Analytical Reports

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

The findings indicate that the econometric resource allocation model developed was more defensible than the allocation method currently used by the New Zealand Police or any allocation method used based solely on population. The study developed a model, the Police Resource Model (PRM) to use as a basis to investigate a resource allocation formula for the New Zealand Police. An examination was made through the presentation of the econometric method of Two-Stage Least Squares (2SLS) linear regression based on New Zealand social data. Traditionally, police agencies had allocated resources in response to their operational demands or requirements, with the majority of resources being distributed in response to political demands and public calls for service. The changing operating environment to a public service ethos of accountability and the notion of doing more with less means that historical methods of allocating police officers may not meet an agency's strategic goals. The relationship between social, economic, and demographic factors with the number of police officers was said to be not well understood. The PRM used 1 dependent variable, that being the number of police officers, as a function of 25 different socioeconomic and sociodemographic variables believed to be relevant to allocating resources. The 25 independent variables used in this study were selected on the basis of their hypothesized relationship to the number of police officers.

Keywords: Research Assessment Reports

2008; source: Journal; region: International; occupation: Police-related; peer-reviewed: No

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

The assumption of rational public choice theory is that citizens' demands for various services influence municipal expenditures. Thus, increases in crime lead to an increase in citizens' demand for police protection. In contrast, social conflict theorists argue that powerful groups impose views on weaker groups. An increase in police growth represents efforts to control the less powerful and advance the interests of those in power. The organizational inertia perspective assumes that organizational strength, as measured by annual budgets, is explained by incremental specification models whereby the appropriations in the previous year are used as predictors of the current year's budget. According to this theory, budget makers react to conditions such as crime. Most of the data used in this study were obtained directly from official public records. The dependent variables were two different measures designed to assess police growth: police strength, measured as the number of police per 1,000 population; and police expenditures, measured as allocations per 100,000 population. Four different crime measures were used as independent variables to represent the public choice perspective: violent crime rates, property crime rates, violent arrest rates, and property arrest rates. Overall, the findings support all three perspective, although the strongest and most consistent explanations were derived from the conflict and organizational constraints perspectives.

Keywords: Research Assessment Reports

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

The 1990s represented a unique decade in which to analyze the determinants of police strength in the United States. This decade was a time in which crime initially increased, then substantially decreased. Furthermore, this decade also was characterized by increases in the minority population throughout large American cities. Finally, the 1990s were characterized by increasing police budgets. These realities have direct implications for the competing theories of police growth. This research examines the determinants of police strength in large U.S. cities from 1990 to 2000. A fixed-effects panel analysis was used to assess the number of sworn police officers per 100,000 population. The findings support the resource dependency and social conflict perspectives. Additionally, no support was found for the rational public choice perspective.

Keywords: Research Assessment Reports

2009; source: Journal; region: Domestic; occupation: 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

Published studies have examined patterns of police strength in only a handful of industrialized, and mostly English-speaking, democracies. There are primarily two reasons for this. First, practical limitations, especially language, make it difficult to collect international data on police strength. Second, even when such data are available, they are often riddled with errors related to erratic reporting and other reliability and validity problems. Perhaps the most important source of these problems is simply confusion among researchers and/or survey respondents about the meaning of the term "police." We begin by reviewing existing research and theory on police strength. Using a new data set compiled from multiple sources, we then explore differences in police strength, both between nations (cross-sectionally) and over time (longitudinally). After summarizing what is and what remains to be known about police strength from a comparative perspective, we close with an explicit agenda for future theory, research and data collection on this topic.

Keywords: Research Assessment Reports

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

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

The research reviewed encompasses both urban-politics research and criminal justice research. The hypotheses developed were as follows: cities with mayor-council forms of government would have more police officers; cities with district-based elections would have more police officers; cities with partisan elections would have more police officers; police employment will increase as the number of traditional municipal political-system characteristics increased; and the effect of crime rates and racial threat on police employment would increase as the number of traditional political system characteristics increased. In testing these hypotheses for 945 cities, the dependent variable was the rate of both sworn and unsworn police employees per 1,000 residents in 1989. Independent variables pertained to Uniform Crime Reports rates for violent and property offenses for 1986 and 1987 (2-year lag for impact on police strength); dollars of city revenue per capita for the 1990-91 fiscal year; economic inequality in the population, measured by the Gini index in 1990; percentage of Black residents in 1990; city political characteristics (form of government); city population density; percentage of population ages 18-24; and geographic region of the country. The data analysis indicated that mayor-council forms of government, district-based city councils, and partisan elections were related to more police employees per 1,000 residents; this effect varied by region. In addition, the effect of minority populations and crime rates on police strength varied across municipal political contexts. Implications of these findings for theories of police strength are discussed.

Keywords: Research Assessment Reports

2005; 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 officer. Conduct most likely to impede success includes lying, stealing, physically abusing others, using drugs, absenteeism, and doing a minimally acceptable level of work. Recommendations, checklists, and 15 references (Author abstract modified).The paper is part of the final study papers of the second class of the Senior Leadership Program of the Florida Criminal Justice Executive Institute.

Keywords: Research Assessment Report

Notes: Surveys

Publisher: Florida Criminal Justice Executive Institute, 1994; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study examined integration of openly gay and lesbian personnel into the San Diego Police Department. Data for this study were drawn from academic, policy, and press documents relating to homosexuals in the San Diego Police Department (SDPD) or other major urban police departments (n = 328); an intensive 3-day site visit to the San Diego area; and interviews with departmental personnel and with representatives of major governmental, citizen, and police officer interest groups. The study evaluated formal harassment, discrimination, and misconduct; the effectiveness and responsiveness of the organization; community relations; recruitment; and reputation. In the cases of all these classes of indicators, the increasing participation of gay and lesbian personnel had not had any harmful consequences. Instead, the study noted, a process of normalization had developed that had reduced much of the emotional and moral charge that was originally generated by the prospect of serving with gay colleagues. Although the integration of self-disclosed gay cops into the SDPD has proceeded largely without incident, and a strong EEO policy has reduced the frequency of blatant violations of basic rights, some personnel continue to exercise more subtle forms of discrimination, and potential difficulties with promotion remain. Despite these interpersonal difficulties, the study notes that the normalization of gay cops has been associated with higher levels of trust, cohesion, and effectiveness in working with diverse communities. Appendix, notes, references

Keywords: Research Assessment Reports; Promising Practices; Field

Notes: Article; Program/project description/evaluations

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

Often considered training grounds where younger officers hire on for lower pay, receive basic training, and get valuable experience before moving on to larger departments, one of the biggest problems of small police agencies is staff turnover. Many agencies have tried two approaches toward hiring: going with inexperienced officers and with officers from other agencies, but most still experience problems keeping good officers. Four small agencies in Pennsylvania and Vermont have developed strategies that seem to be working in terms of maintaining remarkably low turnover rates. All four chiefs were proud of the pay and benefits packages they offered their officers, but most believed their success was tied to officer job satisfaction; all the departments served areas with good tax bases and stable business communities. The chiefs of these agencies also use tactics ranging from an intensive selection process to total team management, flexible schedules that allow longer vacations, and efforts to insulate officers from local political battles.

Keywords: Promising Practices; Research Assessment Report

Notes: Article; Surveys

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

The field of salary management is at a crossroad. Traditional salary management practices were developed for an organization model that has largely disappeared. The critics of those practices were first heard a decade ago. The "next generation" program model moves in a different direction but is still not fully developed. The newer salary systems reflect common core principles; however, there are unresolved design issues that affect system management. A key change is the shift in control from human resources to line managers, which makes it important to create simple, transparent and credible programs. The experience of three companies—Dow Chemical, IBM, and Marriott Lodging—confirms that managers can effectively handle this new role when they are provided with adequate information. This article looks at the focal issues in designing a next generation salary system. It considers the rationale for assigning jobs to salary bands and for managing individual salaries within the bands. It also suggests criteria for evaluating system changes.

Keywords: Research Assessment Reports

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

Despite the U.S. armed forces' historical role as a model for racial integration and decades of Department of Defense (DoD) efforts to promote racial and ethnic diversity, many groups are still underrepresented within the department, especially among DoD's active duty and civilian leadership. This is a particularly important issue for DoD because many military leaders believe that maintaining a diverse workforce is critical for the department's national security mission. This report discusses the initial steps that DoD should take in developing a department-wide plan to achieve greater diversity within its active duty and civilian leadership. To create a strategic plan for diversity, the authors explain, DoD leaders must articulate a vision for where they want the organization to go, and this vision statement must clearly define what type of diversity DoD wants to achieve. The next step is to set specific goals for the various components of DoD and to develop strategies for meeting those goals. Finally, Lim, Cho, and Curry emphasize that the strategic plan will fail unless there are ways to both measure the progress toward the plan's goals and hold leaders accountable for such progress. The report draws on findings from the DoD Diversity Summit held in Washington, D.C., on February 27-28, 2007, and includes an appendix that summarizes presentations and discussions from the summit.

Keywords: Research Assessment Report

Publisher: RAND Corporation, 2008; source: Other; ISBN: 978-0-8330-4471-6; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The attitudes of male police officers toward female police were examined using data from 280 male patrol officers in city, county, and State police agencies in 16 agencies in Washington, Oregon, Idaho, and Montana. The 280 responses resulted from the distribution of 680 questionnaires. Participants ranged from 23 to 58 years of age and had an average age of 37. Nearly all were white and had been on the job an average of 12 years. Results revealed that only 33 percent of the male officers actually accept a woman on patrol. Most of the others were either split on the subject or vehemently do not want to work with a woman. The latter two types can create a hostile environment in varying degrees; this is compounded by the sergeants and administrators who have the same opinion. Findings suggest the desirability of more research with the attitude scale used in this research, active recruitment of females, and an all-female counsel to review complaints by female police officers. Table and 10 reference notes

Keywords: Research Assessment Report

Notes: Article; Surveys

1994; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Report

Notes: Great Britain.; Commission for Racial Equality.21 cm.Includes bibliographical references.Government publication (gpb); National government publication (ngp)Book

Publisher: Commission for Racial Equality, 1992; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

This large-scale study analyzes the relations between the Belgian police and the foreign population and recommends measures for improving relations. For the first part of the study, researchers accompanied police officers in two major Belgian cities on their patrol and questioned them about their relations with foreigners living in Belgium. The researcher soon realized how deeply stereotyping, prejudice, and racial antagonism were ingrained in the officers. The second part of the study solicited information from all Belgian police chiefs concerning problems with police/foreigner relations. The responses indicated a general unawareness of problems; their primary concerns were foreign juvenile delinquency and immigration for pretended political reasons, while problems of daily police interaction were rarely mentioned. A survey of a representative foreign sample population quickly revealed their feelings of fear, distrust, and frustration with the Belgian police. The concluding sections examine Belgian and foreign attempts to help the police deal with foreign populations. The study recommends changes in police recruitment and training, the establishment of a national center for police-immigrant relations, and programs for police outreach to the foreign community. An extensive bibliography and a sample outreach program are appended.

Keywords: Research Assessment Report

Notes: Book

Publisher: Vanden Broele, 1992; source: Journal; region: International; occupation: Police-related; peer-reviewed: No

The Police Assessment Resource Center (PARC) is a non-profit organization that, incooperation with monitors, law enforcement executives, civic and government officials,community groups, and other interested constituencies, aims to strengthen policeoversight to advance effective, respectful, and publicly accountable policing.PARC's website contains information about the organization, its services (like research, assessment, consulting), its key issues (like racial profiling and police use of force), its current projects, its publications including the Police Practice Review, and its monitoring efforts.

Keywords: Promising Practices; Research Assessment Report; Websites

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

This report summarizes the growth and ongoing efforts of the Police Corps program during calendar year 1999. The stated goal of the Police Corps is to increase the educational and training level of America's law enforcement officers. Highly educated, well-trained police officers are placed in areas experiencing great social need. Highlights of 1999 include: (1) Police Corps officers on the beat nearly doubled; (2) The Federal office initiated special assistance with outreach and recruitment and the States expanded their range of outreach activities to recruit minority and female participants; (3) Police Corps training expanded in breadth and realism, and leadership training for front-line supervisors was proposed; and (4) The Federal office initiated procedures to simplify and speed payment processing. Future plans include developing additional programs to recruit top college students into the program. Appendixes.

Keywords: Research Assessment Reports

Notes: Document; Program/project description/evaluations

Publisher: US Dept of Justice, Office of Justice Programs, 2000; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

This report presents an overview of calendar year 2000 activities and 2001 goals of the Office of the Police Corps and Law Enforcement Education (OPCLEE or Police Corp). Following a review of the mission and values of the OPCLEE, which involve increasing the professional capacities of law enforcement officers through training and education, the report presents the background of the Police Corp and offers an overview of Police Corp activities for calendar year 2000. The Police Corp was created in 1994 with a mandate to address violent crime by assisting State and local law enforcement agencies to increase the education and training of their officers. During calendar year 2000, the Police Corp experienced growth with the addition of 4 States, bringing the number of Police Corp program participating States up to 30. The training activities of the Police Corp during 2000 continued to focus on leadership, communications, problem-solving in multicultural settings, race relations, youth relations, ethics, use of discretion, character, and use of force. Highlights of Police Corp programs in 13 States are described, including Illinois 160-hour Arrest and Control Tactics Course and Kentucky s project involving disadvantaged youth from local agencies. Police Corp 2001 priorities are presented and include the development of a technical assistance capacity, the full utilization of State advisory groups, and the development of a Management Information System for the national office. Two national conferences are planned for 2001, taking place in Salt Lake City, UT, in April and in Washington, DC, in the Fall. Future directions for the Police Corp include the development of a national directory of law enforcement career academies and the development of a self-assessment training checklist that will provide greater uniformity in the review of States proposed training curricula. Exhibits, tables, appendixes

Keywords: Research Assessment Reports

Notes: US Department of Justice, Office of Justice Programs, 810 Seventh Street, NW, Washington, DC 20531

Publisher: US Dept of Justice, Office of Justice Programs, 2001; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

This is an update 2 years after the first Police Corps graduation. The Police Corps is a Federal program aimed at increasing the number of college-educated recruits entering the police service. The program pays for the college education of new officers, up to $30,000. In return, the candidates agree to stay with the sponsoring department for 4 years. The Police Corps focuses on fitness, ethics, all aspects of community oriented policing, and social context. Among factors that must be considered when examining the Police Corps are cost, acceptance of Police Corps recruits by fellow officers trained in traditional academies and acceptance of Police Corps training methods by staffs of traditional police academies, and minority recruiting. The chances of the Police Corps being a success depend on what participating departments do with their officers. In addition, negative opinions of Police Corps graduates from colleagues and supervisors must be confronted and reversed. Intense supervisor training is needed to go with the new recruit training if the concept is to be successful.

Keywords: Research Assessment Reports

Notes: Article; Program/project description/evaluations

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

This 1989 study examined the impact of a college requirement on the proportionate recruitment of minorities for police work. The first phase of the study was a comprehensive review of related research in police education, and the second phase was a survey of 699 State, county, and municipal law enforcement agencies. The third phase consisted of site visits to selected police departments to collect policy-related materials and explore educational issues in greater depth through document review and interviews. The final phase of the research involved extensive legal research on the bona fide occupational qualifications (BFOQ), discrimination in employment, and affirmative action practices. The data indicate that in the aggregate, law enforcement agencies in the research population had minority group members in proportions comparable to the general population. Educational levels of minority police officers were approximately the same as white officers at the undergraduate level and higher than white officers at the graduate level. Although a number of factors make college education disproportionately inaccessible to minorities, the courts have ruled that job requirements justify making a college degree a qualification for employment. Apparently there is an adequate pool of both minority and majority college-educated men and women interested in police employment. A college education can be both empirically and legally justified as a BFOQ and should be established. 4 tables, 2 figures, and 74 references.

Keywords: Research Assessment Report

Notes: Book

Publisher: Police Executive Research Forum, 1991; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

The first phase of the study was a comprehensive review of related research in police education, and the second phase was a survey of 699 State, county, and municipal law enforcement agencies. The third phase consisted of site visits to selected police departments to collect policy-related materials and explore educational issues in greater depth through document review and interviews. The final phase of the research involved extensive legal research on the bona fide occupational qualifications (BFOQ), discrimination in employment, and affirmative action practices. The data indicate that in the aggregate, law enforcement agencies in the research population had minority group members in proportions comparable to the general population. Educational levels of minority police officers were approximately the same as white officers at the undergraduate level and higher than white officers at the graduate level. Although a number of factors make college education disproportionately inaccessible to minorities, the courts have ruled that job requirements justify making a college degree a qualification for employment. Apparently there is an adequate pool of both minority and majority college-educated men and women interested in police employment. A college education can be both empirically and legally justified as a BFOQ and should be established.

Keywords: Research Assessment Reports

Publisher: Police Executive Research Forum, 1991; source: Professional Organization; ISBN: 1-878734-23-7; region: Domestic; occupation: Police-related; peer-reviewed: No

VIOLENT CRIME AND PROPERTY CRIME DATA WERE DRAWN FROM THE UNIFORM CRIME REPORTS. POLICE EMPLOYMENT RATES WERE DEFINED AS THE NUMBER OF POLICE EMPLOYEES (INCLUDING NONUNIFORMED PERSONNEL) PER 100,000 POPULATION. POLICE EMPLOYMENT DATA WERE ALSO TAKEN FROM THE UNIFORM CRIME REPORTS. THE PARAMETERS OF THE EQUATIONS USED WERE ESTIMATED USING ORDINARY LEAST-SQUARES ESTIMATORS, WITH THE EXCEPTION OF THE EQUATIONS FOR CRIME AND POLICE EMPLOYMENT RATES, WHERE TWO-STAGE LEAST-SQUARES TECHNIQUES WERE USED IN ESTIMATING THE COEFFICIENTS FOR CRIME AND EMPLOYMENT RATES. POLICE EMPLOYMENT WAS FOUND TO BE RESPONSIVE TO CRIME RATES, REGARDLESS OF POPULATION SIZE, DENSITY, RACIAL, AGE, OR SOCIOECONOMIC COMPOSITION. THIS SUGGESTS THAT COMMUNITIES RESPOND TO HIGH CRIME RATES BY ALLOCATING MORE RESOURCES FOR POLICE PROTECTION. POLICE EMPLOYMENT ALSO EXERTED A POSITIVE EFFECT ON CRIME RATES, WHICH WOULD APPEAR TO SUPPORT THE LABELING RATHER THAN THE DETERRENCE PERSPECTIVE. GIVEN THE AGGREGATE NATURE OF THE DATA, HOWEVER, THE DETERRENCE IMPACT OF INCREASED POLICE RESOURCES CANNOT BE DISCOUNTED. VIOLENT CRIME RATES MORE CLEARLY INFLUENCE COMMUNITIES TO INCREASE POLICE RESOURCES, COMPARED TO PROPERTY CRIME RATES. DATA ALSO SUGGEST THAT THE PERCENTAGE OF LOW-INCOME FAMILIES AND BLACKS IN AN AREA INFLUENCE DECISIONS TO INCREASE POLICE RESOURCES. FINDINGS ARE RELEVANT ONLY TO SUBURBAN AREAS AND NOT NECESSARILY TO OTHER ECOLOGICAL UNITS. GRAPHIC AND TABULAR DATA AND REFERENCES ARE PROVIDED. (RCB)

Keywords: Research Assessment Reports

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

The Police Executive Research Forum (PERF) is a national membership organization of police executives from the largest city, county and state law enforcement agencies. PERF is dedicated to improving policing and advancing professionalism through research and involvement in public policy debates. PERF's website contains information about the organization, its active projects, and its fellowship program as well as a calendar, book store, employment bulletin, and free documents.

Keywords: Promising Practices; Research Assessment Report; Websites

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

Recommendations were made by the Police Advisory Council related to recruitment and selection processes in the Queensland Police Service. Various screening method are discussed pertaining to the selection process including initial assessment criteria, psychological screening, integrity screening, physical fitness, ability testing, medical screening; the devices are weighted and sequenced.

Keywords: Research Assessment Reports; Tools & Models; Field

Notes: Queensland.; Police Education Advisory Council.forms; 30 cm.Preface -- Abbreviations -- Executive summary -- List of recommendations -- Chap. 1. Introduction -- Chap. 2. Legal, policy and organizational issues -- Chap. 3. The general duties police officer -- Chap. 4. Recruitment marketing -- Chap. 5. Initial assessment criteria -- Chap. 6. Psychological screening and assessment -- Chap. 7. The panel interview -- Chap. 8. Integrity screening -- Chap. 9. Referee checks -- Chap. 10. Physical fitness and ability testing -- Chap. 11. Medical screening -- Chap. 12. The selection committee -- Chap. 13. Sequencing and weighting of selection devices -- Chap. 14. Selection process for the POCC -- Chap. 15. Implementation and evaluation -- Appendix A. QPS design matrix -- Appendix B. QTAC matrix -- Appendix C. Medical questionnaire -- Appendix D. Letter from chief GMO -- Appendix E. Commissioner's circular -- Reference list."August 1998."/ Includes bibliographical references (p. 179-184).Police Education Advisory Council.Internet resource (url)Book; Internet Resource Date of Entry: 20000607

Publisher: Criminal Justice Commission, 1998; source: Government Communication; ISBN: ISBN: 0724271376; 9780724271375; LCCN: 00-362902; region: International; occupation: Police-related; peer-reviewed: No

The Police Foundation is an independent resource for policing. The mission of the Police Foundation is to help the police be more effective in all aspects of their work - from deterring robberies to intervening in family disputes to improving the relationship with the community. To accomplish their mission, the Police Foundation works closely with police officers and police agencies across the country. The Police Foundation website contains information on their work including their research,professional services, police fellowship program, communications activities, and publications.

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

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

This article examines the hiring policies for sexual minorities in Georgia and Texis following the 2003 U.S. Supreme Court ruling that decriminalized homosexual conduct.

Keywords: Research Assessment Reports

Notes: doi: DOI: 10.1016/j.jcrimjus.2009.04.005

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

This article examines police integrity testing in Australia. Problems of recurring corruption have stimulated major reforms in policing in many countries in the past 30 years. Considerable advances have been made in recruitment, training, complaints investigations, and external oversight of conduct. However, continuing problems have prompted a search for more effective forms of misconduct prevention. This article examined the situation in Australia in relation to the emerging and controversial anti-corruption strategy on integrity testing. This study was concerned with integrity tests that simulate misconduct opportunities for serving officers--not pre-employment--screening tests. The eight police agencies in Australia were asked to supply information on planned or implemented testing programs as well as information on policy perspectives and debates. Only three jurisdictions were identified as conducting targeted tests. The success of these programs in identifying misconduct suggested this might be an essential anti-corruption device and leaves a question mark over the adequacy of accountability in jurisdictions without this capacity. Two other agencies were planning to introduce targeted testing. While some other agencies have given serious consideration to random integrity testing, legal, ethical, and practical concerns have meant that no programs have been introduced except for drug and alcohol testing. The latter also appeared to be a useful tool to improve police conduct. The article concluded with a theoretical review of the possible benefits of randomized testing as a form of behavioral audit. Tables, references

Keywords: Research Assessment Reports

Notes: Article; Studies/research reports

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

Using survey data, this study used logistic regression to test whether attitudes toward the police predicted interest in police work among black and white high school seniors. Questionnaires were administered to all seniors in Albany Public High School in New York in May 1989. Responses came from 356 students, amounting to about 87 percent of the senior class. Sixty-one percent of the students were white, 29 percent were black, 3 percent were Asian, 1 percent were Hispanic, and 5 percent were of other races. The questionnaire contained 77 questions focusing on attitudes toward the police, exposure to police recruitment efforts, educational and occupational aspirations, perceptions about their qualifications for the job, minor delinquent behavior, and other topics. The analysis focused on 10 questions. Results revealed that the black students expressed less favorable attitudes toward the police than the white students, but several variables expected to predict interest in police work failed to achieve statistical significance. Findings provided only limited support for the common assertion that the negative attitudes of blacks toward the police preclude their consideration of a career in law enforcement. Appended questions from the survey, notes, and 42 references

Keywords: Research Assessment Report

Notes: Article; Surveys

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

To ensure better police patrol officer performance, police departments should scrutinize the selection of candidates before attempting improvements in police officer training. Although methods of assessing and selecting police patrol officer candidates vary among the approximately 12,000 local and State police departments in the United States, many similarities exist between police departments. Police departments frequently use such approaches as written tests, background investigations, physical examinations, and interviews. Research has shown all police departments use background investigations and medical examinations. Generally, police departments emphasize the background investigation because such an investigation can ensure only the most qualified individuals are recruited and can also indicate an applicant's competence, motivation, and personal ethics. The medical examination can test for physical strength and agility, qualities necessary in the performance of police patrol officer duties. Some police departments use situational tests, for example, simulations of real-life scenarios, while other police departments use psychological testing, polygraphs, and assessment centers. Courts have encouraged the use of assessment centers as the most fair and job-related method of assessing police officer candidates. 18 endnotes, 2 tables, and 4 photographs

Keywords: Promising Practices; Research Assessment Reports; Field

Notes: Article; Surveys

2000; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The aim of this study was to determine the bona fide occupational requirements of general duty police work, and use this information to re-validate a physical abilities test used in the police recruit selection process. A systematic random sample (n = 267) of general duty police officers completed two questionnaires: one concerning "average" duties, and one concerning the most physically demanding critical incident occurring in the 12 months prior. Of those completing the surveys, observational data were collected on every second officer, resulting in observational data collected for 121 officers, involving the recording of all physical activities and movement patterns observed throughout a ten hour shift. Data collected suggest there is a core of bona fide occupational requirements for general duty police work - walking, climbing stairs, manipulating objects, twisting/turning, pulling/pushing, running, bending, squatting and kneeling, and lifting and carrying. Many of these are involved in physical control of suspects, and can be tested using a well designed physical abilities test that simulates getting to the problem, controlling the problem, and removing the problem.

Keywords: Research Assessment Reports

2001; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Recruitment is a critical issue due to the significant amount of police officers retiring among the 'baby boomers' coupled with the increase of the United States population. The lack of empirical research on this subject made the analysis of the issues that could affect police officer responses to simulated recruitment advertisements an important topic. The 277 participants are from a police agency in a large metropolitan area in the Midwest and role-played as the candidates. The independent variables were: residency requirement (yes, no), opportunity for job specialization (yes, no), and opportunity for educational reimbursement (yes, no). The dependent variable was a two-item additive composite score for participant rating of a police officer job. This served as both a recruitment model and an exploratory study due to the lack of prior research with said factors. Initial statistical results didn't perceive a significant difference but a secondary analysis of police officer demographic variables, involving correlation and step-wise multiple regression analysis as the analytical techniques, determined that age was a significant negative correlate of job rating. This led to the proposal that future research have a correlation design to allow for the investigation of more personal characteristics as potential predictors of officer job interest.

Keywords: Research Assessment Reports

Notes: 29 cm.Department of Leadership, Foundations and Human Resource Education./ Vita./ "August 2005."/ Includes bibliographical references (leaves 200-214).by Dennis W. Bulen.Thesis/dissertation (deg); Manuscript (mss)

Publisher: University of Louisville, 2005; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

After reviewing reasons for the decline in applicants for law enforcement positions and the large number of job positions open in law enforcement agencies, this article outlines qualifications for becoming a police officer and describes the recruitment efforts and incentives being used by various jurisdictions. Since the 1990s, interest in becoming a police officer has declined significantly. Reasons for this include a higher percentage of youth attending college and seeking professional careers in their college majors, negative images of police officers and the police profession, and the drain on potential applicants and existing employees due to the wars in Iraq and Afghanistan. It is estimated that more than 80 percent of the Nation's 17,000 law enforcement agencies have sworn-officer positions that are going unfilled. This has resulted in agencies recruiting across jurisdictions and competing with one another on the basis of incentives. Federal, State, and local government agencies compete with one another to fill their positions. In this competition, monetary incentives are becoming increasingly lucrative; for example, in Texas, Dallas, Austin, and Houston are in a bidding war to hire veteran officers; Houston recently upped its hiring bonus to $7,000; Dallas countered with a $10,000 bonus. In Phoenix, AZ, assistance with a housing down payment is offered. In King County, WA, 40 hours is added to existing vacation time for any officer who recruits someone who becomes an officer. In Los Angeles, CA, a retirement payment of $250,000 is offered after 20 years of service. Qualification standards have also been modified to increase the pool of candidates. Whereas in the past candidates could not have any misdemeanor or felony convictions or a record of prior drug use, this rule has been relaxed to allow for consideration of the circumstances of each case. 35 notes

Keywords: Research Assessment Reports; Field

Notes: Article; Issue overviews

2006; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

In the police officer selection process candidates are examined regarding education, training, psychological evaluations, employment, military background, test performance, interviews, and field training; after each phase only candidates who have been successful continue. Chi Square analysis is used to determine important variables at each interval of the police selection process.

