PER SQUARE MILE, REAL EXPENDITURE PER SQUARE MILE, NUMBER OF OFFICERS PER CAPITA-MILE (NUMBER OF OFFICERS DISCOUNTED BY POPULATION AND AREA), AND REAL PER CAPITA EXPENDITURES PER SQUARE MILE; (2) POLICE OUTPUT MEASURES CONSISTING OF THE CLEARANCE RATE (THE PERCENT OF REPORTED CRIMES FOR WHICH ARRESTS HAVE BEEN MADE) AND THE CONVICTION RATE, OR PROBABILITY OF PUNISHMENT; AND (3) CRIME RATE RESPONSE AS DETERMINED BY REGRESSING CRIME RATES ON THE PROBABILITIES OF ARREST AND CONVICTION, THE MEAN NUMBER OF YEARS SENTENCED, AND ECONOMIC ACTIVITY AS MEASURED BY BANK DEBITS. RESULTS SHOWED THAT BOTH ORDINARY LEAST SQUARE AND STEP REGRESSION ANALYSES INDICATED THAT CRIME RATES FOR HOMICIDE AND AUTO THEFT WERE NEGATIVELY AND SIGNIFICANTLY CORRELATED WITH THEIR RESPECTIVE CLEARANCE RATES. CRIME RATES WERE ALSO FOUND TO BE NEGATIVELY CORRELATED WITH RISKS OF PUNISHMENT MEASURED BY THE PROBABILITY OF CONVICTION AFTER ARREST. THE PUNISHMENT VARIABLE, MEAN NUMBER OF YEARS SENTENCED, WAS NEGATIVELY ASSOCIATED WITH THE CRIME RATE FOR HOMICIDE BUT POSITIVELY ASSOCIATED WITH AUTO THEFT. NO EVIDENCE WAS FOUND AT THE MACRO (OR AGGREGATE) LEVEL THAT LINKED ENFORCEMENT EFFORT AND CLEARANCE RATES FOR EITHER AUTO THEFT OR HOMICIDE. EACH OF THE SIX ENFORCEMENT VARIABLES WERE FOUND TO HAVE NO SIGNIFICANT ASSOCIATION WITH EITHER CLEARANCE RATE. POLICE EFFORT WAS NOT AS MUCH AFFECTED BY POLICE INPUT AS IT WAS BY THE OUTPUT OF THE CRIMINAL SECTOR. IT WAS CONCLUDED, HOWEVER, THAT SIGNIFICANTLY LARGE INCREASES IN THE ENFORCEMENT EFFORT COULD HAVE A POSITIVE EFFECT ON CLEARANCE RATES AND A NEGATIVE EFFECT ON CRIME RATES, PARTICULARLY IF MEASURED BY A DISAGGREGATED FUNCTION BY FUNCTION STUDY. FOOTNOTES AND TABLES ARE PROVIDED. (DEG)

Keywords: Research Assessment Reports

1979; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This study dermines that arrests strongly deter crimes; however, changes in crime rates do not affect a police station's response to criminal behavior.

Keywords: Research Assessment Reports

1987; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Results revealed that crime in the United States is much higher than that reported to police but has probably not increased over the past 20 years. An increase in police appears to have no significant effect on the actual rate of violent crime and a roughly proportional negative effect on the actual rate of property crime. Crime rates are strongly affected by economic conditions and are also affected by demographic and cultural conditions. The demand for police and corrections employees is a negative function of the average salary of public employees, a positive function of per capita income and Federal aid, and a positive function of the crime rates. Findings suggest that because we have so little knowledge of how to reduce crime, we should decentralize decisions on crime prevention and control, beginning with repeal of the 1994 Federal crime law. Tables and reference notes

Keywords: Research Assessment Reports

1994; source: Research Institution; region: Domestic; occupation: Not police-related; peer-reviewed: No

The first of the four major impediments is that analyses must not only estimate short-term consequences but must also calibrate long-term effects. Some policies that are effective in preventing crime in the short term may be ineffective or even criminogenic in the long run because they may erode the foundation of the deterrent effect: the fear of stigmatization. Second, knowledge about the relationship of sanction risk perceptions to policy is almost nonexistent. Such knowledge would be invaluable in designing effective crime-deterrent policies. Third, estimates of deterrent effects based on data from multiple governmental units measure a policy's average effectiveness across units. It is important to improve understanding of the sources of variation in response across place and time. Fourth, research on the links between intended and actual policy is fragmentary. A more complete understanding of the technology of sanction generation is necessary for identifying the boundaries of feasible policy. Figures and 98 references (Author abstract modified)

Keywords: Research Assessment Reports

1998; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

In 2002 the British Criminal Records Bureau began to broaden the access to criminal records by employers and is now releasing more than double the number of security checks weekly. The Independent Review Team gave input, the Bureau staff and customers and the data from Bureau and Home Office documents were evaluated in this study. Over 2 million disclosures and 40-50,000 applications were being processed weekly as of July 2003. Clients (18%) of the Bureau reported rejecting an applicant based on the disclosure information and two-thirds found the process useful in their recruitment. Ten recommendations are made by the Independent Review Team associated with efficiency and effectiveness.

Keywords: Research Assessment Reports; Promising Practices

Notes: Book

Publisher: National Audit Office, 2004; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

This report presents the recommendations of a workshop that developed an Australian national strategic framework for effective and efficient police recruitment and retention practices that facilitated the maximizing of skills represented within the culturally, linguistically, and religiously diverse Australia, and which used the value of diversity within the workforce to provide the best service to the community. This report was developed by the National Working Party on Recruitment and Retention of People from Ethnic Communities at the National Workshop held at Victoria Police "Airlie" Police College in Melbourne in September 2000. The core principle of the strategic framework developed was that Australian police organizations must promote culturally competent organizational environments that facilitated the selection, development, and retention of the best people to serve the whole community. Although the development of culturally competent police organizations requires the consideration of diversity in all aspects of management, specific strategies were presented for the recruitment, training, and retention of people with the cultural skills police organizations needed to meet future challenges. The National Working Party recommended that the Commissioners' Conference reaffirm the commitment of police jurisdictions to the development and maintenance of culturally diverse and inclusive policing organizations. It further advised that to realize the benefits of cultural competence, police jurisdictions must target diverse cultural and linguistic community members for recruitment. A third recommendation was that the Commissioners Conference direct the introduction of corporate strategies to achieve a culturally competent workforce regarding a fully integrated management function; recruitment process; training for workplace preparation in support of diversity; and the development of retention strategies for recruits from diverse cultural and linguistic backgrounds.

Keywords: Research Assessment Reports

Notes: Downloaded May 9, 2001Document; Legislation/policy descriptions

Publisher: National Police Ethnic Advisory Bureau, 2000; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: 28 cm.Includes bibliographical references (leaves 62-64).by Brandon J. Cllifford.Thesis/dissertation (deg); Manuscript (mss)

Publisher: Boise State University, 2004; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

Notes: 28 cm.Typescript./ Includes bibliographical references (leaves 67-71).by Douglas T. Carithers.Thesis/dissertation (deg); Manuscript (mss)

Publisher: University of South Carolina, 1996; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study identifies and empirically tests the key factors assumed to be associated with the noteworthy increase in African- American officers in U.S. municipal police agencies. Using data collected on a representative sample of police departments that serve populations of 25,000 and over across the country (n=281), a path analysis statistical method was used to assess both the direct and indirect influences of these hypothesized explanatory variables. Data were also obtained from a corresponding municipal clerk survey, and the African-American population of the cities surveyed was obtained from the U.S. 1990 Census of Population: General Population Characteristics. The explanatory factors examined were the African-American representation, the affirmative action explanation, the political explanation (the key role of the mayor), and the institutional explanation (the role of the police chief). The primary finding is that the size of the African-American population is the predominant contributor to a statistical model that accounts for the substantial variation in the representation of African- American officers in U.S. cities. Moreover, a black police chief is also a significant figure in determining the outcome of personnel policies that affect hiring. Similar to findings reported in previous studies, the results of this study also indicate that the relationship between these explanatory variables and the hiring of black officers is dynamic over time. Other hypothesized factors were less important than is generally believed. 3 tables, 5 notes, and 43 references.

Keywords: Research Assessment Reports

Notes: Journal Article

1998; source: Journal; ISBN: 0047-2352; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article exmines the effect that social and economic changes within a community have on the community's interest to increase a police department's resources.

Keywords: Research Assessment Reports

1990; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This study exams three areas (public choice, conflict, and organizational contraints) in order to determine which factors affect police growth.

Keywords: Research Assessment Reports

1997; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The Australian National Police initiated a psychological screening project with the goals including increasing the possibility of choosing competent entry-level officers and reducing the cost of screening the unsuitable. The required psychological characteristics are matched to the tests that they quantify and the evaluation of the 32 tests produced the need to include an additional 5 tests which would form the core component on the national test battery. The Sixteen Personality Factor Questionnaire would be used initially to filter candidates with characteristics noted by the national job analysis and to pick up any blatant psychopathology (maladjustment detected in the clinical evaluation). Combining the use of normal and clinical personality tests will give a thorough personality description or could be utilized as a clinical evaluation as a part of a conditional job offer.

Keywords: Research Assessment Reports

Notes: Book

Publisher: National Police Research Unit, Australia, 1997; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: Yes

The initial step in developing a standardized, semi-structured interview to be utilized by law enforcement personnel is studied. The Law Enforcement Candidate Interview (LECI) was created based on tests used in the candidate screening process (i.e. the Inwald Personality Inventory and Structured Clinical Interviews for DSM-III-R Personality Disorders). A sample of 34 western Alabama law enforcement cadets took the LECI. A moderate amount of interrater reliability was realized but internal dependability was rather lacking. Scores were related with gauges of academy performance (final grade-point average, and peer and supervisor rankings of academy performance). LECI is shown to be a reasonable predictor of performance on the academy.

Keywords: Research Assessment Reports

Notes: Journal Article

1999; source: Journal; ISBN: 0735-3936; region: Domestic; occupation: Police-related; peer-reviewed: Yes

A literature review and a series of surveys of 20 police recruits in South Australia sought to determine factors that affect the initial development and subsequent modification of organizational commitment among police recruits and to suggest ways to improve the development of commitment. A 1991 study revealed that organizational commitment in Australian police organizations was low compared to that of police in other countries. The literature suggested several factors that affect organizational commitment among police recruits and indicated that conflicts among recruits' expectations and formal and informal experiences may decrease commitment. The five surveys gathered information from police recruits (1) before training began in August 1994, (2) after 13 weeks of academy training but prior to field observations, (3) after another 23 weeks of academy training and prior to field training, (4) immediately after field training and prior to graduation, and (5) at the end of the probationary year. Commitment levels were stable across academy training but decreased immediately and significantly as a result of real policing. In addition, recruits held unrealistic expectations prior to entering academy training. Findings indicated the importance of ensuring that applicants receive accurate information about all aspects of policing, especially the importance of police work in the community and the amount of feedback recruits would receive from other people. Findings suggested that exposure to positive experiences and to appropriate mentors are crucial to the earliest development of organizational commitment in Australian police officers. Further research should explore the relative influence of personal experiences and mentors' attitudes. Figures, tables, and 24 references.

Keywords: Research Assessment Reports

Notes: Book

Publisher: National Police Research Unit, 1998; source: Government Communication; ISBN: no. 122.2; region: International; occupation: Police-related; peer-reviewed: No

This research seeks to determine whether psychological screening can be utilized as a valid tool in predicting whether police dispatcher candidates will be successful in the telecommunications field. A review of the literature reflected that only one similar research project on this topic has been conducted.Dispatcher stress has been well documented. Also, the uniqueness and importance of that position, in conjunction with its integration to police work, is well known. Research and documentation regarding psychological testing for police officer candidates abounds. Therein lies the experience, foundation, and understanding needed not only for this research, but to substantiate results and to offer guidelines for the future. This study found that dispatcher applicants can be psychologically screened with marked differences exhibited between those candidates whose personality traits are similar to known outstanding dispatchers, and those candidates who exhibit serious psychological problems and/or personality traits not reflective of highly successful dispatchers.

Keywords: Research Assessment Report

Publisher: Florida Criminal Justice Executive Institute, 1993; source: Research Institution; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Local law enforcement agencies in Alabama were surveyed using a mailed questionnaire to measure the perceptions of preferred characteristics of good police officers and the use of 22 selected screening tools. A total of 224 of the 321 questionnaires were returned, for a response rate of about 70 percent. Results revealed considerable agreement about the characteristics desirable for police officers. The candidate should be honest, reliable, emotionally stable, patient, and of good character. Virtually all the departments would use a greater range of screening techniques if they could; the use of screening techniques is related to measures of financial resources but not to the degree to which the agency perceives the applicant pool as large enough to meet agency needs. Findings also indicated that training in the screening techniques would be useful and that if staff can be convinced that some techniques perceived as expensive can be applied with minimal expense, agencies might adopt these techniques and improve their selection process with minimal additional expense. Tables, research recommendations, notes, and 34 references

Keywords: Research Assessment Report

Notes: Article; Surveys

1994; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study highlights the problem of funding for those who care for individuals with disabilities. In order to overcome the financial problems, this report recommends that staff receive more autonomy, support, and training because these are cost-effective solutions. The report also recommends more effective recruitment and retention strategies.

Keywords: Research Assessment Reports

Publisher: Community-University Institute of Research. University of Saskatchewan Printing Services, 2004; source: Other; region: International; occupation: Not police-related; peer-reviewed: No

This article comments on the growing disillusionment and discontentment among doctors. The profession's inability to adequately care for patients contributes to this sense of dissatisfaction and leads to doctors taking early retirement, further contributing to the problem.

Keywords: Research Assessment Reports

1997; source: Journal; region: International; occupation: Not police-related; peer-reviewed: No

Resulting from the Police Reform Act of 2002, this article examines the diversification of London s Metropolitan Police Service (MPS) recruits, thereby creating an organization more representative of the community it polices. It is shown that the Metropolitan Police Service (MPS) of London is well on course to meet its quantitative targets in respect of diversity within police community support officers (PCSOs) introduced under the Police Reform Act of 2002. However, it must be understood that while enhanced representativeness is a desirable end, it is important to recognize that the relationship between greater minority ethnic representation in the police service and more sensitive policing of ethnic minorities by the police service remains complex. As part of its drive to extend the police family, the Police Reform Act of 2002 introduced PCSO into the service. PCSOs are uniformed staff employed by the police authority. They work under the direction and control of the chief officer, and they possess certain limited powers. Their main function is to enhance public reassurance. However, their recruitment is also linked to an ethnic composition proportional to that of the local population they serve. In summary, the PCSOs in the MPS were driven by two agendas: to enhance public reassurance through the provision of visible, uniformed patrol and to help diversity MPS recruitment, thus making the organization more representative of the community it polices. This article focuses on the second agenda and the diversity of MPS recruitment with a brief reference to gender and age aspects of PCSO recruitment. The article begins by analyzing PCS application and recruitment data and considers the extent to which quantitative goals regarding diversity are being realized. It then examines a number of organizational issues relating to diversification. Table, notes, references.

Keywords: Research Assessment Reports

Notes: Article; Issue overviews

2006; source: Journal; region: International; occupation: Police-related; peer-reviewed: Yes

Federal agencies are united in the problem of increasing diversity in their workforce. The United States Government Accountability Office (GAO) Inspector General sought to: determine whether GAO's diversity efforts are achieving better representation of women and minorities in top leadership; evaluate the accuracy and completeness of GAO's fiscal year 2007 complaint and discrimination data; and assess the independence and reporting relationship of the head of GAO's Office of Opportunity and Inclusiveness. Procedures were compared against the U.S. Equal Employment Opportunity Commission Management Directive 715 (MD-715) and leading diversity management practices. Recommendations made include the establishment of a formal policy to produce an annual Workforce Diversity Plan and modify pertinent orders, procedures and internal controls.

Keywords: Research Assessment Report

Publisher: Governement Accountability Office, 2008; source: Government Communication; ISBN: GAO-08-1098; region: Domestic; occupation: Not police-related; peer-reviewed: No

Focusing on issues that have implications for every law enforcement agency in the United States, these seven papers examine the impact of a 1980 Federal district court consent decree concerning affirmative action on police recruitment, selection, training, and employment in the Los Angeles Police Department (LAPD) and the City of Los Angeles. In 1973, a female sergeant in the LAPD filed a complaint alleging that the city of Los Angeles engaged in employment discrimination based on sex. Subsequently, a complaint was filed by the U.S. Attorney in Federal court alleging also that the City and the LAPD had practiced employment discrimination on the basis of sex, race, and national origin. The Blake Consent Decree included within its requirements the essence of affirmative action and diversity in law enforcement. Individual papers in this volume focus on the characteristics of police academy training classes, models of police demographics before and after the decree, the evaluation of the positive and negative effects of the decree, legal rights of minorities and women resulting from their political emergence in American society, and police attitudes. Tables, figure, name and subject indexes, list of court cases, and appended survey form.

Keywords: Research Assessment Report

Notes: Book

Publisher: Charles C Thomas, 1992; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Issues surrounding the effect of recruit relating testing on racial minority applicants has led to the study of racial inequality in the recruiting process. This study finds that racial minority applicants in the police selection process have no apparent preferential privilege in a predominately White community.

Keywords: Research Assessment Reports

Notes: Journal Article

2005; source: Journal; ISBN: 1098-6111; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study examines whether orientation programs for new secondary education teachers positively affect retention rates. It finds that, overall, teachers with multiple support systems in place were less likely to look for other teaching positions or quit teaching all together.

Keywords: Research Assessment Reports

2004; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

Determinations on whether increasing the amount of minority and female police officers would make law enforcement more effective and if standards would have to be lowered to allow large numbers of minorities and women to be hired is examined. Data from the Law Enforcement Management and Administrative Statistics, a U.S. national survey of local and state law enforcement agencies with 100 plus officers was studied to tackle these issues. Two sets of data were used: the first data set included 4,158 city/year observations for 1987, 1990 and 1993; the second set, departments for which yearly demographic estimates were available from the Current Population Survey, encompassing 204 city/year observations for 1987, 240 for 1990 and 220 for 1993. The employment of additional black and minority officers resulted in increased crime rates but the fact that lower hiring standards affected both minority and non-minority officers need to be taken into account though the most unfavorable effects did occur in heavily black populated areas. No consistent evidence that crime rates increase based on female officers being hired which calls into question whether altering test content or norming to create equal pass rates is favored.

Keywords: Research Assessment Reports

Notes: Journal Article

2000; source: Journal; ISBN: 0095-2583; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study compares working in a traditional office, virtual office, and home office. It looks at how each setting affects a worker's work-life balance, as well as job performance, job satisfaction, and retention.

Keywords: Research Assessment Reports

2003; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

2004; source: Research Institution; region: Domestic; occupation: Not police-related; peer-reviewed: No

This study examines the the effect that employee engagement has on retention rates. It finds that individuals with the highest emotional tie to an organization are the most productive workers and that managers have the most direct impact on employees' job commitment.

Keywords: Research Assessment Reports

Publisher: Corporate Leadership Council, Corporate Executive Board, 2004; source: Research Institution; region: Domestic; occupation: Not police-related; peer-reviewed: No

Data were collected from 296 jurisdictions in Florida. Many police officials have set policy based on the erroneous view that the

Keywords: Research Assessment Reports

1994; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Data from two surveys of 281 U.S. cities, conducted in 1984 and 1987 to determine rates of minority police officer employment, were used to determine economic, institutional, and political factors that affect such employment. In this survey, economic variables included the percentage change in the number of officer positions between 1984 and 1987 and a subjective measure of departmental budgetary circumstances; institutional variables included measures of affirmative action policies, the influence of collective bargaining units, and the existence of a minority police chief; and political factors included the percentage of minority city councilmen and the existence of a minority mayor. The findings showed that, while many factors play a significant role in predicting employment of minorities, specially blacks and Hispanics, as municipal police officers, the best predictors are percentage of minorities in the city's population, minority representation in public offices, and court-enforced affirmative action programs. Given the current shift away from Federal court and administrative advocacy of affirmative action goals, the attainment of further progress toward minority employment will depend on efficacious political organization by minorities at the local level. 11 notes, 2 tables, and 38 references

Keywords: Research Assessment Report

Notes: Article; Surveys

1990; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article exams how costs increase as police services increase within a given population.

Keywords: Research Assessment Reports

1972; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study examines the relationship between employee service orientation and employees' job satisfaction. The study finds that organizational support is associated with job satisfaction, while the customer focus of employees negatively affects job satisfaction.

