Police Psychology Midterm

What is knowledge transfer/mobilization?

Sharing important information, skills, or experiences between people or teams so the information can be understood and applied effectively.

What are the two definitions of police psychology?

Aumiller & Corey (2007): Delivery of psychological services to or on behalf of police agencies, executives, and employees. Broader accepted scope: Applying psychology to policing and conducting research to inform police practice.

Why is Aumiller and Corey's (2007) definition criticized?

It focuses on psychological services and overlooks research, broader policing issues, and community perspectives or experiences.

How has the field of police psychology developed?

It dates to the late 1800s/early 1900s and has expanded through new professional associations, research, specialized journals, and APA recognition.

What four domains of police psychology did Aumiller and Corey (2007) identify?

Assessment, Intervention, Operational, and Consulting.

A police psychologist evaluates whether an officer is psychologically ready to return to work. Which domain is this?

Assessment — specifically, a fitness-for-duty evaluation.

A psychologist examines the responsibilities and requirements of a police position to help an agency understand the job. What activity is this?

Job analysis — examining the duties, requirements, and characteristics of a particular position.

A researcher studies police practices and shares findings with officers so they can improve their decisions. What concept does this demonstrate?

Knowledge transfer/mobilization — making research findings understandable and usable in practice.

What is Assessment in police psychology?

Evaluating police applicants or officers to determine their psychological suitability, abilities, or fitness for duty. Example: Psychological screening or fitness-for-duty evaluations.

What is Intervention in police psychology?

Providing psychological support or treatment to officers experiencing stress, trauma, or mental health difficulties. Example: Counselling an officer after a traumatic incident.

What is Operational psychology in policing?

Applying psychological knowledge to assist police investigations and operations. Example: Assisting with hostage negotiations or criminal investigations.

What is Consulting in police psychology?

Providing expert advice, research, and recommendations to improve police policies, training, and organizational practices. Example: Conducting a job analysis or advising on training programs.

What is Assessment in police psychology, and what are examples?

Evaluating individuals for job suitability, psychological fitness, or specific risks. Examples: Job analysis, pre-employment evaluations, fitness-for-duty evaluations, accommodation assessments, and direct threat assessments.

What is Intervention in police psychology, and what are examples?

Providing psychological treatment or support to officers or employees. Examples: Employee assistance counselling, individual/group therapy, critical incident intervention, and disability recovery.

What is Operational psychology, and what are examples?

Applying psychology to support police investigations and operations. Examples: Criminal profiling, psychological autopsies, crisis negotiation, psychological intelligence, and counterterrorism.

What is Consulting in police psychology, and what are examples?

Providing professional advice to improve police organizations and their practices. Examples: Performance appraisal systems, organizational development, executive/management consultation, mediation, and consulting-related research.

A psychologist evaluates whether an officer can safely return to duty after psychological difficulties. Which domain is this?

Assessment — specifically, a fitness-for-duty evaluation.

Following a traumatic incident, a psychologist provides therapy to officers experiencing emotional distress. Which domain is this?

Intervention — specifically, critical incident therapy.

A psychologist assists investigators by developing a criminal profile or supporting crisis negotiations. Which domain is this?

Operational — psychology is being applied directly to police investigations or operations.

A psychologist advises police management on improving employee performance evaluations and resolving workplace conflicts. Which domain is this?

Consulting — specifically, performance appraisal development and mediation.

A psychologist examines the duties, responsibilities, and skills required for a police officer position. Which domain does this represent?

Assessment — Job analysis.

A police department hires a psychologist to determine whether new recruits are psychologically suitable for policing. Which domain does this represent?

Assessment — Pre-employment evaluations.

An officer is being considered for a high-risk assignment, and a psychologist evaluates their psychological suitability. Which domain does this represent?

Assessment — Evaluation for high-risk assignments.

Following a traumatic police incident, a psychologist provides immediate psychological support to affected officers. Which domain does this represent?

Intervention — Critical incident early intervention.

An undercover officer experiences emotional difficulties because of the unique demands of their assignment and receives counselling. Which domain does this represent?

Intervention — Counselling for unique stressors.

A psychologist provides therapy to an officer experiencing ongoing psychological distress following a critical incident. Which domain does this represent?

Intervention — Critical incident therapy.

Investigators ask a psychologist to analyze offender characteristics and behaviour to assist with a criminal investigation. Which domain does this represent?

Operational — Criminal profiling.

Police request psychological expertise to help negotiate with an individual holding hostages. Which domain does this represent?

Operational — Crisis negotiation.

Investigators ask a psychologist to reconstruct a deceased person's psychological state and circumstances leading up to their death. Which domain does this represent?

Operational — Psychological autopsy.

A police agency hires a psychologist to design a system for evaluating employee job performance. Which domain does this represent?

Consulting — Developing performance appraisal systems.

A psychologist helps resolve a workplace disagreement between two police employees through a structured conflict-resolution process. Which domain does this represent?