Keywords: Research Assessment Reports

Notes: M.S.UNIVERSITY OF LOUISVILLE; 0110Director: DEBORAH G. WILSON

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

Future tendencies in police officer selection processes are reviewed because well selected and trained personnel are particularly important for law enforcement. It is also necessary to choose candidates who are adaptable to job responsibilities and social conditions because police organizations are closed systems. The current research on testing (and case and statutory law directives) indicates that paper-and-pencil tests coupled with education requirements will serve as initial requirements. It is necessary for police agencies to be cost-effective and creative in their use of recruitment activities because of declining revenues among public organizations.

Keywords: Research Assessment Report

Notes: Journal Article

1994; source: Journal; ISBN: 0735-8547; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Based on the view that personnel are the most important part of a police agency or any other organization, this volume details a systematic approach to recruiting and selecting police personnel. The text emphasizes that police agencies must set high standards for their officers and be extremely selective when filling a position, because the applicant pool from which police recruits are selected is enormous but of poor quality. The discussion urges law enforcement administrators to look beyond the traditional models and consider a new paradigm to seek out individuals for law enforcement careers, because traditional models, although somewhat effective, are not responsive to the critical and future needs of communities. The text discusses announcing the vacancy, conducting the orientation, the written application, the background check, the polygraph, the oral interview, the medical evaluation, the psychological evaluation, lateral entry, the Americans with Disabilities Act, and future trends. Subject and author indexes; appended job description, forms, and Stanard study; and approximately 250 references.

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

Notes: Book

Publisher: Charles C Thomas, 1994; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

An exploration of the components of policing provides a combination of theory, observations, experiences, and anecdotes. Polices role in society is discussed relative to patrol issues, criminal investigations, organization and management, the use of discretion, relating to the community, recruitment, quality police personnel, women police officers, and the personality of police officers.

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

Notes: Juneill, 09.375x07.125 Inches Status: Out of Print Price: USD 46.67 Retail Price (Publisher); USD 52.60 Retail Price (Pearson Education)Audience: College Audience (Source: Prentice Hall PTR)Available for distribution in: USA, UNITED KINGDOM, AUSTRALIA, CANADA Class Descriptors: LC: HV8138.D27 2003; Dewey: 363.2/0973Book

Publisher: Charles C Thomas , Limited, 2002; source: Research Institution; ISBN: 9780130941060 0130941069 (Paper Text) Other: 9780130941060 (EAN) LCCN: 2002-66297 Abstract: Annotati; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This paper examines current approaches by law enforcement agencies in meeting the changing demands for police services since the September 11 attacks and in recruiting qualified and motivated personnel who can address current police challenges; military personnel planning strategies are examined, and findings are presented from interviews with officers of the Long Beach Police Department (California) regarding personnel needs and management approaches in the current homeland security environment. To best respond to the changing nature of policing services, law enforcement agencies need to employ long-term plans that incorporate strategic approaches to anticipate both the demand for service and personnel requirements. Greater cultural diversity in America means that police officers must be able to work with all types of people. This is particularly important under the popular paradigm of community policing, which requires that officers be more representative of and responsive to the communities they serve. Further, since the terrorist attacks of September 11, new homeland security missions for local and State police have increased the importance of interagency operations. All of these demands on policing must be confronted under budget constraints. A study of the Long Beach Police Department focuses on the demands placed on officers' time and skills before and after September 11. Attention is given to officers' perceptions of the quality and characteristics of fellow officers, the various positions they have held in the department, and the current methods of recruiting and retaining officers. In looking for models that might help police agencies in their personnel planning, this study turned to military organizations, which have organizational structures similar to police agencies and draw from the same labor pool. 4 figures and 32 references

Keywords: Research Assessment Reports

Notes: Downloaded March 15, 2006.Online document; Studies/research reports

Publisher: RAND Corporation, 2005; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Police personnel practices were surveyed in 1990 with a response from almost half the 2,769 departments in U.S. cities that serve a population of 10,000 plus. Results showed that nearly 75% of departments used a physical performance test in recruit selection and about 20% utilizing the test in choosing basic training graduates. Substance abuse was screened for in about 71% of departments in recruits and 20% when deciding on graduates. Written exams were tested for validity in 90.5% of the cities that used such tests. Overall, 38.7% of recruits did not make it through basic training with roughly 43% of departments allowing lateral entry, 60.3% without loss of seniority and 40.1% for police chiefs. Positions at ranks above entry-level patrol officers utilized assessment centers by nearly 40% of departments.

Keywords: Promising Practices; Research Assessment Report

Notes: Book

Publisher: International City/County Management Association, 1991; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

The U.S. Commission on Civil Rights held a hearing on May 26, 1999 regarding current police practices and their impact on civil rights in the community at large. The need to study restraint balanced with crime fighting in the city was considered especially important by the Commission in the wake of the tragic cases of Abner Louima and Amadou Diallo. Stress exists between the New York Police Dept. and the communities it serves and this report was meant to offer suggestions to ameliorate the situation. Chapters include: recruitment, selection, and training police-community relations and civilian complaints.

Keywords: Research Assessment Reports

Publisher: United States Commission on Civil Rights, 2000; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

This manual for the development of strategies for police recruitment, selection, and retention of minority personnel addresses issues in workforce diversity, building a foundation for success in employment equality, and key strategies for achieving equality in employment. The first two sections address the demographic, legislative, socioeconomic, and ethical reasons why police services must employ visible minorities. The third section outlines what policies, training, outreach, and communications strategies must be in place to build a foundation for success. The concluding section presents key strategies for recruiting, selecting, and retaining minority personnel. Suggestions for improving recruitment include using qualified and trained recruiters, involving police officers who have personal and professional contacts in visible minority communities, recruiting in schools, advertising in the ethnic media, using recruitment teams, and using visible minority constables who understand equity and race relations issues. Selection strategies must include validation studies and adverse impact analyses of the entire selection process to eliminate potential bias, as well as the development of generic profiles of police officers to work in diverse communities. Also recommended for personnel selection are the development and analyses of tracking systems to monitor the success/failure of visible minority candidates in the selection process. Suggestions for retention strategies focus on fair and objective performance appraisals and promotional structures. 11 suggested references.

Keywords: Research Assessment Report; Field

Notes: Canadian Association of Chiefs of Police.ill.; 28 cm.Issued also in French under title: La Police et les relations raciales./ Cover title./ Includes bibliographical references: p. 20.Book

Publisher: Canadian Association of Chiefs of Police, 1993; source: Professional Organization; ISBN: ISBN: 0921587104; 9780921587101; National Library: 930905326; region: International; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: Washington Office on Latin America.28 cm.Cover title./ Includes bibliographical references (p. 18).Rachel Neild.Book

Publisher: Washington Office on Latin America, 1998; source: Other; ISBN: ISBN: 0929513436; 9780929513430; region: Domestic; occupation: Police-related; peer-reviewed: No

The recruitment of ethnic minority applicants is studied in the U.K. police service, specifically the Thames Valley Police Force. Literature was reviewed, 67 minority children (14 to 15 years old) were surveyed, and forums were held with minority community leader which led to the realization that minorities disregard police because of trepidation about police association and police officers racism. In addition, ethnic minorities in the police force are not representative of the population and the community perceives a lack of opportunities for black officers. Young people confirmed community leader's belief that racism discouraged people from choosing the police force and that religion was a significant factor. Recent recruitment campaigns including a poster competition and high-profile community-led events are also mentioned.

Keywords: Research Assessment Report; Field

Notes: Book

Publisher: Police Requirements Support Unit, U.K. Home Office, 1991; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: Yes

This report addresses the extent of problems between Canadian police in the Ottawa area and whether employment equity will solve these problems. Data were obtained from the census, criminal statistics, interviews with police officers and leaders of visible minority groups, and a questionnaire survey of minority group members. Results showed there were no areas which could be recognized for policing purposes as ethnic residential communities. The criminal behavior of minorities was no different from that of the majority group. Minorities were involved in intergroup rather than intragroup crime. It was determined that employment equity will not improve the relations between police and minority groups. However, a system is required to insure that minority group applications for police employment have fair consideration. In addition, a system is needed to address complaints associated with police wrongdoing and police racism. The most important factor in dealing with police racism is a mechanism to address public grievances, especially those of minority groups. The study questionnaire is included. 190 references.

Keywords: Research Assessment Report

Notes: Book

Publisher: Canadian Police College, 1990; source: Research Institution; region: International; occupation: Police-related; peer-reviewed: No

The report outlines a comprehensive guideline for the recruitment of police from the UK perspective, including determining resources and evaluation.

Keywords: Promising Practices; Research Assessment Reports

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

Publisher: Home Office, 1997; source: Government Communication; ISBN: no 51/97; region: International; occupation: Police-related; peer-reviewed: No

Based on the United Kingdom's experience, a higher level of graduate recruitment would advance police effectiveness. The following suggestions are made to augment the inclusion of graduates: (a) provide career services and an accreditation system to enable officers to find second careers; (b) establish a vacation placement program aimed at undergraduates; (c) allow graduates to enter the pay scale at the level of 3 years of service; and (d) provide tuition assistance. Graduate recruitment needs to be bolstered through centralized initiatives contextually structured; individuals should be accessible to more than one force.

Keywords: Research Assessment Reports; Promising Practices

Notes: Journal Article

2003; source: Journal; ISBN: 0032-258X; region: Domestic; International; occupation: Police-related; peer-reviewed: No

Abstract 1: Police recruitment is likely to be the key law enforcement issue in the year 2000 because the number of individuals available for entry-level positions will be smaller than it is currently. The challenge of police recruitment relates in part to demographics. By the year 2010, it is estimated that more than one-third of all American children will be black, Hispanic, or Asian. Over the next decade, there will be a decrease in both the number and the percentage of high school graduates who fall within the age range of most police applicants. The transformation of urban areas also presents law enforcement with a serious problem. The challenge of police recruitment, however, goes beyond demographics to the problem of shrinking numbers. Police departments must continue to focus on qualified applicants, offer incentives, and develop creative recruitment programs. Each police officer must be viewed as a potential recruiter, the military must be viewed as an important source of potential law enforcement employees, and police departments must develop programs aimed at changing traditional ethnic community attitudes toward law enforcement careers. If police departments can minimize turnover by understanding the needs and desires of employees, they will ultimately need to recruit fewer individuals. 14 endnotes. - National Criminal Justice AbstractsAbstract 2: Standards for police recruits are expected to continue to increase in the future. Law enforcement agencies are urged to begin changing their departments so current entry-level applicants will remain on the job. - Periodical Abstracts

Keywords: Research Assessment Report

Notes: Article; Surveys

1992; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

The Riverdale Park Police Department was the focal point of this literature review that studies the impact of retirement plans and other employment factors in Maryland police departments (N=28). The department experienced a 47 percent turnover rate between the years of 1996 and 1998 while the average for the 28 departments was 15 percent. There was no relationship found between turnover and type of retirement plan. The situation seems to be linked to the relatively small size of the force and lack of a salary schedule and unknown potential earnings. Departments with a defined benefit plan found that turnover rate was connected to department size, salary level (including longevity pay), and the amount of pension benefits. Appendices provide a copy of the survey instrument; a list of agencies surveyed, and survey responses by 3 former Riverdale Park police officers.

Keywords: Research Assessment Reports

Notes: Book

Publisher: Institute for Governmental Service, University of Maryland Center for Applied Police Studies, 1999; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: Great Britain. Parliament. House of Commons. Home Affairs Committee.30 cm.Vol. I. Report and proceedings of the Committee -- Vol. II. Minutes of evidence and appendices."House of Commons, Session 1998-99."/ "[HC] 81."Home Affairs Committee.Book

Publisher: House of Commons, Home Affairs Committee, 1999; source: Government Communication; ISBN: ISBN: 0105562343 (vol. I); 9780105562344 (vol. I); 010556219X (vol. II); 9780105562191 (vol. II); region: International; occupation: Police-related; peer-reviewed: No

After documenting the high turnover rate of police officers, this article notes some of the benefits of employee turnover and offers suggestions for keeping well-trained and effective officers. A recent North Carolina study found that police agencies in that State had an average turnover rate of 14 percent for patrol officers, with average tenure for a new officer being 33 months. Although employee turnover can benefit an agency, such as providing an opportunity to change a detrimental police subculture or getting rid of uncommitted and poorly performing officers, it is costly for an agency to be constantly recruiting, screening, and training large numbers of officers, in addition to the impact on agency performance. Turnover among highly motivated officers can be reduced by ensuring that an agency's values and priorities match those of officers committed to the highest ideals of policing. Another measure for reducing officer turnover is to change compensation systems. Compensation must not only enable police agencies to compete in the job market, but must also reflect the value of police officers to the community. Compensation schemes must include cost-of-living adjustments and rewards for longevity and advanced certifications. Also, career-development programs must be established to provide realistic opportunities for officers to advance in the ranks of the department. This should include opportunities for patrol officers to have new responsibilities and salary increases without making them supervisors or assigning them to special units. Agencies must also continually identify and implement more effective ways for training and deploying officers to solve community problems, so they can experience the satisfaction of making their communities safer. Other measures for reducing turnover are to use mentoring and continually reward and praise officers when they are performing well.

Keywords: Research Assessment Reports; Promising Practices

Notes: Article; Issue overviews

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

This article presents findings from a study of factors related to officer turnover in the Alaska Village Public Safety Officer (VPSO) program. Data for this study came primarily from Alaska Department of Public Safety records for 1978 through 1999 and self-administered surveys from 113 (of a possible 184) current and former VPSO's who served between 1994 and 1998. The VPSO program is a prime example of a community policing program: (1) policing authority is decentralized at the community level; (2) VPSO's are encouraged to use problem solving techniques; (3) the generalist policing role stresses the complexities of public safety and social order to address all causes of disorder and threats to welfare; and (4) participation of the community is built into the program's organizational structure. However, the program has had an annual average turnover rate of 55 percent, roughly 10 times greater than urban police departments across the country. Possible explanations for officer turnover include job stress, dissatisfaction with salary and benefits, difficulties associated with applying non-Native policing arrangements in Native communities using Native employees, and sociodemographic characteristics such as age and marital status. Officers are more likely to stay in the program if they are grounded in the Alaska Native culture, serve in their home villages, serve with other police officers (either village police officers or tribal police), and are married. Suggested ways police administrators can reduce the turnover rates in their departments include hiring locally, hiring culturally, strengthening ties to the community, and strengthening ties to the police culture. Figure, notes

Keywords: Research Assessment Reports

Notes: Using Smart Source ParsingJanuaryArticle; Studies/research reports

2001; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The recruitment and retention practiced by law enforcement agencies' of candidates with the qualities and skills needed by a modern police force are covered in this text. The authors note the lack of a systemized recruiting plan at municipal agencies and examine everything from announcing vacancies to future trends in hiring.

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

Notes: PeriodicalsBook Review-No Opinion

1994; source: Journal; ISBN: ISSN 0091-4169; region: Domestic; occupation: Police-related; peer-reviewed: Yes

In 2002, the Cincinnati Police Department (CPD), the Fraternal Order of Police, and the American Civil Liberties Union (ACLU) entered into a collaborative agreement. This agreement pledges its signatories (the parties) to collaborate in efforts to resolve social conflict, improve community relations, and avoid litigation. The agreement requires the CPD to implement a variety of changes, most notably the adoption of Community Problem-Oriented Policing (CPOP) as a strategy for addressing crime problems and engaging the community. Other provisions of the agreement require the CPD to establish a civilian complaint review process. The collaborative agreement incorporates a previous agreement between the CPD and the U.S. Department of Justice on use-of-force issues. The agreement specifies the need to evaluate achievement of its goals. In 2004, the parties contracted with RAND to conduct this evaluation. These goals are assessed through a variety of evaluation mechanisms, including surveys of citizens and of CPD officers; analyses of motor vehicle stops and of CPD staffing patterns; periodic observations of structured meetings between citizens and representatives of the CPD; and a review of CPD statistical compilations. The collaborative agreement requires an annual assessment of progress toward the agreement's goals. This report is the first such annual review.

Keywords: Research Assessment Reports; Promising Practices

Notes: [electronic resource] / K. Jack Riley ... [et al].Title from title screen (viewed on December 6, 2005).Document formatted into pages; contains 398 pages."RAND Infrastructure, Safety, and Environment.""The research described in this report was conducted within RAND Infrastructure, Safety, and Environment (ISE), a division of the RAND Corporation, for the City of Cincinnati."Introduction -- The context of policing in Cincinnati: crime, arrests, and use of force -- Staffing and personnel actions in the Cincinnati Police Department, 2004 -- Analysis of vehicle stops -- Analysis of videotaped police-motorist interactions -- Community-police satisfaction survey -- Perceptions of citizen interactions with the police in Cincinnati -- Satisfaction of police officers working in Cincinnati -- Citizen and officer satisfaction with the complaint process -- Periodic observations and problem-solving processes -- Summary and conclusions -- Appendix 4.A. Technical details on propensity score weighting -- Appendix 5.A. reliability of audio/video coding -- Appendix 5.B. Police-civilian videotaped interactions codebook -- Appendix 6.A. Community-police survey -- Appendix 6.B. Neighborhood tables -- Appendix 7.A. Citizen-police interaction survey -- Appendix 8.A. Police officer survey -- Appendix 9.A. Complaint/Internal review survey -- Appendix 10.A. Community meeting survey -- Appendix 10.B. Observations of community meetings in the City of Cincinnati -- Appendix 10.C. Problem solving survey -- Appendix 10.D. Observations of problem-solving project meetings in Cincinnati Police Department -- Appendix C. Comments from the parties and monitor on the report.See also RAND/TR-445-CC and RAND/TR-535-CC.

Publisher: RAND, 2005; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study analyzes 324 law enforcement officers' responses as to whether policewomen, policemen, or a combination are best suited to respond to woman battering overall, battering victims, and batterers; in addition, the analysis accounts for the relationship between officers' demographic characteristics and their responses. The 10-page survey was distributed to the 324 police officers in a large midwestern metropolitan area in December 1987. The study included both the city police and county sheriff's departments from the same metropolitan area. The sample was 6.4 percent female, 13 percent African-American, 73 percent patrol officers, and 84.5 percent city police officers, with a mean age of 37 years and an average of 12 years of service. The findings suggest that policemen are less enthusiastic about policewomen's contributions to policing woman battering than policewomen are about policemen's contributions. Further, the only demographic characteristics related to the officers' responses are their gender and departmental affiliation. Findings suggest that simply recruiting women into law enforcement is not sufficient. A special effort is necessary to recruit men who respect women as equals and to address gender stereotyping in police training. One of the most ironic findings of the study is that policewomen are apparently less valued in the department that has significantly more women, i.e., the city department. 6 tables and 58 references

Keywords: Promising Practices; Research Assessment Reports

Notes: Article; Studies/research reports

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

Recent race equality initiatives in Dutch policing are examined on the issues of training and recruitment with data gathered from a single visit in 1989 to the two biggest police forces (Rotterdam and Amsterdam) and independent agencies. Holland's response to the multi-ethnic scope of their society is far more advanced than other countries in Europe. A commitment to racial equality and minority integration is demonstrated with the Positive Action Plan, developed by the government and supported by the police forces. A straightforward and tactical plan is used to recruit blacks, women, and minorities with a focus on training needs of both black and white personnel. External training and high-quality video programs are an interesting approach. Stereotyping is low and there is a general aversion that exists between the police and the black community with the police exhibiting a strong and overt culture of police service.

Keywords: Research Assessment Report

Notes: Book

Publisher: Police Foundation, 1990; source: Research Institution; region: International; occupation: Police-related; peer-reviewed: Yes

The recruitment and promotion of ethnic minority officers in British police forces is studied in response to the Macpherson Inquiry which explored the investigation of Stephen Lawrence's murder. The need for a police force to mirror the community and the impacts of the police/public relations efforts to alter police procedure are discussed. Police culture is acknowledged to have affected female and ethnic minority officers' advancement and the British data is contrasted with that in the United States. Comparisons are made regarding the means that minority officers could employ to confront racialism within the force and threshold analysis of recruitment and promotion of female officers as a method to alter police culture. The need to further study the recruited ethnic minority officers' career development is evident.

Keywords: Research Assessment Reports

Notes: Using Smart Source ParsingMar

1999; source: Journal; ISBN: 1360-7804; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Policing.com was created to be a headquarters for community policing information. The website contains training information, including free on-line training, a newsletter, numerous articles, publications and books as well as information about how the Policing.com staff can assist police departments through consulting.

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

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

A variety of theories have emerged that offer plausible explanations, one from the political institutional perspective and others from sociological perspective. There has been renewed interest in the effect of local political structure on police strength in the policing literature. The purpose of this study, therefore, is to assess the two main competing approaches that can explain variation in police employment across cities. The authors used a longitudinal data set collected from the same 280 cities in 1993, 1996, 2000, and 2003. A two-way fixed-effects panel model, used in the statistical analysis, indicates that the political culture approach, which focuses on local government structures, largely fails to contribute to the variation of police strength. The alternative socioeconomic approach better predicts police force levels across U.S. municipal police departments.

Keywords: Research Assessment Reports

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

The system of screening of police applicants with polygraph tests is analyzed in a nationwide survey yielding results from 41 different areas of interest. The data was obtained in 1989 from respondents in 626 police agencies that serve 50,000 plus people and sheriffs' agencies that employee 100 plus sworn officers. The process was seen as beneficial to agencies that use such screening methods though those opinions are not shared across the board even amongst those who use polygraph. The way the screening was administered seemed to have had an impact on how it was regarded; many agencies no longer use the practice due to prohibitory legislation passed in their community not due to issue with the screening. Further research is necessary to validate the use of continued polygraph screening in police recruitment.

Keywords: Promising Practices; Research Assessment Report

Notes: Journal Article

1993; source: Journal; ISBN: 0735-8547; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This report provides information and best practices for improving law enforcement recruitment and retention. California, as well as most other States, is facing an employment crisis as aging Baby Boomers retire in mass numbers, leaving large numbers of jobs unfilled. A recent survey of police chiefs in California revealed that recruitment and retention were consistently among the top two issues facing State law enforcement during the next 5 years. This report assists law enforcement agencies recruit and retain qualified candidates by providing information about best practices in police recruitment and retention. If followed consistently and patiently, the lessons outlined in this report will help agencies reach their recruitment and retention goals, even if it takes a number of years. Section 1 provides an introduction and a review of the relevant research literature. Information from four surveys, focus group sessions, and reports on peace officers are also presented. Among the main findings is the fact that the two strongest motivators for candidates to pursue a law enforcement career are desire to serve and the element of adventure. Section 2 focuses on 12 best practices for law enforcement recruitment and retention. Best practices in the area of recruitment include the importance of developing a recruitment plan, conducting research on recruitment needs, personalizing the recruitment process, and improving the selection practice, among others. Best practices in the area of retention include the importance of developing employee-friendly policies and work culture, engaging employees, improving communication, and addressing cost of housing issues. Following the description of each best practice is a summary of the key points. The chapter on best practices for diversity recruitment, for example, outlines research related to increasing diversity in law enforcement agencies and describes diversity recruitment initiatives undertaken in law enforcement agencies across the country to illustrate best practices in action. Footnotes, tables, resources, appendixes

Keywords: Research Assessment Reports; Promising Practices

Notes: Document; Handbook

Publisher: California Commission on Peace Officer Standards and Training, 2006; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

This article describes the components and benefits of the Realistic Job Preview (RJP), designed and used as an employee retention tool for law enforcement agencies. The Realistic Job Preview (RJP) is specifically designed to give job candidates a truly down-to-earth picture of the cold realities of a profession or position. It provides as much information as possible about it so that recruits can make a truly educated decision about their fitness for the job. An RJP given to people contemplating joining a local police department should include details not only about employee salary, benefits, and vacation time but about (1) the obligation to work any shift; (2) the likelihood of being on the night shift for several years before being eligible for day work; (3) the inevitability of having to work for long periods of time without breaks in an emergency situation; (4) the necessity to maintain self-control when verbally/physically assaulted; (5) the requirement to work with people who might be verbally abusive, intoxicated, suicidal, or angry; (6) the need to be sensitive, empathetic, and compassionate; and (7) the need to be able to effectively deal with disappointment, frustration, and dejection. The RJP can be taken in the form of a film, booklet, questionnaire, lecture, or one-on-one discussion. RJPs can also be given to current employees facing a change in their job status. The RJP creates antibodies which are coping strategies that can assist the candidate in dealing with disagreeable aspects of the job. The RJP creates an atmosphere of honesty. It saves the employer both time and money by giving the candidates a reason to self-select out of the recruitment process. RJPs can be a potentially significant ingredient in a law enforcement agency s personnel recruitment program. They have proven to reduce turnover rates among new recruits, as well as job satisfaction among veteran officers.

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

Notes: Article; Program/project description/evaluations

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

Keywords: Research Assessment Reports

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

This article discusses the proven value in praising and recognizing an officer s commitment to service. Police work represents a stressful, difficult, and, at most times, unforgiving occupation. Studies and surveys have proven that social support in the form of recognition and praise serves to increase morale, motivation, retention, and productivity in law enforcement officers. In addition, the physical and mental health of employees improves and organizations are better served and run more efficiently and effectively. Effective police leaders will value and demonstrate this ideology. This article begins by reviewing the sources and consequences of police stress. It continues by reassessing praise in police work through an assessment of mental and physical health, morale, motivation, and employee retention, and internal and external awards. The article concludes with the installation of praise in the workplace: how to administer praise and methods of delivery. 18 Endnotes

Keywords: Research Assessment Reports; Promising Practices; Field

Notes: Article; Studies/research reports

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

Unlike subjective performance measures with which qualitative traits are evaluated or objective performance measures which rely on statistical data, behaviorally anchored rating scale (BARS) reflect actual on-the-job performance. In this study, the relationship between pre-employment results of the Minnesota Multiphasic Personality Inventory (MMPI) and the California Personality Inventory (CPI) and the BARS scores is examined for police recruits participating in the Field Training Officer (FTO) Program in Tallahassee, Florida. Following a multiple regression analysis in all phases of the training program, the results show that pre-employment psychological screening and FTO program evaluation are entirely independent of each other and that psychological test scores cannot be used to predict a rookie's performance. The authors maintain that the psychological component of the police selection process should be restructured. They suggest that the Inwald Personality Inventory (IPI), which has shown some relationship with both subjective and objective performance measures, be examined with regard to law enforcement BARS measures. 3 tables, 1 figure, and 52 references

Keywords: Research Assessment Report

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

Using panel data collected on a representative sample of U.S. police departments that served populations of at least 25,000 residents across the country in 1993, 1996, and 2000 (n=281), fixed-effect panel models were used to assess the influence of environmental and institutional variables on the hiring of African-American and Latino officers. The dependent variables of percentage of African-American officers and percentage of Latino officers included both genders. Two fixed-effect Ordinary Least Square regression models regressed the dependent variables on a set of independent variables. A total of nine independent variables were used in each statistical model. The percentages of African-Americans and Latinos in the population of each city were determined, and the external political environment was measured by the presence of a minority mayor. Five variables gauged the impact of departmental institutional factors on minority officer employment. The study found that statistically significant changes were observed for the percentage of Latino officers between 1993 and 2000. In contrast, the employment of African-American officers remained statistically unchanged at approximately 9 percent over the same period. There was statistically significant change in the Latino populations of the cities over this time period, but not in the African-American population. Affirmative action programs, either informal or formal, apparently were not closely associated with the minority officer measures. The presence of an African-American police chief, a Latino police chief, and a Latino mayor were all significant predictors of the employment of their respective ethnic groups in police departments. The hiring of one ethnic group did not diminish the hiring of another ethnic group, nor of White female officers. 3 tables, 3 notes, and 43 references

Keywords: Research Assessment Reports

Notes: Article; Studies/research reports

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

The correlation between personality characteristics as evaluated by the sixteen personality factor questionnaire and retentions are studied. Respondents included an equal number of police officers who voluntarily ended their employment (over an eight year period) and those who maintained their positions in the police force. Several characteristics were predictors including Factor C: affected by feelings versus emotionally stable, Factor I: tough-minded versus tender-minded, and Factor H: shy versus venturesome. Turnover was found to be unrelated to several factors including two conscientiousness scales and two emotional stability scales which confounded expectations.

