NCJ Number
59215
Date Published
1979
Length
27 pages
Annotation
FOUR WIDELY USED NONTEST METHODS FOR ASSESSING CANDIDATES FOR POLICE OFFICER JOBS ARE, EDUCATIONAL STANDARDS, SELECTION INTERVIEWS, BACKGROUND INVESTIGATIONS, AND BIOGRAPHICAL PREDICTORS.
Abstract
THE AMOUNT OF FORMAL EDUCATION THAT IS NECESSARY OR DESIRABLE FOR POLICE OFFICERS HAS BEEN THE SUBJECT OF CONSIDERABLE DISCUSSION IN RECENT YEARS. ALL MAJOR STUDIES REGARDING HIGHER EDUCATION FOR POLICE OFFICERS HAVE RECOMMENDED IT; FEDERAL LAW ENFORCEMENT AGENCIES REQUIRE A COLLEGE DEGREE AS AN EMPLOYMENT PREREQUISITE. ONE REASON FOR SUCH EMPHASIS MAY BE THE BELIEF THAT A LIBERAL EDUCATION WILL ENABLE THE OFFICER TO COPE BETTER WITH THE CHANGING DEMANDS OF THE POSITION. COLLEGE GRADUATE OFFICERS ARE WILLING TO EXPERIMENT, PREFER TO ASSUME LEADERSHIP ROLES, USE MORE METHODICAL METHODS FOR PROCESSING INFORMATION, AND PREFER VARIETY IN THE WORK SITUATION. THE SECOND METHOD OF CANDIDATE ASSESSMENT, THE SELECTION INTERVIEW, HAS BEEN A STANDARD TOOL OF PERSONNEL ADMINISTRATION FOR SOME TIME, PROVIDING FIRSTHAND INFORMATION ON THE APPLICANT. UNTIL RECENTLY, THE VALIDITY OF THE SELECTION INTERVIEW IN THE PREDICTION OF POLICE PERFORMANCE WAS NOT SUPPORTED BY THE EVIDENCE. HOWEVER, IF THE INTERVIEW IS CONDUCTED BY AN INDIVIDUAL WITH A KEEN INTEREST IN INTERVIEWING AND PROPER INTELLECTUAL ABILITIES, IT CAN BE A VALUABLE TOOL. THE INTERVIEWER SHOULD TAKE PROPER PREPARATORY STEPS SUCH AS READING THE APPLICATION, SHOULD PLAN THE COURSE OF THE INTERVIEW, ASK OPEN-ENDED AND PERSONAL BACKGROUND QUESTIONS, AND FOLLOW PROPER INTERVIEWING TECHIQUES SUCH AS TAKING NOTES AND OBSERVING NONVERBAL COMMUNICATION. THE BACKGROUND INVESTIGATION, THE THIRD METHOD OF NONTEST ASSESSMENT, IS PREMISED ON THE BELIEF THAT THE BEST INDICATOR OF WHAT A PERSON WILL DO IN THE FUTURE IS WHAT THE INDIVIDUAL DID IN THE PAST. INCLUDED IN THE INVESTIGATION IS EXAMINATION OF CONFIDENTIAL AND REQUIRED DOCUMENTS, INTERVIEW (PREFERABLY AT THE APPLICANT'S HOME), FAMILY HISTORY AND NEIGHBORHOOD CHECK, MILITARY SERVICE RECORDS, AND OTHER FACTORS SUCH AS EMPLOYMENT HISTORY. FINALLY, BIOGRAPHICAL DATA, ALTHOUGH USED, ARE NOT YET CONSIDERED TO BE ACCURATE PREDICTORS OF POLICE PERFORMANCE. IT IS HOPED THAT FUTURE RESEARCH WILL ENABLE MORE CONSTRUCTIVE USE OF THIS POTENTIALLY VALUABLE METHOD. REFERENCES, CHARTS, DIAGRAMS ARE INCLUDED. (LWM)