Keywords: Research Assessment Reports

2005; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

This article examines ways to retain a diversified staff, looking specifically at the reasons why employees choose to leave or stay with companies. The study then points out methods that help retain diverse employees.

Keywords: Research Assessment Reports

2001; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This study measures the effects of job previews on applicant attraction and asks individuals to choose between ads described as realistic job previews and traditional job ads. Overall, applicants were more likely to choose positions described using traditional means, except when the positions described with realistic job previews paid higher salaries.

Keywords: Research Assessment Reports

1996; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This study examines the effects of realistic job previews on job recruitment process and turnover rates. It concludes that realistic job previews work most effectively when they correspond with an organization's desired outcomes for the recruitment process.

Keywords: Research Assessment Reports

1998; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

Notes: 29 cm.Photocopy of typescript./ Abstract preceding title page./ Includes bibliographical references (leaves 58-64).by Lilia Elena Alexei.Thesis/dissertation (deg); Manuscript (mss)

Publisher: California State University, 2007; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This paper addresses the challenges of dealing with an impending nursing shortage. The author suggests that instead of relying in financial compensation and educational incentives to attract young people to the nursing profession and retain current nurses, that hospitals should focus on making nurses feel good about the contributions to society that they make within their profession.

Keywords: Research Assessment Reports

Publisher: Medscape CME, 2003; source: Website; region: Domestic; occupation: No-related; peer-reviewed: No

This article highlights the differences between research on employee attitudes and HR policies. It uses this analysis to make suggestions for new organizational policies.

Keywords: Research Assessment Reports

2004; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

This article confirms the notion that employee development training has a positive effect on an organization; however, it also argues that research needs to further understand employees' needs and what types of programs will benefit both employees and organzations and the reasons behind these benefits.

Keywords: Research Assessment Reports

2003; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

This study examines to what extent employees in short-term general care hospitals have the ability to voice their job dissatisfaction. The article concludes that employers who allow more outlets for employees to voice their opinions have higher retention rates.

Keywords: Research Assessment Reports

1986; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This study projects the future selection criteria, devices, and procedures likely to emerge in California marshal's offices by the year 2000. The investigator reviewed the literature and interviewed experts in the fields of law enforcement, personnel, education, and psychology. A county marshal's office was the model organization used to develop a strategic plan. A situational analysis determined the organization's weaknesses, opportunities, threats, and strengths. Two policies were determined to be both desirable and feasible. The first policy involved a computerized performance-based assessment to determine the applicant's potential ability to perform skills based on a profile obtained through a job analysis. The second policy produced a streamlined selection process that used a number of assessment mechanisms over the course of 1 day, providing instant feedback to the applicant through computerized scoring. This policy also led to the creation of the job of a personnel specialist and the use of civilian staff for recruitment and background investigations. An implementation plan was designed, and negotiating strategies were outlined to gain policy acceptance from key stakeholders. Transition management techniques are discussed. Appended supplementary information, 12 notes and 63-item bibliography

Keywords: Promising Practices; Research Assessment Report

Notes: Theoretical research

Publisher: California Commission on Peace Officer Standards and Training, 1991; source: Research Institution; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

Notes: 28 cm."9 April 1996."/ "Submitted to: Matthew Vaccaro, Office of Peacekeeping/Peace Enforcement Policy, Office of Assistant Secretary, Strategy & Requirements, U.S. Department of Defense."/ Includes bibliographical references (p. 50-57).by Ray Ying.Book

Publisher: John F. Kennedy School of Government, Harvard University, 1996; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The usefulness and effect of the Graduate Entry Scheme (GES) and the Special Course, the keystone of the police graduate recruitment campaign are analyzed in conjunction with a 3 year study of post secondary graduates in England and Wales. Interviews with employees in addition to historical and statistical data suggest that the GES has shown to be functioning inefficiently with a large number of resignations and officers that have not been promoted as anticipated. Police officers do not endorse the GES and recently the numbers of applicants have tapered which has led to less appropriate candidates as well.

Keywords: Promising Practices; Research Assessment Report

Notes: Journal Article

1991; source: Journal; ISBN: 0267-0739; region: International; occupation: Police-related; peer-reviewed: Yes

The value of an assessment center for entry-level police officer selection is studied with a sample of 275 respondents who were candidates (1982-1986) for entry-level police positions in a large southeastern U.S. city. Written exam, medical exam/drug screen, polygraph, background investigation, and a physical agility tests were all passed prior to candidates qualifying for the assessment center. The center predicted both on the job performance and training academy; the predictive validities of the center ratings were contrasted with the predictive validities of the cognitive ability tests. The test more accurately predicted for training academy performance while the center was a better predictor for on the job performance. A negative aspect of the cognitive tests would be its effect on black and Hispanic candidates whereas selection based on the center would negate the effect on Hispanics and increase the percentage of selected black officers. Assessment centers are good alternative in spite of the implementation costs.

Keywords: Promising Practices; Research Assessment Report

Notes: Journal Article

1992; source: Journal; ISBN: 0047-2352; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article examines access and equity for women in policing in Australia. Limited statistics handicap the production of a clear picture of the impact of equal opportunity policies in Australian police services. Available figures indicate that pre-entry physical ability tests are a significant cause of attrition among women who aspire to be police officers. Women are also apparently disproportionately more likely to leave the police service due to family obligations. They also report higher incidents of sexual harassment and sex discrimination in promotion and deployment. Considering the historical marginalization of women in policing, Australian police services have made significant steps forward in reducing discrimination in a relatively short period of time; however, improvement can be made in making policing a more viable career option for women; recruiting is apparently the primary area where proactive measures are needed. There have been successes with targeted recruitment in other occupations in Australia. Increases in application rates of up to 14 percent have been reported. The New South Wales Police Service has targeted recruitment on a modest scale, as it has focused on attracting female high school students to police service. There has been no evaluation of the effects of the policy, however. What is needed in Australia is a sustained, large scale, experiment in targeted recruitment. Women must be targeted in promotion campaigns that emphasize the career benefits of policing. 4 figures and 68 references

Keywords: Research Assessment Reports

Notes: US Department of Justice, Bureau of Justice Statistics, International Crime Statistics Program.Article; Legislation/policy analysis

1995; source: Journal; region: International; occupation: Police-related; peer-reviewed: Yes

In order to monitor the growth of women in law enforcement, the National Center for Women and Policing has completed this second annual study (1998) on the status of women in the largest law enforcement agencies in the United States. Findings show that among the largest law enforcement agencies in the country in 1998, women comprised only 13.8 percent of all sworn law enforcement positions; women of color hold 6 percent. In the last 8 years, women have increased their representation in sworn law enforcement ranks by only 3.2 percentage points, from 10.6 percent in 1990 to 13.8 percent in 1998. The gains for women in policing are so slow that at the current rate of growth, women will never reach equal representation or gender balance in law enforcement agencies. Women currently hold only 7.5 percent of top command law enforcement positions, 9.6 percent of supervisory positions, and 14.7 percent of line operation positions. Women of color hold 1.9 percent of top command law enforcement positions, 3.1 percent of supervisory positions, and 6.7 percent of line operations positions. Eight out of 10 municipal police agencies with the largest percentage of sworn women officers are currently under, or have been under, consent decrees to hire women or minorities. Similarly, among municipal police agencies with the highest percentage increase in sworn women officers since 1990, 8 out of 10 are under, or have been under consent decrees to hire women or minorities. This report identifies barriers to women in policing and discusses the implications of the survey findings. Tables show an agency-by-agency break down of the data. 8 tables.

Keywords: Research Assessment Reports; Field

Notes: Document; Surveys

Publisher: National Center for Women and Policing, 1998; source: Professional Organization; region: Domestic; occupation: Police-related; peer-reviewed: No

This report summarizes findings concerning numbers of women in correctional law enforcement and as sworn officers in State, county and municipal agencies, examining the major barriers that prevent an increase in their numbers, and reporting on the negative effects upon law enforcement as a whole due to the dearth of women in police departments. This 1999 research summary reports that women comprise only 14.3 percent of all law enforcement positions nationwide, with State agencies falling behind county and municipal agencies in hiring and promoting of women. Women of color hold 6.8 percent of these positions. A gain of 5.3 percent in their numbers has occurred over the 9-year period from 1990 to 1999. It was predicted that it will take several generations for women to reach equal representation in the ranks of law enforcement. The greatest barriers to increasing the number of women in policing were found to be the negative behavior and attitudes of their male colleagues; entry exams requiring excessive upper-body strength; widespread discrimination, including harassment and intimidation; and being maliciously thwarted in their attempts at advancement. Other barriers included heavy recruitment at predominantly male venues, such as military bases, security agencies, and male-oriented sporting events. Outdated paramilitary policing practices rewarding tough, aggressive, even violent behavior was found to repel women's participation in such law enforcement practices, and exacerbates potential lawsuits due to excessive force by male law enforcement personnel. It was found that a community-oriented model of policing, rooted in strong interpersonal and communications skills emphasizing conflict resolution over force, generally favored by women in law enforcement, has been highly effective in improving the public relations image of law enforcement agencies and positively impacts police-community relations. The dearth of women in law enforcement impacts the support given to victims of domestic violence, and since it was found that up to 40 percent of male officers were abusers themselves, women would receive as much as 40 percent less effective law enforcement response from male officers. It was found that female officers were demonstrably more effective than their male counterparts in their responses to crimes against women. Due to the hostility and harassment experienced by women in law enforcement agencies (caused by the under-representation of women in the agencies), successful lawsuits brought by these women have resulted in enormous cost to law enforcement agencies. Additional detailed survey findings, such as gender, color, rank, civilian, and military personnel figures are depicted in graph form, with an appendix identifying the individual agencies included in this research.

Keywords: Research Assessment Reports; Field

Notes: Downloaded July 5, 2002Document; Studies/research reports

Publisher: National Center for Women and Policing, 1999; source: Professional Organization; region: Domestic; occupation: Police-related; peer-reviewed: No

This report includes the results of two studies on women in law enforcement and discusses the gains and gaps in the numbers of women in policing. The 2001 Status of Women in Policing Survey shows that the number of women in sworn law enforcement remains small, and in large agencies the pace of increase has stalled or even reversed. Women accounted for only 12.7 percent of all sworn law enforcement positions in large agencies (with 100 or more sworn personnel). Women comprise an even smaller 8.1 percent of all sworn personnel in small and rural agencies (with fewer than 100 sworn personnel). Despite evidence that women and men are equally capable of police work, widespread bias in police hiring, selection practices, and recruitment policies keeps the numbers of women in law enforcement artificially low. Entry exams overemphasize physical prowess and block many qualified women from serving even though research shows that such tests are not job-related and they do not predict successful job performance. Many women are discouraged from applying to law enforcement agencies because of the aggressive and authoritarian image of policing; an image based on the outdated paramilitary model of law enforcement. On the job, women often face discrimination, harassment, and intimidation, and are maliciously thwarted, especially as they move up the ranks. Research has shown that women police officers use a style of policing that relies less on physical force and more on communication skills. As a result, women are often better at defusing potentially violent confrontations, and are less likely to become involved in use of excessive force situations. Women are substantially less likely to be named in a citizen complaint, sustained allegation, or civil lawsuit for excessive use of force. Women officers respond more effectively to domestic violence incidents. The disparity between the numbers of men and women involved in policing adversely impacts the culture, operations, and efficacy of law enforcement agencies. 9 graphs, appendixes, 24 endnotes.

Keywords: Research Assessment Reports; Field

Notes: Downloaded July 5, 2002Online document; Studies/research reports

Publisher: National Center for Women and Policing, 2002; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

This study conducted by the National Center for Women and Policing examined the increases, gaps, and decreases in the number of women in law enforcement in the year 2000. Through a survey conducted by the National Center for Women and Policing in 2000, this study examined the losses and gains of women in law enforcement over the past 28 years. The study was conducted from July 2000 to November 2000 and surveyed 349 law enforcement agencies (169 municipal agencies, 69 county departments, and 44 State agencies). Key survey findings included: (1) women currently comprise 13.0 percent of all sworn law enforcement positions among all three agencies in the United States; (2) over the last 9 years, the representation of women in sworn law enforcement ranks increased from 9 percent in 1990 to 13.0 percent in 2000; (3) the gains for women in policing are so slow that at the current rate of growth women will not reach equal representation or gender balance within in the police profession for at least another 70 years; (4) women currently hold 7.3 percent of sworn top command law enforcement positions, 10.3 percent of supervisory positions, and 13.7 percent of line operation positions; (5) more than half (57 percent) of the agencies surveyed reported no women in top command positions and 88 percent reported no women of color in their highest ranks; (6) State agencies trailed municipal and county agencies by a wide margin in hiring and promoting women; (7) consent decrees mandating the hiring and/or promotion of women and/or minorities are a significant factor in the gains women have made in law enforcement; and (8) on average, in agencies without a consent decree mandating the hiring and/or promotion of women and/or minorities, women comprised 9.7 percent of sworn personnel compared to 14.0 percent of those agencies with consent decrees. Overall, women had made small gains in law enforcement over the past 28 years and the numbers continue to increase at an extremely slow rate. Graphs and appendix

Keywords: Research Assessment Reports

Notes: Downloaded on July 5, 2002.Online document; Statistical data

Publisher: National Center for Women and Policing, 2001; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

This article considers barriers to ethnic minority recruitment into the police as well as factors that would encourage interest in this career. The discussion is based on a review of recent policy and the results of research conducted on behalf of one U.K. police force. According to this research, there is a considerable degree of hostility toward the police among some ethnic minority respondents, many of whom would never consider becoming a police officer. To encourage recruitment, the quality of service to local ethnic minority communities is therefore probably as important as any special police recruitment campaign. Although the troubled backdrop of police-community relations in the United Kingdom and other countries will make ethnic minority recruitment a significant challenge for the police in the foreseeable future, meeting this challenge is imperative to sustain operational capability.

Keywords: Research Assessment Report

2007; source: Journal; region: International; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Report

Notes: Great Britain. Home Office.Incl. summary of research findings by Holdaway, S.Book

Publisher: Home Office, 1990; source: Other; ISBN: no. 33/1990; region: International; occupation: Police-related; peer-reviewed: No

Stakes and debates regarding police and their practices on the recruiting process of ethnic and racial groups are studied in the Canadian police services. Affirmative action supporters' justifications are analyzed, issues discussed in debates, criticisms and hesitations about this policy has shown that the integration of minority groups is developing a new process of racialization not addressing inequalities.

Keywords: Research Assessment Reports

1999; source: Journal; ISBN: 0829-3201; region: International; occupation: Police-related; peer-reviewed: No

Europol, the European Law Enforcement Organization's goal is to advance the success and teamwork of capable agencies in the Member States to avoid and fight terrorism, drug trafficking and international organized crime.

Keywords: Research Assessment Report; Websites

source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

The Police Cadet Corps program in New York City was studied to determine if the goal had been realized of improving the police force through the hiring and training of applicants with higher education. The questions posed were: (1) How was the program recruitment implemented, and with what success? (2) What were the role-related perceptions and attitudes of the cadets and how did they differ, if at all, among different types of cadets and from those of the members of the latest recruit class? (3) How, if at all, did the program experience affect the cadets' perceptions and attitudes? and, (4) How did the attitudes and perceptions of cadets compare to non-cadet recruits with and without some college education in the same academy class? Cadets' associates and two sets of non-cadet recruits were used as respondents and completed several questionnaires which concluded with graduation. Variables in the data included detailed reasons for candidacy, opinions regarding police, perceptions and attitudes concerning the cadet program, and demographic characteristics (race, sex, marital status, military service and branch, highest level of education, family income, and year of birth).

Keywords: Promising Practices; Research Assessment Reports

Notes: Inter-university Consortium for Political and Social Research.Ann Arbor, Mich.Mode of access: Intranet.20 data files + machine-readable documentation (text) + SAS data definition statements + SPSS data definition statementsTitle from ICPSR DDI metadata of 2004-10-30./ Start: 1986; and end: 1989./ Also available as downloadable files./ Funding: United States Department of Justice. NationalInstitute of Justice./ Grant Number: 86-IJ-CX-0025AVAILABLE. This study is freely available to the general public. Coverage: New York City, New York (state), United States/ Data source: Self-enumerated questionnaires were administered according to the following schedule: 1986 Cadet Cohort: June 1986 (Wave 1), September 1986 (Wave 2), August 1987 (Wave 3), July 1988 (Wave 4), December 1988 (Wave 5). 1987A Cadet Cohort: June 1987 (Wave 1), August 1987 (Wave 2), November 1988 (Wave 3), October 1989 (Wave 4), December 1989 (Wave 5). 1987B Cadet Cohort: August 1987 (Wave 1), November 1988 (Wave 2), October 1989 (Wave 3), December 1989 (Wave 4). 1988 Cadet Cohort: June 1988 (Wave 1), November 1988 (Wave 2), October 1989 (Wave 3). 1988 Non-Cadet Recruits: July 1988 (Wave 1), December 1988 (Wave 2). 1989 Non-Cadet Recruits: December 1989 (Wave 1)./ Data source: self-enumerated questionnaires/ Universe: All New York City police cadets from 1986-1988.Antony Pate, Edwin E. HamiltonInternet resource (url)

Publisher: The Police Foundation, 1995; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Two key issues affecting police constabularies in England and Wales are: the recruitment of ethnic minority officers and civilian staff, and the current impact of diversity training. The policies were deemed ineffective in improving cultural diversity within the constabularies and that furthermore they are destructive resulting a incorrect outward image of effective action. The research on Black Police Associations (BPA) in England and Wales and Cashmore's impressions are reexamined. BPA's participation within the initiatives and rapport with senior management must be taken into account (as opposed to non-BPA members) and most officers' interviews supported current programs. BPA's are working to alter the nature of police ethos so that many minority officers do not feel that their ethnicity must be hidden.

Keywords: Research Assessment Reports

2007; source: Journal; ISBN: ISSN: 1369-183X DOI: 10.1080/13691830701234780; region: International; occupation: Police-related; peer-reviewed: Yes

The Standard Entrance Examination (SET) was examined for 5 months in June 1995 by the Scottish Council for Research in Education. Initially the existing recruitment and selection statistics from the eight Scottish police forces were analyzed and then two police forces were studied using case study methodology. Recruitment and selection were seen as important though a protracted aspect of police activity. Differential pass marks for the SET were among the variations found in practice across the forces. The test is seen by independent assessors as both vague and outmoded with variations in the versions negating comparisons. More women and ethnic minorities have had issue with the SET and proportionately more white male applicants are removed from the process because of background inquiry or for "other reasons" than other groups. The lack of sufficient applicants from ethnic minority backgrounds and their higher failure rate on the SET needs to be tackled.

Keywords: Research Assessment Reports

Publisher: Scottish Council for Research in Education, 1996; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

This study suggests that instances of teachers' work overload come occur when teachers' roles increase and there is no structural support for their increased workload. Bartlett categorizes overwork as the amount of time teachers spend working outside of their contractual hours, i.e the hours when they are not being paid to work.

Keywords: Research Assessment Reports

2004; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Electronic government expansion is creating the complex challenges of managing an effective information technology (IT) workforce in the public sector. Survey questionnaires were sent to IT employees working in the central IT departments of two state governments to analyze how job characteristics, work environment, and human resource management practices influence their turnover intentions. Results show that work exhaustion, an emphasis on participatory management, and opportunities for advancement were statistically significant variables affecting state government IT employee turnover intentions, and that salary satisfaction was not a statistically significant factor. Suggestions are offered for improving IT employee retention rates in government agencies.

Keywords: Research Assessment Reports

2005; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article examines how factors such as stress, age, and cohesion affect job satisfaction and retention rates in an academic medical center. The study concludes that higher stress levels contribute to higher turnover rates and that these negative factors must be eliminated from the nursing profession in light of an impending nurse shortage.

Keywords: Research Assessment Reports

2001; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This study finds that most nurses leave their positions because of benefits, work schedule, stress, and convenience. The article goes on to encourage hopitals to work on these four areas in order to improve their retention rates.