Keywords: Research Assessment Report

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

The Physical Ability Requirement Evaluation (PARE) is used to screen candidates of The Royal Canadian Mounted Police. Field tests were conducted by 48 volunteers in a 1998 study to identify which were the most beneficial in selecting PARE performers. Aerobic power, anaerobic power, agility, muscular strength, endurance, and body composition were measured in the tests and 60% overall were successful in completing the tests. Only 37% of females passed the test while 91% of the males passed which sustains the supposition that female applicants have a more difficult time with the challenge of passing PARE and retain a failure rate of 50%. The multiple regression analysis denoted that PARE correlated with practical field tests of fitness, though mainly for men.

Keywords: Research Assessment Reports; Tools & Models

Notes: Journal Article

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

This study examined the relation between peer assessment and long-term job performance, based on data from law enforcement cadets who completed peer rankings of the likelihood of success in job performance. Study participants included law enforcement cadets who completed training at the University of Alabama Law Enforcement Academy in 1989. Follow-up data were collected at 1 year and 6 years to assess job performance. Findings revealed that peer rankings were significantly correlated with supervisor ratings, absenteeism, and retention after 1 year of employment. Both subjective and objective job performance data collected from a variety of employing agencies after 6 years of employment showed that peer rankings were still significantly correlated with retention after 6 years but were not significantly correlated with any job performance index. The authors conclude that peer assessment data are potentially useful even after several years have passed. 5 references and 4 tables

Keywords: Research Assessment Reports

Notes: Article; Applied research

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

The correlation between psychological test scores and ensuing law enforcement officer performance is analyzed with data from 69 trainees at the University of Alabama Law Enforcement Academy who completed both the Inwald Personality Inventory and the MMPI. Subsequent subjective and objective job performance information was gathered a year later with indicators relative to both tests subscales though the IPI showed stronger relationships. Officers who will have poor job performance can be determined by these personality inventories.

Keywords: Research Assessment Reports

Notes: Journal Article

1995; source: Journal; ISBN: 0735-7028; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Officer demographic characteristics are studied to illustrate how organizational variables impact views on equality, job satisfaction and retention. Officials from a large federal law enforcement organization and a large metropolitan police department answered a questionnaire with 260 items which calculated personal attitudes, values, behaviors and feelings about the organization (n=209). Variables such as procedural and distributive justice are more valid for forecasting satisfaction and retention. As young officers increasingly distinguish procedural justice their overall satisfaction increases and likelihood to stay on the job while older officers satisfaction is determined by distributive justice perceptions. Age is a relevant variable when evaluating procedural and distributive justice judgments.

Keywords: Research Assessment Reports

Notes: Ph.D.University of Illinois at Chicago; 0799Advisers Sarah Ullman Wayne Kerstetter

Publisher: University of Illinois at Chicago, 2006; source: Research Institution; ISBN: ISBN: 978-0-542-86797-2; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Based on recommendations of a 1999 national conference ("Strengthening Police-Community Relationships") that brought together police executives, union representatives, academic experts, and civil rights and community leaders, this booklet presents principles for police practices that build community trust, enhance police accountability, and reduce police misconduct. For each of six topics -- use of force; complaints and misconduct investigations; promoting accountability and effective management; training; non-discriminatory policing and data collection; and recruitment, hiring, and retention -- the booklet presents principles for police behavior and instruction under varying circumstances. Regarding the use of force, principles address both deadly and nondeadly force, as well as the continuum of force. Principles for the use of force also focus on the use of canines to apprehend suspects, administrative review of shootings and the use of deadly force, use-of-force reporting, and the administrative review of the use of nondeadly force. Principles that pertain to complaints and misconduct investigations cover accepting misconduct complaints, reports of misconduct, misconduct investigations, and the resolution of misconduct investigations. Principles for promoting accountability and effective management encompass information management systems ("early warning" systems), supervision, searches and seizures, public information and feedback, and meaningful civilian input. Principles for traffic stops, the conduct of law enforcement stops, data collection, and persons with limited English proficiency are delineated under the general topic of nondiscriminatory policing and data collection. In addition to principles for recruitment and hiring, the concluding section presents principles for assignment and promotion as well as the prevention of harassment. Appended examples of promising police practices and policies and 48 annotated listings of U.S. Department of Justice research, resources, and programs on police practices.

Keywords: Promising Practices; Research Assessment Reports

Notes: Book

Publisher: U. S. Department of Justice, 2001; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

This study looks at the types of promises small business make to their employees in order to examine the effect that unfulfilled promises have on employee attitudes and retention rates. The study goes on to make recommendations for small businesses.

Keywords: Research Assessment Reports

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

This article presents proven steps and strategies in effectively recruiting female police officers. The first step in recruiting female women as police officers is to abandon the traditional recruiting strategies that involve advertising vacant positions and then simply waiting for candidates to apply. Each police department should have a recruitment team whose job it is to go out into the community to educate potential candidates about police employment and attract potential candidates. Today, the Internet is used as a primary tool to conduct research and gather information. Administrators need to understand that Web pages may be a critical source of information for the public and potential candidates. Web pages should be used as an opportunity to advertise, maintain online applications, and have a special section for women interested in employment. Recruitment posters and brochures should contain images of female officers working alongside their male peers. When recruiting and looking for diversity, recruitment teams should target areas where women can be found, such as athletic clubs, martial arts studios, and sports leagues. Recruitment teams should have larger career fairs to attract a wider variety of candidates. Departments must attract women candidates by having women working in a variety of different positions in order to highlight the many opportunities the department has to offer, as well as the equity. Recruitment procedures need to be rewritten to better reflect and detail the department s proactive recruitment strategies. The philosophy of the department must not promote or tolerate sexism which should be reflected in their policies. Lastly, community outreach programs have the potential to filter in possible candidates. They are likely to foster the support of family members. To recruit women officers, departments can no longer rely on traditional recruiting methods. They must design and implement recruitment strategies that target the specific goal of attracting minority candidates.

Keywords: Research Assessment Reports; Promising Practices

Notes: Article; Studies/research reports

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

One of the many trends in the movement toward improving the quality of law enforcement in the United States has been the use of psychological tests and screening devices in the selection of law enforcement personnel. For many reasons, including the threat of civil litigation, many police administrators have attempted to minimize the possibility of inappropriate, violent, abusive, or dishonest police behavior by having police candidates undergo some form of psychological testing before they are hired. In addition, some states have passed laws requiring the psychological screening of law enforcement personnel at the entry level. In spite of its growing popularity, however, serious questions must be raised as to the value and even the ethics of such screening as it is typically performed in police departments across the nation. Research on the validity of pre-employment testing for entry-level selection typically uses job performance or academy performance as the criterion. 35 references. (Author abstract modified)

Keywords: Research Assessment Report

Notes: Article; Surveys

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

The validity of psychological tests is studied in the choice of law enforcement officers using a sample of 144 police officers that were hired between 1980 and 1985 by a metropolitan law enforcement agency serving a population of about 500,000 U.S. citizens in the southeast. Information was assembled from job performance data (collected from the agency and academy), and five psychological tests. Job performance was predicted by personality tests in particular when the performance measures were specific and grouped by employment period. The most favorable initial selection tools proved to be the MMCI, FIRO-B and TSCS on police academy performance. Individuals who did well in academy were shown to be more conforming, self-critical, did not desire control, social and not self-involved. FIRO-B was used as a predictor for commendations, reprimands and suspensions which explained little of the variance in the job performance measures while TSCS and MMCI were used mainly to predict re-employment and injuries criteria. Better overall predictors of employee status were shown to be the personality tests during probationary and tenured period with no obvious model of subscales.

Keywords: Research Assessment Report

Notes: Journal Article

1990; source: Journal; ISBN: 0090-9084; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Information from psychological tests used in New Jersey on police and firefighter recruits was pulled from the records of 211 rejected candidates from 1985-1988 and the data was contrasted with results from a study done 1978-1981. The most used projective instrument remained the sentence completion test while the most often used nonprojective test was the Minnesota Multiphasic Personality Inventory. Data also showed that the use of projective or self-report tests had a noticeable decrease and a four fold increase was seen in the utilization of interest and attitude tests.

Keywords: Research Assessment Report

Notes: Journal Article

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

The author suggests that transforming public education is key to preparing individuals for the high demands of entry level positions. She argues that preparing workers with much needed skill sets will improve companies' recruitment and retention efforts.

Keywords: Research Assessment Reports

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

Research shows fifteen years after Lord Scarman's report examining the Brixton riots that the British police authority does not have a workplace that reflects the population. The moral, legal and business reasons for using an equal opportunity policy is established in a manual for all aspects of police employment.

Keywords: Promising Practices; Research Assessment Reports

Notes: Book

Publisher: Commission for Racial Equality, 1996; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

Recently a discussion has raged regarding the small percentage of ethnic minority officers represented in the uniformed services causing a government police objective led by Jack Straw, former Home Secretary. Representatives from various uniformed services formed a committee in response to delve into the major issues affecting the lack of ethnic minorities in the Scottish uniformed sector. A variety of policy measures directed at increasing the minorities recruited were approved and their success is studied. Armed forces and the police have shown major improvements in improving equality within the recruitment experience though problems continue to plaque the progress.

Keywords: Research Assessment Reports

2001; source: Journal; ISBN: 0144-2872; region: International; occupation: Police-related; peer-reviewed: Yes

Cities' racial composition and the level of black mobilzation during the 1960's are indicators for the amount of police expenditures in 1971.

Keywords: Research Assessment Reports

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

Data from research into minority police recruitment policies and practices in England and Wales are used to argue that a significant factor affecting police recruitment from ethnic minorities and the work of black and Asian police officers involves race relations in police departments. A postal questionnaire was sent to all police forces in England and Wales to obtain information on the extent and content of specific initiatives and general policies to recruit from minority ethnic groups. Two police forces were selected for detailed research; they had undertaken ambitious but different programs to recruit police officers from black and Asian communities. Research findings showed that the recruitment of police officers from ethnic minorities cannot be separated from issues related to quality of race relations within constabularies. Further, the significance and relevance of race relations to police recruitment have been underestimated. Few police forces have published a race relations policy statement including ethnic minority recruitment provisions, and assistant chief constables with responsibility for recruitment have not fully appreciated how the persistence of racial language in the work force may have corrosive effects on police recruitment. In addition, few police forces have undertaken race relations training for staff involved in the various stages of selection interviewing. Finally, most police forces have not responded to substantive Home Office recommendations about the development of policies and practices for police recruitment from minority ethnic groups. 35 references (Author abstract modified)

Keywords: Research Assessment Report

Notes: Article; Legislation/policy analysis

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

This study examined motivations for entering police work in a sample of 278 police academy recruits of the New York City Police Department, with attention to any distinctive differences in motivation linked with race and gender. In the spring of 2002, 1 month prior to academy graduation, the researchers entered various classrooms and distributed surveys to recruits (a convenience sample) until 339 questionnaires had been placed. A total of 278 questionnaires were completed and returned. The questionnaire was a modified version of Lester's (1983) survey, which included 18 factors that might be influential in a person's decision to enter policing. Nearly 80 percent of the sample was male, and approximately half were White. Over one-quarter were Hispanic, with an additional 20 percent being Black. The survey findings indicated that motivations for becoming a police officer were similar regardless of race or gender, and the most influential factors were altruistic and practical, notably the opportunity to help others, job benefits, and security. There were minor differences in motivations among male and female recruits as well as among Whites, Hispanics, and Blacks, but the practical implications of these differences are limited. Apparently, recruitment appeals that focus on the altruistic aspects of policing and the tangible job benefits will be effective in reaching diverse population groups regardless of gender or race. Study limitations are discussed, and suggestions for future research are offered. 6 tables, 7 notes, and 31 references.

Keywords: Research Assessment Reports

Notes: Article; Studies/research reports

2004; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The 1994 police entrance examination to New York's Nassau County was changed by eliminating pivotal cognitive demands to alter the racial structure due to a 1990 consent decree which essentially negated its validity. Nassau County, congressional oversight of Justice Department activities, and the role of psychology are investigating in this case study.

Keywords: Research Assessment Reports

Notes: Journal Article

1996; source: Journal; ISBN: 1076-8971; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study examined the impact and affects of raising the age and education requirements for new police recruits, specifically for women and minorities, using the Indianapolis Police Department as a case study. This study addressed the recent interest nationally in increasing the age and educational requirements for police officers and the impact this would have on the ability of police agencies to hire women and minority officers. The study began with a literature review addressing the trend toward increasing the educational requirements for police recruits and literature that identified the problems police agencies encountered when attempting to recruit and hire women and minority officers. Data were obtained from 190 individual subject personnel files maintained by the Indianapolis Police Department. The data was examined to determine what effects the age and educational requirement changes would have on the typical pool of successful Black and female applicants followed by an analysis determining to what extent changes in the age and educational requirements would disqualify from employment those who did not successfully complete their probationary year. During a 5-year period (1992-1996), close to two-thirds of those hired in the Indianapolis Police Department did not have a college degree. It was apparent that a policy requiring a college degree would significantly change the traditional composition of recruit classes and the make-up of the police department. However, it could also streamline the hiring process by reducing the number of applicants, thereby reducing the time and expense in processing applicants. Recruiting efforts would have to become more focused and more aggressive toward the target group. Jobs would also have to become more appealing through enhanced salaries, accelerated promotions, and a more relaxed bureaucratic structure to encourage innovation and initiative. Since fewer than 30 percent of the Indianapolis applicants hired during the above time period would have been eliminated with a policy change increasing the age for applicants to 24 or 25, there would have been little negative impact on the age structure of recruit classes. Overall, a policy change on increased age and education would reduce the number of applicants, thereby reducing the time and cost involved in the hiring process. References

Keywords: Research Assessment Reports

Notes: Article; Studies/research reports

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

This article presents the effects of realistic job previews on sales interviews, looking specifically at volume, presonal relevance, depth, and accuracy. The study finds that those who leave their positions believe they were not given an accurate job preview during the interview process, while those who stay in their positions believe they received an accurate job preview.

Keywords: Research Assessment Reports

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

This study examined South Korean police recruits personal and social characteristics and their reasons for choosing careers as police officers. The Korean police force has long made efforts to develop effective strategies to recruit qualified officers. Despite these strategies, there is a lack of research on what motivates people to choose careers in policing in South Korea. It is important to understand motivations for joining the police force. With few studies in South Korea that have examined the personal characteristics of police officers and their reasons for choosing a policing career, this study examined the personal and social characteristics of police officers and the compatible and contradictory reasons given for the career choice to provide meaningful suggestions for police recruitment. The study used survey data collected by the Korean National Police Agency (KNPA). Eighteen possible reasons for choosing the police for their careers were given and a 5-point Likert-type scale was used to assess the respondent s agreement for each reason. The study showed that almost 95 percent of police cadets joined the police as a line officer with at least some college or higher level of education. The study found that job security and steady salary were the most important factors affecting the decisions of police cadets to join. Reasons for entering the police force differed for males and females. Cadets who had a high school degree were more interested in the intrinsic qualities of the job and less interested in the job security and steady salary. In addition, job security and steady salary were less attractive to cadets from a high class than those from a low class, and cadets from middle class were more likely to be influenced by significant others and attracted to the intrinsic qualities of the police. Police implications for developing an effective recruitment strategy are discussed. References

Keywords: Research Assessment Reports

Notes: Article; Applied research

2004; source: Professional Association; region: International; occupation: Police-related; peer-reviewed: Yes

The results of the study suggest that the basic reasons for becoming a police officer have continued to remain fairly stable over time, though the relative importance of some of the reasons have shifted slightly in the past two decades. Despite the negative publicity received by police officers in recent years, there was not a significant decrease in the tendency to report the profession's prestige as a strong reason for choosing this career. In addition, there were no significant racial/ethnic or gender differences on this variable. The results are discussed in terms of their implications for career counselors working with individuals considering a career in police work. In recent years, police officers in the United States have been under increased public scrutiny, which may have affected both the public perception of the police as well as the desire of individuals to choose a career in law enforcement. This study compared responses of 131 police recruits and graduates with the results of a study with an earlier cohort of this population conducted in 1983. The purpose of this study was three-fold: to determine whether the relative importance of reasons for choosing a police career had changed and whether any new reasons had emerged over the past two decades; to evaluate whether demographic variables such as gender or race/ethnicity play a role in career choice for police recruits; and to replicate the 1983 original factor structure in order to determine whether the instrument continues to have utility for counseling those considering a police career.

Keywords: Research Assessment Reports; Promising Practices

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

This article reports a study of the reasons for joining and beliefs about the police and police work among Slovenian female police rookies. Fifty-five female police trainees participated in a survey at the end of their basic police training. It was hypothesized that their beliefs about police and police work were the result of their experience during training, their level of cynicism, support, and encouragement from relatives and friends, as well as their femininity, self-esteem and doubt about people s trustworthiness. The study confirmed the majority of the hypotheses. Results were compared with results from a sample of 22 male police trainees. The comparison revealed different dynamics of male and female beliefs about police and police work, as well as some differences in reasons for joining the police. While femininity, quality of training experience, and cynicism regarding public opinion of the police were the dominant influences upon female trainees beliefs, male trainees were influenced more by their cynicism toward decision makers and toward the legal system. The article discusses the results in terms of their practical value for police recruitment and training. Tables, figures, references

Keywords: Research Assessment Reports

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

A key dimension for effective leadership involves reinforcing and motivating others to encourage superior performance. Financial and non-financial rewards can be utilized for this purpose. This paper explores the background on the nature and importance of employee recognition as an effective leadership tool and reports the results of a survey examining the value of recognition to all levels of employees in a large, nonprofit institution. These employees indicated they value highly personalized recognition for a job well done as a critical dimension of their reward system. These findings provide further evidence that employee recognition should be given more attention by leaders as they attempt to meet the retention and productivity challenges facing today's organizations.

Keywords: Research Assessment Reports

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

The New York City Police Department's Cadet Corps, created in 1985, is an innovative program designed to bring officers with higher educational levels into the ranks of the Nation's largest police force. The Cadet Corps program allows full-time sophomores in New York City's colleges and universities who meet the necessary qualifications to receive $9,000 toward future tuition, $6,000 in payment for work and $3,000 in an interest- free loan that is forgiven if the cadet serves 2 years as a police officer. The program has five major objectives: (1) increase the educational level of the police department; (2) test a more rigorous recruit selection process; (3) increase the police department's representativeness; (4) increase the orientation toward community policing; and (5) improve leadership skills of new officers. In 1986, the first year of the Cadet Corps program, only 134 of 1,479 persons expressing an interest passed all aspects of the screening process and qualified as cadets. All of the first four Cadet Corps classes were predominantly male; 70 percent were white, 15 percent were black, and 13.5 percent were Hispanic. Once in the program, cadets were issued uniforms and instruction manuals and were required to undergo physical training and attend classes in law, police department orientation, social science, and communications. They also went through a 3-day leadership and teamwork program. As of January 1991, half of the 1986 cohort had completed the program and had been promoted to police officer. When compared to other classmates in the police academy, Cadet Corps recruits placed more emphasis on a community orientation and less on traditional policing strategies, were less likely to believe that laws should be rigidly enforced, were more likely to believe that good police officers can depart from standard operating procedures to solve a problem, were more likely to consider a college education important to their work, and were less likely to think that citizen complaints are an inevitable part of police work. 3 references, 1 table, and 4 figures.

Keywords: Promising Practices; Research Assessment Report

Notes: Police Foundation (U.S.)ill.Caption title./ "September 1992."Book

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

United Kingdom Police programs for minority recruiting are analyzed in an 18 month study with information collected via questionnaires from 43 forces, 10 ethnic minority interviews (3 different forces), and interviews with assistant chief constables, recruiting officers and staff (3 other forces). Significant assistance to the enrichment of ethnic minority recruitment has been made by the Highton Police and MIdshire Constabulary though they appear to be the exception not the norm. Police silence and inertia have contributed to the problem instead of creating a policy based methodology. Routine recruitment processes and plans need to be studied through monitoring and evaluation to guarantee ethnic minority candidates are treated fairly and all possible options to attract said recruits are explored. It has been shown that intentions are not enough to bolster policy.

Keywords: Research Assessment Report

Notes: Book

Publisher: Her Majesty's Stationery Office, 1991; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: Yes

This article suggests recruiting and retention policies for police agencies in dealing with potential applicants and employees conditioned by the work ethic of the members of Generation X (born in the 1960's and 1970's). Compared with the previous generation ("Baby Boomers"), Generation X is more likely to challenge and question authority figures, including employers; to expect their work to be an expression of their interests, knowledge, and skills; to influence the decisions that affect their work and careers; and to expect that their work demands will not unduly obstruct a fulfilling family life and leisure-time interests. The work expectations and behavioral patterns of the members of Generation X require that police departments' personnel polices be modified in the interests of recruitment and retention of employees. This involves the provision of a stable shift pattern for employees rather than the "jumping" of shifts in a rotation that disrupts the employee's life; the structuring of organizational decisionmaking to involve employee input; the matching of job tasks and training to the interests, education, and skills of employees; and allowing employees to live outside of their departmental jurisdiction should they so choose. If police agencies are willing to make accommodations that enhance the work and off-duty experiences of employees, they can expect that the work commitment and attitudes of employees will be strengthened and retention increased.

Keywords: Research Assessment Reports; Field

Notes: Article; Instructional materials

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

Keywords: Research Assessment Reports

Publisher: ACM Special Interest Group on Computer Personnel ResearchNew York, NY, USA, 1998; source: Other; region: Domestic; occupation: Not police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: 28 cm.Cover title./ "April 24, 2003."/ Includes bibliographical references (leaves 39-41).Tracy E. McHale.Thesis/dissertation (deg); Manuscript (mss)

Publisher: Curry College, 2003; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This bulletin provides an overview of the information and resources available in a self-assessment guide developed by the National Center for Women and Policing under a grant from the Bureau of Justice Assistance to assist police agencies seeking to recruit and retain more women in sworn law enforcement positions. The publication's title is Recruiting and Retaining Women: A Self-Assessment Guide for Law Enforcement. The guide aims to help Federal, State, and local law enforcement agencies examine their policies and procedures to identify and remove obstacles to hiring and retaining sworn and civilian women employees at all levels within the organization. It also provides a list of resources for agencies to use when they plan or implement changes to their current policies and procedures. The guide promotes increasing the number of women at all ranks of law enforcement as a strategy to strengthen community policing, reduce police use of force, enhance police response to domestic assault, and provide balance to the workforce. Each chapter of the guide contains a statement of the problem; an analysis of legal issues; and a discussion of possible solutions, model policies, and practices. Each chapter also provides references, resources, and names of persons or agencies with pertinent expertise and innovative programs and a checklist of the steps involved at each stage of the self-assessment process. Individual sections cover the development of a job description, recruitment of quality candidates, removal of obstacles in the selection process, designing quality recruit academies and field training programs, mentoring to increase retention, valuing civilian employees, implementing family-friendly policies, monitoring performance evaluations, assignments and promotions, preventing discrimination and sexual harassment, ensuring impartial investigation and discipline systems, and developing effective awards and recognition programs. Photographs, notes, and list of organizations that are sources of further information

Keywords: Research Assessment Reports; Tools & Models; Field

Notes: Document; Technical assistance reports

Publisher: Bureau of Justice Assistance, 2001; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

This manual presents step-by-step instructions to help police agencies hire and retain more women employees by examining their policies and procedures and by identifying and removing obstacles to hiring and retaining sworn and civilian women employees at all levels within the organization. The developers of the guide included an advisory board consisting of State, county, and municipal law enforcement executives and members of other professional organizations representing law enforcement leaders and minority groups in law enforcement. Field testing of the draft sections took place in police agencies in Idaho and Virginia. Individual sections explain the advantages that hiring and retaining more women provides to law enforcement agencies' methods and processes for assessing a law enforcement agency. Additional chapters explain how to develop a job description, recruit quality candidates, remove obstacles in the selection process, and design quality recruit academies and field training programs. Further chapters focus on mentoring to increase retention, valuing civilian employees, implementing family-friendly policies, monitoring performance evaluations, and addressing assignments and promotions. Other chapters explain how to prevent sexual and gender harassment, discrimination, and retaliation; ensure impartial internal investigation and discipline systems; and develop effective awards and recognition programs. Each chapter includes a statement of the problem and issues covered; an analysis of the legal issues; a discussion of possible solutions and model policies and practices; lists of references, resources, and points of contact; and a checklist summarizing the steps involved at each stage of the self-assessment process. Checklists, reference notes, appended background materials and agency documents, reader comment form, resource list, and 105 references

Keywords: Research Assessment Reports; Tools & Models; Field

Notes: Document; Technical assistance reports

Publisher: National Center for Women & Policing, 2000; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

This paper examines the issues affecting recruitment and retention in the United States Armed Services following September 11. It also details how efforts to keep retention rates high could affect the preparedness of the military during various types of engagements.

Keywords: Research Assessment Reports

Publisher: United States Army War College Report, 2003; source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: No

Surveys indicate that staffing is a major problem of police departments and that planned recruiting programs should be initiated to find and keep good police officers. Part of the recruiting problem involves simple demographics. The birth rate in the United States has been declining steadily since the late 1950's, and there are fewer men and women in the 20-29 age group from which police departments traditionally hire. In addition, police departments are looking for more educated officers than they were 20 years ago, and police officers are required to learn more on the job. Basic training at police academies is longer than it used to be, field training programs are common, and police officers are required to undergo advanced and specialized training throughout their careers. Successes reported by some police departments focus on regular, planned recruiting efforts based on a marketing approach. Recruiting involves identifying and reaching specific people with a specific message. Law enforcement must be marketed as a desirable career by stressing the benefits a person will receive by becoming a police officer. Recruiting programs must be given high priority and must have goals. Police departments must make recruiting a permanent function with some status, develop a cadre of officers to help with recruiting, train recruitment personnel, get the community involved, and lower costs by sharing recruiting and processing burdens across jurisdictions.

Keywords: Promising Practices; Research Assessment Report; Tools & Models; Field

Notes: Using Smart Source Parsing21-23, August-September-OctoberArticle; Surveys

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

Since 2000, black representation among high-quality recruits in the Army has decreased, while Hispanic representation has increased; in the Navy, black representation has remained stable and Hispanic representation has increased. (Recruits are considered to be high-quality if they have graduated high school and score above average on the Armed Forces Qualification Test.) The decline in black enlistments is of concern both because black youth have traditionally been a key market segment for the Army and because Congress has expressed concern about the degree to which military enlistments proportionately reflect the population that the U.S. military defends. Asch, Heaton, and Savych examine military and civilian data to identify factors-such as differences among blacks, Hispanics, and whites in their responsiveness to various recruiting tools and their views on the war in Iraq-that explain these trends. The authors conclude with a discussion of which policies are likely to be most effective in increasing high-quality enlistments among blacks, Hispanics, and whites.

Keywords: Research Assessment Reports

Notes: Beth J. Asch, Paul Heaton, Bogdan Savych.ill.; 23 cm."RAND National Defense Research Institute.""This research was ... conducted within the Forces and Resource Policy Center of the RAND National Defense Research Institute"--Pg. IV.Introduction -- Background on recruiting -- Methodology and data -- Army results -- Navy results -- Conclusions and policy implications.Summarized by RAND/RB-9463-OSD.

Publisher: RAND, 2009; source: Other; ISBN: 9780833047175 (pbk. alk. paper)0833047175 (pbk. alk. paper); region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Ontario Provincial Police (OPP) realized in 2002 the need to initiate a plan to recruit women and other diverse groups and in 2003 OPP used new recruitment options, innovative and interactive ways to reach qualified people.

Keywords: Research Assessment Reports; Promising Practices; Field

Notes: Journal Article

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

This article examines efforts by law enforcement agencies to recruit and retain female officers. Law enforcement agencies are under pressure to diversify the work force and are searching for ways to improve their recruitment efforts, especially among women. Research shows that women bring some unique qualities to law enforcement agencies. They often use a communication style that reflects the principles of community policing and can serve to de-escalate potentially violent situations. They are substantially less likely to use excessive force, thus decreasing their departments' exposure to liability. Women respond more sympathetically to victims of crime, especially in domestic violence situations, which represent the single largest category of calls for police service. Finally, women often provide an impetus for changes that benefit male and female officers alike, such as "family friendly" policies governing child care, sick leave, and the assignment of light duty. The article suggests that, to effectively recruit a diverse applicant pool, law enforcement agencies need to develop a strategic marketing plan, update job descriptions, and consider who to send as recruiters. Recruitment strategies should emphasize the challenging nature of the job, the diverse activities and skills required, and the opportunity to make a social contribution. The article also suggests ways to reach potential recruits (for example, visits to junior colleges) and ways to spread the word about job opportunities through paid advertising and public service announcements.

