CRJ 230 Exam 2 (stacy copy)

False

True/ False: Positive stereotypes don’t hurt recruitment

Guardian Versus Warriors

**mentality arguing policing has been dominated by a warrior mentality, which embodies a military-style approach to policing. Resulting "us versus them" attitude toward the public means that officers see danger and hostility from the public & are more likely to use force in situations where it is not necessary. As a result, they become "detached and separated from the community." The warrior culture is instilled in many police academy training programs, which operate like military boot camps**

Guardian Mentality

**emphasizes service to the public and is more consistent with the values of American democracy**

Guardian Approach

**argue that this approach increases police effectiveness. “Positive police contact facilitates public confidence. People tell good cops what is going on in their neighborhood and work with them to keep it safe."**

“Be a Guardian, Save Lives! Service Before Self!

**Slogan created by The Camden County (New Jersey) Police Department, after existing police & sheriff's departments were abolished because of the city and county's bankruptcy**

workforce crisis threats

**What do these represent?**

\***(1) Fewer people are applying for jobs as police officers.**

\***(2) Increasing number of officers are resigning early**

\***(3) Most resign in their first five years on the job.**

Career Perspective

**Perspective offers a useful framework for understanding police officer careers. Far too much attention is given to the recruitment stage: the recruitment requirements, the testing, the police academy experience, and so on. Those steps are only the beginning,**

Stereotypes About Cops

**Heavily influence the public image of who police are, what they believe, and how they act. These stereotypes fall into two categories.**

Negative Sterotypes

**views officers as poorly educated, untrained, prejudiced, brutal, and corrupt.**

Positive Stereotypes

**views offices as heroes who risk their lives in the face of hostility from the public, the media, the courts, & should not be criticized.**

Civil Service System

**another government agency or procedure; Creates formal job requirements and selection procedures was designed to make personnel decisions non-political and as objective as possible; govern job descriptions; tests for each position; & certifying a list of people eligible to be hired or promoted. PDs meanwhile, generally advise this agency on job descriptions, requirements, & tests. They also conduct much of the actual recruitment of applicants and do their background investigations.**

Job dimensions for police officers

**qualities of integrity, interest in people, interpersonal sensitivity, communication skills, & problem-solving ability. These are not the qualities associated with the old stereotypes about policing, with its military-style culture & the belief that officers needed to be big and strong so that they would have a commanding presence in dealing with people**

Age

**The qualification that virtually all experts believe not, and most law enforcement agencies today require all applicants to be at least 21 years old.**

Height and weight

**The Qualification that departments today require that weight be proportional to height. A major failing of police personnel standards has been the lack of continuing fitness standards throughout officers' careers.**

Height requirement

**The qualification that Reflected the old stereotype that officers needed to be physically imposing to gain compliance from citizens. Research on police- citizen encounters, indicate that physical confrontations are fairly rare.**

Education

**The qualification which most departments hire people with some college education; additionally many departments hire officer who exceed minimum requirement**

Criminal record

**The qualification of record of any sort should automatically disqualify an applicant on the grounds that it indicates a lack of ethical standards; Anyone with a violent crime conviction should not be eligible for police jobs; Others take into account nature of the offense & the number of arrests versus convictions**

Personal Finances

**The qualification that most recruitment standards investigate applicants' possible personal financial problems. Bankruptcy and repossession of cars, for example, may be indicators of employment instability or personal irresponsibility.**

Residency Requirements

**Requirement intended to heighten officers' familiarity with the community & commitment to its well-being. Opponents of residency requirements, however, argue that it infringes on the freedom of police officers to choose where they live. Because a person lives outside the city limits does not mean that he or she lacks maturity and good judgment in difficult situations.**

the nature of police work and natural benefits of the job

Two main reasons officers choose law enforcement

Oral interviews

**are used on applicant finalists; last about 45 minutes and involve two or three interviews; Can detect attitudes that might be incompatible with police work such as arrogance, inability to listen, extreme passivity, preconceived ideas about policing, and racial bias. Interviews can explore positive qualities such as common sense. verbal communication skills, motivation, appearance, quick thinking, compassion, and patience.**

Background Investigation

**Can identify factors to future job performance as a police officer. A good work record in previous jobs, the ability to get along with people, & the absence of disciplinary problems in school or jobs strongly suggest that a person could perform well in a police department. Can also identify behavior problems in school or on jobs or involvement in minor crimes where there was no arrest**