Keywords: Research Assessment Reports

1998; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The Polk County (FL) Sheriff s Office established a fast-track hiring process in January 2000 to speed the job application and hiring process to meet the challenge of staffing a new detention facility while dealing with normal personnel attrition and lengthy applicant processing times. The agency recognized that its processing times were unacceptable. It enlisted the Graduate Studies Division of the University of South Florida in Tampa to analyze its application and hiring procedure. The first step in implementing the fast-track process was to accept only complete applications submitted personally by the applicant to the human resources division. This process enabled staff to interview candidates the same day that they submitted applications and to inform them immediately of their eligibility for employment. A staffing specialist immediately completed preliminary qualifying checks prior to the interview. The agency also initiated the background investigation immediately and limited employment references to the past 10 years. The human resources director reviewed the application package for compliance with eligibility requirements, hiring standards, and employment laws upon completion of the background investigation. The new process has reduced by 45 percent the time elapsed from issuance of a conditional offer to final hire. Fifty percent of the applicants hired involved processing times of 30 days or less. The agency expects that further refinements will enhance its ability to attract and retain competent, motivated employees. Photograph and reference notes.

Keywords: Research Assessment Reports; Field

Notes: Journal ArticlePhotograph

2001; source: Government Communication; ISBN: ISSN 0141-9870ISSN 0014-5688 CODEN FBILB2; region: Domestic; occupation: Police-related; peer-reviewed: No

In order to received enhanced retirement benefits, law enforcement officials must prove that their primarily duties involve the investigation, apprehension, and detention of criminal suspects. Yet, approximately half of law enforcement officials who receive enhanced retirement benefits obtained them through legislation, rather than through the normal petition process to OPM.

Keywords: Research Assessment Reports

Publisher: United States Government Accountability Office, 2009; source: Government Communication; region: Domestic; occupation: No-related; peer-reviewed: No

A General Accounting Office study examined data on pay, recruitment, and retention at thirteen Washington D.C. metropolitan area police forces. In the 2002, fiscal year entry level police salaries differed by over $10,000 across 13 forces. A reported high of $39,427 per year compared to a low of $28,801 per year with only four of the thirteen receiving federal law enforcement retirement benefits. The report also found that pay increases were received by 12 of the 13 police forces between 10/1/02 and 4/1/03 which served to narrow the pay gap. Officials reported that the extent to which officers performed specialized functions varied though officers performed the same types of duties. Turnover at the same forces nearly doubled (375 to 729) between the fiscal years of 2001 and 2002. In 2002, 8 out of the 13 encountered an all time high turnover rate in a 6 year period (1997-2002). The GAO discovered a correlation between the number of separations (354) across the 13 forces and the officers who left to join the Transportation Security Administration (316). Since the staffing for TSA's Federal Air Marshal Program has been significantly completed the increase may have been a single incidence.

Keywords: Research Assessment Reports; Data

Notes: United States. General Accounting Office.ill. ; 28 cm.Cover title./ "June 2003."/ "GAO/03-658."/ Includes bibliographical references.Selected data on pay, recruitment, and retention at 13 police forces in the Washington, D.C., metropolitan areaUnited States General Accounting Office.Government publication (gpb); National government publication (ngp)Book

Publisher: U.S. General Accounting Office, 2003; source: Government Communication; ISBN: GAO/03-658; region: Domestic; occupation: Police-related; peer-reviewed: No

Herzberg's motivation-hygiene theory is used in a large metropolitan police agency to study female police employees' views regarding job satisfaction in order to ascertain policy suggestions to assist in retention. Two operational hypotheses were utilized: (1) there are no differences among the perceptions of job satisfaction of policewomen and female civilian personnel; (2) there are no differences among the perceptions of job satisfaction of policewomen and female civilian personnel controlling for relevant demographics. Of the 419 people surveyed, 180 were policewomen and 239 female civilian personnel. Retention perceptions yielded no distinct differences though disparity was evident in the groups though there was general satisfaction with the agency. The results illustrate that different perceptions on some scales of motivation and hygiene factors exist. Sworn officers were more satisfied with achievement, citizen recognition, and interpersonal relations than non-sworn officers however no perception disparities exist on recognition, growth, and supervision between sworn officers and civilian personnel.

Keywords: Research Assessment Reports

Notes: 28 cm.Includes bibliographical references (leaves 164-171)./ Vita.by Ting-Jung Tsai.Thesis/dissertation (deg); Manuscript (mss)

Publisher: Sam Houston State University, 1997; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The National Advisory Commission on Law Enforcement, created by Congress in 1989 to determine adequate salaries and benefits for Federal law enforcement personnel, has found that low pay scales, unpaid overtime, and housing costs are the primary causes of the government's difficulty in hiring and retaining qualified personnel. Through this study of more than 50,000 employees in 34 Federal agencies, the Commission found that, because of these deficiencies, severe personnel shortages exist in many communities. The most serious problem is in the pay gap between Federal and State or local law enforcement, particularly at the entry level. Although the pay disparity decreases as experience increases, the degree of equity depends in large part on location. Agencies in several large cities reported problems in recruiting and retaining qualified candidates, and particular difficulties in recruiting minorities and persons with language, computer, and accounting or legal skills. Mandatory retirement requirements are exacerbating the problems in filling vacancies. Overtime pay, housing costs, and benefits of employment are other factors which impact negatively on the ability of Federal law enforcement agencies to retain personnel. In addition to several short-term recommendations, the Commission recommended the creation of a new pay system for Federal law enforcement officers.

Keywords: Research Assessment Report

Notes: Article; Surveys

1990; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

The 2006 Quadrennial Defense Review (QDR) called for sweeping reform in the way the Department of Defense (DoD) manages its human resources in the new national security environment, which calls for more flexibility in quickly accessing the right skills at the right place. In response, DoD published a human capital strategy (HCS) in the summer of 2006 that it hoped would contribute to the transformation of the Total Force by providing a foundation for a coherent personnel management and manpower system. The HCS called for three initiatives: competency-based occupational planning, performance-based management, and enhanced opportunities for personal and professional growth. DoD requested that RAND form a panel of experts to perform an objective and independent review of the HCS and to help refine its implementation. This report presents the panel's review of the HCS, along with its conclusions and a number of recommendations that should be useful in the next iteration of the strategy. The panel recommends that DoD (1) establish an oversight organization, (2) develop a clear and specific statement of objectives and a range of options to meet those objectives, (3) conduct a cost-benefit analysis of options, (4) pilot-test selected options, and (5) regularly revisit the strategy. The HCS itself is reproduced in an appendix.

Keywords: Research Assessment Report

Publisher: RAND Corporation, 2008; source: Research Institution; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This paper offers several suggestions to help recruit and retain qualified teachers for positions in hard to staff urban and rural areas, One suggestion is high pay compensation that includes a bonus based on performance. A second suggestion is including a portfolio of incentives in order to encourage a diverse group of candidates to apply for these positions.

Keywords: Research Assessment Reports

Publisher: Center for American Progress, 2008; source: Research Institution; region: Domestic; occupation: Not police-related; peer-reviewed: No

This article examines the effect that perceived flexibility has on an employee's work-life balance. Employees who have a greater perception of flexibility are generally able to work longer hours and experience less of a negative impact on their work-life balance.

Keywords: Research Assessment Reports

2001; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Advocates of each explanation tend to neglect the other, and both ignore studies of budgetary politics that emphasize organizational constraints and incremental change. Using variables from the public choice and conflict perspectives, and a dynamic specification to represent the effects of organizational constraints, the authors estimate a model of the level of police resources in Detroit, Mich. While the public choice and conflict explanations received only modest support, the effects of organizational constraints were very large. (Publisher abstract)

Keywords: Research Assessment Reports

1986; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The article examines the ways in which flexibility in the workplace maintains gender equality and economic competetiveness. Perrons argues that in order for flexibility to achieve these goals, it must apply to all levels of an organization.

Keywords: Research Assessment Reports

2000; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

The Criminal Justice Agency Report compiles compensation and benefit information of criminal justice agencies in the state of Florida.  The report is a tool for evaluating compensation paid to criminal justice personnel and assists criminal justice agencies in determining the level of compensation required to attract and retain qualified law enforcement and correctional personnel. The report provides comparative data on topics such as pre-employment requirements, available insurance programs, annual leave, retirement options, special units, training programs, educational requirements, and full-time officer demographics. 

Keywords: Research Assessment Report; Websites

2007; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

The Police Recruitment and Education Program (PREP) was a triumph in the law enforcement community. The 101st US Congress passed PREP as part of a crime package and aims to assist department with recruitment efforts.

Keywords: Promising Practices; Research Assessment Report; Field

Notes: PeriodicalsNews

1991; source: Journal; ISBN: ISSN 0032-2571; region: Domestic; occupation: Police-related; peer-reviewed: No

A SIMULTANEOUS EQUATION MODEL OF NATIONAL CRIME TRENDS LEADING TO THE GENERATION OF FORECASTS FOR THE YEARS THROUGH 2000 IS PRESENTED. THE MODEL UTILIZES ANNUAL NATIONAL DATA FOR THE YEARS 1950 THROUGH 1974, AND THE NECESSARY DATA SOURCES INCLUDE DEMOGRAPHIC VARIABLES SUCH AS ESTIMATES OF POPULATION BROKEN DOWN BY RACE AND AGE, ECONOMIC VARIABLES LIKE THE CONSUMER PRICE INDEX AND THE UNEMPLOYMENT RATE, POLICE EXPENDITURE FIGURES, THE SIZE OF THE POLICE FORCE IN RELATION TO POPULATION, CRIME RATES, CLEARANCE RATES, AND ARREST RATES. THE RESULTS INDICATE A GENERAL REDUCTION IN THE UPWARD TREND IN CRIME RATES DURING THE 1980'S AND AN INCREASE DURING THE 1990'S. THE VIOLENT CRIME RATE SHOULD DECLINE IN THE 1980'S BEFORE INCREASING ONCE AGAIN IN THE 1990'S. THE FORECASTS OF OTHER VARIABLES REVEAL PATTERNS SIMILAR TO THOSE OF THE CRIME RATES; THIS SIMILARITY IS EXPECTED BECAUSE THE MODEL PRODUCES FORECASTS OF AN ENTIRE SYSTEM RATHER THAN OF ISOLATED VARIABLES. THE FORECASTING OF FUTURE TRENDS AS A LOGICAL PROGRESSION FROM PAST TRENDS IS DISCUSSED. THE DEMOGRAPHIC AND ECONOMIC COMPONENTS OF THE CRIME RATE ARE EXAMINED; THE RELATIONSHIP BETWEEN THE CRIME RATE AND FLUCTUATIONS AND CHANGES IN THE CONSUMER PRICE INDEX AND THE AGE-RACE DISTRIBUTION, AMONG OTHER VARIABLES, ARE DISCUSSED. IT IS CONCLUDED THAT THE SIZEABLE INCREASES IN THE CRIME RATE DURING THE 1960'S APPEAR TO BE LARGELY A RESULT OF A PERTURBATION IN THE BIRTH RATE DURING THE POSTWAR YEARS AND THAT ALTHOUGH THE CRIME RATE FOLLOWS A CYCLICAL PATTERN, THE EXPERIENCE OF THE 1960'S SHOULD NOT RECUR UNLESS SOME EVENT CAUSES ANOTHER ARTIFICIAL LEAP IN THE BIRTH RATE. GRAPHIC AND TABULAR MATERIAL DETAIL THE FUNCTION AND FINDINGS OF THE MODEL. APPENDIXES CONTAINING A LIST OF DATA, DETAILING SEGMENTED FUNCTIONS, INTRODUCING THE HUDSON PROGRAM, PROVIDING TECHNICAL NOTES ON THE POLICE EXPENDITURE EQUATION AND A SELECTION OF EXOGENOUS VARIABLES ARE INCLUDED. REFERENCES AND AN INDEX ARE ALSO PROVIDED. (KBL)

Keywords: Research Assessment Reports

Publisher: Lexington Books, 1978; source: Other; region: Domestic; occupation: Not police-related; peer-reviewed: No

Police departments in the U.S. are working to recruit candidates for positions left by retired officers and general attrition by using innovative methods to make the most of their budget. Public Safety Diversity Career Day in Denver encourages careers in law enforcement and fire service to citizens with no prior interest in the position and in Austin, TX the police department no longer automatically disqualifies an applicant for a history of drug use but works to discern an addict from an experimental user. Even with less demanding criteria Austin is scarcely staying ahead of attrition.

Keywords: Research Assessment Reports; Promising Practices

Notes: PhotographsJournal Article

2006; source: Journal; ISBN: ISSN 0149-337X CODEN ACCOD3; region: Domestic; occupation: Police-related; peer-reviewed: No

Florida State University criminology students were respondents in a study to determine what adjustments law enforcement will need to make to recruit, train, and retain officers over the next ten years. Florida Department of Law Enforcement Senior Leadership Program participants developed the survey and results suggest a need for increased ethics training, enhanced pension programs, and increased in-service professional technology training.Note: This article was originally published as a Florida Criminal Justice Executive Institute Senior Leadership Paper (Jan. 1998) available at: http://www.fdle.state.fl.us/fcjei/SLP%20papers/Brand.pdf

Keywords: Research Assessment Reports; Field

Notes: Article; Issue overviews

1999; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

The International Association of Chiefs of Police (IACP) mandates to improve and expand the role of women in policing are discussed. The National Center for Women in Policing (NCWP) partnered with the IACP in a survey effort.

Keywords: Promising Practices; Research Assessment Reports; Field

Notes: Document; Studies/research reports

Publisher: International Association of Chiefs of Police, 1999; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

This is a report of findings from a survey of International Association of Chiefs of Police (IACP) members concerning the status and future of women in policing. The Gallup Organization interviewed 800 IACP members. The number of women in law enforcement is growing and they are progressing through the ranks. However: (1) There are still fewer women than men in policing; (2) Women officers still face bias from male officers; (3) Many departments lack strategies for recruiting women; (4) Women officers may face gender discrimination and a glass ceiling that inhibits promotion; (5) Sexual harassment still occurs in many departments; and (6) There are very few mentoring programs for women officers. The IACP believes it is essential to strengthen the position of women in policing, and the report presents 12 recommendations to accomplish that goal. Tables, appendixes, note

Keywords: Research Assessment Reports; Field

Notes: Document; Studies/research reports

Publisher: International Association of Chiefs of Police, 1998; source: Professional Organization; region: Domestic; occupation: Police-related; peer-reviewed: No

The number of offenders on probation or parole is on the rise and a large number of senior officers are nearing retirement as the group of candidates for the positions decline. Innovative and dynamic strategies need to be utilized in today's job market to be effective. Hiring is the first hurdle; candidates then must be successfully trained and retained. The challenge is confronting pressing needs without loosing sight of the future. Plans are described to facilitate community corrections agencies and questions are posed to incite strategic thinking. The need for workplace planning is underscored and "organization culture" is studied. Recruitment and retention suggestions are offered. Case studies, lists of related publications, web sites as well as "To Do" lists and "Voices from the Field" are included. Contributions were made by the National Institute of Corrections' Workforce Development Advisory Workgroup and community corrections practitioners, academicians, and other experts across the nation.

Keywords: Research Assessment Reports; Promising Practices; Briefings

Publisher: Center for Innovative Public Policies, Inc., 2006; source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: No

The first phase of the study consisted of data obtained on the pass/fail rates of 98 female and 743 male applicants to a Midwestern police agency from January 1985 through December 1993 to investigate gender differences of applicants on physical ability tests. In the next phase 43 of the respondents completed questionnaires and the tests had an unfavorable effect on the females and did not mirror the physical tasks necessary on the job.

Keywords: Research Assessment Reports

Notes: Journal Article

1996; source: Journal; ISBN: 0735-8547; region: Domestic; occupation: Police-related; peer-reviewed: No

Although gender discrimination is a human rights violation under South Africa's Constitution, the right to equal treatment regardless of gender has not been fully implemented in the South African Police Service. Changes have occurred to improve opportunities for women in policing in South Africa during the past generation. Not only have legal reforms made it easier for women to counter discrimination, but reforms related to workplace equality have helped women in pursuing career paths. The progress has been slow in male-dominated police agencies, however, because of an ingrained, predominantly male-oriented tradition. If women are to be empowered to have a greater responsibility in community policing, it is important to develop strategies for recruiting women into policing and eradicate all remnants of gender discrimination in hiring and promotion. In becoming more representative of the communities they serve, police agencies should improve cooperation with those communities. As women are given more opportunities to show their knowledge and skills in working with communities to improve public safety, gender will become irrelevant as individuals are evaluated on performance and motivation without regard for gender. Under its Constitution, South Africa's women have the legal framework for equality and support for fighting inequality where it remains in the workplace. A 34-item bibliography

Keywords: Research Assessment Reports

Notes: To access the full text PDF: 1) select the provided HTML link; 2) from the Acta Criminologica Web site, select Table of Contents ; 3) select the corresponding Volume and Issue (see the NCJRS abstract record for the exact Volume and Issue); 4) scroll the Table of Contents to the exact article; 5) click on the full text icon.Article; Legislation/policy analysis

2005; source: Journal; region: International; occupation: Police-related; peer-reviewed: Yes

Male officers' opinions of female officers is studied from a sample of male officers in Fort Worth, TX and provides data on the status of women in policing, future training, and recruitment for female officers.

Keywords: Research Assessment Reports

Notes: M.A.The University of Texas at Arlington; 2502Supervisor Alejandro del Carmen

Publisher: The University of Texas at Arlington, 2005; source: Research Institution; ISBN: ISBN: 0-542-44873-4; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This paper traces the development of women's formal integration into policing in Australia, with attention to the role of legislation in effecting change. Grudging compliance with the requirements of anti- discrimination has occurred in the last two decades with a limited application of the more demanding requirements of legislation oriented toward affirmative action. This paper sets up a model for effective management of equal employment opportunity (EEO) responsibilities and tests the level of current application of the model with reference to EEO reports and other data on the status of women. Despite significant progress, specific problems remain, and the percentage of sworn female officers will increase slowly and will not reach parity with men unless more dynamic efforts are made to improve participation. The main areas of concern are physical-ability entry tests, low application rates, lack of union support, managerial indifference, and inadequate diagnostic review. Two key strategies for improvement derived from this analysis are targeted promotion in recruitment and the application of a systematic "problem-oriented" approach to EEO management. 6 figures and 53 references

Keywords: Research Assessment Reports

Notes: Article

1998; source: Journal; region: International; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: 28 cm.Includes bibliographical references.by Gary Scott Edwards.Thesis/dissertation (deg); Manuscript (mss)

Publisher: University of Richmond, 2007; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article examines the effect that non-standard work hours and unpaid leave has on families, particularly low-wage workers. Often, these low wage earners are viewed as expendable. Yet, the way a company treats its employees and their family members often predicts how the business will fair in a global economy.

Keywords: Research Assessment Reports

Publisher: Center for Law and Social Policy, 2006; source: Research Institution; region: Domestic; occupation: Not police-related; peer-reviewed: No

In 1999, the Department of Defense (DoD) decided to develop a new type of military recruiting station. Called a marketing-enhanced recruiting station, or MERS, the station contained television and video monitors for playing U.S. armed forces' advertisements, a computer kiosk enabling access to military web sites, and other "hi-tech" features. The MERS was designed to present an inviting image of the military to youth and those adults who influence them. The intention was to entice the youth and adults to enter the facility, to expose them to the positive aspects of military service, and to facilitate their exploration of the available opportunities. Hence, the new recruiting station was supposed to support actual recruiting operations while also promoting a positive image of the military and raising awareness of the employment and career opportunities in the U.S. military.The DoD asked RAND to evaluate the performance of the Potomac Mills prototype MERS in northern Virginia. This report summarizes the results of that effort. It includes (1) statistical information about the performance of the Potomac Mills station; (2) information about how the services used the station, including employment of civilian administrators; (3) conclusions about the potential of the MERS concept in general, as well as ways in which this particular station might be improved; and (4) recommendations about how the services and the Office of the Secretary of Defense might utilize this prototype station to experiment with and learn about the effectiveness of various recruiting practices and techniques. Case studies also are presented of recruiting stations located in malls around the United States.A main conclusion of RAND's analysis is that the MERS concept, appropriately implemented, has the potential to be a cost-effective alternative to both certain types of advertising and the standard production recruiting facility — when the station's potential recruiting and advertising benefits are fully exploited. Furthermore, by reducing construction costs and by mitigating operating costs, the DoD can implement follow-on marketing-enhanced stations for significantly less cost than that of Potomac Mills. A fundamental recommendation of this study is that the Potomac Mills MERS be converted from operation as a standard production recruiting station into an experimental facility for learning how to market and recruit today's youth in a commercial environment.

Keywords: Research Assessment Reports

Notes: Ronald D. Fricker, Jr. and C. Christine Fair.ill., map ; 24 cm."National Defense Research Institute."Supersedes RAND/DRR-2952-OSD.