Keywords: Research Assessment Reports; Promising Practices

Notes: Journal Article

2001; source: Journal; ISBN: 0023-9195; region: Domestic; occupation: Police-related; peer-reviewed: No

This article assesses the effectiveness of current efforts to recruit women to policing and suggests ways to improve these efforts. The recruiting efforts of law enforcement agencies are inadequate given the cultural barriers that keep women away from police work. Most current recruiting efforts focus on candidates who meet minimum age requirements; however, many young people have developed career interests well before any attempt is made to attract them to police work, ultimately reducing the number of potential police officer candidates. Two of the most prominent efforts to correct this oversight are Law Enforcement Exploring and high school career academies. Exploring is a program of the Boy Scouts of America; it is for both male and female teenagers interested in law enforcement. The nearly 3,000 local posts in the United States are sponsored mostly by law enforcement agencies. Career academies are high school career-focused programs structured as small school-within-a-school learning communities. Both students and faculty volunteer to be in the program and work closely with a wide variety of government and community partners who provide leadership, guidance, and other resources. The training provided in the career academy helps participants decide if law enforcement is the career for them. Another effort to reach youth for law enforcement careers is the teenage police academy, which educates youth about law enforcement; teens attend a full week of training during the summer to learn about all aspects of police work. Another problem is retaining women in policing once they have become officers. Female officer role models and mentors should play an integral role in the successful adjustment and retention of new female recruits.

Keywords: Research Assessment Reports; Field

Notes: Article; Issue overviews

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

This article describes strategies to help police departments recruit, integrate, and retain women police officers. In 1995, several police departments participated in a national demonstration project to create new technologies and strategies for helping employers recruit and integrate women into male-dominated occupations. The departments began hosting career fairs that used female role models who described their jobs and provided information about the police academy, the application process, and a realistic description of women's careers in policing. In addition, departments examined their physical agility tests in order to design gender-specific physical conditioning regimes that would prepare women to perform all the required tasks. Departments held sexual harassment awareness workshops; instituted changes in training procedures to make all personnel, especially supervisors, aware of women's concerns, including such disparate things as childcare during working hours and failure to provide uniforms sized for women; and began research into reasons behind the small percentage of women who are ranked officers and in command positions. Notes

Keywords: Promising Practices; Research Assessment Reports; Field

Notes: Article

1998; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

This article describes a mentoring committee of women police officers in the Charlotte-Mecklenberg Police Department (CMPD) in Charlotte, North Carolina. The CMPD was suffering from a lack of women applicants and the inability to retain women through the recruit training process. Rank-and-file women of the department began meeting women recruits in the early stages of recruit training. These informal sessions gave recruits the opportunity to talk to other women about any problems, concerns, or difficulties they might be having. Members of the committee told the recruits what they could expect after graduation, and the important nuances of being a woman in policing. At the conclusion of the recruit s academy training, the women were surveyed and asked if they found any benefit to the mentoring. They have repeatedly reported benefits from the program. In January 2002 the mentoring committee expanded its original role of retention and changed its name to the CMPD Women s Network. The Women s Network advocates the professional development of women through the work of four subcommittees dealing with recruiting, retention, policy, and promotion. Before the mentoring committee s inauguration, the CMPD was on average losing one female recruit per academy class, or two woman recruits per year. Since the inception of the group, the CMPD has successfully graduated 35 women from the police academy; 9 women have been promoted to the rank of sergeant, 5 to the rank of captain, and 2 to the rank of major; and for the first time in CMPD history a woman has been promoted to the rank of deputy chief. The Women s Network has helped serve the community by working toward a department that is representative of the community it serves. Due to the success of this program, the department has implemented a department-wide recruiting-mentoring program and a promotional process study program. The network is now expanding to include historical, social, roster, and newsletter subcommittees. If a police department is interested in beginning a similar network to assist in recruiting, retaining, and promoting women, there are three important areas that need to be addressed: executive support, clear goal definition, and front-end mentors.

Keywords: Research Assessment Reports; Promising Practices; Field

Notes: Article; Model program descriptions

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

This study analyzed the recruiting practices of State police agencies in the United States. In order to boost recruitment, the authors recommend that administrators develop multifaceted and innovative strategies that target younger students and different ethnic minorities and females. Advice is offered for instilling the importance of recruiting into all police personnel and for recruiting certain demographics, such as Generation X. Results revealed that 35 of the 44 responding police agencies believed that recruiting qualified applicants was difficult. Over half of the agencies (68.2 percent) that considered recruiting difficult believed the cause was the economy and/or job market. A full 77.3 percent of agencies did not believe that non-traditional shift work posed a problem for recruitment. Over three-quarters (84.6 percent) of responding agencies had full- or part-time recruiters. In terms of recruitment practices involving the use of advertisements, 84.6 percent advertised on the Internet, 82.1 percent advertised in newspapers, and 56.4 percent advertised on the radio. None of these advertisement methods was accompanied by a significant increase in female recruitment. Other recruiting strategies employed by agencies included attending career fairs (92.3 percent), visiting colleges (79.5 percent), utilization of agency Web site (76.9 percent), and community visits (71.8 percent). Specific minority recruitment strategies were utilized by 64.1 percent of agencies. According to police agencies, the top three most successful recruiting strategies were: (1) agency Web site and online applications; (2) visiting career fairs; and (3) visiting college campuses. Participants were 44 State police agencies or highway patrols from across the United States that completed a mailed survey measuring agency demographics and recruitment practices. Descriptive statistics were generated for the resulting data. Tables, note, references

Keywords: Research Assessment Reports

Notes: Article; Studies/research reports

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

The Queensland, Australia, Police Service (GPS) employs over 6,000 police officers and more than 1,000 civilians; efforts have been made since 1989 to reform the recruitment and education of police officers and ensure the effective management of human resources. Significant progress has been made by the QPS in implementing the recommendations of an inquiry on police recruitment and selection. A professional merit-based selection process system has been implemented, formal restrictions on female recruitment have been abolished, and strategies to recruit Aboriginal and Torres Strait Islanders are being introduced. Achievements in education and training have included the redesign of recruit training to include a tertiary component, the use of distance education for some inservice training, the redesign of a management course for commissioned officers, and the establishment of the Police Education and Advisory Council. Although several positive reforms have occurred, greater planning and more coordinated decisionmaking in police recruitment and selection procedures are necessary. Further, a review of the performance of police recruit education and training between 1991 and 1993 has revealed shortcomings that the Queensland Criminal Justice Commission (CJC) will need to address. Recommendations are offered that focus on effective human resource management, emerging issues in police recruitment and education, and the CJC's review and monitoring role. Supplemental information on the QPS review is contained in seven appendixes. Footnotes, tables, and figures.

Keywords: Research Assessment Report

Notes: Queensland. Criminal Justice Commission.ill.; 25 cm.Includes bibliographical references (p. 55-56).Criminal Justice Commission.Government publication (gpb); State or province government publication (sgp)BookISBN: 0724257314; 9780724257317

Publisher: Queensland Criminal Justice Commission., 1993; source: Other; region: International; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Reports

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

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

This study examines shortages in the child welfare system among CWLC members and compares its figures with those in other systems across Canada. It also studies ways to curb the shortage by looking into the methods other agencies have tried.

Keywords: Research Assessment Reports

Publisher: Child Welfare League of Canada, 2002; source: Other; region: International; occupation: Not police-related; peer-reviewed: No

A new concern Canadians are encountering is balancing work and family due to considerable societal changes such as globalization, demographic transformation, and technological advances. This issue combines with concerns for recruitment and retention for organizations as numerous 'baby boomers' retire. Family balance programs are studied as recruitment and retentions tools as part of a case study of the Royal Canadian Mounted Police (RCMP). Policies, directional statements, guidelines, reports and additional RCMP information gave a comprehensive examination of the culture and philosophy of the group. The programs are not meeting the needs of our transitioning society and will necessitate an augmentation coupled with a concentration on cultural change. RCMP members of long service are important to the work family balance concept and they need to be secure within the group and advance. The organization needs to continue to work towards effective recruiting and retaining members by making the procedure more available and clear.

Keywords: Research Assessment Reports

Notes: M.S.W.The University of Regina (Canada); 0148

Publisher: The University of Regina (Canada), 2006; source: Research Institution; ISBN: ISBN: 978-0-494-20207-4; region: International; occupation: Police-related; peer-reviewed: Yes

Issues related to the recruitment and retention of female police officers in California by the year 2000 were examined through a futures study and the development of a recommended strategy for a fictional California suburb. The futures study used a nominal group technique panel to identify five trends as having the most impact: (1) the level of social acceptance of women in law enforcement; (2) the level of recruitment effort tailored to female applicants; (3) the number of employee benefit programs tailored to women; (4) pay rates compared to those of other occupations; and (5) the percentage of females in upper management positions. The analysis also focused on the role of the police chief courts, media, spouses, male officers, female officers, the police academy, women's rights groups, the police officers' association, elected officials, the community college, and the State Peace Officers Standards and Training Commission on the strategy for addressing the issues. Suggested plan for managing organizational transition, figures, tables, 12 references, and appended background information

Keywords: Research Assessment Reports

Notes: California.; Commission on Peace Officer Standards and Training.; Command College.ill.; 28 cm.Cover title./ "Command College class ten."/ Includes bibliographical references (p. 98).Gary A Bennett.Book

Publisher: California Commission on Peace Officers Standards and Training, 1990; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: Yes

North Carolina Criminal Justice Education and Training Standards Commission and the North Carolina Sheriffs' Education and Training Standards Commission in association with the Governor's Crime Commission held a planning retreat in 2000 to pinpoint important issues impacting the criminal justice system and its personnel. Members of the North Carolina Criminal Justice Analysis Center and employees from the two training and standards commissions completed research studies on recruiting and retaining sworn police officers, sworn deputy sheriffs, detention facility personnel and telecommunicators. Studies were completed as a follow up to the retreat and recommendations made to resolve retention and recruitment issues facing detention agencies. Potential obstacles to recruitment were identified as agency budget, competition with other criminal justice agencies and the applicants' prior criminal histories. A critical period of two years after hiring exists for detention facilities to implement or improve policies and/or programs to aid in retention. Respondents cited the most popular retention strategies as: annual pay increases, irrespective of job performance, such as cost of living adjustments and longevity (88%); formal promotions (72%); education and training incentives such as tuition reimbursement and allowing detention officers to attend classes on departmental time (63%).

Keywords: Research Assessment Reports; Tools & Models

Publisher: North Carolina Criminal Justice Analysis Center, 2004; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

This report examines the issue of recruitment and retention among North Carolina s public safety agencies, specifically detention facility personnel. In the summer of 2000, a joint planning retreat was held by the Governor s Crime Commission, the North Carolina Criminal Justice Education and Training Standards Commission, and the North Carolina Sheriff s Education and Training Standards Commission identifying and discussing the major emerging issues in the State s criminal justice system and its public safety personnel. As a result, a study team was comprised that determined that several smaller studies targeted the unique attributes and features associated with recruiting and retaining sworn police personnel, sworn sheriff s office personnel, detention officers, and public safety telecommunications officials. This report is one in a series which examines the issue of recruitment and retention among North Carolina s public safety agencies with a focus on detention facility personnel. A 3-part, 22-item survey was developed addressing the issue of recruiting detention officers, specifically recruitment strategies and techniques, the number of applicants, and the extent to which the responding agency had a backlog or waiting list of potential candidates; the attrition and retention of detention officers, specifically the agency s turnover and vacancy rates and how these rates varied over the past 3 years; and agency s comment and/or suggestions regarding all recruitment and retention issues. A total of 43 surveys were completed with a return rate of approximately 55 percent. Result highlights include: (1) over half of the respondents described their recruitment strategy as being neutral or non-aggressive nor overly passive; (2) most frequently employed techniques were word of mouth, community colleges, and newspapers; (3) effectiveness ratings in recruitment techniques closely mirrored the extent to which agencies used the various techniques with the most frequently used methods; (4) over half do not currently have a waiting list or backlog of qualified officers; (5) the number of applicants, per position, ranged from 1 to 33 with a statewide average of 7.6 applicants per vacant position; (6) turnover rates ranged from 0 to 80 percent with an average rate of 21.4 percent; (7) the most popular retention strategy was annual pay increase; and (8) budget restrictions was the most frequently discussed factor in explaining why officers left the department. Three recommendations were presented and included: (1) recruitment efforts should be intensified to include the exploration of non-traditional techniques, such as the Internet; (2) use of other retention techniques, beyond increasing salaries; and (3) more in-depth analysis to ascertain the nature and extent of applicants who have prior criminal histories.

Keywords: Research Assessment Reports; Tools & Models

Notes: Document; Studies/research reports

Publisher: North Carolina Governor's Crime Commission, 2003; source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: No

While the number of minority and women in law enforcement are on the rise these groups are still under represented and it is understood world wide that obstacles exist for said groups. This study focuses on the Rochester Police Department's issues and utilization of preferential hiring. Results from RPD's police officer exam in 1993, 1996, and 1999 will be studied to test the hypothesis that without preferential hiring minorities and women would be significantly reduced and would not mirror the community.

Keywords: Research Assessment Reports

Notes: M.A.State University of New York Empire State College; 1408Adviser Robert Milton

Publisher: State University of New York Empire State College, 2004; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article presents the work and findings of the recruitment and retention focus group formed by several agencies in North Carolina to identify emerging issues facing the State s criminal justice system and public safety personnel. In 2000, the North Carolina Governor s Crime Commission, the North Carolina Criminal Justice Education and Training Standards Commission, and the North Carolina Sheriffs Education and Training Standards Commission identified four major emerging issues facing the State s criminal justice system and public safety personnel. Teams were created and assigned to each issue to review, identify obstacles, outline future goals and objectives and formulate an action plan. This article focuses on the work and study findings of the recruitment and retention focus group. The study covered the years 1998 to 2002 with a survey sample consisting of 124 agencies. Survey participants described their recruitment strategies, ranked from passive to neutral to strongly aggressive. The recruitment techniques identified include: word-of-mouth, newspaper ads, community college, Internet, personnel listings, auxiliary/reserve force, job fairs, police corps, and radio/TV ads. Survey participants described their recruitment techniques, backlog of applicants, and barriers to recruiting. Six different techniques for personnel retention were identified from the survey: annual pay increase (irrespective of performance), education and training, promotions, annual pay increase (performance-based), formal awards and recognition, and assigned favorable work shift. Policy recommendations are presented as a result of the study in the areas of recruitment strategy, retention strategy, and selection strategy. This study provides a baseline for future studies to ensure that the law enforcement executives know what it will take to recruit and retain a police force to meet the needs of their community.

Keywords: Research Assessment Reports

Notes: Tables; ReferencesJournal Article

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

Hertig argues that successfully merging personnel recruitment and marketing campaigns can help companies avoid playing "catch-up" when a postion opens. Currently, many companies only recruit when they need to hire a new employee. Ideally, Hertig argues, a company will always be recruiting new talent to fill positions.

Keywords: Research Assessment Reports

Publisher: International Foundation for Protective Services, 2007; source: Other; region: Domestic; occupation: Not police-related; peer-reviewed: No

In 2000 a joint planning retreat was attended by The North Carolina Criminal Justice Education and Training Standards Commission and the North Carolina Sheriffs' Education and Training Standards Commission. Recruitment and retention were cited as major emerging issues that require a statewide study be conducted with specific research studies conducted on the four different areas of the public safety community. North Carolina Criminal Justice Analysis Center and staff from the two commissions conducted said studies on recruiting and retaining sworn police officers, sworn deputy sheriffs, detention facility personnel and telecommunicators. The results indicated that the top recruitment techniques were word of mouth, local community colleges and newspaper advertising while job fairs, Police Corp programs and radio/television advertising were noted as the least effective; the most effective techniques were those most often utilized. The majority of those surveyed identified the low and inequitable salary and compensation packages as the primary deterrent for recruiting qualified applicants. Barriers also include competition with other criminal justice agencies, agency budget restrictions, agency size and competing with the private sector.

Keywords: Research Assessment Reports; Tools & Models

Notes: Book

Publisher: North Carolina Criminal Justice Analysis Center, 2003; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

This report, which is one of a series of four, examines the challenges involved with the recruitment and retention of North Carolina s sworn police personnel. During the summer of 2000, justice commissions throughout North Carolina held a joint planning retreat to identify and address the main challenges facing North Carolina s criminal justice system. A research study team was assembled to provide more information about these identified challenges. The result is a series of four reports that focus on issues related to the recruitment and retention of sworn police officers, sworn sheriff s officer personnel, detention officers, and public safety telecommunications officials; this report presents findings from a survey on recruitment and retention strategies for sworn police personnel. A 27-item survey was administered to a random sample of 205 State and local police agencies; findings are based on the 124 completed surveys. Survey questions probed issues related to recruiting sworn police officers, including specific strategies or techniques, number of applicants, and extent of waiting list of potential candidates. Attrition and retention were also probed through questions related to the agency s turnover and vacancy rates. Results indicated that one-third of agencies reported utilizing a passive recruitment strategy, one-third reported utilizing a neutral strategy, while the final one-third described employing an aggressive recruitment strategy. The three most commonly employed recruitment techniques were word of mouth, newspaper advertising, and local community colleges. The majority of respondents had no waiting list of potential police candidates. Respondents identified their ideas for improving the quality of future police applicant pools; answers fell in three main categories: salaries, improvement of screening criteria, and raising minimum standards for applicants. Barriers to recruitment were identified as competition with other criminal justice agencies, budget restrictions, agency size, and competition with the private sector. The most frequently identified retention techniques were annual pay increases, educational incentives, and promotions. The average length of an officer s employment was found to be 34 months. Most agencies reported minimum educational requirements of a high school degree and entry level salaries of between $21,000 and $25,000. Four recommendations are made to improve the recruitment and retention of sworn police officers in North Carolina: (1) intensify recruitment strategies; (2) increase salaries; (3) improve the screening process; and (4) continue research efforts regarding the recruitment and retention of sworn police officers. Figures, tables.

Keywords: Research Assessment Reports; Technical Assistance/Training

Notes: North Carolina.; Criminal Justice Education & Training Standards Commission.; North Carolina.; Sheriffs' Education & Training Standards Commission.; North Carolina.; Governor's Crime Commission.col. ill.; 28 cm."April 2003."prepared by Douglas L. Yearwood.Government publication (gpb); State or province government publication (sgp)Book

Publisher: North Carolina Criminal Justice Education & Training Standards Commission; North Carolina Sheriffs' , 2003; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

This article summarizes the findings of recent research that examined recruitment and retention practices of North Carolina sheriffs' offices. This statewide study developed a 22-item survey that was administered to a randomly selected sample of North Carolina's 100 sheriffs. Regarding the intensity of their recruitment efforts, 27 respondents (56.3 percent of the sample) described their respective offices' recruitment practices as "neutral," and 11 agencies (22.9 percent) described their recruitment strategies as either "passive" or "somewhat passive." The remaining 10 agencies rated their recruitment strategies as "aggressive." None of the respondents indicated that his/her office had "strongly aggressive" recruitment tactics. The most frequently used recruitment techniques were "word of mouth" (93.9 percent of respondents), the "community college system" (83.7 percent), and use of an existing "auxiliary or reserve force" (75.5 percent). More than one-half of the responding offices currently have a waiting list of qualified deputy sheriff applicants. The research team identified 10 possible barriers to recruiting more qualified applicants. The three most common barriers mentioned by respondents were agency budget restrictions, competition with other criminal justice agencies, and competition with the private sector. Less than one-third of the respondents reported significant problems with the seven other barriers. Turnover rates for sworn deputy positions, using July 2001 as a base, ranged from 0 to 60 percent, with an average turnover rate of 12.7 percent. The most popular retention strategy mentioned was using a vigorous and fair promotion strategy (77.6 percent of respondents). Educational incentives were the second most frequently used strategy for retention. The five recommendations based on survey findings are that sheriffs' offices consider enhancing their current recruitment programs to make them more proactive and aggressive; that current BLET (basic law enforcement training) screening procedures be given a new look; that offices explore options for retaining officers beyond the 28-month critical mark; that nonfinancial means for retaining deputies be given equal consideration; and that lateral transfers within the law enforcement community be given a more detailed study. 3 tables

Keywords: Research Assessment Reports

Notes: Article; Survey

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

A planning retreat determined that recruitment and retention was a major issue and in-depth and statewide studies were commissioned. Surveys developed focused on recruitment strategies and techniques, the amount of applicants, and backlog or possible applicants. The majority of respondents described their sheriffs' offices' recruitment strategies as neutral while none felt that the techniques employed were aggressive. Recruitment strategies most often used included word of mouth, the community college system, employing officers from an auxiliary or reserve force, local personal listings, newspapers, job fairs and the internet. The data suggests that innovative recruitment initiatives are being utilized. Barriers to recruitment include: agency budget restrictions, competition with other criminal justice agencies, and competition with the private sector. Half of those surveyed cited increased salary as method of improving the quality of future applicant pools. Promotion strategies, education incentives (tuition reimbursement and allowing officers to attend classes during work hours), and an annual pay increase were the most popular retention strategies cited by respondents.

Keywords: Research Assessment Report

Notes: North Carolina.; Criminal Justice Education & Training Standards Commission.; North Carolina.; Sheriffs' Education & Training Standards Commission.; North Carolina.; Governor's Crime Commission.prepared by Douglas L. Yearwood.

Publisher: North Carolina Criminal Justice Education & Training Standards Commission; North Carolina Sheriffs' , 2004; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

This report presents the results of a statewide study on recruitment and retention of criminal justice and public safety personnel in North Carolina. In 2000, the North Carolina s Governor s Crime Commission, in concert with other State criminal justice organizations, identified the State s retention and recruitment of criminal justice and public safety personnel as a major emerging issue of concern. An in-depth and statewide study of retention and recruitment was commissioned; this report presents a condensed version of the final report. A 22-item survey was developed that asked respondents about recruitment strategies and about turnover and vacancy rates. The survey was sent to sheriff s offices throughout North Carolina; 49 surveys were returned. Results indicate that most sheriffs offices rely on word of mouth as their main recruitment strategy, although a variety of methods are employed, such as relying on reserve forces and the community college recruitment system. Over half of sheriffs offices have a waiting list of qualified deputy sheriff applicants. Barriers to recruitment included budget restrictions and competition with other criminal justice agencies. Turnover rates ranged from 0 to 60 percent, with an average turnover rate of 12.7 percent. The most frequently used retention strategy was the use of a promotion system, followed by annual pay increases. Most agencies lost officers to larger law enforcement departments that were able to offer better salaries and compensation. Five main recommendations were made on the basis of these results, including the suggestion to institute proactive and aggressive recruitment strategies and to explore alternative means of retention, such as providing training opportunities. Tables, figures

Keywords: Research Assessment Reports; Tools & Models

Notes: SystemStats, Fall 2004News media; Survey

Publisher: North Carolina Criminal Justice Analysis Center, 2004; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

This first in a series of four articles on recruitment and retention of personnel in North Carolina's public safety agencies focuses on telecommunications officers. The analysis and recommendations stem from the findings of a 22-item survey administered to the staff of 130 randomly selected telecommunication centers in the State. A total of 119 surveys were returned (91.5-percent response rate). The most common barriers to the recruitment of more qualified applicants were reported to be agency budget restrictions, competition with other criminal justice agencies, specific duties associated with the job, and competition with the private sector. The most popular retention strategy was annual pay increases irrespective of job performance, educational incentives, the assignment of favorable work shifts, and formal award and recognition ceremonies. This report recommends a more aggressive and proactive recruitment strategy that educates the public and many law enforcement officers about the nature of telecommunications and the professional status held by workers in this field. Worker quality can be improved by tightening applicant screening with an emphasis on cognitive skills assessment and psychological testing. Given the low probability of increasing salaries across the State, the priority retention strategy recommended is the implementation of a greater number of inservice training programs that focus on stress and burnout within the profession. Another training recommendation is for more basic and inservice courses in telecommunications. Research on the effects of shift work on the telecommunicator position is also recommended, with attention to comparing and contrasting the 8-hour shift with the 12-hour shift. 2 tables and 3 figures

Keywords: Research Assessment Reports; Tools & Models

Notes: From "SystemStats," Winter 2005.News media; Surveys

Publisher: North Carolina Criminal Justice Analysis Center, 2005; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

The concentration of this report is the recruitment and retention of telecommunication officers in North Carolina which stemmed from a planning retreat in early 2000. The Governor's Crime Commission, along with the North Carolina Criminal Justice Education and Training Standards Commission and the North Carolina Sheriffs' Education and Training Standards Commission met to tackle concerns facing the criminal justice system and its public safety personnel. Respondents from a randomly selected sample of 130 centers participated in a three part, twenty-two item survey to analyze the recruitment and retention of telecommunication officers. The response rate for this survey was 92% with 53% of those surveyed stating that the recruitment plans in their agencies are neutral, 20% citing their initiatives as passive, and 17% observing aggressive techniques used. Recruitment obstacles consist of budget restrictions, competition with other criminal justice agencies, and duties associated with the job. Proposals are suggested to aid in recruitment and retention initiatives within North Carolina's telecommunication agencies.

Keywords: Research Assessment Reports; Tools & Models

Notes: North Carolina.; Governor's Crime Commission.; North Carolina.; Sheriff's Education and Training Standards Commission.; North Carolina.; Criminal Justice Education and Training Standards Commission.col. ill.; 28 cm."January 2004."/ Also available via the World Wide Web in PDF./ Reproduction: Microfiche./ Raleigh, N.C. :/ N.C. Division of State Library,/ 2004./ 1 microfiche : negative.Other format available: Originalprepared by Douglas L. Yearwood.Government publication (gpb); State or province government publication (sgp); Internet resource (url); Microfiche (mfc)Book; Internet Resource Date of Entry: 20050118

Publisher: North Carolina Sheriffs' Education & Training Standards Commission; North Carolina Criminal Justice , 2004; source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: No

Since Hurricane Katrina, resignations from the New Orleans Police Department (NOPD) have increased, and the department went more than a year without recruiting enough candidates to justify a police academy training course. The authors present practical recommendations for change that could help the NOPD improve recruiting and retention. Issues addressed include the lack of affordable post-Katrina housing, the fact that the families of many police officers no longer live in the New Orleans area, the destroyed departmental infrastructure, and a budget that does not provide enough resources to meet basic needs. They focus on compensation, including housing; the promotion process and the career management system; recruiting; the mix of officers and civilians; and ways to improve the morale of the NOPD. The recommendations, which are specifically tailored to the unique circumstances of the NOPD, include (1) using civilian employees, where appropriate, for jobs currently being performed by uniformed officers; (2) developing a proactive recruiting program; (3) offering some of the city's housing stock in-kind to police officers or selling the property and using the proceeds to improve compensation; (4) increasing the frequency of promotion examinations; (5) eliminating the backlog of promotions to higher levels in the department; (6) restructuring compensation to attract recruits and retain serving officers; (7) establishing a first-responders charter school; and (8) rebuilding the police infrastructure to improve morale.Copy available for check-out in the Pittsburgh library. Also, a RAND staff member may order one free copy of any publication.

Keywords: Research Assessment Reports; Promising Practices

Notes: Book

Publisher: RAND Corporation, 2007; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Finding ideal police recruits, individuals who seek a long-term career in law enforcement, is increasingly difficult, and police administrators have to consider a range of strategies to meet the challenges of filling vacancies. Some of the strategies available to police administrators include higher compensation for police officers, attracting lateral applicants from other police departments, signing bonuses, and lowering standards to fill quotas and meet staffing needs. Police administrators need to efficiently handle applications so that qualified applicants are considered promptly. The American Management Association believes that three major points may cause applicants to be turned off from seeking employment with a company: (1) lack of feedback on status; (2) next step in the process is unclear; and (3) process is too complicated. If the wait between the submission of an application and actual testing is short, applicants are more disposed to follow the opportunity and not lose interest. 1 photograph

Keywords: Promising Practices; Research Assessment Reports

Notes: Article; Surveys

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

Australian Police Commissioners, the Australian Bicentennial Multicultural Foundation and the Department of Immigration and Ethnic Affairs took part in a joint effort to increase recruitment from ethnic minorities.

Keywords: Research Assessment Report

Notes: National Police Ethnic Advisory Bureau (Australia)30 cm.National Police Ethnic Advisory Bureau.Government publication (gpb); National government publication (ngp)Book

Publisher: National Police Ethnic Advisory Bureau, 1994; source: Professional Organization; region: International; occupation: Police-related; peer-reviewed: No

Selection techniques of the Turkish police are critically examined with both the formal and informal aspects of the recruitment process analyzed. Partially structured interviews were conducted with ten senior bureaucrats and data was collected from the departments and educational institutions of the General Directorate of Security. Formal selection processes involved arduous intelligence, medical, physical and background tests which gave all Turkish citizens who met the requirements officially an equal chance for the position. However, discrimination based on gender and political ties proved to be an important informal aspect predominately with the police high schools and academy.

