NCJ Number
152475
Journal
Journal of Police and Criminal Psychology Volume: 10 Issue: 2 Dated: (October 1994) Pages: 18-23
Date Published
1994
Length
6 pages
Annotation
Specific guidelines and recommendations for pre-employment screening of police candidates are discussed, based on standards and practice and experiences of police psychologists.
Abstract
A police officer's job is complex, psychologically demanding, and sometimes dangerous, and work-related stress can affect the officer's use of discretionary power and force. Psychological screening of police candidates is highly desirable, although controversy has emerged regarding the extent and nature of the pre-employment screening process for police officers. Issues in pre-employment screening focus on cost, local demands, civil rights requirements, and minimum qualifications. While psychological screening can cost $150 per applicant, training and equipping a police officer can cost between $10,000 and $20,000. Local demands primarily concern liability for negligent hiring, and civil rights requirements relate to contradictory guidelines in pre-employment screening and the potential for discrimination. With respect to minimum qualifications, individual municipalities and police agencies are legally responsible for their respective hiring decisions but most States have laws and/or commissions that set entry-level requirements for law enforcement positions. Many police administrators use pre-employment evaluations to identify police candidates who may be vulnerable to violent behavior or moral temptation. Benefits of psychological pre- employment screening are discussed, and a brief history of the role of psychology in law enforcement is presented. 38 references