NCJ Number
216223
Journal
Police Chief Volume: 73 Issue: 10 Dated: October 2006 Pages: 38,40,42,44,49
Date Published
October 2006
Length
9 pages
Annotation
This article discusses the importance of and procedures for establishing a policy for promotions in a small police department.
Abstract
In a small police agency with fewer than 25 employees, everyone has an opinion about who should and should not be promoted. These opinions often stem from personal bias, cliques, and conflicts among personnel. In this climate, it is particularly important that promotion procedures are clear, fair, and based on an objective matching of employee skills and knowledge to the tasks of the job being filled. The agency should update or establish a promotional policy that complies with equal-opportunity legal requirements designed to prevent job discrimination based on race, gender, or age. A job analysis should be conducted to determine the kinds of tasks to be performed in the available job. Next, the testing method for the job candidates should be decided, i.e., whether by written test, oral interview, or the use of an assessment center. A pretest study guide should be published and then ensure that candidates know where to obtain copies. Further, the validity of the testing and selection methods in terms of their accurate measurement of the knowledge and abilities required to perform the job being filled should be ensured. The selection process should be administered fairly. This means allowing all interested candidates the opportunity to participate in the selection process. This may mean adjusting a candidate's work hours or offering the testing at various times to ensure its accessibility to all interested employees. The agency also should have a procedure for a review and appeal of the testing process. After all reviews and appeals have been concluded, test scores should be recalculated to reflect any changes based on the reviews. The results then become final. 2 notes