Keywords: Research Assessment Reports; Promising Practices

Notes: Journal Article

2004; source: Journal; ISBN: ISSN 1043-9463 E-ISSN 1477-2728; region: International; occupation: Police-related; peer-reviewed: Yes

Keywords: Research Assessment Reports

Notes: ill.; 30 cm.Prepared for: Dept. of Criminal Justice./ Includes bibliographical references (leaves 57-60).by Eugene Andre' Stockton.Thesis/dissertation (deg); Manuscript (mss)

Publisher: Virginia Commonwealth University, 1996; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Expectations of police officer are vast and include: preventing crime, protecting life and property, maintaining peace and public order, and providing a wide range of services to citizens twenty-four hours a day. Self-administered surveys regarding recruitment and training methods were sent to three police departments in the State of Texas to determine any important changes across minority lines. The study found that "police culture" surpasses gender in terms of recruiting but historic unease ethnic minorities feel about law enforcement is mirrored in minority officers.

Keywords: Research Assessment Reports

Notes: ill.; 29 cm.Includes bibliographical references (leaves 59-66)/ Reproduction: Microfiche./ Ann Arbor, Mich. :/ ProQuest Information and Learning Company,/ 2006./ 1 microfiche.Evaluation of current police officer perception of recruitment protocol and procedureby Scott Michael Santiago.Thesis/dissertation (deg); Manuscript (mss); Microfiche (mfc)

Publisher: University of Texas at Arlington, 2005; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Thirty-seven Texas police agencies responded to a survey regarding their recruitment practices. The primary goal of the survey was to compile information on the kind of applicants sought, strategies for attracting applicants, and attractions/barriers that help or hinder recruitment efforts. Survey findings show that the median number of applicants hired was 13 per year. Seven agencies conducted recruiting on a large scale, attempting to fill positions for 70 or more vacancies each year. Many departments value higher education for police officers, preferring applicants with experience in college. Through visits to college campuses, incentive pay for officers with degrees, and other programs, departments have been able to raise the average level of education among police personnel. Slightly more than half of the respondents reported that they used a recruitment strategy that actively targets those with a college education. When asked for specific goals concerning the recruitment of minority candidates, most departments reported that their goal was to employ a police force that is approximately representative of the jurisdiction it serves. Responding departments indicated that the newspaper was the most often used medium for the dissemination of recruitment information. The only other resource used by more than half of the departments was job fairs. Some agencies used the World Wide Web to reach candidates. The largest departments had a unit devoted to the recruitment of applicants. Seventy-six percent of the responding agencies reported that they have been successful in recruiting quality applicants. Most indicated that salary was a key in attracting such applicants. Other frequently mentioned attractions were the reputation and size of the department and the quality of equipment and benefits available. Overall, the survey findings show that the successful recruiting unit views recruitment as an important investment for a department, requiring top priority. 4 figures, 4 tables, and 15 references.

Keywords: Research Assessment Reports

Notes: Article; Surveys

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

This presentation addresses the physician shortage in rural areas, citing among other reasons the lack of health insurance as one issue that deters physicians from practicing in these areas. The presentation also offers a rural health snapshot, outlining the health concerns that affect both rural inhabitants and the overworked physicians who treat them.

Keywords: Research Assessment Reports

2009; source: Other; region: Domestic; occupation: Not police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: Curry College.; Master of Arts in Criminal Justice Program.col. ill.; 28 cm.Title from cover./ "July 28, 2004."/ Includes bibliographical references (l. 74-81).Lynne Frances Mulkerrin DeRoche.Thesis/dissertation (deg)

Publisher: Curry College, 2004; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The purpose of this study is to analyze what is known about recruiting and retaining qualified principals and makes suggestions to further help school districts' staffing needs. This study is based on a review of literature and interviews with individuals from various international orgranizations.

Keywords: Research Assessment Reports

Publisher: International Institute for Educational Planning , 2005; source: Research Assessment Reports; region: International; occupation: Not police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: Michael G. DeGroote School of Business.28 cm.Includes bibliographical references.by Harish C. Jain, Parbudyal Singh and Carol Agocs.Book

Publisher: Michael G. DeGroote School of Business, 1999; source: Research Institution; ISBN: National Library: 990169715; region: International; occupation: Police-related; peer-reviewed: Yes

This PERF study evaluated state standards for hiring Minnesota State Police including selection and recruitment procedures.

Keywords: Research Assessment Reports; Field

Notes: Police Executive Research Forum.; Minnesota.; Dept. of Public Safety.28 cm.Title from cover./ Performed for the Minnesota Department of Public Safety./ "May 1997."by the Police Executive Research Forum.Book

Publisher: Police Executive Research Forum, 1997; source: Other; region: Domestic; occupation: Police-related; peer-reviewed: No

Changes in healthcare practices affect nurse adminstrators as well. This article argues that nursing managers can and should periodically reconsider the strategies they employ in order to improve their organizational effectiveness.

Keywords: Research Assessment Reports

1993; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This study examines the role of employer involvement in registered pre-apprenticeship programs that train students to become skilled laborers. The study acknowledges that employer involvement is key in helping students transition from high school to the workforce and offers suggestions for increasing involvement in these programs.

Keywords: Research Assessment Reports

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

The positive correlation between these two rates is always stronger among high linkage than among low linkage cities, whichever of five indices is used to measure linkage. Evidence is cited to justify viewing known violent crime as casually prior to police spending, rather than vice versa. Controlling the effects of five potentially confounding variables fails to disturb the findings. (Publisher's abstract)

Keywords: Research Assessment Reports

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

This study finds that relative performance reviews are used when determining compensation and retention strategies for CEOs and that firm performance is tied to a CEO's pay and his/her decision to remain with a company for a following year.

Keywords: Research Assessment Reports

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

This study examined whether the ratings of the behavioral-personnel assessment device (B-PAD), which can be used in testing for the selection of police recruits, are influenced by the demographic backgrounds of raters and ratees. In B-PAD ratings, applicants view videotaped scenarios and are instructed to respond as if they were the officer handling the situation. Participant responses are preserved on tape for subsequent review by panels of three raters. This instrument has had limited reliability checks to date, and the literature questions the reliability of the oral board process. The data for the current study were based on 113 subjects exposed to eight scenarios graded by panels of three judges. The variables of interest included the race and gender of both the raters and the ratees. The findings support the assertion that the B-PAD device is a reliable instrument when the focus of the investigation is on the demographic composition of both raters and ratees. The scores the applicants received were independent of their racial and gender characteristics and were also unrelated to the race and gender of the raters. This conclusion remained constant for all the scenarios, regardless of whether they were oriented toward a law-enforcement, social-service, or officer-conduct theme. Thus, the B-PAD ratings examined in this study were not apparently contaminated by any unwarranted discriminatory biases. 2 tables and 24 references

Keywords: Research Assessment Reports; Tools & Models

Notes: Article; Tests/measurements

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

The role of Maryland State Police salaries in recruitment and retentions efforts are reported in the study. Four meetings were held by a task force set up to address this subject and testimony was heard from both police representatives and budget officials. Currently the attrition rate for the state police indicates no retention problem and salary increases are not suggested though the current state pay is not the highest in the area. The task force agrees with the plan put forth by the state police of rank reorganization to increase trooper's likelihood of promotion. The proposal will be implemented over a three year period subject to the accessibility of funds and state budget review processes. Benefits of officers in local areas measure up positively against the fringe benefit package provided to the state police.

Keywords: Research Assessment Report

Notes: Book

Publisher: Maryland Department of Budget and Fiscal Planning, 1991; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

A report presents the findings and recommendations of the U.S. National Advisory Commission on Law Enforcement, established under the Anti-Drug Act of 1988 to study pay, benefits and other issues related to recruitment, retention and morale of federal law enforcement officers. The commission conducted surveys of federal, state and local law enforcement personnel, and analyzed pay and benefits data for 1989. Federal pay is too low at the entry level ($16,000-19,500 for most jobs) when compared to state and local levels, which averaged $22,000 in the 100 largest departments surveyed. Pay is also too low for many federal personnel in certain high-cost cities. Most federal law enforcement positions require a college degree and require their employees to move, which state and local departments do not. More than half of all managers and employees believed the lack of competitive pay deters qualified applicants. State and local agencies generally pay time and a half for overtime, while only scheduled overtime for employees at GS-10 and below is paid on this basis by the federal government. State and local agencies generally offer comparable or more generous benefits. The commission recommends an increase in starting federal law enforcement salaries and the introduction of locality pay.

Keywords: Research Assessment Reports

Notes: Book

Publisher: Comptroller General of the U.S., 1990; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: Police Advisory Board for England and Wales. Working Party on Population Changes and Police Recruitment.map; 30 cm.Cover title./ "January 1990."Police Advisory Board for England and Wales.Government publication (gpb); National government publication (ngp)Book

Publisher: Police Advisory Board for England and Wales, 1990; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

The Citizen Advisory Committee (CAC) was created in March 1988 to settle the trouble with discrimination in the Fort Wayne, IN Police Department. The CAC came up with recommendations to: (1) use a revised version of the 1985 eligibility lists to make immediate promotions to sergeant and lieutenant; (2) make promotions from "dual lists" for each rank until parity is achieved; (3) eliminate the rank of Master Sergeant.;(4) promote a number of lieutenants; (5) use the percentage 24% to determine parity in promotions, and 13.4% to reach parity; and, (6) ensure that the Merit Commission and Chief of Police promote 1 for 1 on each eligibility list for sergeant and lieutenant until parity is reached. These recommendations made possible the promotion of the first 10 officers, 5 of whom were minorities. All recommendations were unanimously accepted and the CAC was victorious because both the city administration and the mayor championed the effort furthermore the police and CAC members wanted to see the discrimination issue resolved.

Keywords: Promising Practices; Research Assessment Report

Notes: Journal Article

1991; source: Journal; ISBN: 0735-8547; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study examines reasons why officers transfer or resign from the police force in England to inform the development of initiatives to improve the retention rate. Data were obtained from surveys of over 300 `leavers' from 10 forces across England who either resigned from the service or transferred to another force during 2000 and 2001; a database of basic information on all resigners and transferers from the study forces over these 2 years (N = 2,743 records); and data from Her Majesty's Inspector of Constabulary on overall levels of wastage in the study forces and information from National Statistics in England and Wales. Most leavers joined the service for positive reasons and many leavers continued to be satisfied with some aspects of the job. In particular, they valued the opportunity for varied work. Most leavers, however, had underlying levels of dissatisfaction with management, did not feel valued, and felt there was too much paperwork. Just over half of transferers (55%) gave `wanting to move house or area' as one of their reasons for leaving the force. Some groups (women, officers from minority ethnic groups, probationers, and graduates) had higher resignation rates. Women left the service at different stages in their careers compared to men'the most frequently given reason for their resigning was domestic responsibilities. Further, there were higher rates of all leavers from particular forces, those in the Southeast generally showed the highest losses from transfers and resignations. The majority (84%) of transferers from the Metropolitan Police wanted to move area, while the majority (61%) of transferers from other parts of the Southeast were concerned about higher levels of pay. Nevertheless, there were opportunities during the often protracted process of leaving for forces to engage with potential leavers to keep them in the service. Based on these results, it is recommended that management encourage openness and transparency, developing leadership in all officers and increasing support for all officers; and that they build on the positive aspects of working in the force, through encouraging teamwork, developing and delivering appropriate training, and identifying opportunities for more flexible ways of working for all officers.

Keywords: Research Assessment Reports

Notes: Book

Publisher: Home Office Research, Development & Statistics Directorate, 2004; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

This article investigates the effects that CSTC training cirriculum has on retention rates in various service fields. Career ladders help those skilled workers succeed in high-demand fields.

Keywords: Research Assessment Reports

Publisher: US Department of Education, 2003; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

Recruiting and retention of police officers who are interested in long-term careers is a significant challenge for law enforcement managers. Factor analysis, focus groups and follow-up interviews are studied to research tactics to reduce turnover and fill vacancies left by attrition. Florida's major issue regards population growth and law enforcement must develop a plan and recognize that recruiting and retention of candidates correlates with whether the organization succeeds or fails.

Keywords: Research Assessment Reports

Publisher: Florida Criminal Justice Executive Institute, 2000; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study explored and identified "motivators" for voluntary departure from British Columbia (Canada) municipal police agencies, examined if and why any gender differences in intent to leave developed, and developed recommendations for both improving personnel retention and the morale and productivity of municipal police officers. The research methodology involved a literature review, pilot interviews, a mail-out questionnaire to each of the 12 municipal police departments, requests for information, and interviews with randomly selected officers. Through interviews with a pilot sample and a comprehensive review of the literature on factors associated with dissatisfaction, stress, and turnover of both men and women, a variety of areas internal to the police organizations were identified as influential in police personnel turnover. They were job satisfaction, organizational mobility, human resource management practices, home and work life conflicts, and sexual harassment. The intent-to-leave was measured by four items that other researchers have theorized and found to be important precursors of turnover decisions: frequency of thoughts of quitting, intention to quit, planning to quit, and active job search behavior. Study findings were used to develop a comprehensive retention plan for police departments. In such a plan the areas suggested for action are recognition of the dangers of exaggerating career opportunities, consistency and equity in recruitment practices, an accurate portrayal of police work to potential recruits, a renewed emphasis on officer orientation, the monitoring of personnel management practices, the monitoring of academy training, development and distribution of guidelines for the management of work/family and other non- work concerns, diversity awareness training, and regular attitude surveys to monitor personnel morale. Appended supplementary information and a 415-item bibliography

Keywords: Research Assessment Reports

Notes: Studies/research reports

Publisher: Police Commission, 1996; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

This report examines the reasons for high resignation rates and transfers in England s police service, focusing specifically on 10 forces. Commissioned by the Home Office Police Resources Unit, this study assists in meeting the government s target to increase police numbers. The study attempted to fill a gap in knowledge about the reasons for transfer and resignation and to inform the development of effective and practical retention initiatives. The study collected information on officers who left the service voluntarily and identified patterns in the wastage and mobility of officers and attempted to understand the factors influencing these patterns. Ten police forces took part in the study, 6 with high levels of resignations and transfers and 4 with lower levels. Study findings include: (1) police service has increasing rates of resignation and mobility, but the rates remain below those of other public service; (2) common concerns among those leavings were the variety of police work was important in attracting officers and remained a source of satisfaction for many leavers and management was perceived as unfair and ineffective at all levels; (3) many transferers were concerned about improving their quality of life; (4) there were higher rates of transfer and resignation from forces in the south-east of England; (5) minority ethnic resigners were more likely to have fewer years of service and to be older than other resigners; (6) reasons for women resigning from the force were similar to men s, except they were more likely to leave the force because of domestic responsibilities; and (7) many of those who resigned as probationers said that they felt isolated and lacked support. Four major recommendations were presented and included: (1) improve management; (2) build on the positive aspects of working in the force; (3) look at the impact of area initiatives; and (4) address the challenges facing particular groups in the service. Tables, figures, and appendix

Keywords: Research Assessment Reports

Notes: RDS Occassional Paper No. 86; downloaded on May 11, 2004.Online document; Applied research

Publisher: Research, Development and Statistics Directorate, Home Office, 2004; source: Government Communication; ISBN: no. 86; region: International; occupation: Police-related; peer-reviewed: No

Calgary went through a phase of growth and prosperity in the late 1970's to early 1980's that necessitated the hiring of more staff which has in turn produced a "bubble" of personnel who all are about the same seniority and experience level. Many of these sworn police officers are now ready to retire, 32% of current staff will be eligible in five years. The current Canadian economy is very solid with many options in the private sector for these retirees and requires research on incentive initiatives to help Calgary Police Service retain their senior staff to serve as mentors and coaches.

Keywords: Research Assessment Reports

Notes: M.A.Royal Roads University (Canada); 1313Adviser Barry Stevenson

Publisher: Royal Roads University (Canada), 2003; source: Research Institution; ISBN: ISBN: 0-612-83357-7; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article makes the point that employees who are happy in their jobs tend to stay, leading to higher retention rates. Flexibiliy in the workplace, along with the potential for personal achievement, promotes employee satisfaction.

Keywords: Research Assessment Reports

Publisher: American Business Media, 2004; source: Website; region: Domestic; occupation: Not police-related; peer-reviewed: No

This study finds that respect and organizational commitment, rather than financial compensation, lead to higher retention rates. This article argues that hospitals need to become places where employees are valued and respected in order to meet increased staffing needs as baby boomers reach retirement age.

Keywords: Research Assessment Reports

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

This article addresses retirement trends, advocating that those who focus on post-retirement plans fare better than people who do not have specific plans. The article also focuses on the fact that police officers retire under different circumstances than civilians, arguing that police officers may be unprepared for a transition to civilian life after retiring from the police force.

Keywords: Research Assessment Reports

Publisher: Federal Bureau of Investigation, 2009; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

The Department's Applicant Processing Division's (APD) investigative procedures were studied for the last six Police Academy classes and contrasted with information provided by the Department concerning academic and disciplinary performances. In the report the Commission states that there were a number of cases where the Department did not get background information before the applicant was appointed to the Academy and that when checks were completed it did not give a significant amount of information about the candidates character and background. Therefore it was the recommendation of the Commission that background checks are done before the appointment and that in addition personal interviews with neighbors, employers and academic institutions be completed. These contacts are especially important when there is negative or conflicting reports have been attained. Further Commission recommendations also state that the Department should watch future classes for trends and adjust hiring criteria and investigations as necessary.

Keywords: Research Assessment Reports; Field

Notes: New York (N.Y.). Commission to Combat Police Corruption.28 cm.Cover title./ "December, 2001."/ Includes bibliographical references.Recruitment and hiring of new police officersCommission to Combat Police Corruption; Richard J. Davis, chair ... [et al.]; Julie Block, executive director.Book

Publisher: The Commission to Combat Police Corruption, 2001; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

Keywords: Research Assessment Reports

Notes: Great Britain.; Home Office.; Police Personnel and Training Unit.charts; 30 cm. + Executive summary.On cover: Home Office. Police Personnel and Training Unit.by Nicola Ashley.Government publication (gpb)Book

Publisher: Home Office, 1997; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

This study examines the relationship between eight categories of rewards available to teachers in high schools and teacher behaviors of absenteeism, recruitment and retention. Findings emphasize the importance of intrinsic motivators in professional organizations and suggest basic differences in motivational patterns between profes sional and production oriented organizations. Dennis W. Spuck is an Assistant Professor of Educational Administration at the Uni versity of Wisconsin-Madison.

Keywords: Research Assessment Reports

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

This article outlines a nurse mentoring program developed by a tertiary care teaching facility in the southwest United States.

Keywords: Research Assessment Reports

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

This book is intended to assist private, independent schools adopt effective recruitment, retention, and dismissal practices for faculty members. Hiring and retaining qualified teachers will foster excellence in the classroom.

Keywords: Research Assessment Reports

Publisher: Independent School Manageme, 2008; source: Other; region: Domestic; occupation: Not police-related; peer-reviewed: No

Keywords: Promising Practices; Research Assessment Reports; Field

Notes: Seattle (Wash.). Police Dept.ill.; 28 cm."March 1999."Seattle Police Department.Government publication (gpb); Local government publication (lgp)Book

Publisher: Seattle Police Dept., 1999; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

Forty-one papers form a special issue of Security Journal. The papers cover topics such as psychological testing, integrity testing, legal issues and a behavioral approach to the predictions of security guard performance. The papers also review and critique 18 specific tests and prototype pre-employment tests.

Keywords: Research Assessment Reports

Notes: Journal Article

1997; source: Journal; ISBN: 0955-1662; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This handbook for local government officials assists in the recruitment, selection, and appointment of a professional police chief. Within the selection of law enforcement personnel, the selection of a professional police chief is the single most important appointment by the local government manager. This handbook gathered search process experiences from managers, police chiefs, lawyers, Federal investigators, human resource professionals, and executive consultants to provide a road map for local government officials to follow as they consider the selection of their next police chief. The handbook is comprised of nine chapters that include: (1) the selection process; (2) the local government manager s perspective on the search and selection process; (3) police chief selections from a police chief s perspective; (4) a discussion of the selection process from both sides, the candidate and the appointing authority; (5) reducing the risk of litigation; (6) evaluating the candidates; (7) investigating the candidates; (8) employment contracts for police chiefs; and (9) the anatomy of a successful police chief search. Exhibits and appendices A and B (executive search firms and advertising outlets for police chief vacancy announcements)

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

Notes: Paperback; Handbook

Publisher: International City/County Management Association, 1999; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

A special section of the journal features 4 papers on the selection and assessment of police officers. In paper one, the results of Asheville Police Department's 420 applicants (1990-1996) were examined and showed that testing was the primary method utilized to select officers. In paper two, the Department of Criminal Justice at Georgia State University and the Metropolitan Atlanta Rapid Transit Police Department (MARTA-PD) created a method of officer promotions in 1993 established by MARTA-PD officers' completion of a specific training curriculum. The promotion method is evaluated, a theoretical base for training-based structure is discussed and a summary of the training, testing and course is offered. In paper three, candidates of a recruit class are contrasted with officers employed by a U.S. metro police department and dissimilarities are noted between the groups based on age, education, and the amount of white and black women. In paper four, applicants' MMPI answer sheets completed a decade earlier by applicants to a municipal police department were re-scored. Results should enable the department to use the MMPI in the future to predict an important index of negative (but not positive) performance in accordance with the predictive validity requirements of the 1974 Griggs v. Duke Power Co. decision of the U.S. Supreme Court, and of the related guidelines issued by the Equal Employment Opportunity Commission.

Keywords: Research Assessment Reports

Notes: Journal Article

1999; source: Journal; ISBN: 1050-9674; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article reports on the results of a survey sent out to both chain and independent restaurants. The purpose of the survey was to learn about recruitment and retention efforts in these settings. The study finds that chain restaurants have a 29.7 per cent turnover rate, while independent restaurants have a 5.8 per cent turnover rate.

Keywords: Research Assessment Reports

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

Keywords: Research Assessment Report

Notes: ill.; 29 cm.Includes bibliographical references (leaves 33-34).by Thomas Francis Adler II.Thesis/dissertation (deg); Manuscript (mss)

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

This study was designed to identify the values that configure the British police culture and examine whether male and female officers manifested different or similar values. The British police force that participated in the study had, as have many other British police forces, a poor record of equal-opportunity employment. At the time of this research, it had received a reprimand from Her Majesty's Inspectorate regarding its poor retention rate for police women and their disproportionate lack of representation in the rank structure. It was also the subject of a high profile sex discrimination case. Repertory grid technique (Kelly, 1955; 1991) was the primary method used to investigate the performance values held by members of the police force. Repertory grid interviews were held individually with 51 police officers. To compare the views of males and females, researchers interviewed 14 male constables and 16 female constables. To compare the views of constables and supervisors, the study combined the interview data from the male and female constables (30 constables) and compared this with interview data from 21 supervisors (officers at the rank of sergeant and above). The findings indicate that supervisory rank, rather than gender, had the greatest influence on the content of officers' performance value judgments. Power relations, more than gender, apparently operate to produce and perpetuate sets of values within which certain practices, such as the subordination of home to work, are supported. Thus, culturally conditioned gender roles in society (women as the primary caretakers in the home) may conflict with supervisors' preference for officers for whom work has ultimate priority. 4 tables and 56 references

Keywords: Research Assessment Reports

Notes: Article; Studies/research reports

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

Rational public choice theory assumes that communities allocate resources to law enforcement agencies on the basis of majority rule and rational individual choice. Thus, authorities are viewed as making decisions according to the 'demand decisions' of the majority of voters as expressed in an unrestricted electoral process. The analysis considered the relationships between race; income; inequality of income; city revenue per capita; police strength; and crime rates in 1950, 1960, 1970, and 1980. The sample included the 310 United States cities with populations of 50,000 or more in 1960 and the 80 cities reaching this size by 1970. Missing data resulted in the inclusion of only 259 communities in 1950 and 1960, 260 in 1970, and 252 in 1980. Police strength was measured in terms of full-time police employees per 100,000 persons. Linear models with lagged variables were used in a two-wave regression analysis. Results provided only weak support for conflict theory. Police force strength was unrelated to inequalities in income distribution. Race was moderately related to police force strength, but only in the South before 1970. Rational choice theory received no support from the results. Neither violent crime nor property crime was a strong predictor of increases in police force strength. City revenues influenced police strength before 1970 but not after it, despite increasing media coverage and public concern about crime. 66 reference notes.

Keywords: Research Assessment Reports

1985; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

A study tested the potential ethnic bias in socioeconomic data on psychology tests used for police recruits. Selected items from the Inwald Personality Inventory (IPI) test were administered to 33 college students in a midwestern Junior College to determine their potential impact on police selection. The participants reflected diverse ethnic groups from lower to middle class socio-economic levels. Information concerning the personality characteristics and behavior patterns was obtained from 18 items on 5 IPI scales: Trouble with the law; job adjustment difficulties; depression; family conflict; and substance abuse. The results show that the economic status of the applicant can affect the score of minority applicants on the IPI test. A comparison of the test scores of the subjects in the study and the overall success rate of African American candidates for the Chicago Police Department indicates that items 92, 126, and 255 negatively impact on the employment opportunity of African Americans as police officers. In particular, these IPI items do not measure actual behavior, but rather reflect the income and employment history and status of the test participants. They do not identify the pathological or socially deviant attitudes which would place the test participant at moderate or high risk for police duty. 3 tables and 63 references (Author abstract modified)

Keywords: Research Assessment Report

Notes: Article; Surveys

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

THIS MODEL SPECIFICALLY ALLOWS FOR THE TWO-WAY RELATIONSHIP BETWEEN POLICE AND CRIME. OTHER THINGS BEING EQUAL, CITIES WITH MORE POLICE PER CAPITA SHOULD HAVE LOWER CRIME RATES IF POLICE REDUCE CRIME. SIMULTANEOUSLY, THE HIGHER THE CRIME RATE, THE GREATER THE PUBLIC DEMAND FOR POLICE. IN ITS FINAL FORMULATION, THE MODEL CONTAINS TWO IDENTIFIABLE EQUATIONS WITH TWO ENDOGENOUS VARIABLES, POLICE EXPENDITURE PER CAPITA AND THE CRIME RATE. FOLLOWING A DISCUSSION OF THE RELIABILITY OF CRIME STATISTICS, THE MODEL IS ESTIMATED BY TWO STAGE LEAST SQUARES, USING FBI CRIME DATA FOR 119 CITIES IN 1960. THESE TWO-STAGE RESULTS ARE COMPARED WITH ORDINARY LEASTSQUARE ESTIMATION RESULTS AND ARE FOUND TO BE CLEARLY SUPERIOR. (AUTHOR ABSTRACT)

Keywords: Research Assessment Reports

1974; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This report reviews the recruitment, training, and deployment of Special (volunteer) Constables serving in three districts in England. Data were obtained from surveys completed by 856 Special Constables. Special Constables wear the same uniform and have the same powers as regular officers. They attend for duty in their spare time and are expected to be available at times of pressure on police resources. Many Special Constables included in this sample joined as volunteers when their application to join the regular force was rejected; others joined in order to help the community. Two-thirds of respondents believed that selection criteria should be stricter. Special Constable recruits favored training courses run by regular officers at force training establishments; organized training tended to enable forces to maintain an high and consistent standard of operation. Most Special Constables were deployed in situations requiring nonconfrontation contact with the public or at events which might not be fully policed by regular officers. Paperwork was the least liked duty, while mobile patrol with regular officers was the most popular activity among these respondents. While Special Constables tended to have a high opinion of regular officers, many believed that regular officers held disparaging views toward the volunteer force. Nationally, turnover of Special Constables was approximately 20 percent annually. Chapter references and 2 appendixes

Keywords: Research Assessment Report

Notes: Research and Planning Unit Paper 88.Surveys

Publisher: Home Office Research and Planning Unit, 1994; source: Journal; ISBN: 88; region: International; occupation: Police-related; peer-reviewed: No

This report presents State-by-State and city-by-city information on police personnel selection and training programs and is based on a 1990 survey. The survey was mailed to all U.S. cities with populations of 10,000 and above. Of the 2,769 cities that were surveyed, 46.1 percent responded. Regarding police personnel selection criteria, only 9.5 percent of the respondents have a nonsmoking criterion for recruits, and 2.2 percent apply this rule in the selection of basic training graduates. Almost 75 percent of the respondents use a physical performance test in recruit selection, and approximately 71 percent of the respondents screen for substance abuse in recruits; approximately 20 percent screen for substance abuse when selecting basic training graduates. Of the cities that report using written exams in the selection of recruits and graduates, 90.5 percent have the exams tested for validity. Of the 1,118 cities that responded to the questions about residency requirements, only 29 percent indicate a residency policy. Approximately 43 percent of the responding police departments allow lateral entry. Assessment centers are used by approximately 40 percent of the respondents to test candidates for positions at ranks above entry-level patrol officer. Overall, 38.7 percent of recruits do not graduate from basic training. Data presented on training programs for each responding city encompass stress management, conflict training, supervisory training, and mental health training.