Consulting — Mediation.

Senior police leaders seek psychological advice about improving workplace structures, leadership, and organizational effectiveness. Which domain does this represent?

Consulting — Organizational development or management consultation.

What is confidentiality in police psychology?

Psychologists must protect information obtained through their work and inform individuals about how their information will be used and the limits of confidentiality.

When can a police psychologist break confidentiality?

When legally required or justified by professional obligations, such as reporting suspected child abuse or responding to a serious threat of harm. The applicable law and circumstances determine what must be disclosed.

Why is identifying the client a major ethical challenge in police psychology?

Psychologists may work for a police agency while providing services to individual officers. They must clarify who the client is, their responsibilities, and who may receive confidential information.

What is competence in police psychology?

Psychologists must only provide services and use techniques for which they have appropriate training and experience, while keeping their scientific and professional knowledge current.

What are multiple roles in police psychology, and why are they problematic?

Multiple roles occur when a psychologist has more than one professional or personal relationship with a client or someone close to them. They can create conflicts of interest, blurred boundaries, and confidentiality concerns.

What does respecting basic rights mean in police psychology?

Psychologists must respect individuals' rights and dignity and avoid participating in unlawful or unethical police practices, such as abusive interrogation techniques.

An officer reveals sensitive information during counselling. The psychologist also works for the police agency. What ethical issues must be considered?

Confidentiality and client identification — the psychologist must clarify their role, disclosure limits, and whether there is a lawful or ethical basis to share information.

An in-house police psychologist provides therapy to an officer and is later asked to evaluate that same officer's fitness for duty. What ethical issue arises?

Multiple roles — acting as both therapist and evaluator may create conflicts of interest and undermine objectivity or trust.

A police psychologist is asked to use an assessment technique they have never been trained to administer. What ethical principle applies?

Competence — psychologists should not use techniques outside their qualifications and should obtain appropriate training or refer the task to someone qualified.

What is evidence-based policing (EBP), according to Sherman (1998)?

An approach to policing in which policies, strategies, and practices are informed by scientific research and evidence about what works best.

What is the main goal of Evidence-Based Policing (EBP)?

To determine what works in policing through rigorous scientific research and use the findings to develop effective policing strategies, policies, and programs.

According to Sherman (1998), what traditional approaches should EBP move away from?

Decisions based on untested assumptions, personal experience, anecdotes, gut instinct, and doing things simply because they have always been done that way.

What research methods can be used in Evidence-Based Policing?

Crime mapping, surveys, qualitative interviews, observational field research, systematic literature reviews, and mixed methods combining quantitative and qualitative approaches.

What is a randomized controlled trial (RCT), and why is it important in EBP?

An experiment where participants or units are randomly assigned to treatment and control groups to test a strategy's effectiveness. RCTs are often considered the gold standard because randomization helps reduce bias and confounding.

What is the difference between single-blind and double-blind research?

Single-blind: One relevant party, often participants, does not know the assigned condition. Double-blind: Both participants and relevant researchers or assessors are unaware of assignments. Blinding reduces bias but is not always feasible in policing research.

What are Sherman's (2013) three components of the Triple-T Strategy?

Targeting: Identify high-priority policing problems. Testing: Scientifically evaluate strategies to address them. Tracking: Monitor outcomes over time and adjust strategies when necessary.

Police identify neighbourhoods with unusually high vehicle theft rates using crime data. Which Triple-T component is demonstrated?

Targeting — identifying a high-priority policing problem using evidence.

Police randomly assign eligible areas to receive a new patrol strategy or continue standard patrols, then compare crime outcomes. Which Triple-T component is demonstrated?

Testing — evaluating whether the strategy works through scientific research, specifically an RCT.

After introducing a theft-reduction strategy, police monitor theft rates for several months and adjust the strategy when results decline. Which Triple-T component is demonstrated?

Tracking — continuously monitoring effectiveness and making improvements.

Police increase patrols in one area and theft decreases there, but theft increases in nearby areas. What important issue should researchers consider?

Crime displacement — criminal activity may have moved rather than decreased overall. Researchers should examine nearby areas and track outcomes over time.

What are the three key elements of Evidence-Based Policing (EBP)?

1. Research must be usable, relevant, and accessible to police. 2. Police should be involved in the research process as co-investigators or consultants. 3. Identify what works by conducting and reviewing rigorous research.

Why is involving police in the EBP research process important?

Police can help identify practical problems, shape relevant research questions, and ensure findings can be implemented in real policing environments. Involvement does not mean police must control the research or its findings.

What are three major barriers that prevent Evidence-Based Policing?

1. Research is unavailable or irrelevant. 2. Research exists but knowledge transfer or mobilization has not occurred. 3. Organizational culture and systems reinforce traditional policing practices.

What two tools help police determine what works according to research?

The Evidence-Based Policing Matrix and the Crime Reduction Toolkit.