Publisher: RAND, 2003; source: Research Institution; ISBN: 083303443X; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports; Briefings

Notes: Great Britain. Parliament. House of Commons. Home Affairs Committee.30 cm."House of Commons, Session 1999-00."/ "[HC] 77."Police training and recruitmentHome Affairs Committee.Government publication (gpb); National government publication (ngp)Book

Publisher: House of Commons, Home Affairs Committee, 1999; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

One solution to the problem of recruiting qualified police applicants is to recruit from former military personnel who will be released in the greatest military reduction since World War II. By tapping into this source of qualified applicants, police departments can draw from a pool of personnel who not only meet the minimum screening requirements of most departments, but who also have those favorable attributes and characteristics that make them prime candidates for employment as police officers. Service members leaving the armed forces generally do not have criminal records, have good health, have no history of substance abuse, and are in relatively good physical condition. Additionally, their training and experience provide them with a background that is compatible with the needs of the law enforcement profession. Service members leave the service with a higher- than-average educational level and have received training in many areas that are common to both the military and law enforcement professions, such as communications, first aid, and marksmanship. They are accustomed to working irregular hours, under stress, in unusual work environments. They have been trained to be disciplined team players who are motivated to accomplish the assigned mission in the face of barriers. Most are capable of dealing with various segments of society, since they have been exposed to many lifestyles and environments. Operation Transition, which has been established by the Department of Defense to assist the large numbers of departing service members in their transition to civilian life, can provide assistance to employers interested in hiring former service personnel through two automated employment assistance programs. 5 notes

Keywords: Promising Practices; Research Assessment Report; Field

Notes: Article; Training Materials

1993; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

Employers in the UK debate whether recruitment and retention efforts should focus on graduate nurses or diplomates. An increasing number of new nurses are graduate nurses, and they report having higher expectations from their jobs and lower job satisfaction rates than diplomates. They are less likely to remain in the nursing profession.

Keywords: Research Assessment Reports

2006; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

This study analyzed the hiring and retention of police officers. As a result of Federal funding and increased demands for service, more than half of the Nation s police agencies grew in officer strength during the late 1990 s. However, in about 20 percent of police agencies officer strength declined, often as a result of fiscal or recruitment problems. The supply of good police recruits was down throughout the Nation during the summer of 2000. More than half of the small agencies and two-thirds of large agencies with recent vacancies reported a lack of qualified applicants caused difficulty filling available positions. Many agencies reported staffing problems due to unanticipated vacancies. Agencies that had difficulty filling positions had roughly one unfilled vacancy for every three that were filled. This study did not include recent historical data that could show whether recent patterns differed from earlier ones, and it did not examine specific practices in hiring, training, and retaining officers. The researchers used three methods for studying police staffing issues: a national survey of police agencies, a critical synthesis of the literature, and an analysis of police employment data. The survey showed the process of screening and testing applicants, basic/academy training, and field training averaged 31 weeks in small agencies and 43 weeks in large agencies. Since the mid-1990 s, training has become longer and more complex; one-third of agencies reported that training time increased by up to 3 weeks since 1995. Approximately three-quarters of agencies reported hiring officers during the previous year at an average of 4.4 officers per agency. Overall, attrition rates were not usually high in 1999, but unanticipated vacancies caused difficulty for about half of the agencies. The study found that many police recruiters and managers would need to assess the effectiveness of their recruiting methods and find ways to make working in their agencies more attractive. Strategies might include improving pay and benefits, recruiting officers with the right skills for community policing, changing job roles to enhance officers satisfaction, improving career development, changing residency requirements, and creating incentives for retirement-eligible officers to remain with the agency.NOTE: This study was supported by National Institute of Justice grant 99-IJ-CX-0011 with funds from the Office of Community Oriented Policing Services. Additional support was provided by the Jerry Lee Center of Criminology of the University of Pennsylvania.

Keywords: Research Assessment Reports

Notes: National Institute of Justice (U.S.)Washington, DCElectronic data.Author: Christopher S. Koper./ "This study was supported by National Institute of Justice grant 99-IJ-CX-0011 with funds from the Office of Community Oriented Policing Services. Additional support was provided by the Jerry Lee Center of Criminology of the University of Pennsylvania."/ "July 04."/ "Aug. 04"--Online version./ Includes bibliographical references./ Description based on content as of: Aug. 19, 2004; title from resource itself./ Also available in print version./ Reproduction: Electronic reproduction./ Washington, DC :/ U.S. Dept. of Justice, Office of Justice Programs, National Institute of Justice.GovDoc: J 28.38:P 75/3; GPO Item No: 0718-A-42; 0718-A-42 (online)Document (dct); Government publication (gpb); National government publication (ngp); Internet resource (url)

Publisher: U.S. Dept. of Justice, Office of Justice Programs, National Institute of Justice, 2004; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Psychological testing is important in police personnel selection, but must be only the first step of a multi-hurdle approach in the screening of entry-level candidates. As police selection and promotion practices have moved beyond a scheme of political rewards, applicants are usually exposed to testing or assessment. But the nature of the candidate's evaluation and the specific evaluation of his abilities and psychological traits have too often been conducted poorly. There are two goals of the screening procedure: (1) eliminating those applicants unfit for police work; and (2) identifying characteristics that can predict good police officers. The use of a psychological measure is also intended to protect against discrimination. The test instrument must measure job-related criteria and must be free of any gender or racial bias. The future of police selection depends on several factors, including politics, public need, legislation, and court-ordered reform. Five factors will affect this future: more black police officers, pay raises for these officers, active recruitment of minorities, more liberal hiring policies, and use of private police. 59 notes

Keywords: Research Assessment Report

Notes: State-of-the-art reviews

1991; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This report presents a series of papers that address the following staffing issues in policing: determinants of police staffing levels; the processes of hiring and training officers; and retention patterns related to individual officers and staff positions. Most of the findings are based on results from a telephone survey of a nationally representative probability sample of 1,270 police agencies conducted from June through August of 2000. Survey analyses are supplemented with analyses of national data on police employment and reviews of prior studies on the determinants of police strength. A review of 55 empirical studies of the determinants of police strength across places and/or over time yielded inconsistent findings for variables commonly used to predict police strength. The survey analyses that focused on police perceptions of staffing numbers suggest that grant money, crime levels, calls for service, and population size were viewed as some of the main contributors to the increase in police staffing levels from 1996 to 1999. Fiscal constraints and the lack of qualified recruits were perceived to be two of the leading causes of decline in police staffing levels during this same period. The analyses of data and information on the hiring and training of officers found that the process of screening and training new officers takes an average of 31 weeks in small agencies and 43 weeks in large agencies. Ninety-two of every 100 new hires in small agencies and 89 of 100 in large agencies successfully completed all training. Slightly less than 60 percent of the agencies reported that the length of the training process has increased in recent years due to new training requirements. Over half of small agencies and two-thirds of large agencies reported that a lack of qualified applicants caused difficulties in filling recent vacancies. Regarding officer attrition and tenure, the study found that officers served for shorter periods in small agencies than in large agencies. It is estimated that nearly half of the officers who departed small agencies and about one-quarter who left large agencies went on to other law enforcement work. Based on short-term (1-2 years) follow-up data, approximately three-fourths of the agencies with expired COPS (Community Oriented Policing Services) grants have retained their COPS-funded positions. Overall, observed and expected retention rates among COPS grantees appear to be consistent with historical retention patterns, based on a national analysis of 20 years of police employment data that examined the retention of new positions by police organizations following periods when the organizations grew substantially. Extensive figures and tables, 87 references, and appended methodological details.Table of contents: Key findings at a glance -- Introduction and summary -- Research evidence on the factors influencing police strength in the United States -- A survey-based assessment of factors causing changes in sworn force size: examining the perceptions of police -- Hiring, training, and retention of police officers: a national examination of patterns and emerging trends -- Retention of staff positions funded through the federal Cops program: comparing retention rates among Cops agencies to historical patterns of staff retention in police agencies -- References -- Methodological Appendix: the police hiring and retention (H & R) survey.This study was supported by grant 99-IJ-CX-0011 from the National Institute of Justice (U.S. Department of Justice) to the Urban Institute. Additional support was provided by the Jerry LeeCenter of Criminology of the University of Pennsylvania.

Keywords: Research Assessment Reports

Notes: Book

Publisher: Urban Institute, Justice Policy Center, 2001; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The role of affirmative action is examined in increasing the number of Hispanics on the police force in the Chicago Police Department (CPD) and the Cook County (Illinois) Sheriff's Office (CCSO). There are 645 male Hispanic police and 185 female Hispanic police in the CPD. Most Hispanics are in the patrol division: 540 males and 135 females. Female Hispanics are almost invisible in the CPD. On average, around 1 to 2 percent of the police hired annually are female Hispanics. Around 36 percent of the CCSO is minority. Hispanics fill only one percent of the CCSO top jobs. Hispanics are finding more jobs in law enforcement, but it is clear that Hispanics in the CCSO and CPD are not comparable to the number of Hispanics in Cook County. There are two major impediments to Hispanics securing more law enforcement positions: declining dollars for police and the high drop-out rate for Hispanic youth in Chicago area high schools. 5 figures and 7 references (Author abstract modified)

Keywords: Research Assessment Report

Notes: Article; Surveys

1991; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

The Police Research Series presents research material on crime prevention and detection aswell as police management and organization issues. These reports stem from researchconducted or commissioned by The Policing and Reducing Crime Unit of theResearch, Development and Statistics Directorate of the Home Office. The Series includesreports on topics such as Attitudes of People from Minority Ethnic Communities towards aCareer in the Police Service, Flexible Working Practices in the Police Service, and ReducingSickness Absence in the Police Service.

Keywords: Promising Practices; Research Assessment Report; Websites

source: Government Communication; region: International; occupation: Not police-related; peer-reviewed: No

The innovative role of domestic policing in Homeland Security is explored by Joseph Pascarella and ten other researchers. The contributors studied concerns like recruitment, retention, implementation models, counter terrorism initiatives, and future concerns relative to Homeland Security and police administration through self-contained essays. A resonating theme is being cognizant of the changing role of the police, police managers and administrators in guaranteeing Homeland Security. A balanced perspective is offered and bolsters the combined intellect of leading researchers.

Keywords: Research Assessment Reports; Promising Practices

Notes: Nov.ill, 11.000x08.500 Inches Status: Active Record Price: USD 15.00 Retail Price (National Book Network)Available for distribution in: USA, UNITED KINGDOM Class Descriptors: LC: HV8141.P584 2005; Dewey: 363.2/2/0973Book

Publisher: Prentice Hall, 2005; source: Research Institution; ISBN: 9780833038500 0833038508 (Trade Paper) Other: 9780833038500 (EAN) LCCN: 2005-24192; region: Domestic; occupation: Police-related; peer-reviewed: No

The aurthors draw a correlation between crime rates and the ease with which a crime can be succesfully completed.

Keywords: Research Assessment Reports

1976; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Municipal police hiring practices, political influences, community dynamics, and affirmative action were explored in this study of how small California law enforcement agencies can achieve ethnic and gender diversity by the year 2006. Interviews were conducted with experts and the literature was reviewed to examine diversity in the workplace and the need for ethnic and gender balance. Experts voiced concern over preferential hiring and promotional strategies. They also believed that individuals should be given equal opportunity in hiring and promotions but that employment and promotion based solely on gender or ethnicity should be avoided. An analysis of future trends and events revealed small police departments have fewer promotions, fewer promotion candidates, and greater challenges than large police departments when attempting to bring gender and ethnic diversity to their command structures. Data indicated a compelling need to ensure small police departments are staffed at all levels with personnel representative of the communities they serve and demonstrated the importance of planning for and dealing with the issue of work force diversity. 20 endnotes

Keywords: Promising Practices; Research Assessment Reports

1996; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study examines the factors that affect an individual's willingness to take and keep a number of different types of jobs, including moving from one's place of residence and staying in a position that does not challenge an employee enough. Some of these factors include the indivudal's level of education and the size of the city.

Keywords: Research Assessment Reports

2002; source: Journal; region: International; occupation: Not police-related; peer-reviewed: No

Title II of the Americans with Disabilities Act (ADA) prohibits public entities, including police departments, from discriminating against persons with disabilities. Public entities must avoid discrimination against qualified individuals in all aspects of employment including recruitment, hiring, promotion and demotion, discharge, layoff, compensation, job assignments, leave and benefits, and employer sponsored activities. Persons defined as being qualified individuals with a disability include those with a physical or mental impairment, those with a history of such impairment, and those perceived as having such an impairment. For purposes of employment, the disabled person must also have the skills, experience, and education for the job and must be able to perform the essential functions of the job, with or without reasonable accommodation. Reasonable accommodation might include making existing facilities accessible to employees with disabilities, job restructuring, modifying work schedules, modifying equipment or training materials, and providing interpreters and readers. To challenge perceived employment discrimination prohibited by the law, employees must file a complaint with the Equal Employment Opportunity Commission before proceeding to court. The California-based Commission on Peace Officer Standards and Training (POST) concluded that the ADA will affect the peace officer selection process, particularly the required medical and psychological testing, background investigations, and law enforcement agency public service obligations.

Keywords: Research Assessment Report

Notes: Using Smart Source Parsing23-25, 30, May-JulyArticle; Surveys

1993; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

This article examines the reasons why employees choose to leave an organization, as well as why they stay with a company. The analysis steps away from the notion that money keeps employees in their current positions and examines other factors that affect job satisfaction and employee retention, such as job fit.

Keywords: Research Assessment Reports

2001; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This article explains a process by which to recruit, interview, and retain good employees. It begins with advertising for a position and follows through to extending an employment offer and training a new hire.

Keywords: Research Assessment Reports

2006; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The past, current, and future educational requirements of police officers are studied with a thorough review of current educational requirements by a group of law enforcement managers, research and inclusion of past studies, and current day educational standards. Recruitment of university graduates is beneficial but raises the issue of wages and benefits. Suggestions are made to start a university based Police Training Corps in conjunction with POST, local law enforcement, and the university education system.

Keywords: Research Assessment Reports

Notes: California.; Commission on Peace Officer Standards and Training.; Command College Class XXV.28 cm.Cover title./ "Command College Class XXV."/ "January 1998."/ Includes bibliographical references (p. 32-34)./ Also available online via the Web pages of the California Commission on Peace Officer Standards and Training (www.post.ca.gov).by Kenneth C. Klassen.Internet resource (url)Book; Internet Resource Date of Entry: 20020418

Publisher: California Commission on Peace Officer Standards and Training, 1998; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Today's workplace is shifting and the makeup of the agency will be more varied regarding gender, race, ethnicity, and age. Evidence is accumulating that it will be very changed as it pertains to values therefore the employer-employee rapport is shifting. Recommendations are made to make innovative changes to the existing recruiting and assimilation programs and provide research about women in policing.

Keywords: Research Assessment Reports

Notes: California.; Commission on Peace Officer Standards and Training.; Command College/Executive Leadership Institute Class XXVI.ill. ; 28 cm.Cover title./ "Command College/Executive Leadership Institute Class 26."/ "June 1998."/ Includes bibliographical references (p. 46-47).Female probationary employees at the Walnut Creek Police Departmentby Tom Soberanes.Government publication (gpb); State or province government publication (sgp)Book

Publisher: California Commission on Peace Officer Standards and Training, 1998; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study examines the problem of recruitment and retention for librarians. Stanley estimates that only 7% of librarians are between the ages of 20 and 29, meaning that there will be a staffing shortage in libraries as baby-boomer librarians reach retirement age.

Keywords: Research Assessment Reports

2008; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

Recruitment and hiring in the federal government continues to be an important issue despite progress being made by Congress, the Office of Personnel Management (OPM) and other federal agencies to update the hiring process and use innovative recruitment strategies. In 2001, the United States Government Accountability Office (GAO) identified strategic human capital management as a government-wide high-risk area because federal agencies lacked a strategic approach to human capital management that integrated human capital efforts with their missions and program goals. Although progress has been made since that time, strategic human capital management still remains a high-risk area. Additional efforts are still needed in human capitol planning, diversity management, use of existing flexibilities, and OPM leadership.

Keywords: Research Assessment Report

Publisher: US Governement Accountability Office, 2008; source: Government Communication; ISBN: GAO-08-761T; region: Domestic; occupation: Not police-related; peer-reviewed: No

The Department of Homeland Security (DHS) was created from a disparate group of agencies with multiple missions, values, and cultures into a cabinet department whose goals are to, among other things, protect United States borders and infrastructure, improve intelligence and information sharing, and prevent and respond to potential terrorist attacks. The United States Government Accountability Office (GAO) designated the implementation and transformation of DHS as a high-risk area in 2003, and it remains so. While DHS has made progress, it continues to face challenges in transforming into an effective, integrated organization. GAO analyzed data obtained from the Office of Personnel Management's Central Personnel Data File to review how DHS is progressing in its efforts to create and maintain a diverse workforce. Analysis suggests that the total number of career Senior Executive Service (SES) and those in the SES developmental pool for potential successors increased at DHS. The percentage of women in the SES increased, while the percentage of minorities decreased. For the SES developmental pool, the percentage of women and minorities both increased. DHS reported taking steps to affect the diversity of its workforce. These steps are consistent with several leading diversity management practices and include: (1) a diversity strategy as part of its strategic plan, (2) recruitment, (3) employee involvement, and (4) succession planning.

Keywords: Research Assessment Report

Publisher: Government Accountability Office, 2008; source: Government Communication; ISBN: GAO-08-815T; region: Domestic; occupation: Not police-related; peer-reviewed: No

This article examines the strategies human resource offices in Australia are employing to try and curb the nursing shortage.

Keywords: Research Assessment Reports

2001; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

This article examines the use of an integrated pre-employment roundtable by the Washington State Patrol (WSP). A roundtable is a group discussion of an applicant s employment packet before making the final hiring decision. The WSP has three goals: to hire the best applicant by decentralizing the final hiring decision from one person to a team; to reduce agency risk of litigation; and to continually update the hiring process and the decision makers. The commander of human resources and the staff assigned to the cadet unit within human resources comprise the bulk of the roundtable. Pre-employment testing includes three phases: written tests, an oral board, and polygraph/background investigation. The scores of each are combined to yield a cumulative score. By the end of phase three, the human resource division (HRD) staff members have an extensive profile of each applicant. Applicants whose cumulative scores exceed the minimum cutoff are the ranked on a hiring register. Once a decision has been made to hire an applicant, the applicant is given an offer contingent on successful completion of psychological and medical interviews. The psychological evaluation consists of written psychological tests and an interview with the WSP department psychologist. The roundtable process was created to provide a comprehensive review of applicants who have been identified, though psychological testing, as potential risks if employed as a trooper cadet. The risks include anger management, risk-taking behaviors, potential for substance abuse, problems with authority and inflexible thought patterns. The roundtable personnel review all information on the applicant and formulate a comprehensive employment decision. The roundtable panel considers four possible outcomes: hire, hire with reservations, need more information, and do not hire. The article includes case examples of applicant psychological assessments. The roundtable panel was developed to ensure that a consensus opinion from knowledgeable people is reached concerning employment of an applicant when psychological testing shows potential concerns. This increases the likelihood that the best candidates will be hired and decreases the likelihood of negligent hiring.

Keywords: Promising Practices; Research Assessment Reports; Field

Notes: Article; Studies/research reports

2001; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

As U.S. military forces appear overcommitted and some ponder a possible return to the draft, the timing is ideal for a review of how the American military transformed itself over the past five decades, from a poorly disciplined force of conscripts and draft-motivated "volunteers" to a force of professionals revered throughout the world. Starting in the early 1960s, this account runs through the current war in Iraq, with alternating chapters on the history of the all-volunteer force and the analytic background that supported decisionmaking. The author participated as an analyst and government policymaker in many of the events covered in this book. His insider status and access offer a behind-the-scenes look at decisionmaking within the Pentagon and White House. The book includes a foreword by former Secretary of Defense Melvin R. Laird. The accompanying DVD contains more than 1,700 primary-source documents-government memoranda, Presidential memos and letters, staff papers, and reports-linked directly from citations in the electronic version of the book. This unique technology presents a treasure trove of materials for specialists, researchers, and students of military history, public administration, and government affairs to draw upon.