Title VII of the 1964 Civil Rights Act

**Makes it unlawful for an employer "to fail, refuse to hire or to discharge any individual, or otherwise to Rights Act discriminate against any individual because of such individual's race, color, religion, sex, or national origin"**

The 1972 Equal Employment Opportunity Act

**Extended coverage of the 1964 law to state and local governments, which include police & sheriff's departments**

The 1990 Americans with Disabilities Act

**prohibits discrimination against disabled people. This raises special issues regarding law enforcement jobs**

Bona Fide Occupational Qualifications (BFOQs)

**is any requirement that is "reasonably necessary to the normal operation of that particular business." EX: Inability to drive a patrol car disqualifies a person from a job as a police officer.**

Not Your Father’s Police Department-

**African Americans. Hispanics, women, and homosexuals have entered policing with major impacts on public perception of departments and inside on the traditional police subculture**

Equal Employment Opportunity (EEO) Index

**The best way to determine whether a department represents the community it which compares a police department's percentage of a particular racial or ethnic group with the racial and ethnic composition of the community it serves.**

Affirmative Action

**The most controversial issue in police employment. Underthat an employer must take positive steps to remedy past discrimination. originated in 1965, with presidential Executive Order 11246, which required all federal contractors to develop written programs to correct "underutilization" of racial & ethnic minorities or women**

Underutilization

**Having fewer minorities or women in a particular job category than would reasonably be expected by presence in the relevant labor market.**

Police Academy

**Where Police training begins; new recruits receive their introduction to policing & the department. Large police departments today maintain their own academies. Medium & small departments, a variety of training options exist, including state training academies, regional academies or two-year college or technical school-based programs.**

Preservice training

**Includes both classroom and field training. Many new subjects were added to the academy curriculum over the years: human relations, domestic violence, responding to mental health crises, and others.**

**new development categories**

**the introduction of new concepts and policies, and the development of new teaching methods**

De-escalation

**The most important alternative to an officer using force; Officers will seek to gain compliance subsiding conflict without the use of physical force. Attempting to stabilize the situation" to seek different options and support resources; and "distance" from a suspect to protect officer safety**

Tactical Decision Making

**rejects the traditional thinking that police officers should simply "apply the policy" in different situations, without observing, assessing, and choosing the best response. Officers have an opportunity to make decisions that can shape subsequent events & outcome of an encounter.**

Unconscious / Implicit Bias

**Lorie Fridell Offers training claims "people may not be aware of their biases." Stopping and questioning a young man because he is an African American is a clear-cut case of bias. But many police actions are also based on unconscious stereotypes that associate African American men with criminal activity and ”dangerousness.**

**Field Training Officer**

**Done in order to supplement classroom academy training. During this, a recruit is assigned to 3 different FTOs for 4-week periods each, followed by a final 2 weeks with original FTO. Each FTO makes daily reports on the recruit's perfomance, & supervisors complete weekly evaluation reports.**

In service training

**is a crucial part of a comprehensive training program. Officers need regular refresher training on such critical issues as use of force, handling of mental health-related incidents, training on changes in the law, recent court decisions, & new thinking about such issues as homelessness & domestic violence**

Probationary period

**officer remains on this status for a period that may range from six months to two years, depending on the department. 'I7 During this, an officer can be dismissed without cause. For this reason, it provides an excellent opportunity to carefully observe new officers and dismiss any whose performance is unacceptable.; Average of 7 percent of new recruits are dismissed during this period. Many recruits leave voluntary during the academy training, either deciding that they do not want to be police officers or sensing that they are not pro morning well**

stress

the body’s response to any demand placed on it

Criminal justice system insiders

**see firsthand how the system works. Such as arrest charges dismissed or serious crimes plea-bargained to lesser offenses, incompetent prosecutors, defense attorneys, and judges.Many become cynical about the system’s ability to be fair and effective**

Problems within the department

**the leadership of their department "doesn't care" about them, followed by "precinct-level supervisors.”& lastly "Lack of respect from the public"**

Hostility from citizens

**Citizen reaction when they do not want an officer’s service**

Denver Office of the Indented Monitor (OIM)

**found that officers resent being accused**

**of misconduct and having their statements challenged by the internal affairs investigator**

Seniority system

**eliminates favoritism and discrimination; assign the least experienced officers to areas with the highest crime rates where use of force, including deadly force, is far more likely to occur**

police subculture

**goal is to isolate and identify the major social norms governing police misconduct and to describe the ways on which they influence police action in specific situations ; distinct subculture among police offers emphasizing secrecy, solidarity, and violence.**

group solidarity

**exists in all professions & workplace; the very nature of police work; working closely together, often spending long hours together in a patrol car, facing the same uncertainties & dangers; “a shield against the attacks of the outside world“**

