The overall goal of Project MORE is to contribute toward the increase of minority personnel in California law enforcement. This publication is designed to be utilized in a systematic approach to minority recruitment. Many aspects of the handbook will have application in general, and it has been the intent in developing this operational approach to recruitment to respond to the many unanswered questions of "how do you do it?"
The overall goal of Project MORE is to contribute toward the increase of minority personnel in California law enforcement. This publication is designed to be utilized in a systematic approach to minority recruitment. Many aspects of the handbook will have application in general, and it has been the intent in developing this operational approach to recruitment to respond to the many unanswered questions of "how do you do it?"
Every police force in England and Wales uses the same national application form and assessment centre. This book tells you not just about the process, but what you need to do to impress the assessors. Now in a revised new edition to reflect the recent changes in the six core skills by which all police applicants are assessed, it provides:
520 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.
The recruitment and selection of exceptional personnel are critical to a police department achieving its mission; however, agencies nationwide are experiencing difficulty finding and retaining qualified officers. This book provides a systematic approach to successful employee recruitment in both law and enforcement and criminal justice agencies. The text discusses in detail the legal environment and necessity to develop a diverse workforce. It further outlines the need, benefits, and steps for identifying a department's core values, conducting an organizational assessment, and completing a sta.
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.