Keywords: Research Assessment Reports; Promising Practices

Notes: Bernard Rostker.ill. ; 26 cm. + 1 DVD-ROM (4 3/4 in.)What Have We Done? A Summary of Then and Now (1960-2004) -- The Coming of the All-Volunteer Force (1960-1968) -- The Coming of the All-Volunteer Force: Analytic Studies (1960-1968) -- The President's Commission on an All-Volunteer Armed Force - the Gates Commission - and Selective Service Reform (1969-1970) -- The Studies of the All-Volunteer Armed Force (1969-1970) -- The Pentagon's Response: The Laird and Kelley Years (1969-1972) -- Analytic Studies During the Initial Transition Period (1969-1972) -- Looking Toward the Future: A New Research Agenda (1969-1972) -- The Second Inning (1973-1976) -- The Second Inning: Analytic Studies (1973-1976) -- The Carter Years: The All-Volunteer Force in Distress (1977-1980) -- The Selective Service Sideshow (1979-1980) -- The Carter Years: Analytic Studies (1977-1980) -- Sustaining the All-Volunteer Force: The Reagan-Bush Years (1981-1992) -- The Role of Women in the All-Volunteer Force -- The Reagan-Bush Years: Analytic Studies (1981-1992) -- Pax Americana and the New World Order: The Clinton and Bush Years (1992-2004) -- Reaping What You Sow: Analytic Studies of the Clinton and Bush Years (1992-2004) -- Why Has the All-Volunteer Force Been a Success?Summarized in RAND/RB-9195-RC.

Publisher: RAND, 2006; source: Research Institution; ISBN: 0833038958 (hardcopy with dvd alk. paper)9780833038958 (hardcopy with dvd alk. paper)0833038966 (har; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Police departments have traditionally assessed their performance through crime-related activity measures that often have little to do with good police work and offer little hope for prediction of exemplary performance. This article suggests some progress can be made in predicting superior performance by considering an earlier stage in a police officer's career where performance is well-defined and measurable: the police academy. Using recruit performance data (N = 1,556) from a large metropolitan police department, the article uses linear and logistic regression as well as chi-square automatic indicator detector to identify predictors of superior performance in the academy. A number of interesting findings emerge with regard to factors that offer predictive value—reading level, age, gender, and race—and those that do not—college education, military experience, and residency. The article concludes with a discussion of the implications for recruitment, selection, and training as well as for measuring and predicting performance on the street.

Keywords: Research Assessment Report

2008; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article examines the relationship between flexibility policies and organizational commitment and employee productivity. The study concludes that employers with the most flexbility experience the most positive outcomes from their employees.

Keywords: Research Assessment Reports

2003; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Based on the U.S. Justice Department's most recent available data (Law Enforcement Management and Administrative Statistics Program), this article examines changes in State and local law enforcement staffing over the 12-month period ending June 30, 2003, including new hirings, lateral hirings, resignations, dismissals, retirements, and those called up from law enforcement duties to be full-time military reservists. During this period, the number of full-time sworn officers increased by approximately 2,600 (0.4 percent). This compares with an annual average growth rate since 1990 of approximately 1.5 percent per year. This is evidence of a hiring decline. The net gain of 2,600 officers was partially offset by an estimated 11,380 officer reservists who were called up to active duty during the 1-year period, making them unavailable to perform local law enforcement duties. These call-ups compose approximately 2 percent of the sworn personnel in local law enforcement. The monetary cost to law enforcement is estimated to be between $0.4 and $1.2 billion annually. Although costs to communities served by smaller departments that are experiencing personnel loss are difficult to estimate, anecdotal evidence suggests that small communities may be significantly affected; for example, the Pottsville Police Department (Pennsylvania) had 2 of 24 officers from its patrol division called to active duty in 2003. This significantly impacted the department's ability to provide quality service. The New York City Police Department, on the other hand, had 410 reservists called to active duty in the year studied. It can absorb this loss of little more than 1 percent of its personnel. In calculating employee turnover and the percentage of possible positions to be filled in the near future, police executives must include a determination of the proportion of full-time sworn personnel who are military reservists. A plan should exist for handling mass call-ups. 4 tables and 8 notes

Keywords: Research Assessment Reports

Notes: Article; Issue overviews

2006; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

This work study examines the trend toward employers demanding more flexibility from their employees, in part because work hours no longer equal standard business hours. These work studies will contribute to other research being done in various international locations in order to form a broader view of how ideas work flexibility are changing.

Keywords: Research Assessment Reports

1997; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

The recruitment and promotion of ethnic minority officers of British police forces is studied in the wake of the murder of Stephen Lawrence, a black teenager which was highlighted in the Macpherson Inquiry. It explains the significance of a police force that embodies the principles of the community it serves and the effect of public relations when changing practices by policy and statute. Police culture is emphasized that has hindered promotion of ethnic minority and female officers and experiences are contrasted between the U.S. and the British. Comparisons are illustrated between threshold analysis and advancement in an effort to modify the organization to alter the climate in which a minority officer could confront racism. The career progression and advancement of recruited ethnic minority officers necessitates more research.

Keywords: Research Assessment Report

1992; source: Journal; ISBN: 1043-9463; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

Notes: ill."Presented to the faculty of Cardinal Stritch University in partial fulfillment of the requirements for the degree of Master of Business Administration."/ Includes bibliographical references (p. 46-47)./ Reproduction: Microfiche./ Milwaukee :/ Integrated Imaging, Inc.,/ 1999./ 1 microfiche (70 fr.).Cardinal Stritch University A.M.D.R.: Business Administration (MBA); CSU MBA.by Michael D. Holman.Thesis/dissertation (deg); Manuscript (mss); Microfiche (mfc)

Publisher: Cardinal Stritch University--Milwaukee, 1999; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This workshop provided guidelines for Hispanic-American police officers in the Chicago metropolitan area in recruiting Hispanic-Americans for police work; parameters were set for a research project to develop a model targeted recruitment program designed to increase the effectiveness of police departments in attracting Hispanics into law enforcement careers. The first part of the workshop, entitled "The Role of Hispanic Police Organizations in Recruitment," was conducted by Mario Garcia, Senior Consultant with the Latino Institute in Chicago. The purpose of the Institute is to empower committed individuals and groups to obtain for the Latino community a fair share of public and private resources to improve the quality of life for the Latino community in the Chicago metropolitan area. A survey was administered to 20 Hispanic police officers during the workshop. Eleven of the respondents indicated their departments had not identified the shortage of Hispanic police officers as one of its major concerns. Eighteen responded that their associations had not made recruitment a priority. None of the respondents indicated they were "recruited" into law enforcement. The workshop produced 17 suggestions for ways Hispanic police organizations can help in the recruitment of Hispanic-Americans for police work, including public relations, setting policy, educating the Hispanic community, cultivating interest in Hispanic youth, and encouraging and helping candidates to apply. Parameters for the Recruitment Research Project are outlined. Appended agenda of the Recruitment Workshop follow-up meeting of the Coalition of Hispano-American Police Associations, a coalition of 25 Hispanic police organizations.National Institute of Justice Grant No.: 94-IJ-CX-K007

Keywords: Research Assessment Report

Publisher: Hispanic American Police Command Officers' Association, 1994; source: Professional Organization; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This report presents the findings of a study that sought to identify ways to enhance efforts to attract females to consider the New York State Police as a career choice. The study included a review of the relevant research literature, as well as the design and administration of four different surveys. As a result of the literature review, two theories were identified to provide direction for improving the recruitment of women. First, the theory of planned behavior suggests that people's attitudes are good predictors of their intentions. Second, the theory of person-environment fit suggests that people will perceive an organization or job as attractive if they feel that their own desires or personality will be well-suited to the environment or situation where they will be working. Organization attractiveness is an important aspect that can lead to an increase in the number of female applicants. Four different surveys were designed to assess people's attitudes and beliefs, as well as to assess the potential fit between the position of New York State Trooper and women's job preferences. The final survey assessed attitudes toward the New York State Police and the job of a Trooper, along with individuals' preferences for various job attributes. The study results indicated that the most preferred job attributes for women between the ages of 19 and 29 were financial inducements and job security; supportive work climate; job enrichment (skill and task variety); and family friendly work policies. The study also determined that misperceptions of danger may be detracting from the number of female applicants. Strategies for improving the recruitment of women were based on the fit between what women desired in a job and how those desires matched their perceptions of the job of a trooper. Specifically, a recruitment program that emphasizes the challenging nature of the job, the diverse activities and skills required (job enrichment), the organization's commitment to improving their family-related work policies, and the camaraderie among troopers may be effective in attracting more females to the job. 3 figures, 2 tables, 14 references, amended figures, and survey questionnaires

Keywords: Research Assessment Reports; Field

Notes: Document; Studies/research reports

Publisher: International Association of Chiefs of Police, 2000; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

Four surveys gathered information from approximately 3,500 New York State residents regarding women s perceptions of the New York State Police, careers in law enforcement, job characteristics important to women, and characteristics of a State trooper s job that were most likely to attract women. The research aimed to improve the recruitment of women to policing in New York. The researchers designed each survey instrument based on the findings of the prior survey. The four participant samples included male and female college students, New York State Police recruits, New York State Troopers of all ranks, and New York State residents between ages 19 and 29 years. Females were overrepresented in the survey of the general population. Just over 1,000 individuals completed the surveys. Results revealed that financial and job security was the job attribute rated most important by both males and females. The second most important job attribute for females was a supportive work climate. Other job attributes important to females were job enrichment, family-friendly work policies, choice of work assignment, and social contribution. Findings also indicated a moderate to good fit between what women want in a job and what the job of a New York State trooper offers. Other findings related to the study participants favorite activities and their relation to intentions and recruitment tactics. Findings suggested that police agencies that seek to recruit more women should focus their recruitment messages on job attributes most important to women, make all agency members aware of their potential impact on future applicants, focus recruitment efforts in locations where women who take part in certain activities are likely to be found, and carefully evaluate their recruitment messages. Figures, table, and 6 references.

Keywords: Research Assessment Reports

Notes: Article; Surveys

2000; source: Professional Association; Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: 28 cm.Includes bibliographical references (leaves 49-50).by Susan M. Edman.Thesis/dissertation (deg); Manuscript (mss)

Publisher: University of Wisconsin-Oshkosh, 1998; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Employers cannot simply adapt recruitment and retention strategies from another organization to their own. This article points out that employers need to understand the unique needs of their employees in order to keep job satisfaction and retention rates high.

Keywords: Research Assessment Reports

2006; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

PRONOUNCED ECONOMIC DIFFERENCES ALSO PROVIDE ELITES WITH A STRONG NEED TO MAINTAIN ORDER SO THAT ONGOING RELATIONSHIPS WILL NOT BE DISTURBED. BECAUSE A STRONG POLICE FORCE IS THE MOST DIRECT WAY TO MAINTAIN ORDER, ONE LOGICAL IMPLICATION OF CONFLICT THEORY IS THAT LAW ENFORCEMENT PERSONNEL SHOULD BE MOST NUMEROUS IN METROPOLITAN AREAS WHERE DIFFERENCES IN ECONOMIC RESOURCES ARE GREATEST. CROSS-SECTIONAL ANALYSES OF LARGE SMSA'S IN 1960 DID NOT ALWAYS SUPPORT THIS HYPOTHESIS. BUT WHEN DATA FROM 1970 WERE ANALYZED, THE RESULTS INVARIABLY SHOWED THAT UNEQUAL METROPOLITAN AREAS WERE LIKELY TO HAVE MORE POLICE AND OTHER LAW ENFORCEMENT PERSONNEL. RESULTS ALSO INDICATED THAT METROPOLITAN AREAS WITH MORE BLACKS HAD STRONGER LAW ENFORCEMENT AGENCIES IN 1970, BUT THIS EFFECT WAS NOT PRESENT IN THE 1960 EQUATIONS. THUS, ECONOMIC AND RACIAL CLEAVAGES WERE BETTER PREDICTORS OF POLICE STRENGTH AFTER A DECADE OF WELL PUBLICIZED SOCIAL UPHEAVALS THAT MAY HAVE BEEN THREATENING TO ELITES. AN ADDITIONAL ANALYSIS ALSO SHOWED THAT UNEQUAL METROPOLITAN AREAS HAD FEWER PUBLIC WORKERS IN FIELDS OTHER THAN LAW ENFORCEMENT. THEREFORE, IN AREAS WHERE DIFFERENCES IN RESOURCES FAVOR THE AFFLUENT, ONE CAN EXPECT THAT MORE RESOURCES WILL BE SPENT ON COERCIVE CONTROL AT THE EXPENSE OF OTHER PUBLIC SERVICES. TABULAR DATA AND A LIST OF REFERENCES ARE INCLUDED. (AUTHOR ABSTRACT MODIFIED--MJW)

Keywords: Research Assessment Reports

1979; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This article examines the effects that workplace demands have on employees. Aronson contends that the majority of workers in Sweden are now being asked to be more flexible in the workplace. He studies the ways in which such demands affect workers and the psychological contracts they have with their employers.

Keywords: Research Assessment Reports

1999; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

This report presents findings from the Hiring in the Spirit of Service (HSS) project, a federally funded project that engages the community in recruiting and hiring service-oriented law enforcement personnel. Five HSS demonstration sites, chosen through a competitive process, are analyzed in order to highlight how sites involved citizens in substantive ways to create new recruiting methods and marketing initiatives with the goal of attracting recruits who would make good community police officers. The five sites span the range of law enforcement in terms of size of department, rural versus urban location, and types of community crime problems; sites are: Sacramento Police Department, Burlington Police Department, Hillsborough Country Sheriff s Office, Detroit Police Department, and King County Sheriff s Office. The accomplishments and challenges at each site are described and the commonalities across the demonstration projects are analyzed. Among the commonalities across the five sites was the integral nature of the steering or advisory committees to project activities and to providing multidisciplinary feedback throughout the life of the project. Another commonality involved the use of focus groups to engage community support and vision. Lessons learned from the projects are enumerated and include the observation that involving the community in recruitment and hiring strategies is not always easy and that the process of identifying service-oriented traits that can be agreed on by all stakeholders can be a complex process. Best practices emerging out of the demonstration project experiences are presented and fall under the topics of marketing, community policing recruit characteristics, and service-oriented selection procedures. An historical overview of law enforcement selection procedures is presented and the objectives of the HSS strategy as a major change effort in policing paradigms are considered. Among the major HSS objectives are to develop an agency brand or image, revise occupational and psychological screenings, and institutionalize a range of new hiring practices that reflect the policing paradigm shift. Tables, references, appendixes.

Keywords: Research Assessment Reports; Promising Practices

Notes: United States.; Dept. of Justice.; Office of Community Oriented Policing Services.[Washington, D.C.]Title from title screenLC: HV7936.R5Hiring in the Spirit of ServiceEllen Scrivner.Government publication (gpb); National government publication (ngp); Internet resource (url)

Publisher: U.S. Dept. of Justice, Office of Community Oriented Policing Services, 2006; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Keywords: Promising Practices; Research Assessment Report

Notes: ill. ; 29 cm.Includes bibliographical references (leaves 69-71).by Robert B. Fulton.Thesis/dissertation (deg); Manuscript (mss)

Publisher: California State University, 1993; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

Notes: Michael G. DeGroote School of Business.; Management of Innovation and New Technology Research CentreIncludes bibliographical references (leaves 28-29)Harish C. Jain and Parbudyal Singh.Book

Publisher: McMaster University, Michael G. DeGroote School of Business, 1999; source: Research Institution; ISBN: no. 90; region: International; occupation: Police-related; peer-reviewed: No

Officers with wide-ranging mental skills are needed due to the implementation of "problem-oriented" policing. Results and repercussions of intelligence tests taken by recruits in 1986-1987 (N=36) in a mid-sized southeastern U.S. city were studied and will be a major issue to the problem-oriented policing strategy being considered by the agency. Careful and correct implementation will not ameliorate the fact that all officers are not equipped to perform the expected tasks therefore intelligence tests may be appropriate.

Keywords: Research Assessment Report

Notes: Journal Article

1990; source: Journal; ISBN: 0735-8547; region: Domestic; occupation: Police-related; peer-reviewed: Yes

CONTRACTING FOR PUBLIC SERVIES IS A COMMON PRACTICE FOR SUCH SERVICES AS SANITATION AND STREET MAINTENANCE. INJECTING COMPETITION INTO THE PROVISION OF SERVICES YIELDS IMPORTANT ECONOMIC ADVANTAGES, AS CONTRASTED WITH LOCAL GOVERNMENTAL MONOPOLIES. ALSO, AS ECONOMIES OF SCALE ARE INTRODUCED, CONTRACTING FROM A LARGE-SCALE PROVIDER PERMITS GOVERNMENT OVERSIGHT OF COST-EFFECTIVE OPERATIONS. IN THE LAKEWOOD PLAN OF INTERGOVERNMENTAL CONTRACTING, LOS ANGELES COUNTY HAS CONTRACTED TO PROVIDE POLICE SERVICES TO 30 OTHER MUNICIPALITIES. THE SCALE ECONOMICS OF PRIVATE CONTRACTING MAY BE WEAKER OR ABSENT IN AN INTERGOVERNMENTAL CONTRACT SYSTEM SUCH AS LAKEWOOD, WHICH RELIES ON A COSTLY COUNTY BUREAUCRACY. HOWEVER, THE LAKEWOOD SYSTEM DOES RESULT IN DTANDARDIZATION OF ARREST POLICIES AND PATROL POLICIES. DATA ON POLICE SERVICES, ESPECIALLY ON THE RATE OF MAJOR OFFENSES REPORTED, INDICATE THAT CONTRACT CITIES EXPERIENCE A SIGNIFICANTLY HIGHER VIOLENT CRIME RATE DO INDEPENDENT CITIES, AND THAT COST PER OFFICER IS HIGHER IN CONTRACT CITIES. A REGRESSION MODEL FOR POLICE SERVICES REVEALS THAT CONTRACT CITIES HAVE SIGNIFICANTLY LOWER PATROL MANPOWER LEVELS THAN DO INDEPENDENT CITIES. HOWEVER, WITH THE ABSENCE OF A RELIABLE POLICING STANDARD, IT IS DIFFICULT TO DETERMINE WHETHER CONTRACT CITIES ARE 'UNDERPOLICED' OR INDEPENDENT CITIES ARE 'OVERPOLICED'. ALTHOUGH TAX BENEFITS MAY ACCRUE TO CITIES USING CONTRACTING, THE CORRESPONDINGLY HIGHER CRIME RATE MAY MAKE THE CONTRACTING LESS BENEFICIAL. AN APPENDIX, FOOTNOTES, AND REFERENCES ARE PROVIDED. (TWK)

Keywords: Research Assessment Reports

1979; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The model shows that police expenditure in neighboring communities, as well as other factors, affects the crime level and thereby the community's police expenditure. The model consists of a general equilibrium of police expenditure and crime which is analyzed for all communities in the metropolitan area. The reaction curves which result reflect the responsiveness of a community to the action of neighboring communities. By using comparative statistics, multipliers are developed which show the total effects of changes in variables. Regression models show that interjurisdictional crime spillover is found for aggregate property crime, particularly for breaking and entering and auto theft. No crime spillover is found for larceny and violent crimes. This study confirms the expected deterrent effect of police on crime which is seldom recorded in other empirical studies. Three tables, extensive formulas, and 18 references are included. (Author summary modified)

Keywords: Research Assessment Reports

1979; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The International Association of Chiefs of Police (IACP) seeks to: (1) advance the science and art of police services; (2) develop and disseminate improved administrative, technical and operational practices and promote their use in police work; (3) foster police cooperation and the exchange of information and experience among police administrators throughout the world; (4) bring about recruitment and training in the police profession of qualified persons; and (5) encourage adherence of all police officers to high professional standards of performance and conduct. Founded in 1983, the IACP launches programs, conducts research and provides services to their membership across the globe. The IACP website contains information about the organization, its membership, a calendar, training opportunities, career resources, its resolutions, awards, legislative activities, and publications, including Police Chief magazine. The IACP Research Center contains information on events, projects, national policy summits and hosts its numerous research reports.

Keywords: Promising Practices; Research Assessment Report; Websites; Technical Assistance/Training; Field

source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

The function of psychological tests is evaluated when used for personnel selection (specifically police) with themes consisting of test evaluation, job analysis, test selection and performance criteria. Personality tests should be used in conjunction with psychological interviews to filter candidates with psychopathological disorders while particular abilities relevant to police work can be addressed through general ability tests as a method of predicting training and on the job performance. In addition situational tests (i.e. the assessment center technique and the structured interview) are good for police performance deductions though costly.

