Psych 3314-police psychology (Lecture)

Police psychology

the scienfic study of police beheaviors, mental processes and practices

Police selecction

-development of process that screen in suitable candidates while screening out unsuitable candidates

Police application process

1. information session

2. online application

3. writtten exam

4. peace officer physical abillities test

5. subility interview

6. background investigation

7. Psychological testing

8. polygraph examination

9. medical examination

10. executive panel interview

11. final review and hiring decision

12. job offer

Unstructured

no set questions or order of questioning

structured

-same question and order for all candidates

-high reliablity and validity

situational based

current intentions are best indicators of future actions

beheavior based

past beheavior is the best indicator of future actions

physical ability tests

–E.g., timed pushing/pulling, lifting, running

–Most differ in time limits, number of laps required, and weights lifted

–Physical fitness is a good predictor of future police academy performance (e.g., better grades) and overall health during policing career

Psychological evaluations

–Personality and presence of mental illness (e.g., MMPI)

–Behaviours such as acting out, interpersonal conflict (e.g., IPI)

–Desirable traits specific to policing (e.g., M-PULSE)

–No consensus exists on which assessment tool to use; however, officers that undergo any psychological evaluation perform better on the job than those who do not

cognitive ability tests

–Learning, problem-solving, reasoning, and decision-making

–Better cognitive ability is related to improved job knowledge, training outcomes, and reduced disciplinary issues

–Limitations of existing cognitive ability tests:

•Lack of diversity

•Do not assess the wide range of cognitive abilities

•Subject to testing bias

•Lack of standardization

situational judgement tests

–Low-fidelity: less realistic, little engagement (e.g., pencil and paper test)

–High-fidelity: more realistic, high degree of engagement (e.g., video simulations)

–Extensive evidence that performance on these tests predicts positive job performance and training outcomes

–High-fidelity tests tend to be better

–Assessment Centre: type of situational judgment test that simulates on-the-job situations

intergrity evaluation

–Background investigations: current severe or past drug use, recorded or undetected criminal behaviour, associations with known criminals

–Polygraph examinations: only some police organizations continue to include a pre-employment polygraph

–Overt (explicit questions about attitudes and past behaviours) vs covert (indirect test of problematic attitudes) integrity tests

Police discretion

freedom an officer has in deciding when and how to enforce the law

police use of force

•Use of force: the amount of force police use to compel compliance from an unwilling subject 

–The level of force applied should correspond to the severity of the situation

•National Use-of-Force Framework: a continuum mapping the varying levels of force used by officers onto different subject behaviours

level of force and officer conduct

–Officer presence: no force

–Communication: non-physical, verbal only

–Empty-hand control: Some physical force for bodily control

–Less-lethal methods: intermediate weapons (e.g., tasers, batons)

–Lethal force: deadly weapons (e.g., firearms)

level of non-cooperation and subject conduct

–Passive resistance: verbal refusal, no physical action

–Active resistance: non-assaultive physical actions to resist

–Assaultive behaviour: physical action that attempts bodily force

–Grievous bodily harm/death: actions that intend to cause severe injury or death

factors that increase the likelihood and level of force used

–Suspect behaviour: Increased resistance/ aggression

–Suspect demographics: When the suspect is a man (vs a woman)

–Neighbourhood: Higher-crime areas

–Police factors: When the police officer is a man (vs a woman), less education, and less training

Bio-awareness training

•training: enhancing an officer's understanding of physiological and psychological responses to high-stress situations (e.g., mindfulness, tactical breathing)

Body-worn cameras (BWCs)

•wearable technology police officers use to document digital evidence of their patrol, investigations, and citizen interactions in real time from the perspective of the officer wearing the device

organizational stressors

factors within the workplace that lead to stress

operational stressors

factors related to the officer’s specfic role that promote stress

types of coping strategies

–Approach: directly addressing the stressor, problem-solving, seeking external help

–Avoidant: ignoring stressors, engaging in denial, turning to substance use to cope