Code of Silence

**involves not testifying against other officers accused of misconduct, for example, in a citizen complaint; an essential part of policing; basiciallt an unwritten rule that one does not roll over, tell on your partner/ companion**

The Fair and Impartial Policing Project

**meanwhile, provides training on unconscious bias, which seeks to help officers recognize deeply rooted cultural stereotypes that associate certain groups with criminal behavior**

Capacity to Use Force

**is the defining feature of the police, distinguishing them from other occupations.The power to arrest, to deprive people of their liberty, is also a form of coercive force;These powers are inherent in the police role**

The law

**Factor stating that even though officers exercise broad discretion it defines the boundaries of permissible actions.**

Bureaucratic control

**Factor that officers do not act completely alone. They are subject to control by other members of the department and the criminal justice system bureaucracy: supervisors, defense attorneys, prosecutors, and judges.**

culture of adventure/ machismo

**Factor which Herbert found, in Los Angeles, officers put a high premium on active and aggressive police work. They respected other officers who had this style of work and did not respect more passive officers**

safety

**A concern for the ever-present possibility of danger and the need to maintain personal safety shapes officer conduct in man different situations.**

Competence

**Factor which officers take pride in their own capability and respect other officers they believe are competent. Having to call in officers from other units to help with calls (referred to as "dropping calls") is a sign of lack this**

Morality

**Factor where officers make moral judgments about people, and they regard some people as "good" and others as "bad." "Good" people (law-abiding people and many crime victims. for example they deserve more respect and better treatment than "bad" people (drug dealers or prostitutes, ).**

Traditionals

**They ere committed to the image of policing as dangerous work involving aggressive action and requiring physical strength.**

Moderns

**Accepted policewomen relatively easily, recognizing that police work rarely calls for physical strength and accepting the idea that job opportunities should be open to everyone on the basis of individual merit.**

Moderates

**They are somewhere in between, with many accepting the idea of policewomen in principle but unhappy about women on patrol duty**

Sexual harassment

**is defined as unwanted sexual advances: offensive, sexually related behavior such as suggesting a sexual affair or commenting on a female officer's body: or discrimination in assignments or promotion.**

Puzzling neglect

**Where research has also failed to disaggregate the Hispanic population by citizenship, immigration status, country of origin, language spoken at home, and other variables. Thus, we do not have a good picture of the differences in attitudes and experiences on criminal justice and police issues between longtime residents and recent immigrants**

organizational culture

**develops a strong internal affairs division, and implements innovative anticrime programs such as hot spots policing, rank and file officers may grumble at first but in most cases come to accept the department's new priorities; usually the product of leadership from the chief of police or series chiefs of police and the programs they develop and maintain**

hard chargers

**active, often aggressive officers who would volunteer to handle potentially dangerous situations and enjoyed the excitement of high-speed pursuits.**

Station Queens

**they initiated little activity and avoid potentially dangerous incidents.**

Active officers

i**nitiate more contacts with citizens (field interrogations, traffic stops, building checks): back up other officers on calls, even when not dispatched to; step forward and assert control of situations with citizens; and make more arrests; more likely to take charge of the situation by asking probing questions, requesting that citizens explain themselves, and giving direction or advice to the people involved.**

Passive officers

**initiate few contacts with citizens; respond only to calls to which they are dispatched; and make few traffic stops, field interrogations, and arrests**

Performance Evaluations

**Testing the testing procedure that select people who have the proper skills for the higher level management positions**

glass ceiling

**with regard to female officers, and women are underrepresented in higher ranks. many were reluctant to test for sergeant because of a perception they would be promoted only because they were female**

Coverted Assignments

**Certain assignments that are highly desirable. Criminal investigation has considerable prestige, and detectives have more opportunity to work on their own for the more serious crimes**

outside employment

**where a significant number of police officers supplement their incomes; many of these jobs are in private security , where officers wears uniform**

Michael Dowd

**he received outstanding performance evaluations, excellent street knowledge and could easily become a role model for other to emulate, however he was one of the most brutal/ corrupt officer in the department**

Personnel Evaluation

**Have little or no credibility at any level in the organization and recommended major changes so that evaluations can be relied upon as a true measure of performance; may reflect patters of racial, ethnic or gender bias within department**