Keywords: Research Assessment Report

Notes: Book

Publisher: Australia National Police Research Unit, 1995; source: Government Communication; ISBN: No. 124; region: International; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Reports

1993; source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: No

This report focuses on the looming nursing shortage in Saskatchewan, using discussion groups in 10 health districts to help solve the labor crisis. A major portion of this report features the questionaires used in these discussions groups.

Keywords: Research Assessment Reports

Publisher: Saskatchewan Health Worcs (Workplace Opportunities, Resources and Challenges for Saskatchewan), 2000; source: Research Institution; region: International; occupation: Not police-related; peer-reviewed: No

This study looks at the personalities and job sharing responsibilites of people from a wide range of professions, including teachers, administrators, and researchers. The study also illustrations how job sharing has evolved since its inception.

Keywords: Research Assessment Reports

Publisher: Upjohn Institute, 1979; source: Other; region: Domestic; occupation: Not police-related; peer-reviewed: No

This article examines whether or not job sharing in the nursing profession improves retention rates among nurses by helping maintain better work-life balances. The study compares fill-time, part-time, and job sharing nurses.

Keywords: Research Assessment Reports

1999; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

The article is a compilation of data gathered from English speaking and non-English speaking workers at one hotel site. While the study ultimately concludes that more research is needed, it also finds that among this population there is a correlation between job stress and family strain.

Keywords: Research Assessment Reports

2005; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This paper discusses the recruiting and selection process within United States law enforcement agencies, the role of intelligence in police selection practices, and the potential impact of a U.S. District Court case in Connecticut where job opportunity was denied an applicant due to a high intelligence test score. Research suggests that some police departments across the United States are having difficulty recruiting officers to fill vacant positions despite their efforts to find and create better police officers. In the recent case of Jordan v. City of New London (2000)(Connecticut), a police applicant was denied employment due to scoring too high on the cognitive ability portion of his written application test. The importance of this case stems from its potential impact in three areas: (1) in a time of shrinking applications to police forces, legal decisions related to the selection process would appear significant; (2) the rejection of an applicant due to his /her high intelligence appears to create or reinforce negative stereotypes of police; and (3) the case involves employment law which is considered fertile ground for lawsuits against police. This paper explores this case in detail and its potential impact. Five areas related to the case are discussed: (1) research concerning the importance of intelligence in policing; (2) the constitutional provision of equal protection of the laws; (3) a review of the case of Jordan v. City of New London (2000); (4) the methodology and findings of a survey on the role of intelligence in policing; and (5) the practical and legal policy implications of the case. References

Keywords: Research Assessment Reports

Notes: Article; Studies/research reports

2003; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The Justice Research and Statistics Association (JRSA) is a national nonprofitorganization of state Statistical Analysis Center (SAC) directors, researchers, andpractitioners throughout government, academia, and criminal justice organizations. JRSA's mission is to promote information sharing among the SACs, enabling them towork towards common goals, and as a liaison between the state agencies and theJustice Department. JRSA conducts multistate research on statewide and system-wide problems. JRSA convenes conferences and seminars so criminal justice professionals can share information and hear about new research, programs, and technologies. JRSA's Training and Technical Assistance Center provides assistance on a wide range of topics including automated systems planning and management, crime analysis, evaluation and research methods, crime and prison population forecasting, and improving presentations through computer graphics.JRSA's website contains information on the organization, its initiatives, publications conferences and other events. The website also contains data, updates on research and evaluation projects, and information about training and technical assistance opportunities.

Keywords: Research Assessment Report; Data; Websites

source: Professional Association; region: Domestic; occupation: Not police-related; peer-reviewed: No

Florida law enforcement agencies were studied to determine characteristics of career advancement programs and several topics were reoccurring in the literature which was evaluated against each agency's programs. Views of the agencies and a sampling of their entry-level personnel were gathered; 88 agencies were chosen because of their experience with career development. The criterion included status as a nationally accredited agency or over 99 sworn employees. Sixty-four percent of agencies chosen participated with a 54% individual response rate. Data was collected with a multi-tiered methodology through specially planned questionnaires. Each agency received nine individual questionnaires and they were stratified across tenure to provide a tenure based viewpoint. Career development programs varied from wide ranging to non existent. The existing programs proved to be inline with literature based themes and were both positive and helpful with 3 styles of programs: promotional, alternate pay (additional pay opportunities or advancement) and alternate career path (counseling and recommendations). The programs were voluntary with some in existence 23 years and both agency and individual respondents stated that career development was a joint responsibility and the programs beneficial to law enforcement. The program was seen as advantageous because of personnel retention, morale, and job satisfaction though negatives included administration (agency: time spent, individual: in the agency) and increased funding.

Keywords: Research Assessment Reports

Notes: PH.D.UNIVERSITY OF SOUTH FLORIDA; 0206Major Professor: WAYNNE JAMES

Publisher: University of South Florida, 1997; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

1974; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The Law Enforcement Explorer program (branch of the Boy Scouts) trains in law enforcement essentials and is being investigated as an alternative to solve the recruitment issue facing law enforcement.

Keywords: Promising Practices; Research Assessment Report; Field

Notes: MapPeriodicalsFeature

1991; source: Journal; ISBN: ISSN 0032-2571; region: Domestic; occupation: Police-related; peer-reviewed: No

This article reports on a case study of law enforcement hiring practices. The study compared a group of police officers hired by a large metropolitan police department during a recent 5-year period (n = 190) with a group of all applicants (n = 1,545) for a recent recruit class. The study examining age, gender, race, residence and military experience, found that many of the characteristics appeared with nearly the same frequency in both groups. However, there were differences in the frequencies in the populations of the two groups as to age, education, number of white females and number of black females. While white females represented only 9.2 percent of all applicants, they represented 12.6 percent of the historically successful applicants. Black females represented 7.8 percent of all applicants but only 5.3 percent of the successful applicants. Although 4.0 percent of all applicants had some post-graduate education, only 2.6 percent of the historically successful applicants had undertaken any post-graduate work. The article discusses the probable effects of raising the education requirement and raising the age requirement for applicants. Tables, notes, references

Keywords: Promising Practices; Research Assessment Reports

Notes: Article

1999; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

Notes: ill. ; 29 cm.Includes bibliographical references (leaf 67).Non-sworn attrition in law enforcement organizationsby Geraldine Anne Gour.Thesis/dissertation (deg); Manuscript (mss)

Publisher: California State University, 1999; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Recruitment, selection, and training across 72 U.S. police departments were studied in 1990 (N=72) and 1994 (N=60). The results show that policies remained stable during that period. Decreases are shown in the areas of: television used in recruiting; amount of agencies reporting a maximum age requirement; required pre-employment standards; and state subsidies for training. Intelligence tests, psychological reviews, and the duration of academy training has increased while probationary periods have stayed stable.

Keywords: Research Assessment Reports

Notes: Book

Publisher: Police Section, Academy of Criminal Justice Sciences, 1995; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

2004; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

This article presents the benefits of police volunteers and offers practical considerations for police agencies interested in developing a volunteer program. Law enforcement agencies are taking on greater responsibilities for community safety at the same time resources are being constrained. Volunteers can offer police agencies much needed support in a variety of ways, such as checking on home bound citizens and fingerprinting children. In order to make the most of volunteer resources, police agencies must invest in volunteer programs. The author discusses the costs of starting a volunteer program, which include the costs of personnel, uniforms, and training. Liability concerns are reviewed and police departments are urged to work with their local government attorneys to determine the required coverage. Other issues considered in this article are policies and procedures of volunteer programs, recruitment and screening considerations, program management issues, and training. Volunteer recognition is an important part of any police volunteer program and should be included in the budget and program plan. Finally, program assessment is a must; issues to consider when assessing a volunteer program include number of volunteers, hours each volunteer contributes, and type of volunteer activities. Within the article there is a textbox describing the profiles of award-winning volunteer programs.

Keywords: Research Assessment Reports; Promising Practices; Field

Notes: Article; Model program descriptions

2005; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

Pursuant to a congressional request, GAO supplemented the National Advisory Commission on Law Enforcement's (NACLE) study of federal law enforcement personnel issues, focusing on the difficulties federal law enforcement agencies experienced in attracting and retaining qualified support staff.GAO found that: (1) federal law enforcement managers and recruiters did not routinely maintain data identifying personnel trends, but still perceived a significant support staff recruiting problem; (2) 44 percent of the law enforcement managers experienced problems recruiting sufficient qualified support staff, with recruitment being the third most cited problem overall; (3) long-standing vacancies disrupted office operations and diminished overall efficiency; (4) federal law enforcement officials believed that noncompetitive entry-level salaries and stringent hiring standards made recruiting more difficult and expensive for law enforcement agencies; (5) support staff turnover statistics varied between law enforcement and non-law enforcement agencies, primarily because of Federal Bureau of Investigation quit rates; and (6) a 1989 report established that there was a pay gap averaging 29 percent between federal salaries and private salaries for all positions, indicating that federal sector pay was much less than pay in the private sector.Subject Terms: Reductions in force; Personnel recruiting; Personnel management; Law enforcement personnel; Law enforcement agencies; Labor relations; Staff utilization; Federal employees; Employee incentives; Compensation

Keywords: Research Assessment Reports

Notes: Legislative hearings/committee prints/reports

Publisher: US General Accounting Office, 1990; source: Government Communication; ISBN: GAO/GGD-90-60; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Safe communities and effective problem solving occur when police officers understand and respond to specific community concerns. In the case of ethnic minority communities, such understanding and response can be precluded by problems associated with lack of trust, communication difficulties, and cultural differences. When a police agency hires police officers from an ethnic group representative of newcomers to that community, it can more easily avoid misunderstandings and dispel fear of crime in the community. The police agency can also increase departmental expertise, the range of personnel resources, and community cooperation. Recruiting and hiring from the newcomer community present a police agency with two key challenges: (1) establishing mutual trust with the new community; and (2) shepherding newcomers through the recruiting, hiring, and training regimen. Variations in police agency selection methods and processes are noted, as well as specific problems that affect selection, hiring, and training and possible solutions. 10 endnotes.

Keywords: Promising Practices; Research Assessment Reports

Notes: Document; Surveys

Publisher: Crime and Violence Prevention Center; California Attorney General's Office, 1999; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

Recruitment and budget constraints are discussed for Los Angeles County.

Keywords: Research Assessment Reports

Notes: 28 cm.Includes bibliographical references (leaf 44).by Joe Louis Gutierrez.Thesis/dissertation (deg); Manuscript (mss)

Publisher: California State University, 1998; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Findings from a 1996 survey of 740 employees of the Pennsylvania Department of Corrections focus on characteristics of correctional employees, reasons people choose careers in corrections, employee recruitment strategies, and retention strategies. Some of the characteristics of successful corrections professionals commonly cited by respondents included a sense of fairness, professionalism, integrity, common sense, intelligence, communication skills, patience, honesty, flexibility, and self-confidence. Reasons respondents gave for choosing a career in corrections were economic considerations, career growth opportunities, military orientation, law enforcement motivation, social work motivation, opportunistic life change, friends or family already employed in the field, power and control orientation, and personal "scrape with the law." Because this research shows that women, minorities, and those with college degrees often are attracted to corrections by a social work motivation, these individuals should be targeted for recruitment. More active recruitment for student interns at colleges and universities would generate a larger pool of potential recruits. A tuition reimbursement program would be an attractive recruitment incentive for many potential recruits. Other targets for recruitment are job fairs and State job centers. Once people are recruited into corrections, it is important to retain them. This article concludes with some suggestions for retention strategies. 3 tables and 8 references

Keywords: Research Assessment Reports

Notes: Article; Surveys

1999; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

Motivational factors that inspire people to engage in correction careers are studied to improve recruitment and retention. Factors that have a correlation with correctional career choice include: (1) career growth opportunities; (2) social work motivation; (3) law enforcement motivation; (4) military orientation; (5) personal "scrapes with the law"; (6) opportunistic life changes; (7) economic considerations; (8) power, authority, and control orientation; and (9) friends or family already employed in the profession. A questionnaire was mailed to yield a balanced number of all employees of Pennsylvania Department of Corrections (N=740) with a total of 486 returned for a 66% response rate; follow up interviews were completed with 25 respondents.

Keywords: Research Assessment Reports

Notes: PH.D.UNIVERSITY OF PITTSBURGH; 0178

Publisher: University of Pittsburgh, 1997; source: Research Institution; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This article examines four types of psychological contracts in order to determine if these contracts affect employee performance and retention. The author uses these findings to make recommendations for more productive ways to link business strategies with employees' psychological contracts.

Keywords: Research Assessment Reports

1994; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

There is a strong desire in British police circles to increase the number of blacks and Asians within the ranks, but certain barriers exist. According to the Home Office, there are about 1,350 nonwhites among the 127,000 officers on 43 police forces in England and Wales. The Home Office's goal is to increase the number of minority police officers to 4.7 percent of the overall population that belongs to minority groups. Well-publicized experiences of some minority officers, however, have underscored the difficulty of reaching this goal. The Metropolitan Police Chief recognizes the existence of racial discrimination within police departments and recommends the establishment of an environment where racism is totally unacceptable. Asians represent the largest group in Britain's ethnic minority population. Asians sometimes regard the police force as not suitable to the ambitions they have for their children. Suspicion of the police is strong among some West Indians. Unlike in the United States, the Home Office has no enforcement powers and can only encourage certain policies. Quotas and affirmative action, known in Britain as positive discrimination, are illegal. The police must recognize that the minority recruitment problem is within their institutional culture and that appropriate steps must be taken to deal with the problem.

Keywords: Research Assessment Report

Notes: Legislation/policy analysis

1991; source: Journal; region: International; occupation: Police-related; peer-reviewed: No

The article highlights specific areas of concern for police departments with respect to recruitment: diversity of staff and multicultural training, degreed personnel, pedagogical training to target specific learner needs, training for problem-oriented policing, diversity training, and training counterterrorism. An international perspective is included in the data.

Keywords: Promising practices; Research Assessment Reports

2008; source: Journal; ISBN: 1360-0869; region: International; occupation: Police-related; peer-reviewed: Yes

This paper argues that a company's failure to manage diversity in the workplace has negative financial implications for both the company and national economy. Thus, encouaging companies to eliminate the proverbial glass ceiling, among other barriers, would benefit the entire national economy.

Keywords: Research Assessment Reports

1994; source: Other; region: Domestic; occupation: Not police-related; peer-reviewed: No

This paper focuses on the ways in which people separate or merge their work and family roles. The study finds that people who want more segmentation are less happy with jobs that provide onsite childcare, for instance, and are happier and more commited to their jobs when their companies have instead flextime policies.

Keywords: Research Assessment Reports

2005; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This article points out that most family oriented coporate policies focus on the needs of parents with healthy children. It also points out that there is a limit to a corporation's responsibility toward non-work issues when it comes to the needs of parents with disabled children. It argues that diversity initiatives need to occur beyond the workplace and within the broader context in which these organizations operate.

Keywords: Research Assessment Reports

2000; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

Three scenarios were developed on the basis of the future trends and events forecasted by a panel of law enforcement personnel and fitness and disability professionals as likely to have an impact on the imposition of mandatory physical fitness programs on a medium size law enforcement agency in California. The panel projected five major trends as likely to have an impact on the imposition of mandatory physical fitness programs: level of disability retirement, level of physical violence, level of fitness of police officers, incidents of work-related injuries, and the effect of fitness standards on women and minority police officers. Further, the panel projected the potential occurrence of five major events with varying probability that would have a substantial impact: the Peace Officer Standards and Training (POST) creates minimum physical agility entry standards; agencies are held liable for failing to provide opportunities for employees to maintain adequate physical fitness; mandatory fitness for duty physical standards are adopted; the use of deadly force doubles since 1990; and technology reduces the need for physical standards for police officers. 2 figures, 16 references, and 32 appendixes

Keywords: Research Assessment Report

Notes: Theoretical research

Publisher: California Commission on Peace Officer Standards and Training, 1992; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Police administrators charged with attracting and retaining young police officers can overcome low unemployment and high attrition rates if they appeal to the values and interests of members of Generation X, individuals born between 1961 and 1981. Generation X individuals grew up during a period of peace, relative prosperity, and technological advances that have changed the U.S. economy. Most Generation X individuals learn best through hands-on experiences, and they like immediate and personal feedback. They tend to be more responsive to a team manager who values input from employees, delegates tasks, and provides mentoring and coaching. Knowing what motivates and concerns Generation X police officers will help police executives conduct more effective recruitment campaigns. Potentially effective marketing strategies include highlighting the variety of jobs available at the police officer level, offering cafeteria-style benefits packages, emphasizing the computer technology used by the police department, and offering a class dedicated to career development. Ways of retaining good police officers and challenges facing police departments in a shrinking job market are examined. Recommendations to help police managers create attractive work environments are offered as follows: define the police organization, value employees, and show flexibility. 4 footnotes.

Keywords: Promising Practices; Research Assessment Reports; Field

Notes: Journal Article

2000; source: Professional Association; ISBN: ISSN 0032-2571; region: Domestic; occupation: Police-related; peer-reviewed: No

This paper presents a review of the literature on what qualities are most desirable in selecting new and good police officers. Predicting who will be a good police officer is difficult. The qualities which make a good police officer, such as intelligence, common sense, dependability, and honesty are often difficult to identify. This paper presents a review of the literature on the organizational challenges in selecting quality officers divided into four parts: (1) an examination of the personality traits thought to be characteristic of a good police officer; (2) the difficulties in measuring as well as predicting good police performance; (3) policy suggestions for police selection; and (4) addressing the question -- what if there is not such thing as a good officer? There remains an absence of agreement on what qualities are most desirable in policing. However, there are some personality attributes which do seem to appear more consistently in the literature: intelligence, honesty, common sense, reliability, and conscientiousness. There is still a lack of clarity as to how these constructs should be measured and tested, and if they can predict actual on-the-job performance. It is suggested that the law enforcement field stop thinking of policing so much as a unique job requiring exceptional people, and that a good employee is a good employee regardless of his/her particular field. References

Keywords: Research Assessment Reports

Notes: Article; Studies/research reports

2003; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article examines how changes in funding affect crime rates.

Keywords: Research Assessment Reports

1974; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The goal of this study was to assess future personnel demands of law enforcement agencies in the Los Angeles region and to develop strategies to meet those demands. A questionnaire was mailed to local area police departments. The 37 responding police departments indicated at least 4,794 new police officers, or 28.4 percent of their total strength, would have to be hired over the next 5 years. To analyze issues, identify trends and events, and develop ideas for a strategic plan to meet future personnel needs, a nominal group technique panel was convened. Trends identified by the panel as having the greatest positive impact on personnel recruitment included level of preparation and training for potential recruits, prospects for the region-based hiring and training, new generation of police officers, and development of effective marketing strategies. Trends with a potential negative impact included size and makeup of the applicant pool, difficult and complex nature of police work, rising number of retirements, and increasing number of additional officer positions. Events that could have positive and negative impacts on personnel recruitment were also evaluated. The following strategies were identified to improve the ability of police departments to successfully recruit officers: hire ethnic minorities, interact effectively with the community, reach out to prospective officer candidates, use the Internet and computerized recruitment techniques, and offer scholarships to officer candidates who are qualified and willing to make a service commitment. 18 references and 7 endnotes.

Keywords: Research Assessment Reports

Notes: California.; Commission on Peace Officer Standards and Training.; Command College/Executive Leadership Institute Class XXV.ill. ; 28 cm.Cover title./ "Command College/Executive Leadership Institute Class XXV."/ "February 1, 1998."/ Includes bibliographical references (p. 54-55).Paul Henisey and Don Pedersen.Book

Publisher: California Commission on Peace Officer Standards and Training, 1998; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The Fairfax County, Virginia, Police Department created a mentoring program in which an officer reveals knowledge, skills and expertise with the recruit and the report maintains that the association benefits all involved. Attention paid to original requirements of the recruit can improve the retention for the agency and save in future recruiting and training, therefore fostering a positive environment is important prior to the academy.

Keywords: Promising Practices; Research Assessment Reports; Field

Notes: United Statesil.Englisharticle

1999; source: Government Communication; ISBN: ISSN: 0014-5688; region: Domestic; occupation: Police-related; peer-reviewed: No

An implicit goal of Congress, the Department of Defense, and the armed services is that diversity in the armed services should approximate diversity in the general population. A key aspect of that diversity is the representation of Hispanics. Although polls of Hispanic youth show a strong propensity to serve in the military, Hispanics are nevertheless underrepresented among military recruits. The authors discuss the major characteristics that disproportionately disqualify Hispanic youth and explore the following questions: If recruiting standards were relaxed, what would be the effect on military performance? What actions could be taken to increase Hispanic enlistments? Finally, they examine several approaches to increasing enlistments — increasing the number of Hispanic youth who are eligible and would meet the military's entry standards, increasing interest and recruiting more intensively among the qualified Hispanic population, and targeting recruiting toward less-qualified Hispanics.