Keywords: Promising Practices; Research Assessment Report

Notes: Surveys

Publisher: International City/County Management Association, 1991; source: Professional Organization; region: Domestic; occupation: Police-related; peer-reviewed: No

The study noted the widely varying results of prior research, the importance of specification problems, and the need to use procedures to reduce specification bias and alleviate concerns expressed in the National Academy of Sciences' review of deterrence research. This study conducted the Granger test on pooled city and State data for more than 20 years, ending in 1992 for most of the data and in 1993 for the State crime statistics. The data came from 49 States and 56 cities. The multiple time-series design differed from other pooled designed in that it used only time-series variation. Crime, police, and other continuous variables were divided by population. A crucial feature of the research was to use year dummies, unit dummies, unit trends, and lagged dependent variables as proxies for otherwise omitted control variables or controls with inaccurate data. Results revealed Granger causation in both directions. The impact of crime on the number of police was slight, but the impact of police on most types of crime was substantial. This latter result was stronger at the city level than at the State level. Findings indicated the importance of addressing specification problems and demonstrated that police levels and crime rates clearly affect each other. Tables, footnotes, and 93 references

Keywords: Research Assessment Reports

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

A survey that received responses from 43 State corrections systems collected information on correctional officers ethnic backgrounds, recruitment, turnover, and fringe benefits, as well as comparisons for staff support positions in secretarial, clerical, library, food service, and recreation work. Results revealed that a correctional officer s average age is 29.66 years and that 76.8 percent of correctional officers are male and 23.2 percent are female. Caucasian correctional officers range from 18 percent in Mississippi to 98 percent in Montana and North Dakota. Annual starting salaries are lower than $20,000 in some States and from $33,708 to $38,988 in other States. Recruitment occurs mainly within States or in bordering States. Disparity in information prevents making a comparative average turnover rate for all systems. Competition with local law enforcement agencies was the main reason for turnover, followed by low wages and poor working conditions. Fringe benefits include cost-of-living increases, merit increases, paid holidays, vacations, sick days, personal days, retirement benefits, healthcare, dental care, disability benefits, life insurance policies, and other options. Responses from support staff regarding recruitment and turnover were similar to those for correctional officers. Tables displaying State-by-State results

Keywords: Research Assessment Reports

Notes: Article; Surveys

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

Findings on correctional staff recruitment and work force issues from a survey of 45 U.S. correctional systems address recruitment procedures, the recruitment of minorities, educational requirements, wages and benefits, and turnover rates. Recruitment problems reported involved either the failure to compete monetarily with law enforcement agencies or the location of correctional facilities in rural areas. Low unemployment rates in some States were also a major factor in finding qualified applicants. With the exception of five correctional systems, all make an effort to recruit minorities, primarily from the Black and Hispanic populations. Recruitment methods include the use of job fairs, advertisements in predominantly minority publications, and recruitment from historically Black colleges and universities. All but five respondents indicated a minimum education requirement of a high school diploma or GED for employment. For the five respondents without such a requirement, a candidate's experience and testing were used in determining qualifications. Wages and benefits for the responding agencies are listed. Information is also provided on cost-of-living increases, merit increases, paid holidays, paid vacations, paid sick days, paid personal days, retirement pay, health insurance, dental insurance, life insurance, and disability pay. For employees who have completed their first year of employment, the average turnover rates range from 1 percent in Massachusetts to 1.3 percent in Washington State, to 3 percent in Connecticut and Hawaii, and 3.6 percent in Rhode Island. Systems' methods for retaining employees are presented. 6 tables

Keywords: Research Assessment Reports

Notes: Article; Survey

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

This article describes the development of a municipal police department "from scratch" in Federal Way, WA. In 1995 the civic leaders of Federal Way, an incorporated town just 15 miles from Seattle, decided to end their contract with the King County Sheriff's Department and field a municipal force. The organizers focused on three major goals: recruiting personnel, establishing policies and procedures, and acquiring equipment and facilities. Because Federal Way did not have the time for months of training for recruits, the decision was made to hire experienced police officers. With a $5,000 signing bonus or moving expenses being offered, officers from all over America began making inquiries about the new department. In October 1996, the Federal Way Police Department officially began operation. Officers hired from within Washington State were paired with officers hired from outside the State to facilitate instruction in State law. The department created a police support unit with civilian employees, and these civilian employees continue to this day in writing summons, transporting prisoners, and taking crime reports. Regarding policies and procedures, the department delayed in writing a formal manual in order to provide sufficient time to compose a manual that would deal with the specific situations characteristic of Federal Way. In the mean time, policies and procedures such as pursuit and use-of-force were handed down by commanders to their charges through bulletins and verbal commands. Regarding equipment and facilities, the department moved three times in the first year; dispatch centers were changed; and new radio systems had to be implemented. Currently, the department has 116 sworn members and 41 civilians. Fifty-six of the sworn officers have been with the department since the first day of operation. Through the dedication and persistence of its officers, the Federal Way Police Department is now one of the Nation's leading suburban agencies.

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

Notes: Article; Program/project description/evaluations

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

This article points out that both the aging baby boomer population and retirement rates among nurses contribute to the nursing shortage. It asserts that recruiting foreign nurses could present a short-term solution, and the nursing profession needs more effective recruitment strategies in order to reach a long-term solution.

Keywords: Research Assessment Reports

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

The United States Government Accountability Office (GAO) reports on the current structure and management of state and local government pension plans and the funded status of these plans. State and local government frequently provide pension plans with defined benefits and a supplemental defined contribution plan for voluntary savings. Most states still have traditional defined benefit plans as the primary retirement plans for their workers. Self report data was analyzed and interviews and site visits were conducted. Experts consider a funded ratio (actuarial value of assets divided by actuarial accrued liabilities) of about 80 percent or better to be sound for government pensions. GAO analyzed state and local pension plans and found that 58 percent of 65 large pension plans were funded to that level in 2006, a decrease since 2000 when about 90 percent of plans were funded to that level. While most state and local government pension plans have enough invested resources set aside to fund the benefits they are scheduled to pay over the next several decades this issue should continue to be monitored.

Keywords: Research Assessment Report

Publisher: US Government Accountability Office, 2008; source: Government Communication; ISBN: GAO-08-983T; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This article examines the benefits of increasing recruitment and retention for female offices. The Step Up to Law Enforcement program seeks to train more female officers by meeting the individual needs of women, including their varying fitness levels and family obligations. The women benefit from the comraderie in the program and a boost in self-esteem.

Keywords: Research Assessment Reports

2009; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

Forensic laboratories need to improve retention rates in order to deal with the backlog of DNA processing. In addition to waiting for federal funding to increase salaries and improve the working environment, laboratories need to work on improving their recruitment and retention strategies. This article makes several suggestions to improve human resource management practices.

Keywords: Research Assessment Reports

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

This study was commissioned by the Canadian Association of Chiefs of Police and the Canadian Police Association, and conducted by the management consulting firm of PricewaterhouseCoopers. The study was funded by Human Resources Development Canada (HRDC) and their role is gratefully acknowledged.The objective of this study was to address the current and future human resource challenges of law enforcement in Canada. This study included a diagnosis of the human resource problems facing the public policing sector and developed recommendations for action. The study provided information on both a provincial and national level. Specifically, the study provided a comprehensive analysis of elements of the current operating and public policy environment in which police services function; identified emerging trends provincially and internationally that have an impact on the sector, particularly its human resources and explored the likely impact on police services in Canada; developed an employment profile; provided an analysis of potential recruits and employees; and developed an understanding of the likely directions for the sector in the future and examined any other human resource issues appropriate to this project. Some key pressures faced by police services across the country included changes within the legal environment, increasing fiscal pressures, immigration patterns and changing demographics, increased desire to meet unique client needs of equity groups, increased geographic needs of organized crime, technological advances, and white-collar crime. The changing police force, which includes an aging personnel, the need for a representative workforce, and new policing skills, demands that law enforcement respond in kind. Among the emerging issues are adequate training facilities, high recruitment needs, attrition of personnel, compensation and management of overtime. Recommendations include placing an emphasis on attracting talent to law enforcement, increasing sector-wide efficiencies, improving the police sector s human resource planning capacity, improving labor-management relations, and increasing funding and resources. Appendices

Keywords: Research Assessment Reports

Notes: Downloaded February 14, 2002Document; Studies/research reports

Publisher: Price Waterhouse, Canada, 2000; source: Professional Association; region: International; occupation: Police-related; peer-reviewed: No

This strategic marketing plan for the Peace Officer Recruitment Section within the Selection and Standards Branch of the California Department of Corrections has three main strategies: re-establishing a statewide coordinated recruitment effort for correctional officers (CO's); using employees as "recruiters-at-large;" and establishing a community base of qualified applicants. The performance measures of this effort were a 15-percent increase in the number of CO applications received for the current fiscal year; a 10-percent increase in the number of medical technical assistant (MTA) applications received for the current fiscal year; an increase in institution recruitment team participation in community events; and an increase in the number of joint community-based project/events. The target audience for the recruitment effort is the 21-30-year-old college student in good physical condition with a history of law-abiding behavior. Because of the success of those applicants with college degrees in the selection process, the recruitment efforts will focus on recruiting at the community colleges and universities, specifically in the criminal justice and law enforcement programs. The Peace Officer Recruitment Section plans to steadily integrate the Department of Corrections into community planning, i.e., job partnerships, school-to-career programs, law enforcement academies, and community colleges that highlight corrections as a career choice. An 8-item bibliography and graphic data to show trends in corrections employee hiring

Keywords: Promising Practices; Research Assessment Reports

Notes: California Department of Corrections, "Step Up, Stand Out."Document; Program/project description/evaluations

Publisher: California Dept of Corrections, Peace Officer Recruitment Section, 2001; source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: No

This strategic marketing plan for the recruitment of correctional staff in California outlines three main strategies: the continuation of a statewide coordinated recruitment effort, the use of current employees as "recruiters-at-large;" and the establishment of a community base of qualified applicants. Performance measures were used to test the effectiveness of these strategies and the supporting tactics. The performance measures were to maintain the current intake of correctional officer (CO) applications; to achieve a 10-percent increase in the number of medical technical assistant (MTA) applications received for the current fiscal year; and a 15-percent increase in MTA hiring statewide. The Peace Officer Recruitment Section (PORS) was established within the Selection and Standards Branch of the California Department of Corrections in March of 2000 to stem the dramatic decrease in CO applicants and increase the number of both CO and MTA applications coming into the selection pipeline. The number of CO applicants increased by 40.8 percent in fiscal year 2000-2001 and by 30 percent in fiscal year 2001-2002; and the number of MTA applicants increased by 87.3 percent in fiscal year 2000-2001 and by 14 percent in fiscal year 2001-2002. Still, the need for staff at the State's 33 institutions is significant. Approximately 58 percent of correctional employees initially learned of employment opportunities through a friend or relative. The PORS intends to provide additional resources for use by current employees in the "Step Up, Stand Out" program. Because of the success of applicants with college degrees in the selection process, recruitment efforts will be focusing on recruiting at the community colleges and universities, with attention to the criminal justice, law enforcement, and nursing programs. The PORS also intends to integrate the Corrections Department into community planning related to job partnerships, high schools, community organizations, law enforcement academies, and community colleges that highlight corrections as a career choice. A fiscal year 2002-2003 PORS budget is included. 2 tables and an 8-item bibliography

Keywords: Research Assessment Reports; Promising Practices

Notes: Document; Program/project description/evaluations

Publisher: California Dept of Corrections, Peace Officer Recruitment Section, 2002; source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: No

The sonography profession has and continues to experience a shortage of properly trained and creditialed sonographers. The purpose of this article is to study the current sonographer shortage and to suggest various solutions to the problem. Issues such as staff retention and recuitment are addressed to enable sonography departments to attract and retain valuable sonographers. Sonography education, distance education, and clinical site issues are also explored as they have a profound effect on the number of sonographers entering the profession. An attempt is made to cite recent and relevant sources in an effort to outline stratieges for dealing with this problem.

Keywords: Research Assessment Reports

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

In policing, achievement of recruiting goals means more than just solving a human-resource problem. It means the adequate provision of public safety to residents, workers, businesses, and visitors. The San Diego Police Department (SDPD) has been operating below its authorized size in recent years. To bridge its personnel gap, the department needs to maximize its recruiting while minimizing officer attrition. To accomplish this goal, the department sought assistance from RAND to improve its recruiting efforts and suggest ways to improve the diversity of its recruits. Specifically, SDPD can optimize the recruiting process and manage recruiters and resources to achieve the maximum number of recruits. Through interviews, observations, reviewing recruiting material, and analyzing data, the authors assessed strategies for expanding SDPD's applicant pool, evaluated the written-test process, and reviewed fitness-exam and background-check processes. As a result, they have specific recommendations to improve SDPD's recruiting efforts: (1) target recruiting resources more effectively to reach a broader pool of applicants, (2) improve efficiency in the screening process, and (3) revise recruiting and testing practices. This monograph describes the study and the recommendations.

Keywords: Promising practices; Research Assessment Reports

Publisher: RAND, 2008; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article describes strategies for recruiting and retaining police officers who provide quality performance. The job market for likely police officer candidates is becoming highly competitive while public opinion of the law enforcement profession is declining, making police work not as attractive as it once was. This current situation requires that police departments market themselves as do other businesses. The key is to challenge potential candidates to commit themselves to serving as a role model for youth and helping create and maintain a high quality of life in the communities they serve. This means identifying target audiences likely to respond to such a message, such as persons with a military background and young people coming out of college. Means of getting out the message about the challenges of a law enforcement career include an Internet website, one-to-one personal contacts with prospective applicants, job fairs, seminars on the hiring process, and visits to elementary schools and high schools to promote a career in policing. An effective recruitment effort may require the use of full-time recruiters to develop and implement an effective recruitment program. This article offers suggestions for obtaining help in recruiting efforts and for retaining those who have been recruited.

Keywords: Promising Practices; Research Assessment Reports; Field

Notes: Article; Instructional materials

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

This article examines the role that employee commitment plays on retention rates. Manion argues that employee commitment forms the basis of effective retention strategies.

Keywords: Research Assessment Reports

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

This article details an extensive orientation program geared toward improving retention rates among new nursing graduates. The program focused on helping new graduates develop critical thinking skills and self-esteem.

Keywords: Research Assessment Reports

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

The paper analyzes the substitution among the few types of property crime in a simultaneous equations model which takes into account police inputs and outputs and analyzes the change in the composition of crimes as localities grow. (Author abstract)

Keywords: Research Assessment Reports

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

The findings indicate that although the female officers had early occupational experiences of sexual harassment from male officers, along with discrimination and disrespect, after long tenures they achieved acceptance as fellow officers. Female officers are holding high civil service ranks in police agencies and are achieving acceptance and success in stereotypically masculine police assignments. Since police departments nationwide are having difficulty meeting recruitment goals and maintaining full rosters, agencies should increase their efforts to recruit women and ensure that they will enter a welcoming environment in which their contributions to policing are affirmed by male officers. The study sample consisted of 24 female officers, each with varying police experience that ranged from tenures of 10 to 30 years. Only women who had served at least 10 years were interviewed. The sample included nine municipal officers, three county officers, six campus police officers, and six State police, all from a Midwestern State. Eleven of the female officers were from departments with over 100 sworn officers. Twelve of the 24 women interviewed were administrators. The interview protocol consisted of open-ended questions designed to examine the officers' perceived acceptance and integration into their agencies, difficulties associated with police roles and the organization, and coping methods used to overcome resistance to their acceptance by male officers.

Keywords: Research Assessment Reports; Promising Practices

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

Police selection and the training process in Sweden and the U.S. are compared. Police in U.S. are selected in a process that usually requires a 6 month procedure with a high dropout rate in training while Sweden's' process of selection uses less checking of references and administration of written and physical tests. The selection process in Sweden involves a 3 year basic training in comparison to the 14 to 20 week training period in the U.S. with different focuses. The U.S. training centers rely on enforcement competency whereas the Swedish training focus is on job tasks of conflict resolution and crisis management with a concentration on human behavior and interpersonal communication. Sweden's proposal to significantly alter their recruiting and training process is discussed as a result.

Keywords: Research Assessment Reports

Notes: Journal Article

1998; source: Journal; ISBN: 1363-951X; region: International; occupation: Police-related; peer-reviewed: Yes

This book examines companies' tendency to increasingly externalize their workforces. The study seeks to understand how and why employment relationships vary and the benefits and costs of long-term employee/employer relationships.

Keywords: Research Assessment Reports

Publisher: JAI Press, 1988; source: Other; region: Domestic; occupation: Not police-related; peer-reviewed: No

This article examines the most common research that explores the connection between satisfied workers and high retention rates. Ultimately, these findings should help direct human resource management practices.

Keywords: Research Assessment Reports

2009; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Prejudice and discrimination in police work are examined in terms of their nature, impact on policing, and manifestations in one police agency. Prejudice is an emotional attitude, whereas discrimination is conscious, intentional, and systematic inequitable treatment of others. Prejudice is the culmination of a life-long socialization process and cannot be eliminated through human relations training. Instead, training, together with departmental policies and procedures and supervision, should focus on containing discriminatory behavior. A survey of 96 of the 104 sworn police officers in McAllen, Tex. gathered information about sexual and ethnic discrimination within the police force. Seventy-three percent of the respondents were Hispanic, and all six female police officers responded. Findings indicated both prejudice and support for female police and widespread perceptions of discriminatory recruitment and promotion procedures. 28 references and 5 study questions

Keywords: Research Assessment Report

Notes: Surveys

Publisher: Anderson Pub. Co, 1991; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: No

The use of physical agility testing in law enforcement agencies is studied to see if said testing has a correlation with the low representation of sworn woman and to determine if cutoff scores should be instituted. Respondents from 62 U.S. agencies (including 38 city, 21 county, and 3 state police organizations) were surveyed pertaining to the physical agility test and the sworn women represented in their departments. An overwhelming majority of agencies use physical agility testing and those that use such tests have shown to have 31% less sworn female officers than agencies that do not use some form of the test (15.8% v. 10.9%). A significant disagreement exists between what capabilities and standards should be used and evaluated but a resource is available of strategies available to administrators to assist in the selection process and lessen the discriminatory effect on women. Many agencies have eliminated the physical agility tests and/or substituted health-based screening without repercussions while still others have delayed the testing until after the training academy. These policy alterations will help rectify the discriminatory impact on women and enable agencies to retain and recruit qualified female personnel to the benefit of the community.

Keywords: Research Assessment Reports

Notes: Journal Article

2003; source: Journal; ISBN: 1098-6111; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article studies the relationship between a company's use of telecommuting and workplace flexibility and determines that companies who allow telecommuting have more productive workers. While offering such flexibility is expensive in the beginning, it actually cuts costs by ensuring higher retention rates.

Keywords: Research Assessment Reports

2007; source: Journal; region: International; occupation: Not police-related; peer-reviewed: Yes

Police tenure in England and Wales is examined with respect to variations in policies and their implementation in different police agencies, the impact of different options, police officers' opinions of the effects of these policies; and crucial questions that those with responsibility for reviewing or implementing tenure policy should ask. Data came from a survey of all police agencies in England and Wales between November 1997 and May 1998 and detailed fieldwork in six agencies. Of the 43 agencies in England and Wales 36 had a tenure policy. Agencies varied with respect to the positions to which they applied tenure, categories used, regulations about transfers after completing a tenured post, the extent to which they apply tenure retrospectively, and the lengths of tenure attached to positions. In addition, the impact of tenure and police officers' perceptions of it differed across agencies. Opinions about tenure differed among police officers of all ranks and positions. Police regarded the creation of opportunities, balancing of skills, and prevention of stagnation in specialized departments as being worthwhile, but many questioned whether tenure was the most appropriate way to achieve these results. All the agencies reported problems with implementing their tenure policies. Police offers believed both that tenure would remain and that policies needed to change to retain credibility. Findings led to the development of a checklist for agencies to use as a guide to good practice when reviewing their tenure policies. Tables, figures, and checklist

Keywords: Promising Practices; Research Assessment Reports

Notes: Police Research Series Paper 106Document; Surveys

Publisher: Great Britain Home Office, Policing and Reducing Crime Unit, 1999; source: Government Communication; ISBN: 106; region: International; occupation: Police-related; peer-reviewed: No

This study measures economic factors in order to explain the changes in per capita number of police officers in the United States.

Keywords: Research Assessment Reports

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

OTHER STUDIES HAVE GENERALLY ASSUMED THAT THE PATTERN OF POLICE SERVICE EXPENDITURES HAVE HAD THE EFFECT OF REDISTRIBUTING INCOME FROM THE POOR TO THE RICH AND MIDDLE-CLASS RESIDENTS OF A CITY. CONTRARY TO THE COMMON ASSUMPTION, EXPENDITURES ON POLICE PROTECTION, IN SO FAR AS THEY CAN BE ALLOCATED TO INCOME CLASSES, ARE NOT MADE PRIMARILY TO SERVE RICH AND MIDDLE INCOME FAMILIES AND DO NOT INVOLVE INCOME REDISTRIBUTION IN FAVOR OF THESE GROUPS; RATHER, EXPENDITURES ARE MADE PRIMARILY IN POOR DISTRICTS, TO SERVE POOR FAMILIES, WHO ARE SUBSIDIZED BY THE MIDDLE INCOME CLASSES. THE POSITION OF THE RICH IS AMBIGUOUS. THEY MAY BE SUBSIZED BY THE MIDDLE INCOME CLASSES, OR THEY MAY JOIN THOSE CLASSES IN SUBSIDIZING THE POOR. IN EITHER CASE, THEIR POSITION IS VERY DIFFERENT FROM THAT COMMONLY ASSUMED. (AUTHOR ABSTRACT)

Keywords: Research Assessment Reports

1971; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This report examines the effectiveness of the Aviation Career Improvement Act, which was meant to improve retention rates among Air Force pilots by increasing pay and bonuses. This report was issued one year after the implemenation of the AVIC and concludes that the act has little effect on pilot retention rates in the miliary, as retention rates actually dropped from the previous year.

Keywords: Research Assessment Reports

Publisher: Defense Technical Information Center, 1991; source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: No

In the past 30 years police officer demands have increased substantially with growing threats to social order and personal security. The selection process has become more important because of candidates applying from Generation X and Y coupled with the increasing demand and difficulties of police work. Personal attributes of both generations will need to be taken into account to make certain that candidates will be able to handle the impossible mandate of police work in a free society. A paradigm selection process will be constructed based on background information necessary for psychiatrists working with police departments and other law enforcement agencies.

Keywords: Research Assessment Reports

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

This article exams the relationship between police department expenditures with the size of a city's population and the level of service provided by the departments.

Keywords: Research Assessment Reports

1971; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The Army, Navy, Air Force, and Marine Corps together spent more than $600 million on recruiting advertising in 2007, a 150 percent increase over that spent in 1999. The armed services are also spending more on Internet and cable TV advertising than in the past. Does this advertising produce enlistments? This documented briefing presents the results of an econometric analysis that used data from 2002 to 2004 to explore this and the following questions: How does advertising compare with such alternatives as offering bonuses or adding more recruiters? Which service's advertising efforts are most effective? Does this depend on the size or mix of the budget? Finally, what are the inter-service effects--have the increases in advertising spending by the Navy, Air Force, and Marine Corps harmed the Army's recruiting efforts? Dertouzos discusses these issues and their implications for military recruiting policy.

Keywords: Briefings; Research Assessment Reports

Publisher: RAND, 2009; source: Research Assessment Reports; ISBN: 9780833045669; region: Domestic; occupation: No-related; peer-reviewed: Yes

EXPLANATION OF THE LEVEL OF LOCAL GOVERNMENT POLICE EXPENDITURES IS GENERALLY DRAWN FROM THE RESULTS OF EMPIRICAL ANALYSES. HOWEVER, THE ASSUMPTIONS OF THE UNDERLYING STATISTICAL MODEL ARE NOT REALISTIC FOR THE POLICE FUNCTION, AND AS A CONSEQUENCE THE REGRESSION RESULTS DO NOT PROVIDE USEFUL CLUES AS TO THE REASONS FOR EITHER THE RAPID GROWTH IN POLICE SPENDING AND EMPLOYMENT OR THE WIDE VARIATION IN PER CAPTIA EXPENDITURES AMONG CITIES. THE MODEL USED HERE IS DEVELOPED BY COMBINING AN EXISTING BODY OF PUBLIC FINANCE RESEARCH WITH A GROWING BODY OF LABOR ECONOMICS RESEARCH DEALING WITH LOCAL AND STATE GOVERNMENT, PARTICULARLY WITH ESTIMATING THE EMPLOYMENT DEMAND FUNCTIONS AND THE DETERMINANTS OF THE WAGE RATE. THE ESTIMATION INVOLVES USING THREE STRUCTURAL EQUATIONS--COMPENSATION, EMPLOYMENT, AND CRIME--IN ORDER TO IDENTIFY THE DETERMINANTS OF INTERCITY VARIATIONS IN POLICE COMPENSATION RATE AND EMPLOYMENT. RESULTS SUGGEST THAT IMPORTANT EXPLANATORY VARIABLES HAVE BEEN EXCLUDED FROM EARLIER EXPENDITURE DETERMINANTS STUDIES (E.G., EFFECT OF UNIONIZATION AND EDUCATION ON POLICE WAGES AND THE INFLUENCE OF NUMBERS OF POLICE ON CRIME). THE STRUCTURAL MODEL ALSO FACILITATES INTERPRETATION OF THE CONTRIBUTIONS OF SUPPLY AND DEMAND VARIABLES TO PUBLIC EXPENDITURE LEVELS AND ENABLES RESEARCHERS TO TRACE EXTERNAL SHOCKS THROUGH THE MODEL OF THEIR ULTIMATE EFFECTS ON EMPLOYMENT, COMPENSATION, AND EXPENDITURE LEVELS. STUDY DATA, THE MATHEMATICAL MODEL, AND REFERENCES ARE PROVIDED. (AUTHOR ABSTRACT MODIFIED--DAG)

Keywords: Research Assessment Reports

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

This article argues that in order to determine how effectively police activity deters crime, analysts must take in to account the distinction between actual crime and reported crime.

Keywords: Research Assessment Reports

1987; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This study examines the mentoring programs in top Fortune 500 companies. It includes a discussion of the study's results and further recommendations.

Keywords: Research Assessment Reports

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

A model of the resignation decisions was developed based on panel data of a sample of US Federal government employees. Maximum-likelihood methods were used to ascertain whether the decline in quits with job tenure was due to waning individual quit propensities ('state dependence') rather than dynamic sample self-selection ('heterogeneity') concluding that heterogeneity was a more significant factor. Variables on quits are also predicted on the effects of relative Federal government wages with useful results for studying Federal compensation packages.