**the current status of performance appraisal systems is discouragingly low**

Problems with Performance Evaluations

Punishment-Centered Bureaucracies

**is that they have traditionally focused on punishing misconduct rather than rewarding good behavior; There are many departmental policies that can be used, often selectively, to catch and punish officers, but few methods for positively rewarding officers.**

Job stress

**Include criticisms from the public, the media, and politicians: a sense that the top command in the department does not understand and support them: and a lack of different career alternatives within the department.**

Burn out

**Can manifest itself in mood changes, increases in alcohol use, inability to sleep, and illnesses. On the job, significant mood changes & loss of sleep can lead to lack of attention to detail (which might put an officer in a dangerous situation) or a short temper when dealing with 911 call; at the extreme it can lead to suicide**

suicide

**where more officers die from rather than shot and killed in the line of duty**

Silent suffering

**Officers rarely talk about the stress they are under and that they are thinking about taking their own lives.**

Traditional warrior culture of policing

**in which officers feel they have to prove they are "tough enough" to take the pressures of the job.**

State Enforcement Bill of Rights

**Provide both First Amendment and due process protections for officers. Officers have the First Amendment free speech right to speak publicly, including about police-related issues, which could involve criticizing their own departments; includes a right to notice of the allegations against them and interviews at reasonable times of day and for reasonable periods of time. including time for restroom breaks.**

Police Union Contracts

**Found several areas that impede police accountability by imposing overly strict deadlines when citizen complaints must be filed, by preventing officers from being interrogated immediately after incident; preventing consideration of officers' past misconduct in determining discipline, and others.**

Turnover

**Or attrition. is result of several factors: retirement. death. dismissal. voluntary resignation, or in times of financial crisis layoffs due to budget problems**

decertification

**Revoking the license of officers for misconduct; it prevents an officer who has been terminated from one police department for serious misconduct from obtaining a job with another department in that state**

gypsy cops

**Cops who move from one department to another**

Backbone of Policing

**Central feature of police operations; examines the nature of police work in American policing: how patrol is organized and delivered, the nature of citizen calls for service, the effectiveness of patrol in deterring crime, and programs designed to improve patrolservices.**

street level bureaucrats

**Patrol officers are the most important decision makers in policing and the gatekeepers of the entire criminal justice system. In deciding whether or not to make an arrest, or how to handle a domestic disturbance, patrol officers are the real policymakers in policing. Making decisions that affect people's lives, they are:**

* Deter Crime
* Enhance feelings of public safety
* To make officer’s available for service

Robert Peel’s 3 Functions of Police Control

deter crime

**Patrol seeks to do this by creating "an impression of omnipresence" that will eliminate "the actual opportunity (or the belief that the opportunity exists) for successful misconduct.**

enhance feelings of public safety

**Is the visible presence of patrol officers when seeking to assure law-abiding citizens that they are being protected against crime. Most people believe that patrol deters crime, and when asked to suggest improvements in policing, they want more police and more patrol in their neighborhoods.**

To make officers available for service

**Done by dispersing officers through the community because no other professional operates in a comparable setting.The police may be the last profession to make house calls.**

police population ratio

**The traditional measure of the level of police protection in a community ; is widely used as a measure of the amount of police service, cities with more police per population do not necessarily have lower crime rates**

crime trends

**A method where areas and times with more crime are assigned to more police officers.**

per capita approach

**This method aligns the number of patrol officers with the number of people living or working in an area.**

Predetermined minimum level model

**This model relies on past practices, policy, and police executive judgment to determine the minimum number of officers that should work each area by shift.**

authorized budget approach

**This method bases staffing on the city's budget.**

Workload model

**Matches demand for police services with the distribution of police officers. Officers assigned to patrol need to be allocated to shifts and areas, based on a workload formula, involving citizen calls for service AND reported crimes**

James J Fyfe

**Found that the police department gave precincts different experience ratings. The A precincts were classified as high-experience assignments because of high-crime areas, B precincts were medium-experience assignments, & C precincts were low-experience**

National Crime Victimization Survey (NCVS)

**Reports the violent crime rate for the poorest households (>$25,000) was higher than those of with incomes over $200,000**

Low Income people

**Heaviest users of police services for non crime events such as: medical emergencies and other types of situations requiring assistance**

assign officers on seniority system

**Done to permit bidding for new assignments every 6 months or annually; the issue is howoften to change patrol officers' assignments involves conflicting principles.**