Keywords: Promising Practices; Research Assessment Reports

Notes: Chapter One:Introduction: Hispanic Enlistments in Perspective; Chapter Two:Overview of Service Enlistment Standards;Chapter Three:Enlistment Qualifications;Chapter Four:Health Obstacles to the Enlistment of Hispanic Youth;Chapter Five:Analysis of Hispanic Military Career Outcomes;Chapter Six:Increasing Hispanic Enlistments: Evaluating Education and Career Choices;Chapter Seven:Policy Implications;Appendix A:Detailed Information on Enlistment Standards;Appendix B:Service Waiver Policy;Appendix C:Estimates of Prevalence of Health Conditions, by Race and Ethnicity;Appendix D:Tests of Statistical Significance in Medical Disqualification Rates

Publisher: RAND Corporation, 2009; source: Research Institution; ISBN: 9780833045720; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This article discusses the implications of the characteristics of the "millennial generation" (those born between 1982 and 2002) for law enforcement recruitment and leadership. Members of the 102-million millennial generation have yet to make their full impact on the law enforcement workplace, but they will be the majority of new police officers and deputies hired in the coming decade. By 2020, most police officers will be members of the millennial generation. Currently, law enforcement agencies have an opportunity to prepare for millennials to progress from new arrivals in the profession to its future leaders. The intractability of law enforcement traditionalist and bureaucratic thought may repel many millennials who are seeking employment within flexible and innovative employment structures. Streamlining or revising outdated policies and procedures can address this concern. Research has shown that many millennials project owning their own businesses, which suggests they are inner-directed and want jobs over which they have control of their responsibilities and goals. If law enforcement agencies are to attract such individuals, they must show that law enforcement agencies seek input from and provide discretion for line officers as well as agency administrators. Mentoring relationships will be important to the development of millennial leaders. Further, millennials will be academically trained in the latest technologies of the computer age, which poses both an opportunity and challenge for law enforcement agencies. They can draw from a technologically skilled work force, but they must also have progressed sufficiently in computerized operations to attract millennials to the modern law enforcement enterprise.

Keywords: Research Assessment Reports; Field

Notes: Article; Issue overviews

2005; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

The Milwaukee Fire and Police Commission commissioned a study to examine entry level police recruitment and selection processes. The study was conducted by Personnel Decisions Inc.

Keywords: Research Assessment Report; Field

Notes: Personnel Decisions, Inc.28 cm."24 November 1992."conducted by Personnel Decisions, Inc.Book

Publisher: Personnel Decisions, Inc., 1992; source: Other; region: Domestic; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: Minnesota State Patrol.28 cm.Cover title./ "February 27, 2002."prepared and submitted by Colonel Anne L. Beers, Chief, Minnesota State Patrol.Government publication (gpb); State or province government publication (sgp)Book

Publisher: Minnesota State Patrol, 2002; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

While police departments in large cities made some gains in hiring blacks and Hispanics over the past decade, there has been little progress in hiring more women officers, according to a study by the University of Nebraska at Omaha, Department of Criminal Justice. Minority employment levels were measured using an index representing the percentage of a particular minority group in a police force measured against the percentage of that minority in the larger community. A police department with an index of .75 or higher was considered to have an ideal employment level. The number of departments reaching the ideal level for hiring blacks rose significantly from 6 percent of those surveyed in 1983 to 40 percent in 1992. The record for hiring Hispanics was not as impressive; the proportion of departments reaching the ideal level rose from 6 percent in 1983 to only 20 percent in 1992. The study results showed that no department in the Nation has come close to reaching the ideal level for hiring women officers. And fewer women, blacks, and Hispanics are employed in upper-level positions; most cities reported that less than 10 percent of their supervisory positions were filled by minorities or females.Justice Research is a supplement to the NCJA justice bulletin, published by the National Criminal Justice Association.

Keywords: Research Assessment Report

Notes: Using Smart Source Parsing3-5, January-FebruaryDocument; Surveys

1993; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

Central Ohio's minority recruitment for law enforcement agencies is studied with the goal of more accurately reflecting the community.

Keywords: Research Assessment Reports

Notes: Ohio State University.; School of Public Policy and Management.ill. (some col.) ; 28 cm.Cover title./ A policy paper submitted in partial fulfillment of the requirements for the Master of Public Administration degree./ "Winter, 2002"--Cover./ Includes bibliographical references (leaves 48-49).by Brandi E. Schmidt.Book

Publisher: Ohio State University, 2002; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article describes the three phases in the development and implementation of the Police Recruitment and Placement-Community Collaboration Model created to promote minority recruitment and first implemented in the Hartford, Connecticut Police Department. Due to problems in recruiting and selecting applicants for many police agencies, enhanced in the wake of September 11, 2001, many efforts are being made to find solutions. The International Association of Chiefs of Police (IACP) has made such an effort with funding from the U.S. Department of Justice s Office of Community Policing Services (COPS). The IACP in partnership with the Hartford, Connecticut, Police Department (HPD) developed a replicable model to promote local solutions to minority recruitment and selection shortfalls. The Police Recruitment and Placement-Community Collaboration Model s principal objective is to position police executives and their local governments to diversify their police agencies and focuses on mobilizing the community in order to increase the number of minorities who apply and are selected for police positions. This article describes the three core phases of the model: building block activities; stakeholder action planning; and strategy implementation, monitoring, and evaluation. The building block activities phase includes: (1) diagnose the recruitment population; (2) diagnose the human resources system; and (3) inventory of best practices. The stakeholder action planning phase includes: (1) mobilize community and government stakeholders; (2) conduct orientation engagement sessions; (3) conduct building block and information engagement sessions; and (4) conduct action and implementation engagement sessions. The final phase, implementation, monitoring, and evaluation includes: (1) implement action initiatives; (2) monitoring implementation activities; and (3) evaluation. This model can help chief executives diversify their agencies and build stronger ties between their agencies and the communities they serve.

Keywords: Research Assessment Reports; Promising Practices

Notes: Journal Article

2004; source: Professional Association; ISBN: ISSN 0032-2571; region: Domestic; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: 28 cm.Typewritten manuscript.Heather Dawn Grant.Thesis/dissertation (deg); Manuscript (mss)

Publisher: Queens College, 1996; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

1982; source: Other; region: Domestic; occupation: Not police-related; peer-reviewed: Not

Keywords: Research Assessment Report; Field

Notes: Great Britain.; Police Research Group.26 cm.Pauline Smith, Rob Feltham, Cres Fernandes.Government publication (gpb)Book

Publisher: Home Office Police Dept., 1994; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

This report of the Montgomery County Police Department's Recruiting and Training Committee (Maryland) recommends ways for the department to revise its recruiting and training program so as to produce sworn and civilian employees who are capable of performing in a community-policing environment. Specifically, the committee's aims are to identify and provide training for all personnel and the community to enable them to understand, implement, and adopt community policing. Another objective is to develop equitable recruiting practices consistent with community characteristics and needs. The committee's work was divided into four major areas: training for all sworn officers, training for all civilian employees, training and educating the communities, and recruiting and hiring. In the area of training for sworn personnel, the committee has implemented or planned to implement problemsolving training, entry-level training, partnership training, foreign language services, and a gang overview. The Training Academy staff developed a list of training topics that directly support community policing and total quality management. The topic areas are listed in this report. Training topic areas for civilian personnel are also outlined. Information on education and training for the community encompasses topic areas, program administration, and educational-program formats. In the area of recruiting and hiring, changes already implemented include the use of a community policing/problemsolving question, revision of job descriptions to include community policing concepts/functions, and a change in the recruiting brochure to reflect the move into community policing. Recommended future changes in recruiting and hiring are also described. Appended police service officer program

Keywords: Research Assessment Report; Field

Notes: Program/project evaluations

Publisher: Montgomery County Department of Police, 1993; source: Professional Organization; region: Domestic; occupation: Police-related; peer-reviewed: No

Low retention rate plagues the Volunteers in Policing (VIP) program operated by the New South Wales Police Service with motivation cited as a important factor in the turnover rate. A sample of 51 VIP members was examined using a modified Volunteer Function Instrument and conclusions were drawn that a more reliable police-volunteer rapport would enhance the VIP program. Strategies are given in the recruitment and retention process of the VIP members.

Keywords: Research Assessment Reports; tools & Models

Notes: Using Smart Source Parsingpp. FebJournal Article

2000; source: Journal; ISBN: 1325-8362; region: International; occupation: Police-related; peer-reviewed: Yes

This three-part article, presented in three issues of "Law and Order," reviews the history and summarizes the content of the debate on the validity and impact of the police recruit examination developed for the Nassau County Police Department (New York). The test was developed jointly by Nassau County and the U.S. Department of Justice. The entrance exam first attracted national attention on October 24, 1996, when Dr. Linda S. Gottfredson, whose work is well known in testing circles, charged (in The Wall Street Journal) that the test's developers had systematically "stripped the test of crucially important reading, reasoning and judgment skills" in order to "allow nearly equal percentages of black and white applicants to pass" the test. Frank L. Schmidt, another prominent expert on employment tests, also concluded that the Nassau test sacrificed merit hiring to meet racial goals. The Justice Department, Nassau County, and their contingent of test developers deny the charges made by the examination's critics, claiming that it effectively measures essential qualities required for police work without having an adverse impact on minority hiring. In addition to presenting the pros and cons of the content of the exam, the three-part article also reviews the debate regarding the conditions for the initial administration of the exam, as well as the litigation that stemmed from it. The third section of the article presents questions posed to and answers given by key players in the debate about the Nassau exam. References accompany each of the three sections of the article.

Keywords: Research Assessment Reports

Notes: Using Smart Source ParsingN 5,(May ,)Article

1997; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

The National Criminal Justice Reference Service (NCJRS) offers extensive reference and referral services to help its users find answers to their questions about crime and justice-related research, policy, and practice. NCJRS is a federally funded resource to support research, policy, and program development worldwide.The NCJRS sponsoring agencies publish numerous reports and other information products. Most of the titles are available online through the NCJRS Web site. NCJRS also hosts one of the largest criminal and juvenile justice libraries and databases in the world, the NCJRS Abstracts Database. The collection, with holdings from the early 1970s to the present, contains more than 195,000 publications, reports, articles, and audiovisual products from the United States and around the world. NCJRS services and resources are available to anyone interested in crime, victim assistance,and public safety.

Keywords: Promising Practices; Research Assessment Report; Data; Websites

source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: No

The National Institute of Justice (NIJ) is a component of the Office of Justice Programs, U.S. Department of Justice, which also includes the Bureau of Justice Statistics, the Bureau of Justice Assistance, the Office of Juvenile Justice and Delinquency Prevention, the Community Capacity Development Office, and the Office for Victims of Crime. NIJ's mission is to advance scientific research, development, and evaluation to enhance the administration of justice and public safety. To accomplish its mission, NIJ provides objective, independent, evidence-based knowledge and tools to meet the challenges of crime and justice, particularly at the State and local levels. NIJ's website contains information about the organization, its funding, events, publications, issues and initiatives. The website also contains information on numerous crime and justice topics, such as law enforcement, corrections, and victimization.

Keywords: Promising Practices; Research Assessment Report; Tools & Models; Websites; Funding

source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: No

Keywords: Research Assessment Report

Notes: Great Britain. Home Office.Government publication (gpb)Book

Publisher: Home Office, 2000; source: Government Communication; ISBN: No. 1/2001; region: International; occupation: Police-related; peer-reviewed: No

This report provides the following information on the 1998 Australian National Workshop on Recruitment from Ethnic Communities: aim, date and location, delegates, planning, program format, themes, general comment, recommendations, and a summary of workshop discussions. The aim of the workshop was to produce a national strategy for the effective recruitment and retention of people from culturally and linguistically diverse backgrounds. Workshop themes were the strengths and weaknesses of past recruitment strategies, primary target groups, entrance testing, preparatory courses, marketing, retention strategies, and using cultural skills. A general comment notes that the workshop reflected jurisdictional interest in identifying best practice models with regard to recruitment, training, and retention of people from ethnic communities. This was pursued in the context of developing principles, standards, practices, and procedures for police recruitment that may be considered for adoption by Police Services on a national basis as stated in the charter of the National Police Ethnic Advisory Bureau. The seven workshop recommendations and a summary of workshop discussions are provided.

Keywords: Research Assessment Reports; Briefings; Field

Notes: Downloaded May 8, 2001Document; Conference/meeting materials

Publisher: Australasian Police Multicultural Advisory Bureau, 1998; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

The Navy's pool of potential 17- to 21-year-old recruits is expected to diminish. A strategy for aiding the Navy's future recruiting effort is to alter its recruiter management techniques, particularly its incentive program, the Freeman Plan. Data from Chicago in 1986 were examined to analyze the Freeman Plan's effects on productivity. The study found that recruiting behavior is consistent with the Plan's incentives but may not be consistent with the Navy's goals. The author suggests several ways to change recruiter behavior, including increasing the point differential between high- and low-quality recruits, thereby motivating recruiters to enlist more of them; and shortening the production cycle, thereby giving recruiters less time between cycles.

Keywords: Research Assessment Reports

Notes: Beth J. Asch.ill. ; 23 cm."June 1990."This research "was prepared within the Defense Manpower Research Center, part of RAND's National Defense Research Institute"--Pref.

Publisher: RAND, 1990; source: Research Institution; ISBN: 0833010360; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Keywords: Research Assessment Report

1994; source: Journal; ISBN: ISSN: 0271-5481; region: Domestic; occupation: Police-related; peer-reviewed: No

A two year field study consisting of 150 police recruits in New South Wales, Australia outlines a hypothetical framework for understanding organizational socialization based on Bourdieu's construct of field and habitus. Habitus is a system of dispositions that agents gain either individually or through family and the education system or as a group through organizational socialization; field is a social space of conflict and competition in which participants work to gain control over power and authority and in doing modify the structure of the field itself. The changing aspects of the policing structure created the necessity for new mechanisms of coping, recruits with habitus formed by the old field had to alter their habitus or leave the police organization and their efforts to discredit the changes were partly successful. Recruits feel that they need to rely on companionship to survive but they also meet contradictorily and unstable organizational habitus. These shifting conditions made the socialization more varied which forced the recruits to reflect in their acceptance and denunciation of cultural values. Therefore organizational socialization necessitated negotiating a changing and uncharted field instead of fitting in with a dominant habitus.

Keywords: Research Assessment Reports

Notes: Journal Article

2001; source: Journal; ISBN: 0004-8658; region: International; occupation: Police-related; peer-reviewed: Yes

A survey of city and county police agencies with 500 or more sworn officers formed the basis of an analysis of current practices regarding the recruitment, selection, and police academy and field training of police officers in the United States; comparisons are made with approaches used in the United Kingdom. Responses came from 72 of the approximately 80 departments surveyed. Information was gathered on the population and ethnic composition of the area served, social problems, crime rates, police employment and expenditures, the characteristics of the police force, methods of recruitment, applicants and selection procedures, time devoted to training in each subject area, and the characteristics of field trainers and training programs. Results showed that police agencies in the United States have diverse organizational structures and procedures in contrast to the situation in the United Kingdom. However, societal changes and resource limitations make it crucial for police managers to establish regular communication to share knowledge, experience, and data. National organizations, university criminology departments, and other channels exist to promote this communication. A computerized database containing information from each police agency would be a useful way to promote this communication. Tables, survey instrument, and addresses of responding agencies.Produced with the support of The Commonwealth Fund of New York and the London Metropolitan Police at John Jay College of Criminal Justice, New York.

Keywords: Promising Practices; Research Assessment Report

Notes: Document; Surveys

Publisher: John Jay College of Criminal Justice, 1990; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: No

This article examines the perceptions of employer obligation held by recently hired MBA graduates. It studies both transactional and relational contract obligations, looking at employee perceptions of reward, loyalty, and advancement.

Keywords: Research Assessment Reports

1990; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This article examines how working nonstandard work hours affects marriages and questions whether or not such work schedules cause a marrige to end in separatation or divorce. The study takes in to account whether the couple has any children, how long they have been married, and the type of nonstandard schedules worked.

Keywords: Research Assessment Reports

2000; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

An impending nursing shortage in the coming decade has prompted law makers, nurses, and private foundations to look at strategies for increasing the number of nurses. Part of the study focuses on whether diploma programs or bachelor degree programs promote higher retention rates in the nursing profession.

Keywords: Research Assessment Reports

Publisher: Project HOPE, 2002; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The article describes a 900 hour residency program for senior nursing students that helps them transition from a baccalaureate program to becoming full-time nurses. The study concludes that this type of residency program reduces orientation costs and increases retention rates.

Keywords: Research Assessment Reports

2001; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This report presents the results of a comprehensive review of 187 California local police and fire personnel records to determine whether they reflect community composition along racial and gender lines. Data were obtained for 107 police departments and 80 fire departments in an eight-county area of southern California, as well as for the California Division of Forestry and Fire Prevention. Overall, the study found that the police and fire services of the eight-county region are overwhelmingly segregated by both race and gender. Dozens of the police departments have either no or inadequate numbers of Asian-Pacific Islander and African-American personnel, despite 40 years of research that details the harmful effects that racial exclusion can have on the effectiveness of a police force. Although women officers are present in all but 6 of the 107 police departments, they are underrepresented in all of the counties surveyed. Policing in these counties is overwhelmingly a profession of white males, with white men virtually controlling the command level ranks of police services. The report recommends that city and county governments hold individual chiefs accountable for the diversity performance of their departments, terminating them if they do not perform adequately in this area. The report also recommends that programs designed to achieve and maintain proportionate diversity among personnel focus on retention as well as recruitment of minority personnel. 18 tables

Keywords: Research Assessment Report

Notes: Applied research

Publisher: American Civil Liberties Union of Southern California, 1994; source: Professional Organization; region: Domestic; occupation: Police-related; peer-reviewed: No

The Office of Community-Oriented Policing Services (COPS) is a component of U.S. Department of Justice. The mission of the COPS Office is to advance the practice of community policing as an effective strategy in communities' efforts to improve public safety. Community policing seeks to address the root causes of criminal and disorderly behavior, rather than simply responding to crimes once they have been committed Additionally, community policing encourages the use of crime-fighting technology and operational strategies and the development of mutually beneficial relationships between law enforcement and the community. The COPS Office awards grants to tribal, state, and local law enforcement agencies to hire and train community policing professionals, acquire and deploy cutting-edge crime-fighting technologies, and develop and test innovative policing strategies. COPS Office funding provides training and technical assistance to advance community policing at all levels of law enforcement, from line officers to law enforcement executives, as well as others in the criminal justice field. Because community policing is inclusive, COPS Office training also reaches state and local government leaders and the citizens they serve.The COPS Office website offers information on how they support law enforcement and communitiesthrough knowledge resource products, training, and funding for the advancement of communitypolicing.

