Law enforcement Chapter 6

Reality Shock

The new officer quickly encounters the unpleasant aspects of dealing with the public, the criminal justice system, and the department.

Impact on Seniority System

Influences call volume distribution among officers based on their years of service.

Busiest Shift

Typically between 4 PM to 12 AM, resulting in more calls for senior officers.

Danger Perception

Officers often see danger in situations where it may not exist, especially in domestic violence calls.

Six Factors Shaping Police Behavior

Law, Bureaucratic Control, Culture of 'adventure/machismo', Safety, Competence, Morality.

Sexual Harassment

Unwanted sexual advances, suggesting sexual affairs, or discrimination in the workplace.

Recommendations for Sexual Harassment Control

Implement policies, provide training, conduct performance reviews, and ensure proper investigations.

Education Generation Gap

Difference in educational levels between younger and older police officers.

Active Officers

Engage in more contact with citizens and are often seen moving around.

Passive Officers

Indicate fewer contacts with citizens and may serve in roles fitting their nature.

Attractive Aspects of Law Enforcement

Salaries and fringe benefits offered in police jobs.

Promotion Requirements

Typically 3 years served in rank before eligibility.

Lateral Entry

Opportunity for officers to move between departments while retaining seniority.

Outside Employment

Some police officers take on additional jobs to supplement their income.

Limited Restrictions for Officers

Restrictions relating to alcohol, pornographic material, politics, and gambling.

Traditional Performance Evaluations

Systems aimed at identifying and rewarding good performance in police work.

Clarity in Evaluations

Refers to how clear police department policies are regarding performance metrics.

Halo Effect

The tendency to let an officer's good performance in one area overshadow performance in others.

Central Tendency

When all officers are rated as average without distinction.

Grade Inflation

The issue where all officers receive inflated performance ratings regardless of actual performance.

Job Satisfaction Factors in Policing

Includes nature of work, organizational factors, community relations, media relations, and personal factors.

Divorce Rate for Police Officers

Reportedly high, at 75% for police officers.

Higher Rates of Issues among Officers

Includes suicide, alcoholism, nicotine addiction, medical issues, and job stress.

Law Enforcement Officers Bill of Rights

Specific legal rights granted to police officers.

Turnover in Police Work

Reasons for leaving police work include retirement, death, dismissal, voluntary resignation, and layoffs.

Voluntary Resignation

A choice officers make to leave their position for personal or career reasons.

Financial Constraints

Economic issues that may lead to layoffs of police officers.

Impact of Job Stress

Job-related stress contributes significantly to suicide rates among police officers.

National Institute for Occupational Safety and Health

The organization that studies occupational safety, including issues facing police officers.

Factors Leading to Police Officer Dismissal

Can include misconduct, policy violations, or failure to meet performance standards.

Police Union Contracts

Agreements that outline the rights and obligations of police officers and departments.

Police Subculture

The capacity to use force is a defining feature of the police work

Recommendations to Control Sexual Harassment

Policy in Place, Training, Performance Reviews- Four first year- 5 years 2- 6th year-1 Proper Investigations 

There is an education generation gap between the younger, better educated officers and the certain officers with less education 

“Stress Cop Culture”

Promotion

Civil service usually require an officer to serve a certain number of years in rank before being eligible to apply for

Assignment

Detective unit, traffic, uniform officer. Special units assigned must be within the officer’s rank