Keywords: Research Assessment Reports

1990; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

Separate analyses are carried out for a sample of 252 U.S. suburbs and for a sample of 269 U.S. cities for the years 1960 and 1970. (Publisher abstract)

Keywords: Research Assessment Reports

1983; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

SEVERAL PREVIOUS STUDIES THAT HAVE DEALT WITH POLICE EFFECTS ON CRIME HAVE BEEN CRITICIZED FOR VARIOUS REASONS INCLUDING THE MEASURES USED AND THE ESTIMATION PROCEDURES EMPLOYED. DATA PRESENTED IN THIS STUDY ARE CONSISTENT WITH THE VIEW THAT POLICE PATROL STRATEGIES HAVE AN EFFECT ON THE RATE OF ROBBERIES COMMITTED, THAT THIS EFFECT IS A CAUSAL ONE AND NOT THE RESULT OF A SPURIOUS STATISTICAL CORRELATION, AND THAT THE EXISTENCE OF A GIVEN PATROL STRATEGY IS AFFECTED BY BUREAUCRATIC DECISIONS AS WELL AS BY LEVELS OF RESOURCES. THE MEASURES OF POLICE RESOURCES (PATROL UNITS ON THE STREET) AND POLICE ACTIVITY ON THE STREET (MOVING CITATIONS ISSUED) ARE MORE PRECISE THAN ANYTHING PRESENTLY AVAILABLE IN SIMILAR STUDIES AND PERMIT THE USE OF IDENTIFICATION RESTRICTIONS FOR STRONGER INFERENCES ABOUT THE CAUSAL EFFECT OF ARRESTS ON CRIME RATES THAN HAS BEEN POSSIBLE. THE RESULTS OF THE SIMULTANEOUS EQUATIONS ARE CONSISTENT WITH THE FOLLOWING THEORY: CITIES THAT EXPERIENCE HIGH RATES OF PERSONAL CRIME HAVE HIGHER THAN AVERAGE TAX BASES AND WILL HIRE MORE POLICE EMPLOYEES IN PROPORTION TO THEIR POPULATIONS. IN THOSE CITIES THAT MANAGE TO PRODUCE HIGHER ARREST RATIOS BY EMPLOYING THE AGGRESSIVE PATROL STRATEGY OR INCREASING THE NUMBER OF PATROL UNITS, THE ROBBERY RATES ARE LOWER THAN ONE WOULD PREDICT USING JUST THE SOCIOECONOMIC COMPOSITION OF THE CITY AND THE DENSITY OF CRIMINAL OPPORTUNITIES. FURTHERMORE, A CITY WITH A 'REFORMED' OR PROFESSIONALIZED MUNICIPAL MANAGEMENT SYSTEM IS MORE LIKELY TO HAVE A POLICE DEPARTMENT WITH AN AGGRESSIVE PATROL STRATEGY, THOUGH NOT NECESSARILY ONE WITH MANY PATROL UNITS ON THE STREET. THE IMPLICATIONS FOR AND LIMITATIONS UPON POLICY ARE DISCUSSED. REFERENCES AND SAMPLE DATA ARE APPENDED. (AUTHOR ABSTRACT MODIFIED)

Keywords: Research Assessment Reports

1978; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

The relationship between the education of New Jersey State Police enlisted members and job satisfaction is explored in this study because of the suspected impact on other areas of work. A hypothesis researched was that no meaningful difference in job satisfaction exists between New Jersey State Police with varied education levels and ranks when controlling for the effects of age and experience. They are studying the correlation between education and job satisfaction to discover the degree to which NJSP can meet the needs of the people they are recruiting. All section, bureaus, troops and units of the NJSP were included with 50% of the current enlisted section totaling 2418 with relevant research and literature regarding education and job satisfaction relevant to law enforcement used. The evaluation established the need for the study and added to current research. Job Descriptive Index measured facet job satisfaction and the Job in General scales gauged overall job satisfaction. The hypothesis was confirmed by the study and recommendations were made to seek other education related issues including minority recruitment and future studies should examine agency size, sex and race.

Keywords: Research Assessment Reports

Notes: Ed.D.Seton Hall University, College of Education and Human Services; 1241Mentor Anthony J. Colella

Publisher: Seton Hall University, 1996; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article provides a review of literature on the study of long working hours, concluding that increased hours produce small but significant health risks for workers.

Keywords: Research Assessment Reports

1997; source: Journal; region: International; occupation: No-related; peer-reviewed: Yes

This study examines turnover rates among minority employees who have joined network groups and compares those rates with employees who have not joined network groups. The study finds that network groups improve retention rates among minority employees.

Keywords: Research Assessment Reports

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

This article examines nurses working within a self-managed structure and those working in traditional units. It concludes that nurses who are self-managed remain happier in their jobs and stay there longer. This information is important given the impending nursing shortage.

Keywords: Research Assessment Reports

1993; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The Macpherson Report of 1999 caused a need for independent research to be conducted with African Caribbean and South Asian officers that serve in five British police services. The respondents were asked to detail their perception of minority officers in Great Britain which often differed on the under-recruitment of ethnic minority officers and their encounters in the police force. Numerous questioned whether increasing the recruitment of ethnic minority officers would help to ameliorate racism with many upholding that it would; the biggest issue is believed to be habitual racism by white police officers and is a major obstacle to recruitment. Racial profiling has had the unforeseen effect of testing ethnic minority officers, if they stand up against racism they may damage their careers and this belief is a factor in its persistence.

Keywords: Research Assessment Reports

2001; source: Journal; ISBN: 0141-9870; region: International; occupation: Police-related; peer-reviewed: Yes

This report details how states are handling correctional facilities are handling staffing issues amid state budget cuts. The report claims that staffing accounts for 75 to 80 percent of a correctional facility's budget and that any budget cuts that amount to real savings for the state would also close down the correctional facility. In order to adjust for the staffing shortage, correctional facilities are increasingly releasing inmates early.

Keywords: Research Assessment Reports

Publisher: VERA Institutre of Justice, 2009; source: Professional Organization; region: Domestic; occupation: Not police-related; peer-reviewed: No

The advantages gained by blacks, females, and Hispanics in the 1970's were lost in the 1980s and 1990s in law enforcement in Florida. The number of minority law enforcement executives in the state has dwindled. In addition, although the number of minorities in all ranks of law enforcement is higher, the percentages are lower when compared to the population.Statistical data obtained through research and surveys show that minorities are losing ground when it comes to achieving executive positions in law enforcement in the state. There is a clear and identifiable profile that distinguishes the typical minority law enforcement executive.Not only are there obstacles to promoting minorities to executive levels, there are still serious difficulties in recruiting, hiring and retaining. Those obstacles include hostility from within agencies that remain dominated by white males and a sociological aversion to law enforcement by minorities.

Keywords: Research Assessment Report

Publisher: Florida Criminal Justice Executive Institute, 1993; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Keywords: Promising Practices; Research Assessment Reports

Notes: Career Management Techniques (Firm)30 cm.Cover title.C.M. Tozer.Book

Publisher: Career Management Techniques, 1996; source: Research Institution; ISBN: ISBN: 0957283908; region: Domestic; occupation: Police-related; peer-reviewed: No

USING THE BEST OF EIGHTEEN SITUATIONS EXAMINED, CRIME CHANGES EXPLAIN LESS THAN THREE PERCENT OF THE VARIATION IN CHANGES IN POLICE PROTECTION EXPENDITURES. THE AUTHOR CONCLUDES THAT AS A GROUP AT THE MACRO-BUDGETARY LEVEL, AMERICAN CITIES ARE NOT SYSTEMATICALLY RELYING ON PAST CRIME INCIDENCE EXPERIENCE IN MAKING PRESENT DECISIONS ON POLICE PROTECTION EXPENDITURES. (AUTHOR ABSTRACT MODIFIED)

Keywords: Research Assessment Reports

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

This study examines the effects of a district court decision that requires police departments in the Los Angeles area to develop non-discriminatory hiring practices. The two volume study contains a description of the research methods, a literature review of minority involvement in law enforcement, and analysis of the research data collected from a sample of police officers in the Los Angeles Police Department (LAPD). In Fanchon Blake, the Federal District Court issued a Consent Decree requiring alteration of criteria for employment as a police officer. Criteria development affected recruitment, selection, training, and employment of officers. The study attempts to survey officers' perceptions of services provided before and after changes made pursuant to the Consent Decree. Variables thought to be affected by the Consent Decree include levels of experience, motivation, preparation of officers seeking employment, training experience, actual officer performance within the first year of employment, levels of job satisfaction, and degrees of cynicism toward the job. Based on LAPD surveys, the researchers found no significant differences attributable to the Consent Decree. Appendixes are provided that include the Fanchon Blake Consent Decree and the survey.Sponsoring Agency: The John Randolph and Dora Haynes Foundation

Keywords: Research Assessment Report

Notes: Book

Publisher: Claremont Graduate School, 1990; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: No

Originating in the early 1900's police officer professionalism and education have had a positive association but few quantitative studies analyze the connection or the most advantageous education level for officers. Higher education is reviewed against police habits in this study where the data was collected during three consecutive years at the City of Saint Paul Police Department and included all officers with a minimum of three years of experience. Police work habit variables (sick time use, vehicle accidents, discipline and commendations) were contrasted with control variables (years of experience, age, gender, and ethnicity) and the relationship between the dependent variables and the independent variables of the number of years of post high school education and types of degrees are examined. The officers with High School diplomas, Bachelor of Arts, and Master of Arts degrees were below the median for sick time use, frequency of discipline and traffic accidents and above the median in frequency of commendations. The officers with Master of Arts degrees had the benefit of approximately ten years of experience over officers with a Bachelor of Arts but the results of the work habits of officers with B of A's can not be negated by age or years of experience. The recruitment of college educated police officers namely with a Bachelor of Arts degree is validated with this study and education institutions may find it useful to transition from Criminal Justice and Law Enforcement degree programs from the science style to the arts style degree.

Keywords: Research Assessment Reports

Notes: Available from UMI, Ann Arbor, MI. Order No. DA3085505.

Publisher: Hamline University, 2003; source: Research Institution; ISBN: 0419-4209; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article examines the impact that work-life programs have on organizations and whether they successfully encourage higher productivity. The study conclused that work-life programs have a greater impact on productivity when women and professionals comprise a larger percentage of the workforce.

Keywords: Research Assessment Reports

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

Keywords: Research Assessment Report

Notes: Great Britain. Home Office. Police Personnel and Training Unit.30 cm."This circular deals with the implementation of the revised Police Initial Recruitment Test (PIRT) as advised in Home Office Circular 51/1997"--Cover./ "HOC 15/98 14 April 1998"--Cover.Book

Publisher: Police Personnel and Training Unit, 1998; source: Other; ISBN: No. 15/98; region: International; occupation: Police-related; peer-reviewed: No

Psychological tests are used to distinguish candidates with atypical personality traits. This study analyzed a series of such tests to discover the correlation between advice given by psychologists and recruitment determinations. The candidate's intelligence and job related profiling (social activities and interests) had an important impact on assessment and subsequent recommendation. Race was determined to have a negligible impact on said recommendations and recruitment decisions.

Keywords: Research Assessment Reports

Notes: Journal Article

2001; source: Journal; ISBN: 1098-6111; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Race and gender's impacts on police hiring practices in southern California are studied with data collected by: questionnaires mailed to departments in two counties with follow up phone interviews of the employment practices of 199; participating departments providing equal employment opportunity forms; and coded data obtained from Inter-university Consortium for Political and Social Research with race and gender information for departments with 100 plus sworn officers. African-American and Hispanic officers had some similar employment archetypes while strong disparities existed between the facets that impact the various groups of individuals hired for sworn officer positions. While the communities racial makeup was an important predictor for the representation of African-American men and women it was not for Hispanic women and Caucasian men. A positive relationship exists between the unemployment rate and the employment of Hispanic men and women though the converse is true with Caucasian employment.

Keywords: Research Assessment Reports

Notes: Journal Article

1996; source: Journal; ISBN: 0897-4454; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The candidate ride-along should be a formal component of the selection process. Its purpose is twofold: to assist in measuring an applicant's potential for career success and to expose the candidate to police officers' duties and responsibilities. Each applicant should complete a full-tour ride-along with a specially trained field training officer (FTO) prior to the interview process. This interactive phase should include points of interest in the jurisdiction, the service orientation of the department, training and career opportunities, and special concerns such as community-oriented policing philosophies. During the ride-along, the FTO monitors, observes, and ultimately reports on the candidate's responses to certain calls, interpersonal skills, aptitude for the job, reactions, call handling options, etc. The FTO documents the ride-along shift observations in a written report anchored by specific, objective, and behaviorally quantifiable observations. This information is used in subsequent phases of the screening and selection process.

Keywords: Research Assessment Reports; Promising Practices

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

This study examines the relationship between nurses' positive psychological capacity and their intentions to stay with a hospital. It finds that those with more positive outlooks are more committed to the mission and goals of the hospital.

Keywords: Research Assessment Reports

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

The retention of police employed by the Los Angeles School Police is examined in this study.

Keywords: Research Assessment Reports; Promising Practices

Notes: 28 cm.Includes bibliographical references (leaves 51-53).by David Wheaton Todd.Thesis/dissertation (deg); Manuscript (mss)

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

This article acknowledges that companies now regard employees as a great asset and must do their utmost to retain valuable employees. Following this line of reasoning, the study tracks how human resource policies translate into employee job satisfaction and loyalty.

Keywords: Research Assessment Reports

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

This article examines the meaning of employee engagement, looking at: psychological state engagement, behavioral engagement, and trait engagement. This article also explores factors that could affect employee engagement, such as job attributes and leadership.

Keywords: Research Assessment Reports

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

This study address work-life balance issues, as more employers demand more from their employees without offering much in return other than the job itself. This article seeks to readjust work-life balance in order to decrease employee cynicism and distrust and restore a healthy work-life balance.

Keywords: Research Assessment Reports

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

An assessment of permanence of service and job satisfaction of the Middletown police in Muncie, Indiana is conducted.

Keywords: Research Assessment Reports

Notes: 28 cm.Research paper (M.P.A.), 3 hrs./ Includes bibliographical references (leaves 23-26).by Shannon M. Mounts.Thesis/dissertation (deg); Manuscript (mss)

Publisher: Ball State University, 2005; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Despite the passage of the Equal Employment Opportunity Act of 1972, Title VII provisions and executive orders prohibiting discrimination in human resource practices, female police officers are not advancing past the lowest level positions as expected with affirmative action being the only solution. In order for this initiative to be successful the plans need be stridently enforced in all police departments and perceptions of officers' on the effect the plan would have on recruitment, hiring, promotion and retention are analyzed. Respondents from the three largest police departments with a sample of 109 currently sworn male and female police officers in the rural South were surveyed and the data was analyzed using quantitative and qualitative techniques. Female police officers were shown to be lacking due to non-enforcement of affirmative action plans.

Keywords: Research Assessment Reports

2005; source: Journal; ISBN: 1082-8354; region: Domestic; occupation: Police-related; peer-reviewed: No

A program created by the New York City Police Department in 1985 to attract college students to careers as police officers was evaluated in terms of its initial implementation and achievement of its objects during its early phases. The Police Cadet Corps program offered full-time sophomores in New York City colleges, who were also city residents, $9,000 toward their tuition over the remainder of their college enrollment. Of this, $6,000 would be in the form of payment for work to be performed and the rest would be an interest-free loan that would be forgiven if the cadet served 2 years as a police officer. The cadets were provided full-time employment during the summer and part-time employment during the school year. The evaluation showed that the program has had encouraging results, although fewer cadets have completed the program than originally intended. The extent to which it achieves its long-term goals of creating a new corps of outstanding future leaders will not be known until later. 90 references and appended tables, figures, procedure statements, and related materials.

Keywords: Promising Practices; Research Assessment Report

Notes: Book

Publisher: Police Foundation, 1991; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The interview board is a part of the process of selection and promotion where personnel administrators rate applicants and apply the responses to the job relevant constructs. The 73 officer candidates sampled were from a medium-sized southern U.S. agency that had previously been taken numerous preliminary tests including the California Personality Inventory. Though candidates were rated on several factors only one proved to be used when using a global rating dimension. Patterns became apparent among female, black and young raters showing that the board is a variable that impact candidate rank though the board is both structured and standardized.

Keywords: Research Assessment Report

Notes: Journal Article

1990; source: Journal; ISBN: 0090-9084; region: Domestic; occupation: Police-related; peer-reviewed: No

This article examines job dissatisfaction rates, claiming that more than half of workers are not engaged in their jobs. Jamrog explores several management techniques that may counteract this downward trend and save companies money by improving retention rates.

Keywords: Research Assessment Reports

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

The military downsized in the early 1990's giving those leaving the choice of a lump sum payment or an annuity. Even though break-even discount rates that exceeded 17% were offered, most separatees (N=65,000) chose the lump sum which saved $1.7 billion in separation costs. The estimate of discount rates ranged from 0-30 plus percent and differ based on age, education, race, sex, number of dependents, ability test score, and the size of payment.

Keywords: Research Assessment Reports

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

In Queensland, Australia a study was attempted to determine the physical requirements of general duty police officers. Questionnaires were mailed to a random sample of 357 constables. Data showed that police had a high range of physical demands including moving noncompliant persons, running short distances and crawling under houses. Most demands occurred less than once a month and not for long periods of time; most respondents were not challenged with difficult obstacles as required by physical competency tests. The findings supported the use of a general health test which demands an average level of fitness and health instead of a specific set of tasks that are not indicative of physical needs of the police.

Keywords: Research Assessment Reports

Notes: Book

Publisher: Criminal Justice Commission; Queensland Police Service, 1998; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

The results showed that sociodemographic change and decline in United States cities contributed to municipal police funding even after the findings were statistically controlled for crime rate, financial, and demographic characteristics. The second major finding is that the magnitude of a city's youth gang problem as perceived by knowledgeable sources was influenced by the level of public investment in policing; cities with youth gang problems spend more per capita on policing. These results have implications for the role of police in responding to perceived societal threats, the capacity of postindustrial societies to respond to urban dislocations, and the effectiveness of the municipal response to youth gang problems. The author suggests that successful strategies of urban renewal may be constructed on an integrated set of social control, economic growth, and opportunity enhancement programs. 40 references

Keywords: Research Assessment Reports

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

The research was prompted by Loftin and McDowall's use of rational choice theory to hypothesize that a reciprocal relationship is likely to exist over time between police force strength and crime and by the unexpected findings that this relationship did not exist in Detroit during 1926-77. The Detroit research and the current research both used Autoregressive Integrated Moving Average (ARIMA) models. Data for the current study came from Milwaukee, Wisc. for 1930-87. ARIMA techniques were used to model the reciprocal relationship between total, patrol, and detective police employment and total, property, and personal robbery crimes. Results were consistent with the previous research and revealed no indication that an increase in the size of a police agency reduces crime or that an increase in crime leads to an increase in the size of a police agency. However, small but significant relationships existed between detective strength and crime in that increases in property crime rates, in total offenses, and robberies produced decreases in the number of detectives. Overall, findings provided further support to the conclusion that changes in rational choice theory cannot account for the relationship between crime and the size of a police agency. Findings also replicated the basic finding from almost all longitudinal analyses of the crime-police size relationship. Tables, notes, and 33 references (Author abstract modified)

Keywords: Research Assessment Reports

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

Although several economic theories of crime postulate that crime rates and police strength are simultaneously determined, empirical research on the issue has produced highly divergent results. The need for strong assumptions about temporal patterning, which the theories do not supply, is probably responsible for these findings. We find no evidence for the systematic relationships envisioned in economic theory and attribute this to important organizational and political variables which are omitted from these theories. (Author abstract)

Keywords: Research Assessment Reports

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

This book examines the job instability that white collar workers now face. It seeks to restore upward mobility, focusing on career ladder strategies.

Keywords: Research Assessment Reports

Publisher: Century Foundation, 2006; source: Other; region: Domestic; occupation: Not police-related; peer-reviewed: No

Career paths for managers are now often self-directed rather than company directed. This study finds that managers on both kinds of career paths do not greatly differ in salary, job security, career satisfaction, or company loyalty.

Keywords: Research Assessment Reports

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

Countries that have been previously colonized typically have indigenous peoples who are overrepresented in the criminal justice system. In order to provide culturally accessible services it is necessary to employ a proportionate number of indigenous staff across the organization but regardless of intentions such staffing remains minimal. Results of focus groups of indigenous justice agency employees show that the employees felt there are problems in terms of recruitment and retention. The potential importances of improving these issues are discussed in the article.

Keywords: Research Assessment Reports

Notes: ReferencesJournal Article

2004; source: Journal; ISBN: ISSN 0306-624X CODEN IOTCAH; region: International; occupation: Not police-related; peer-reviewed: Yes

Keywords: Promising Practices; Research Assessment Reports

Notes: Great Britain.; Home Office.30 cm.At head of title: Dismantling barriers to reflect the community we serve.Dismantling barriers to reflect the community we serve.Government publication (gpb)Book

Publisher: Home Office, 1999; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

Keywords: Promising Practices; Research Assessment Reports

Notes: Great Britain.; Home Office.30 cm.At head of title: Dismantling barriers to reflect the community we serve.Dismantling barriers to reflect the community we serve.Government publication (gpb)Book

Publisher: Home Office, 1999; source: Government Communication; region: International; occupation: Police-related; peer-reviewed: No

Previous studies testing the percentage minority-police force strength relationship have left out many important variables from their analyses and rarely tested more than one minority population. This study attempts to correct for many of the weaknesses of past studies in this area and also tests the impact of two new minority variables on police force strength: percentage Asian and percentage Native American. Two-stage least squares regression was used to analyze data from all 1,083 U.S. cities with a 1990 population of over 25,000, as well as 114 cities with a population over 100,000 in 1980. This study found that none of the other minority populations had as consistent an impact on police strength as did percentage Black, which had a consistent curvilinear and occasional positive impact. This suggests that percentage Black may have a unique impact on police strength that is not matched by other populations.

Keywords: Research Assessment Reports

2001; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article focuses on employee satisfaction with workplace training, relating overall job satisfaction rates with workplace training programs. The study finds that employees who are satisfied with the training they receive have higher job satisfaction rates.

Keywords: Research Assessment Reports

2007; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Higher training costs have made employee turnover more expensive for employers. Instead of using financial compensation to encourage employees to stay, some organizations are turning to higher job flexibility in order to improve the work-life balances of their employees.

Keywords: Research Assessment Reports

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

This study analyzes the relationship between workplace flexibility and retention rates. It finds that perceived work-place flexibility leads to lower employee turnover and higher employee engagement.

Keywords: Research Assessment Reports

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

Keywords: Research Assessment Reports

Notes: University of Vermont.; College of Education and Social Services.28 cm.Includes bibliographical references (leaf 88).by Dee Glynn.Thesis/dissertation (deg); Manuscript (mss)

Publisher: University of Vermont, 2006; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Organized corruption in the ranks of the Royal Hong Kong police has shifted the focus of its recruitment campaign. In October 1995 15 police officers were arrested, 3 allegedly about to perpetrate an armed robbery, and 12 were allegedly involved with illegal gambling dens. The initiative stresses the need for judgment over daring instead of the previous method which involved images of marine-smuggling stings, gambling raids and shoot-outs in the streets. Hong Kong requires a dependable force because they are faced with the destabilizing return to China in 1997.

Keywords: Research Assessment Report

Notes: United Statesil.Englisharticle

1995; source: Journal; ISBN: ISSN: 0014-7591; region: International; occupation: Police-related; peer-reviewed: Yes

This study suggests that organizational retention strategies should focus on treating workers like customers in order to keep the best employees and keep hiring costs down. Treating employees like customers ensures that their job satisfaction always remains a priority.

Keywords: Research Assessment Reports

1996; source: Journal; region: Domestic; occupation: Not police-related; peer-reviewed: No

Mathematics, reading, grammar, and incident report writing are the four sections to The National Police Officer Selection Test. The tests temporal stability is studied in a sample of 1,215 police officer candidates in a test-retest scenario. The long-term strength of the test was proven at 17 different test-retest points and there was no major difference for applicants who passed and/or failed twice.

Keywords: Research Assessment Reports

Notes: Journal Article

1998; source: Journal; ISBN: 0033-2941; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The mission of the Urban Institute is to promote sound social policy and public debate on national priorities. The Urban Institute gathers and analyzes data, conducts policy research, evaluates programs and services, and educates the public on critical issues and trends.The Urban Institute webpage contains reports and other publications highlighting this research organized by issue area, sector, place, and population.

Keywords: Promising Practices; Research Assessment Report; Websites

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

Identifying leadership talent is one of the most important challenges facing law enforcement agencies today. Assessment centers are a method available to organizations to help them meet this challenge. Advantages offered by the assessment center methodology will be presented. The greatest disadvantage of the assessment center process is the investment of financial resources. The nine characteristics that a testing process must have in order to be called an assessment center will be identified. A brief history of the process is presented and the accuracy of assessment centers as a testing method is discussed.

Keywords: Promising Practices; Research Assessment Reports

Publisher: Florida Criminal Justice Executive Institute, 1998; source: Research Institution; region: Domestic; occupation: Police-related; peer-reviewed: Yes

The study consists of three parts: a futures study on employing part-time officers and the impact on recruiting and retention by the year 2000; a model strategic plan; and the transition management plan for the police department, Fresno, California. The study is of interest to law enforcement executives dealing with recruiting and retaining older officers. High probability events impacting the use of part-time officers are: inflation, affirmative action, health insurance, day-care, and changes in political offices. Recommendations emphasize a flexible work environment for police officers. The model strategic plan includes generic components and operational planning steps. The transition plan presents a management structure for transition. Demographic data, non-extrapolative forecasting results; tables and graphs in text; instruments and graphics in appendixes, references, and bibliography.

Keywords: Promising Practices; Research Assessment Report

Notes: California.; Commission on Peace Officer Standards and Training.; Command College.ill.; 28 cm.Cover title./ "Command College class 11."/ "11-0204."/ Includes bibliographical references (p. 87-89).by Thomas A. Frost.Book

Publisher: California Commission on Peace Officer Standards and Training, 1990; source: Government Communication; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Oral Board interviews in choosing police academy recruits are analyzed in this study with grades and leadership activities as criterion variables. Five recruit classes in a Tallahassee, FL training program (1994-1996) were graded by eight-one boards of 244 raters. Continuous problems with oral boards when used as a selection mechanism were demonstrated although attention was taken when developing rating components that replicated behaviorally anchored rating scales.

Keywords: Research Assessment Reports

Notes: Journal Article

1997; source: Journal; ISBN: 0267-0739; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article stresses the importance of experienced nurses mentoring new graduates as a means to improve retention rates in the nursing profession. It also touches upon the issues of properly assigning mentors.

Keywords: Research Assessment Reports

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

In light of the fact that past efforts to recruit and retain qualified teachers have failed, this article examines new methods to retain teachers. The article focuses on retention practices, arguing that hiring more teachers will not help the problem if teachers do not stay long in positions.

Keywords: Research Assessment Reports

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

The Los Angeles Police Department (LAPD) is in the middle of a five-year hiring plan to increase the number of sworn officers in the department by 1,000 and achieve a force strength of more than 10,000 officers for the first time in its history. Thus far, working together with the City of Los Angeles Personnel Department's Public Safety Bureau (PSB), the LAPD is on track to achieve this ambitious goal. However, the personnel department and the LAPD have been operating close to the margin, often meeting their hiring quota at the very end of the month. In addition, the LAPD is under consent decrees that stipulate greater diversity in hiring its officers. This book assists the LAPD in achieving its recruiting and diversity goals by offering ways to improve productivity and efficiency in the recruiting process. It begins by identifying potential untapped local recruiting markets. It also provides a model of viable candidates that the LAPD and the personnel department can use to target its recruitment and to prioritize applicants while still maintaining its diversity hiring goal. Finally, it recommends ways to improve productivity of the PSB Background Investigation Division.

Keywords: Promising Practices; Research Assessment Reports

Notes: Nelson Lim ... [et al.].Enhancing the efficiency of Los Angeles Police Department recruitingcol. ill.; 23 cm."RAND Center on Quality Policing.""A RAND Infrastructure, Safety, and Environment Program."Introduction -- Optimizing recruitment and marketing -- The recruiting process, prioritization, and meeting targets -- Improving efficiency and productivity in the background investigation process -- Recommendations and their implementations -- Appendix: Updated PSB marketing surveys.Summarized in RAND/RB-9447-RMPF.

Publisher: RAND, 2009; source: Research Institution; ISBN: 9780833047182 (pbk. alk. paper)0833047183 (pbk. alk. paper); region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article argues that experienced nurses have the opportunity to improve retention rates by mentoring new nursing graduates.

Keywords: Research Assessment Reports

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

Toonen v. Brown County's petition for review was denied in 1985 by the Supreme Court of Wisconsin upholding the Wisconsin Court of Appeals initial conclusion that the county did not demonstrate that its uncorrected vision standard correlated to Toonen's capability to do the job of a deputy sheriff. U.S. Police hiring systems are reviewed in response to the Toonen case.

Keywords: Research Assessment Report

Notes: Journal Article

1991; source: Journal; ISBN: 0735-8547; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This article explores the theory that an increase in tourism increases the number of crimes in that area.