Keywords: Promising Practices; Research Assessment Report

Publisher: U.S. Department of Justice, ; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

This study examined turnover among sworn personnel in the Tallahassee Police Department (Florida) to determine the characteristics of "stayers" and "quitters" so as to identify turnover patterns by race and gender; possible ramifications of differential turnover for the organization are discussed. The original data were compiled from agency personnel files that dated from January 1981, when the Field Training Officer (FTO) Program was implemented, through to March 1986. A total of 134 recruits satisfied State certification requirements and entered the FTO program during this period. Officers who remained in continuous service from their initial appointment date until June 30, 1994, were classified as "stayers." Officers who severed full-time employment ties with the agency were placed in the "quitter" category. An intermediate group, dubbed "switchers," contained officers who interrupted their agency careers to take jobs elsewhere, but eventually returned to the department. A preliminary examination of turnover rates for this cohort revealed differential employee retention patterns. In terms of race, 48 percent of the white officers and 51 percent of the black officers hired during the 1981-86 period were no longer on the active duty roster. Although 39 percent of the male officers had left the agency by July 1994, the departure rate was 67 percent for female officers. Thus, there were pronounced attrition rates for women, especially black females. This finding implies that corrective hiring plans may not be achieving their intended affirmative action purposes over the long term. 3 tables and 52 references

Keywords: Research Assessment Report

Notes: Article; Studies/research reports

1995; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

Notes: 30 cm.Cover title: Women in the CIB./ "Report commissioned by National Crime Manager, New Zealand Police and Strategic Advisor, Human resources: EEO"/ "July 2000"Women in the CIB.Prue Hyman.Book

Publisher: New Zealand Police, 2000; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

This is a study of the development of organizational commitment in Australasian police officers. The first section of the report describes the background of the organizational commitment project, summarizes the research and describes the four studies which present the details of the study: (1) development of organizational commitment across the career span of police officers; (2) the police officer s perspective on improving organizational commitment; (3) developing organizational commitment (pre-recruitment, training and probation); and (4) the impact of experience of the police organization. The second section draws together the findings and ties them into a Commitment Intervention Model that provides guidelines police managers may use to address problems with commitment in their area of control, and interventions for specific circumstances. Notes, figures, references

Keywords: Promising Practices; Research Assessment Reports

Notes: Report Series No: 122.4Paperback; Studies/research reports

Publisher: National Police Research Unit, 1999; source: Government Communication; ISBN: No. 122.4; region: International; occupation: Police-related; peer-reviewed: No

PERF conducted a study of the San Francisco Police Department's managerial structure with respect to the following areas: staffing and human resources efforts, organizational strength, and use of force policy. The final report details strengths and challenges of this large-city department and illuminates changes, including the creation of a "vision statement", that the department can make to strengthen a number of areas.

Keywords: Research Assessment Reports

Publisher: Police Executive Research Forum (PERF), 2008; source: Research Institution; ISBN: None; region: Domestic; occupation: Police-related; peer-reviewed: No

This article examines the retention rates among college graduates hired by accounting firms. The study finds that the organizational culture values at each firm determined the retention rates for new graduats at each individual firm.

Keywords: Research Assessment Reports

1992; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

1992; source: Journal; region: International; occupation: Not police-related; peer-reviewed: No

Two research studies of part-time jobs in Victoria Police (Australia) focus on the challenges and barriers to recruiting and retaining women for these jobs. The first study, the Part-time Employment Review, was conducted in 2003-2004 as an internal review of part-time work in both sworn and unsworn positions and the part-time work policy in Victoria Police. The primary purpose of the study was to determine the extent to which part-time work contributed to the flexible work practices given priority under the Victoria Police strategic plan. The second study, which is currently underway, builds on the findings of the first study in identifying and evaluating the current constraints on and options for quality part-time work in Victoria Police, as well as developing a framework for the implementation and evaluation of quality part-time work in policing. The findings of these studies show that since the introduction of the formal part-time employment policy in Victoria Police in 1996, part-time employment has grown steadily from approximately 100 employees, both sworn and unsworn, to 563 in June 2003. Part-time employment mainly involves unsworn positions, and women compose 87 percent of part-time employees. All part-time work is at the sergeant classification or below. The absence of part-time work in higher job classifications is apparently due to cultural and institutional barriers associated with part-time work within Victoria Police. The assumption that positions above sergeant are not amenable to part-time work, coupled with a prevailing attitude that part-time work is primarily for women with children, limits the appeal of part-time jobs. This, in turn, negatively impacts recruitment for and retention in part-time positions. For part-time and full-time employment to be fully integrated, part-time employment must span all ranks. 1 table, 9 notes, and 30 references

Keywords: Research Assessment Reports

Notes: CASR Working Papers Number 2005-1; downloaded November 22, 2005.Online document; Studies/research reports

Publisher: Centre for Applied Social Research, RMIT University, 2005; source: Research Institution; ISBN: Number 2005-1; region: International; occupation: Police-related; peer-reviewed: No

The factors associated with becoming a volunteer in crime prevention programs are indentified with information received from 574 residents and 264 volunteers in a medium sized U.S. city. The surveys indicated that gender was an important factor in the prediction of police volunteer work as well as their neighborhood crime problems and political orientation. Additional research is needed to recognize the traits and the driving force of the police volunteers. This information will help recruit and retain police volunteers who can be helpful in the rebuilding of relationships in many communities.

Keywords: Research Assessment Reports

Notes: Journal Article

2006; source: Journal; ISBN: 1363-951X; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The analysis of the evolution of modern policing draws upon historical materials pertaining to policing in France, Germany, Great Britain, Italy, the Netherlands, Norway, Russia, India, Japan, China, Canada, and the United States. This historical study traces the emergence of public, specialized, and professional police organizations and describes the varied structures of modern police force. An examination of the evolutionary patterns of police forces focuses on personnel. Modern police functions are analyzed in terms of the nature of police work, its conceptualization, and the sources of information about policing. Major patterns of variation in police work among national police forces are charted, and a theory is developed to explain variations in police work across countries. A consideration of the reciporocal relations between police systems within which they function looks at how countries have attempted to make police accountable and the police role in politics. Sepculations on the future of policing conclude the book. The appendix describes the research sites used in the study. Approximately 320 bibliographic listings are provided along with a subject index.

Keywords: Research Assessment Reports

Publisher: Rutgers University Press, 1985; source: Other; region: International; occupation: Police-related; peer-reviewed: Yes

This article exams how being married to another police officer can impact female officer's chance for a promotion. Based on the data gathered from one Midwestern police station, the authors indicated several administrative changes that would need to take place.

Keywords: Research Assessment Reports

2009; source: Journal; ISBN: ISSN: 1363-951X DOI: 10.1108/13639510910937111; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This report provides law enforcement agencies in States, cities, and counties with some best practices in law enforcement recruitment and retention and recommendations for future directions to enlarge the statewide recruitment pool. Intended for policymakers, senior managers, and law enforcement professionals involved with recruitment, this report offers individual best practices which fit within an integrated recruiting strategy. The report is viewed as a basic reference. The report offers the ability to compare issues such as the relative strengths and weaknesses of each practice. The report is divided into five sections. The first section suggests effective ways of allocating agency personnel to manage the recruitment process from marketing to hiring. Section 2 presents for consideration best practices in long-term planning and budgeting and concludes with suggestions for supplementing their budgets to achieve recruitment goals. In section 3, the use of effective marketing and technology as key components in a successful recruitment strategy are discussed. Section 4 continues with understanding law enforcement leaders to seek alternative means to staff the ranks of their organizations. The fifth and final section introduces a number of best practices intended to transfer successful recruitment and retention strategies from both private industry and the law enforcement community.

Keywords: Promising Practices; Research Assessment Reports; Tools & Models

Notes: California Cmssn on Peace Officer Standards and Training, 1601 Alhambra Boulevard, Sacramento, CA 95816

2001; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

This report provides a summary of the United Kingdom's Association of PoliceAuthorities (APA) framework for police authority oversight of police human resources.All police forces in the United Kingdom are required to produce annual human resourceplans which must be agreed to by the police authority. In order to support policeauthorities in this area, the APA commissioned a study to develop a framework forpolice authority oversight of human resource planning, policies and practices in policeforces. The result is a detailed reference guide to the human resource planning processand the key issues that a human resources plan should include. It further gives policeauthorities the tools needed to carry out their oversight and scrutiny role effectively. Inaddition, the report focuses on four priority areas: diversity, occupational health,training and development, and recruitment.

Keywords: Research Assessment Reports; Field

Notes: Great Britain[London]

Publisher: Association of Police Authorities, 2002; source: Professional Association; region: International; occupation: Police-related; peer-reviewed: No

This article describes the successful efforts of the Largo Police Department (LPD) (Florida) in recruiting, hiring, and training for civilian positions "people with abilities," the term used by persons with various disabilities to remind others and themselves that they have the talents and capabilities to perform a wide range of job tasks. Chief Lester Aradi and the LPD initially decided to focus on recruiting "people with abilities" for civilian positions in the department because of their general job pattern of being highly motivated to perform at a high level and to remain with a job for the long-term, thus justifying the expenditures of time and money required to hire and train persons to fill vacant positions. LPD's recruiting efforts have included setting up booths at job fairs attended by people with abilities, as well as placing ads in newspapers that mention the department's focus on people with abilities. Specific jobs mentioned in this article are front lobby positions and dispatching. In order to recruit and hire persons with abilities, a department must first ensure that the department complies with the Americans with Disabilities Act by installing accessibility ramps, accessible washrooms, and special parking availability. Specific modifications undertaken by the LPD were adjustments in the automatic security door-opener switch to allow for the proper positioning of a wheelchair, as well as the altering of the timing on the elevator door and enlargement of the work area to accommodate a wheel chair. For the LPD, persons with abilities have proven to be productive and long-term employees.

Keywords: Research Assessment Reports; Promising Practices; Field

Notes: Article; Program/project description/evaluations

2003; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

Perceived barriers to women in rural law enforcement in the North Carolina State Highway Patrol are identified in the selected counties in North Carolina. All female employees in the counties selected were included in this census style study and of the 107 selected 55 women participated. A descriptive research design was used and descriptive statistics were used to analyze the data. The inferences drawn by the study include: (1) Careers in rural law enforcement tend to be rewarding for women officers. (2) Perceived barriers to entering careers in rural law enforcement are minimal and largely attitudinal. (3) The major barriers to women having successful careers in rural law enforcement involve workplace issues. Sexual harassment and gender discrimination still exist at some level. (4) Both physical and written tests in law enforcement are considered to be fair. (5) Low expectation and lack of emotional support from administrators contribute to the lack of competence experienced by women engaged in rural law enforcement and represent a major barrier to retention of women law enforcement officers. Proposals made in the study suggest that: (1) The major barriers to women having successful careers in rural law enforcement involve workplace issues. Sexual harassment and gender discrimination still exist at some level. (2) Perceived barriers to entering careers in rural law enforcement are minimal and largely attitudinal. (3) Rural law enforcement agencies must develop strategies to eliminate any form of sexual harassment and gender/sex discrimination from male co-workers and mate superiors. (4) Rural law enforcement agencies must consider mandating practices that create an equal opportunity and increase the probability that competent female law enforcement officers receive the promotions they are entitled to receive.

Keywords: Research Assessment Reports

Notes: Ed.D.North Carolina State University; 0155Directors Dewey A. Adams Herbert A. Exum

Publisher: North Carolina State University, 2001; source: Research Institution; ISBN: ISBN: 0-493-11792-X; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article examines the role that perceived supervisor support and perceived organizational support have on employee turnover. The study concludes that supervisors who are identifiable with an organization have a positive effect on employee retention.

Keywords: Research Assessment Reports

2002; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This study examines morale among first-year teachers and finds that programs that encourage teacher involvement foster higher morale, commitment, and retention. It concludes that a first-year induction program is instrumental in fostering higher morale and commitment levels.

Keywords: Research Assessment Reports

1999; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The Illinois Law Enforcement Executive Institute and the Department of Law Enforcement and Justice Administration at Western Illinois University in 2000 assisted a survey that encompassed all law enforcement agencies in the state of Illinois to discover development and views of police officer recruitment. The Chicago Police Department had 36,211 applicants in 1991; 10, 290 in 1997; 5,663 in 2000. In 1994 the Clinton Administration passed a Crime Bill Act to hire 100,000 new officers by the end of 2000 with $8 billion in funds to facilitate the initiative. Only 68,000 had been employed under the program by June, 2000 with recruitment being indicated as a significant issue which led to the expansion of the program by 2 additional years. The research questionnaire reported that 55% had a decrease in the amount of applicants over the last five years.The research contained four goals: 1. Assess if there is a police officer recruitment problem in Illinois, and if so, to what extent; 2. Determine what is affecting the recruitment trend; 3. Assess knowledge of preservice programs; 4. Assess perceptions of preservice programs.The methodology consisted of: 1,080 cover letters and questionnaires mailed, composing the entire population of law enforcement agencies in the state of Illinois. The list of Illinois law enforcement agencies was supplied by the Illinois Law Enforcement Executive Institute. The return rate was 45% (486 returned questionnaires were used in the data analysis). The questionnaire contained three sections. The first section inquired about agency information. The second section contained recruitment questions. The third section included questions concerning preservice programs overseen by the Illinois Law Enforcement Training and Standards Board.

Keywords: Research Assessment Reports

Notes: 28 cm.Includes bibliographical references (leaves 155-158).by Will N. Taylor.Thesis/dissertation (deg); Manuscript (mss)

Publisher: Western Illinois University, 2001; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Administrators from Moscow and Samara were surveyed and interviewed on several aspect of policing style while in attendance of the Moscow Police Command College in the United States. Elements of concentration were perceptions of police style, barriers facing Russia's police agencies, satisfaction with work, and other concerns. Administrators supported a watchman style of policing supported the informal way incidents are disposed of without the legal process. Focuses of interest include terrorism prevention, officer retention, the transition to a federalized criminal code, and technological limitations. Concerns that trouble American policing agencies (excessive force, corruption, domestic violence) are not viewed the same by the Russian police and finding additional research is needed on policy, legal and criminology.

Keywords: Research Assessment Reports

Notes: ReferencesJournal Article

2005; source: Journal; ISBN: ISSN 1351-8046 CODEN JSMTE8; region: International; occupation: Police-related; peer-reviewed: Yes

This article examines career choice behavior of police students in Taiwan to help police departments develop recruitment strategies. Policing has long been thought of as a job with high danger and pressure. The question of why and what kinds of people join the police force is becoming one of the important issues of police career choice behavior research. It is important to understand the perceived attractiveness of the job. The article examines the relationship between the reasons and the backgrounds in order to discover what kinds of people and with what motives do these people join the force. The study offers important implications on police career choice behavior research and provides meaningful suggestions to police recruitment. The results indicate that, for students at the police school in Taiwan, the salary or benefits, and parents influence are both important reasons when deciding to join the police force. There were some differences between male and female students in the reasons for joining the force, and the socioeconomic background did not cause major impact on the reasons. These factors are important variables and have implications for police recruitment. Police authorities should offer good salary and fringe benefits for police work, enhance the attractiveness of the promotion to the parents in order to encourage their children to join the force, and adopt different recruitment strategies for males and females to help attract people to join the force. References.

Keywords: Research Assessment Reports

Notes: Journal Article

2001; source: Journal; ISBN: 0047-2352; region: International; occupation: Police-related; peer-reviewed: Yes

Large studies pertaining to law enforcement candidates where findings were reported on the basis of scales of the Clinical Analysis Questionnaire (Krug, Cattell and IPAT, 1980) were reviewed and a personality profile with a pattern of self-discipline, tough poise and low anxiety resulted. Several emerging police personalities were theorized and tested on CAQ's 16 Personality Factor Questionnaire Scales with data from 2 samples of 275 police candidates. Both samples yielded three distinct isolated score profiles with the largest subgroup similar to Eber's (1991) "good" officer description (self-disciplined, socially bold, extroverted, emotionally tough, and low in experienced anxiety). A quarter of the candidates were determined to be part of a group related to high levels of paranoia, schizophrenia, psychasthenia, and other symptoms with characteristics of lack of self-control and extroversion and increased anxiety. A third group of subjects emerged that were tough, low in anxiety and highly controlled.

Keywords: Research Assessment Report

Notes: Journal Article

1994; source: Journal; ISBN: 0021-9762; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Personnel planning and staff development practices of the business sector are advocated for adoption by public agencies, particularly in the administration of law enforcement in this German article. The importance of a comprehensive, goal-oriented personnel management program for a police organization is emphasized. Systematic planning should encompass projections of personnel requirements in qualitative, quantitative, logistic, and temporal terms. Career development, inservice training, and staff organization, coordination, and motivation should likewise be systematically programmed. Implantation of such long-range personnel management approaches has been hampered in law enforcement agencies because they are regulated by law and must constantly respond to unforeseen, short-range needs arising from social and political changes. However, police personnel planners must prepare for competitive, aggressive recruiting in the 1980's, when Germany will experience a serious shortage of manpower. Rapid technological advances quickly render specific kills and earlier training obsolescent. Therefore, personnel management emphasis must be on such supradisciplinary abilities as teamwork, leadership, human relations, and communications. Innovative career ladders and job satisfaction strategies must forestall lower ranking officers from dropping out because of limited opportunities for advancement into administrative posts. North Rhine-Westphalia alone will require over 2,000 new recruits yearly. Personnel marketing techniques, including police needs assessments and demographic studies of the work market, must be adopted. To ensure both numbers and the quality of candidates, vigorous outreach to the school-age generation must be pursued. A news clipping on the nationwide manpower shortage and tabular data are appended.

Keywords: Research Assessment Reports; Promising Practices

source: Journal; region: International; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: ill. ; 28 cm.Includes bibliographical references (leaves 76-79).by Todd R. Stokes.Thesis/dissertation (deg); Manuscript (mss)

Publisher: California State University, 2003; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

NIJ/NCJRS International Summary of Personalbeschaffung und Personalentwicklung: Die Herausforderung der 90er Jahre, No. 1-20342, 1989, Schriftenreihe der Polizei-Fuhrungsakademie.These 10 articles discuss how police forces in the Federal Republic of Germany can recruit qualified personnel in the competitive labor market of the 1990's, and how law enforcement officials can raise the qualifications of current employees and motivate them to maintain high-quality service. Because of declining birthrates, the number of young West Germans entering the work force will decrease dramatically in the coming decade. The lack of young recruits will have a particularly great impact on the police force, which is losing experienced personnel to other career options and which must meet expanded demands on reduced budgets. Issues that must be considered include quality versus quantity in personnel decisions, the lessons to be learned from the personnel marketing and training practices of large private companies, personnel development as part of police management, the use of the assessment center, the relationships between employees and supervisors, and the future of female police officers.

Keywords: Research Assessment Report

Notes: NIJ/NCJRS International Summary of Personalbeschaffung und Personalentwicklung: Die Herausforderung der 90er Jahre, No. 1-20342, 1989, Schriftenreihe der Polizei-Fuhrungsakademie.Document; Issue overviews

Publisher: Schriftenreihe der Polizei-Fuhrungsakademie, 1990; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

This research focuses on the size of municipal police departments. The consensus perspective assumes that the legal order reflects social consensus and that the size of crime-control bureaucracies is a response to reported infractions of that order (reported crime rates). The conflict perspective assumes that the legal order reflects the interests of the powerful and that the size of crime-control bureaucracies is a response to perceived threats to such interests. Work by Turk and Blauner suggests that the size of crime-control bureaucracies reflects the relative size of groups dissimilar to authorities and the extent the which such groups are segregated. The above perspectives are tested for 109 U.S. municipal police departments from 1950 to 1972. Empirical support for the conflict perspective appears strongest in the South and after the civil disorders of the 1960's. Study data, 13 footnotes, and about 30 references are included. (Author abstract modified)

Keywords: Research Assessment Reports

1981; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The Philadelphia Police Department's history is reviewed in the report and compared to departments in 20 U.S. cities. Police officers, elected officials, and attorneys were interviewed regarding recruitment, entry level hiring requirements, judicial consent decrees, collective bargaining, performance evaluations, compensation, discipline, grievance, and arbitration. Suggestions include hiring top management outside the civil service system, minimum age for applicants of 22 years, flexible management, decentralized control, strict performance standards, officer training, and meaningful judicial review of arbitration decisions.

Keywords: Research Assessment Reports; Field

Notes: Book

Publisher: Committee of Seventy, 1998; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

Results from a 30-day survey of police officers in Reno, Nevada were used to develop a job-related physical entrance examination. Survey findings on the types of physical abilities police officers used identified several requirements for recruits including the ability to move quickly over short distances, to apply and control dynamic directional forces, to control resisting male adults, to lift and carry heavy weights, and to perform demanding work for longer than 3 minutes. The POPAT protocol was developed as a valid, job-related, nondiscriminatory test of a candidate's ability to be trained to perform in these areas. The testing protocol distinguishes between a recruit's physical abilities and his physical fitness levels. It is comprised of normal life activities and appears easy to perform, thereby encouraging a positive attitude among participants. The authors believe POPAT's content validity and attention to Equal Employment Opportunity Commission guidelines should preclude legal challenges and help law enforcement overcome what has traditionally been a problematic area. 1 note

Keywords: Research Assessment Report; Tools & Models; Field

Notes: Article; Surveys

1992; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

Research on ability, motivation, and other issues formed the basis of this discussion of recommended strategies for use by police and corrections agencies in Florida in recruiting, developing, and retaining effective personnel. Ability, motivation, and direct contact with the supervisor influences employee performance. Ability relates to the mental, physical, and emotional condition of a person to do a certain thing well. Motivation and direct contact with the supervisor relate to setting goals, training, feedback, and the removal of performance barriers. A correlation also exists between education and the ability to perform successfully as a Florida law enforcement or corrections offic