Keywords: Research Assessment Reports

1980; source: Journal; region: International; occupation: Not police-related; peer-reviewed: No

This paper reports on South African research that documented the contributions policewomen have made to policing in that country as well as whether gender equality exists in the South African Police. In January 1972, the South African Police (SAP) appointed its first two women, but their functions were severely limited. It was not until 1989 that all limitations on women officers were lifted such that women could apply for any position in the SAP. The SAP has started a recruitment drive designed to increase the number of women on the force. The current study involved interviews with 26 women police officers to determine their feelings, attitudes, and perspective on their job situation. The women were asked about their view of the role women have played in the changes that have occurred in the SAP since 1994. The women believe that they have brought an empathy to interviews with victims of sexual assault and domestic violence that is not characteristic of male officers. In addition, the women believe they have increased the use of communication skills to reduce aggression in police interactions with citizens. Regarding their status in the organization, the women perceive discrimination against them in promotions, citing evidence that the number of women in senior positions has not kept pace with their number in the organization. They do note, however, that the acceptance of women as equal to men under departmental policy has improved since 1994 in terms of the recognition of their performance, respect for their rights, and some improvement in their placement in senior positions. 14 references

Keywords: Research Assessment Reports

Notes: Paperback; Survey

Publisher: Faculty of Criminal Justice, University of Maribor, 2004; source: Research Institution; region: International; occupation: Police-related; peer-reviewed: Yes

This study examines the impact that turnover rates at early childcare facilities have on children age five years and younger. The study looks at child-care retention incentive programs in California and finds that high quality training programs help with retention rates among these caregivers.

Keywords: Research Assessment Reports

Publisher: Policy Analysis for California Education, 2001; source: Research Institution; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

Career systems are transforming from linear to multidirectional systems. This article offers possible explanations for this shift and presents the academic career model as a possibility for future career systems in other professions.

Keywords: Research Assessment Reports

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

Policing and public safety services have been provided to rural Alaska Native villages since 1980 by Alaska's Village Public Safety Officer (VPSO) project. The attrition rates are studied of VPSO personnel (36% yearly) since 1983 and judges the possibilities for the VPSO program and rural police departments. Former and current VPSOs (113 respondents) were surveyed and data from police files was analyzed. Heritage, residence, service in home village and family connections to an Alaskan Native village are shown to be least likely to separate from the program with sustainability of community policing discussed.

Keywords: Research Assessment Reports

Notes: Book

Publisher: Justice Center, University of Alaska Anchorage, 2000; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: Yes

A report commissioned by the Wyoming Legislative Service Office examines turnover and retention in technology staff, highway patrol officers, correctional officers, and family service caseworkers. The report offers information on how to increase retention in these job areas and examines the costs of turnover, regional salaries, and labor market information to make recommendations.

Keywords: Research Assessment Reports

Notes: Wyoming.; Legislature.; Legislative Service Office.; Wyoming.; Legislature.; Management Audit Committee.ill.; 29 cm."May 2000."/ Prepared for: Management Audit Committee.[Legislative Service Office].Government publication (gpb); State or province government publication (sgp)Book

Publisher: Wyoming Legislative Service Office, 2000; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

The mission of the United States Department of Justice (DOJ) is to enforce the law anddefend the interests of the United States according to the law; to ensure public safetyagainst threats foreign and domestic; to provide federal leadership in preventing andcontrolling crime; to seek just punishment for those guilty of unlawful behavior; and toensure fair and impartial administration of justice for all Americans.The DOJ website contains information about the Department and its agencies, pressreleases, resources and publications, as well as employment opportunities.

Keywords: Promising Practices; Research Assessment Report; Briefings; Data; Websites; Technical Assistance/Training; Funding

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

This study investigated voluntary turnover of sworn police officers in Australia and New Zealand. Employee turnover is a serious issue for law enforcement agencies; the loss of experienced and qualified personnel can have deleterious consequences for the agency and for the community. The current study analyzed turnover statistics from Australia and New Zealand over the 4-year financial period 1999-2000 through 2002-2003. More specifically, the study analyzed the resignation and separation rates of sworn police officers in Australian and New Zealand police departments; compared resignation and separation rates of sworn officers with those of unsworn officers and with employees of other public service organizations; identified the individual, organizational, and external factors predictive of officer resignation; and described the organization factors that influenced the career decisions of sworn officers. Three key findings emerged from the research: (1) resignations constituted 59 percent of the total number of sworn officer separations over the study period; (2) the sworn officer resignations and total separation rates of Australasian police organizations were actually low when compared to unsworn officer resignation and separation rates and with the rates of resignation in other public service organizations; and (3) the average resignation rate for female officers was significantly higher than that for male officers during the study period. Findings from a survey of 277 ex-officers revealed 5 main reasons for leaving the police department: (1) quality of life and satisfaction with job; (2) flexibility issues; (3) management; (4) promotions and other career issues; and (5) resources. Findings from qualitative interviews with 132 ex-officers indicated that police departments should reassess the way in which resignations are addressed. Finally, 17 recommendations are offered for improving retention and addressing employee concerns, including the implementation of measures to foster employee career development and the implementation of more flexible work solutions. Figures, tables, references, appendixes

Keywords: Research Assessment Reports

Notes: Document; Studies/research reports

Publisher: Australasian Centre for Policing Research, 2004; source: Research Institution; ISBN: No. 143.1; region: International; occupation: Police-related; peer-reviewed: No

This study explores which employee attitudes have changed and which have not in recent years. It finds that employee attitudes about work ethic and helping their employers succeed have not changed. Yet the article cautions that employers should not be complacent and should strive to keep their employees engaged in their jobs.

Keywords: Research Assessment Reports

Publisher: Towers-Perrin, 2003; source: Research Institution; region: Domestic; occupation: Not police-related; peer-reviewed: No

This article looks at the number of flexible job options available in the healthcare industry, such as flex time and job sharing, and examines retention rates for the employees who choose such options. Barnett conclused that these workers experience more violations of their pyschological contracts than full time workers and are more likely to leave their positions when a contract is violated.

Keywords: Research Assessment Reports

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

The causes and repercussions of deteriorating morale and retention are examined among U.S. military police officers.

Keywords: Research Assessment Reports

Notes: charts; 28 cm.Bibliography: l. 79-81.Gary E. Wolf, Jr.Thesis/dissertation (deg)

Publisher: Minot State University, 2007; source: Research Institution; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

The University of Cincinnati Policing Institute (UCPI) provides training, research, and technical assistance to law enforcement agencies throughout the United States. The UCPI website provides information about UCPI including detailed information on its members, advisory board, and affiliates; current and past projects including links to research reports, academic articles, and technical reports generated as a result of the research undertaken by UCPI members. In addition, there are links to other policing and criminal justice related websites.

Keywords: Research Assessment Report; Websites

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

The findings clearly indicate that murder, rape, and assault appear to be outside the control of municipal authorities; adding police officers to the force and increasing the arrest rate does not affect these violent crime rates. The data also suggest that murder and rape are essentially random events that deviate around a stable level. However, increased arrests are a strong deterrent to robbery, which is an economically rather than emotionally motivated crime. This study found that cyclical variation in the unemployment rate as well as changes in the proportion of the population on home relief did not impact on violent crime in New York City, at least not in the short term. 2 tables, 4 figures, and 21 references (Author abstract modified)

Keywords: Research Assessment Reports

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

A simultaneous model consisting of the supply of offences, police production function, and police deployment function is specified and estimated. Account is also taken of crime spillovers among observations and the daily mobility patterns of the population. The deterrent impact of police output is confirmed, but the link between police inputs and the production of deterrence is found to be weak. Consideration of the population's mobility significantly reduces the effect on crime rates of socio-economic factors such as unemployment. (Author abstract)

Keywords: Research Assessment Reports

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

Although law enforcement has traditionally hired young persons to become police officers, current demographic trends will make it more commonplace for people to have second careers. This futures study notes some trends that might affect the issue of second career employment including longer and healthier lives, early retirements in the private sector, increased desirability of public sector employment, an enhanced role of civilian assignments in police work, and various economic factors. A model police agency is analyzed to determine its strengths and weaknesses in terms of strategic management. Policy alternatives regarding second career employees are developed; the selected policy uses second career employees as part of a pool that searches for the best available candidate for each position. The policy also allows existing employees to become second career employees with their present employer. A transition management plan, involving the City Administrator, City Council, Police Officers Association, and Police Department administration, allows the organization to move from the present to the desired future state. 11 appendixes

Keywords: Research Assessment Report

Notes: Surveys

Publisher: California Commission on Peace Officer Standards and Training, 1991; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: Yes

Personality traits of a U.S. state police academy dropouts are investigated, the training model was adapted from military models instead of utilizing a police-generated model. The hypothesis was that the experience caused sensitive and independent individuals who are more compatible with modern policing methods to reject police work. The sample of the study consisted of 15 academy completers and 9 dropouts and analysis of the scales of the MMPI-2 and Inwald Personality Inventory acknowledged variables where the groups diverged. The hypothesis was supported.

Keywords: Research Assessment Reports

Notes: Journal Article

1999; source: Journal; ISBN: 0882-0783; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study exams the way in which police forces increase in size during election years and also questions whether these forces prevent both violent crimes as well as smaller, property crimes.

Keywords: Research Assessment Reports

1997; source: Journal; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This paper proposes how the international experience of policing can assist the Russian Federation in recruiting, selecting, and training police officers. The system of training the personnel of the Department of Internal Affairs in Russia favors the integration of the police education provided in Europe. Currently, the most capable system in the Russian Federation in the Academy of the MDV. It consists of 29 higher education police universities, 15 mid-level colleges, and 136 training centers. This system is focusing on countering emerging forms of crime and the growth of crime, along with the dissatisfaction of the public with the activities of the Militia. The latter is due to the lack of professionalism, the lack of coordination with the needs of the population, and the high turnover rate of the Militiamen. The goal of reform in police training in the Russian Federation is to raise the quality of training and increase the number of specialists who are capable of resolving professional problems effectively. In order to realize this goal there must be a reorganization of personnel. This involves the improved selection and placement of new personnel. The current selection process used in Russia is too subjective, lacking in objective measures of competence and qualification. The central task is to create a multilevel system for the training of personnel, based on one overall academic program. At this stage of reform, the Russian Federation is interested in studying and using the European curriculum for the training of specialists in the fields of financial crime, fraud, the protection of copyright laws, and organized crime. Suggestions for international cooperation and improvement in police training are offered.

Keywords: Research Assessment Reports

Notes: Issue overviews

Publisher: College of Police and Security Studies, 1996; source: Research Institution; region: International; occupation: Police-related; peer-reviewed: Yes

This article describes the many ways police reserves can be utilized and examines the effect of national accreditation on volunteer hiring and training. Tight budgets and challenges with police officer recruitment have led many police agencies to rely on their reserve officers to fulfill important duties within the agency. Reserves can be assigned a number of functions outside of the patrol duties that have typically been assigned to reserve officers. This article describes many nontraditional uses of reserves, including using reserves to complete internal affairs investigations and background investigations and to fulfill the role of internship coordinator or tactical officer. Reserve officers are also ideal candidates for fulfilling specialty road or patrol assignments. Some of the challenges of using reserve officers are also identified, such as the challenge of providing adequate training to reserves and the problem of possible reserve backlash when fulfilling police recruitment duties. Police agencies are encouraged to look at other agencies throughout the United States to gain more knowledge about the many functions these volunteer officers can fulfill. References

Keywords: Research Assessment Reports; Promising Practices; Field

Notes: Article; Issue overviews

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

Based on good faith and rationality, an MMPI index was chosen for validation in a law enforcement context. The criterion for job mis-performance was disciplinary suspension days after three years on the job for the 107 officers hired consecutively into the department; pre-employment MMPI were scored for the index which had been suggested in a clinical psychology context as a measure of aggression with each factor of the index found in a prior study to be related to some facet of job mis-performance. A statistically significant relationship of .223 was found. Wilcoxan Statistic of .654 shows the use of the cutoff in differentiating the most extreme 10% of the officers from the rest and the sensitivity of the index at 192 is .455; specificity is .854. Additional validation is needed to decide if the index measures potential for aggression or some other factor of personality. The use of psychological tests and clinical judgment in occupational settings are evaluated.

Keywords: Research Assessment Reports

Notes: Journal Article

1996; source: Journal; ISBN: 1068-316X; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study conducts focus group interviews with nurses and assistants who work with the elderly in order to dermine which factors affect job satisfaction. The study finds that flexibility and teamwork contribute to job satisfaction, while working with underskilled staff and mandatory overtime contribute to job dissatifaction.

Keywords: Research Assessment Reports

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

Western democracies make recruiting minority officers an important aspect of community-based policing programs and towards that end 80 African Canadian police applicants were surveyed to better appreciate assessments of occupational roles, career objectives, and barriers to recruiting minorities. Service to the black community was a high priority but it was viewed as second to the goal of offering service without regard to ethnicity respondents reported. Applicants also stated that they felt they would be as successful policing the white community and more useful in policing the black society than the white officers. Society and police officers racial prejudices were seen as a hindrance to minority recruitment. Focus of discussions were issues regarding minority recruitment, applicant attitudes and the demands of policing, and the possible effect of a more ethnically disparate force for police-minority relations.

Keywords: Research Assessment Reports

1999; source: Journal; ISBN: 1052-9284; region: International; occupation: Police-related; peer-reviewed: Yes

This guide presents the law enforcement community with advice and examples for establishing or enhancing volunteer programs. Following the September 11th terrorist attacks, greater demands have been placed on law enforcement. These increasing law enforcement demands, coupled with shrinking budgets, have caused law enforcement agencies to consider volunteer programs as an excellent way of engaging community support and utilizing available resources. This guide contains materials gathered through the Volunteers in Police Service (VIPS) program. Part 1 contains nine sections that provide an overview of volunteerism and advice on how to establish a new volunteer program or enhance an existing one. Section 1 presents the history and purpose of VIPS programs, as well as the benefits of such programs, while section 2 describes the current state of volunteerism in the United States and estimates the value of volunteer time. Section 2 also contains results of an International Association of Chiefs of Police (IACP) survey concerning volunteerism in the law enforcement industry. Section 3 discusses the roles of volunteers within law enforcement agencies and the costs associated with volunteer programs. Liability issues and the development of policies and procedures are also considered. Section 4 reviews recruitment practices for volunteers, while section 5 describes the screening, selection, and placement of volunteers, as well as their supervision and management. Section 6 discusses the orientation and training of new volunteers, while section 7 presents information about Federal, State, and local volunteer recognition opportunities. Section 8 reviews various ways of assessing volunteer programs and evaluating volunteer performance, while section 9 describes various organizations and programs referenced throughout the guide, as well as additional resources on volunteer programs. Part 2 of the guide describes 26 law enforcement volunteer programs from around the United States. Part 3 of the guide presents sample forms, handbooks, and policies collected from law enforcement agencies with registered VIPS programs.

Keywords: Research Assessment Reports; Promising Practices; Field

Notes: Document; Model program descriptions

Publisher: International Association of Chiefs of PoliceVolunteers in Police Service (VIPS), 2004; source: Professional Association; region: Domestic; occupation: Police-related; peer-reviewed: No

In meeting the challenges of serving a multicultural society, the Royal Canadian Mounted Police (RCMP) is taking a lead role in attracting minority and female recruits. Women have become an integral part of the workforce due to higher education levels, increasing real wages, and the decline of the nuclear family; rising immigration and the increased urbanization and education of aboriginal peoples have also changed and enhanced the workforce. Disabled persons are able to pursue wider opportunities due to new technological and structural improvements. The Federal Canadian government has instituted a number of measures to enhance equality of opportunity for all. Several statutes have mandated equal employment opportunities and required Federal agencies, including the RCMP, to replace traditional recruiting practices with a more proactive approach. In 1987, the RCMP established a national recruiting team to target and attract aboriginal and female applicants. The team held detailed information sessions, briefings with cultural associations, and meetings with women's groups and minority/aboriginal leaders. In 1990, an Aboriginal Constable Development Program was created to assist native applicants in meeting the Force's. The expanded RCMP recruiting program has allowed the force to gather a larger pool of qualified candidates, to build a bond between the force and native communities, to enhance effective policing in many operational areas, and to become more representative of the public it serves.

Keywords: Promising Practices; Research Assessment Report; Field

Notes: Article; Surveys

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

This study measures the success of the Welfare-to-Work program instituted in 1997 by President Clinton by comparing the retention rates of workers in the program to non-program workers holding similar positions.

Keywords: Research Assessment Reports

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

In recent years there has been an increase in the number of programs offering support, guidance, and orientation for beginning teachers during the transition into their first teaching job. This study examines whether such programs—collectively known as induction—have a positive effect on the retention of beginning teachers. The data used in the analysis are from the nationally representative 1999-2000 Schools and Staffing Survey. The results indicate that beginning teachers who were provided with mentors from the same subject field and who participated in collective induction activities, such as planning and collaboration with other teachers, were less likely to move to other schools and less likely to leave the teaching occupation after their first year of teaching.

Keywords: Research Assessment Reports

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

In examining the concept of police leadership in the future, this study identified the criteria or strategies that should be used in the selection of police chiefs and the characteristics or traits of a successful police chief in a mid-sized agency by the year 2005. Futures research projected emerging trends and events and was supplemented by interviews with police chiefs, city managers, executive recruiters, and experts in the policing profession. This research provides a foundation for the development of a strategic plan to conduct a successful recruitment, selection, and introduction of a new police chief into a community. The research shows no consensus on what the significant issues will be in the possible futures. The same is true in the description of the traits of a successful and effective police chief of the future. Generally, most agree that chiefs must have leadership, good communication skills, and integrity. Although the study did not find that one set of police-chief characteristics is suitable for all mid-sized police departments, it did determine that the key to selecting a chief with the best possibility of success is to fit the individual to the position and the position to the individual. An assessment of need is the essential part of the selection process. 30 illustrations, a 41-item bibliography, and 19 references

Keywords: Research Assessment Reports

Notes: Studies/research reports

Publisher: California Commission on Peace Officer Standards and Training, 1995; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This futures study examined strategies to retain police officers in small California law enforcement agencies by the year 2004. An expert panel was employed to forecast relevant trends and events, and a survey of the literature was conducted to identify factors contributing to job satisfaction and turnover in public and private sectors. A theoretical plan was developed to increase job diversity by creating specialized assignments in addition to normal job responsibilities. Programs were developed to meet community needs that could be implemented in a cost-effective way, that would not eliminate positions if the program was eliminated, and that would enhance police professionalism and reduce voluntary turnover. In addition, strategic and transition management plans were devised to implement the job diversity plan. Research data, graphics, and nonextrapolative forecasted results are appended. References, endnotes, tables, and figures

Keywords: Research Assessment Report

Notes: Thesis/dissertation

Publisher: California Commission on Peace Officer Standards and Training, 1994; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: Yes

This study of hospitals and RN's shows that 239 hospitals have clinical nurse ladders and that other hospitals are planning on implementing ladders. This study conludes that career ladders in the nursing profession help with the recruitment and retention of nurses.

Keywords: Research Assessment Reports

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

This article explores the declining number of police officers, the reasons why agencies and police ranks are depleted, and the efforts of major departments to attract new recruits. Across the country, police departments are facing a depletion of ranks and a paucity of new recruits. Experts point to stagnant salaries, the lure of private industry, wage freezes, hiring freezes, and municipal personnel cuts as some of the reasons why police departments cannot retain officers or recruit new hires. In addition, police departments suffer attrition because of retirement. To attract new recruits and keep serving officers, police departments are resorting to unique strategies. In Chicago, the police department has waived its college education requirement for people with 4 years military experience. In New York, the police department advertises for new recruits on subway billboards. The Boca Raton Police Department holds recruitment pizza dinners. In San Francisco, the police department offers incentive pay for officers with language skills, and the Miami Police Department offers command level training to officers to motivate them for advancement. In spite of these efforts, police ranks continue to diminish. In an apparent national trend, there is a significant gap between the number of people who sign up to take the police department entrance exam and those who actually take it. And police officers approaching retirement age are opting for early retirement, in spite of bonus pay and other perks. Police departments point to money and lifestyle choice as the main obstacles in recruitment and retaining officers. New recruits are attracted to private industry salaries or the higher salaries offered by surrounding departments (for example, the New York Port Authority offers a higher salary than the New York City Police Department). Officers in service who receive bonuses are eager to take advantage of early retirement. In addition, police departments claim that new recruits no longer see police work as a lifelong career. Instead, they view it as a temporary job to suit their lifestyle.

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

Notes: Article; Studies/research reports

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

This study of nurses in Australia attempts to determine what impact retirement will have on the nursing shortage. It looks at two possible retirement ages for Baby Boomers and examines the extent to which pushing back retirement will help ease the shortage.

Keywords: Research Assessment Reports

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

This article examines the poor working conditions, including low wages and benefits, that hamper recruitment and retention efforts in the long-term care sector. Most workers have low levels of education and are economically disadvanged. Despite the difficult tasks these workers perform, they remain underpaid.

Keywords: Research Assessment Reports

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

As students must meet higher expectations in the classroom, teachers face higher expectations as well. Within this context, Washington state questions whether or not its teachers can meet the demands of students' various learning needs.

Keywords: Research Assessment Reports

Publisher: University of Washington College of Education, 2003; source: Other; region: Domestic; occupation: Not police-related; peer-reviewed: No

A questionnaire survey of police officers who voluntarily resigned from municipal police agencies in Vermont in 1989 formed the basis of an analysis of the reasons for police turnover and its impacts on police agencies. The analysis showed that the officers who left came disproportionately from the bottom rank of the police. They were often younger and probably had less experience than those who stayed, although they were similar in other personal characteristics. The most important reasons for leaving were career and salary advancement and frustrations with the police department. Smaller departments experienced higher rates of turnover than larger departments, and officers from these departments often reported stress as a reason for leaving. Officers who were happy in law enforcement usually took another law enforcement job. Compensation was the most important factor in happiness, followed by departmental characteristics providing a low-stress, challenging job. Results indicated the need to improve the image of law enforcement, meet the aspirations of police officers, review hiring practices, and consider combining small departments into regional departments. Tables, appended instrument and additional results, and 31 references.Grant No. 87-BJ-CX-0002. Sponsored by the U.S. Department of Justice

Keywords: Research Assessment Report

Notes: Surveys

Publisher: Vermont Criminal Justice Ctr, 1990; source: Government Communication; region: Domestic; occupation: Police-related; peer-reviewed: No

The need for retention of female Air Force officers in addition to their reasons for leaving the Air Force are discussed in this paper and specific recommendations are made. In the next 10 years there will be considerably more women in the talent pool and rivalry for said talent will increase therefore retention and recruitment are important issues facing the Air Force. Women separate before retirement more often than men Air Force Personnel Center's statistics show and these tendencies have a negative affect on the Air Force's recruitment, mentoring and leadership faculty. Women are shown to have varied leadership methods compared to men; police departments and corporations identify women's worth and are developing specific retention and recruiting programs for women.

Keywords: Research Assessment Reports

Notes: AIR UNIV MAXWELL AFB AL.The original document contains color images.APPROVED FOR PUBLIC RELEASEInternet resource (url)

Publisher: Air University, 2002; source: Research Institution; region: Domestic; occupation: Not police-related; peer-reviewed: Yes

This chapter discusses how police agencies in New York City, Los Angeles, and Chicago have promoted women police officers between 1981 and 1991. The chapter discusses the dilemmas faced by females entering the policing profession in terms of tokenism and stereotyped roles. Issues considered here include promotional policies, legal issues, selection and recruitment practices, and appointment and promotion by quota. Traditional methods of police promotion have been through the merit system and written examinations. In all three police agencies, women have made substantial progress in moving up the ranks. However, while there has been an increase in women in nearly every rank of all three agencies, men still dominate the higher positions within these departments. Other methods of promotion that might prove to be more equitable include oral interviews, an assessment center, promotion potential ratings, performance evaluations, and lateral entry from other organizations. 3 tables, 1 chart, and 38 references

Keywords: Promising Practices; Research Assessment Reports

Notes: Surveys

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

In a recent survey of women in law enforcement conducted by the IACP and Gallup, three fourths responded that they felt the number of female sworn officers will increase in the next five years.

Keywords: Research Assessment Reports; Field

1998; source: Journal; ISBN: ISSN: 0032-2571; region: Domestic; occupation: Police-related; peer-reviewed: No

Women in senior police management are explored in this study with a concentration on identifying barriers and opportunities for those who reach senior management positions. Both sworn and nonsworn officers from all Australasian police were surveyed (N=27). Women cited discrimination and being excluded from the 'men's club' with the additional conflict of work and family life. The report suggests that the issue is constructing a workplace that encourages a variety of skills and abilities to provide an opportunity for all employees to reach their full aptitude. The analysis raised questions that can be addressed at the individual jurisdiction level through detailed action plans. These plans include realistic objectives and performance measures: enhanced training in diversity and equal-opportunity issues, the development of creative recruitment campaigns, and the creation of a formal mentoring program for officers from recruit level to executive level that would assist in the facilitation of cross-gender and same-gender mentoring relationships.

Keywords: Research Assessment Reports; Field

Notes: Book

Publisher: Australasian Centre for Policing Research, 2002; source: Research Institution; ISBN: 064247415X; region: International; occupation: Police-related; peer-reviewed: No

This study examined whether involvement in the Commission on Accreditation for Law Enforcement Agencies (CALEA) accreditation process had any significant positive effect on the representation of sworn women in large police agencies at all levels and on the representation of women of color. After almost 30 years and after much litigation, the representation of women in law enforcement has increased by only one-half of 1 percent per year. However, there is a substantial amount of research literature in support of the Commission on Accreditation for Law Enforcement Agencies (CALEA) affirmative action standards and of policies directed toward increasing female representation within police departments. To receive CALEA accreditation, an agency whose sworn workforce is not in approximate proportion to the ethnic and gender makeup of the available workforce in the community it serves must have an equal opportunity plan and an affirmative action recruitment plan. This study examined to what effect, if any, these mandatory standards have on the percentages of sworn women at the line, supervisory, and command levels. It assessed the effectiveness of the standards in terms of the percentages of officers who are women of color. The findings suggest that there are significant differences between CALEA and non-CALEA agencies. Involvement in the CALEA accreditation process appears to encourage and facilitate the recruitment and promotion of women at least in large police agencies. Tables, references

Keywords: Research Assessment Reports

Notes: Article; Studies/research reports

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

While the nursing profession continually demands more from nurses in the form of both patient care and completing administrative tasks, it also loses employees through comparatively low pay and decreasing job satisfaction. This article suggests ways to help nurses balance the conflicting demands of their jobs and also reminds policy makers that changes need to made to help with recruitment and retention rates.

Keywords: Research Assessment Reports

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

This article focuses on the challenges that physiotherapists in rural Australia face to provide adequate healthcare. Because they see such a wide range of clients, there is little room for specialization, and there is an ever-increasing demand for these physiotherapists to be multiskilled.

Keywords: Research Assessment Reports

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

This study analyzes the history of job sharing and its impact on the workplace, including employee productivity and cost reduction for employers. The study also takes in to account the ability of job sharing to potentionally combat unemployment.

Keywords: Research Assessment Reports

Publisher: WE Upjohn Institute for Employment , 1981; source: Other; region: Domestic; occupation: Not police-related; peer-reviewed: No

The importance of community colleges' as part of the Workforce Investment Act (WIA) is studied to determine: how community colleges meet the workforce training needs of their communities; what community colleges do to integrate with the nation's one-stop system; the conditions or practices that enhance or impede these efforts; and the actions the Departments of Labor and Education have taken to encourage linkages between community colleges and the workforce investment system, including one-stops. The WIA was passed in 1998 and required states and localities to combine federally funded employment and training programs into a complete workforce investment system, known as the one-stop system. The system also partners with employers to locate workers which is funded and administered by the Departments of Labor, Education, Health and Human Services, Housing and Urban Development. These programs are more necessary than ever as the U.S. Bureau of Labor Statistics predicts that by 2014 about 54 percent of all positions will be held by employees with some college, bachelor's degree or higher.

Keywords: Research Assessment Report

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

This paper highlights retention strategies for IT professionals, considering both citizenship behavior and two types of organizational commitment in order to determine turnover intention.

Keywords: Research Assessment Reports

Notes: Proceedings of the 2001 ACM SIGCPR conference on Computer personnel research

Publisher: ACM New York, NY, 2001; source: Other; region: International; occupation: Not police-related; peer-reviewed: No

In light of an upcoming nursing shortage, this article examines the impact that structural empowerment has on new nursing graduates. The study finds that structural empowerment positively affects the nursing graduates' attitudes toward work-life balance.

Keywords: Research Assessment Reports

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

Western Canadian police departments are investigated regarding their hiring and recruitment practices. A large degree of partisanship was discovered with few suggestions of impartiality or equity. Ontario's Police Service Act enacted in 1990 provided for these kinds of requirements and responsibilities but there are not similar laws in the western provinces. Females, Aboriginal and minority officers were lacking from 18 out of 22 and in the other departments they occupied the lowest ranks.

Keywords: Research Assessment Report

Notes: Journal Article

1992; source: Journal; ISBN: 0705-8810; region: International; occupation: Police-related; peer-reviewed: Yes