What are the three dimensions of the Evidence-Based Policing Matrix?

Type: The level or nature of the target, from individuals to nations. Proactivity: Whether a strategy is proactive or reactive. Specificity: Whether a strategy is general or focused. The Matrix organizes evaluation studies to identify patterns of effectiveness.

A researcher publishes findings about an effective crime prevention program, but officers cannot understand the technical language or apply the recommendations. What EBP barrier is demonstrated?

Failure of knowledge transfer/mobilization — research exists but has not been communicated in an accessible and usable form.

A police agency refuses to adopt a scientifically supported strategy because officers prefer methods they have always used. What EBP barrier is demonstrated?

Organizational culture reinforcing traditional policing practices.

A police service invites officers to help design a study and identify operational challenges before testing a new strategy. Which key element of EBP is demonstrated?

Involving police in the research process as co-investigators or consultants to make research relevant and practical.

A researcher compares a preventive after-school program with rapid police response and examines whether strategies target individuals or entire communities. Which EBP Matrix dimensions are being considered?

Proactivity (preventive versus reactive) and Type (individuals versus larger groups or communities).

What is the Crime Reduction Toolkit and what framework is it based on?

A tool that summarizes research on crime reduction strategies to help police determine what works. It uses the EMMIE framework developed by Johnson, Tilley, and Bowers (2015).

What are the five components of the EMMIE framework?

Effect: Does the strategy reduce crime? Mechanism: How does it work? Moderators: Under what circumstances does it work best? Implementation: How is it put into practice? Economic assessment: How much does it cost?

How does the Crime Reduction Toolkit differ from the EBP Matrix?

The Crime Reduction Toolkit uses EMMIE to assess effects, mechanisms, moderators, implementation, and costs. The EBP Matrix organizes evaluation studies by Type, Proactivity, and Specificity to identify patterns of effective and ineffective policing strategies.

A police chief wants to know whether a new crime prevention strategy reduces crime, how it works, and how much it will cost. Which framework should they use?

EMMIE — Effect evaluates crime reduction, Mechanism explains how it works, and Economic assessment examines costs.

A crime prevention program works well in urban neighbourhoods but poorly in rural areas. Which EMMIE component explains this difference?

Moderators — the conditions or circumstances that influence when and where a strategy works best.

According to Lum, Koper, and Telep (2011), which policing strategies are often effective or ineffective in the EBP Matrix?

Proactive, place-based, focused strategies are often effective. Reactive, individual-focused strategies are often ineffective, produce mixed results, or backfire.

What does the EBP Matrix reveal about patterns of effectiveness?

It groups evaluation studies by Type, Proactivity, and Specificity to identify common features of effective, ineffective, or mixed-result policing strategies.

Police identify a high-crime neighbourhood and proactively increase targeted patrols to prevent future offences. Based on the EBP Matrix, what outcome pattern is most associated with this strategy?

Often effective — the strategy is proactive, place-based, and focused. This is a general research pattern, not a guarantee.

Police respond to individual offenders only after crimes occur, using a narrowly focused reactive strategy. What does the EBP Matrix suggest?

Reactive, individual-focused strategies often have ineffective, mixed, or backfiring results, according to the pattern highlighted in the lecture.

What is police recruitment, and what is its main goal?

Police recruitment involves activities such as advertising, career fairs, and social media to attract potential applicants. The goal is to develop a pool of qualified individuals interested in policing.

What is the difference between police recruitment and police selection?

Recruitment attracts potential applicants to policing, while selection evaluates applicants from that pool to determine who meets the job requirements and should be hired.

What are the three major challenges facing police recruitment?

1. High retirement rates create vacancies. 2. Young people are less interested in policing careers, potentially due to negative perceptions or experiences. 3. Higher employee turnover rates.

What is the difference between screening out and selecting in during police selection?

Screening out removes applicants with undesirable qualities or who fail essential requirements. Selecting in identifies applicants with desirable qualities relevant to successful police performance.

What undesirable and desirable qualities are considered during police selection?

Undesirable: Failure to meet essential requirements, serious health concerns affecting suitability, serious substance misuse, or serious criminal activity. Desirable: Fitness, cognitive aptitude, personality, knowledge, personal qualities, and meeting essential requirements.

What are the three research stages of police selection?

1. Job analysis: Identify relevant knowledge, skills, and abilities (KSAs). 2. Construction: Develop or adopt instruments to measure KSAs. 3. Validation: Determine whether measured KSAs relate to post-hire job performance.

A police service launches a social media campaign and attends career fairs to encourage young adults to apply. Is this recruitment or selection?

Recruitment — the agency is attracting potential applicants rather than evaluating who should be hired.

A police agency rejects an applicant who cannot meet an essential job requirement and prioritizes applicants with strong cognitive aptitude. What two selection approaches are demonstrated?

Screening out — excluding applicants with undesirable qualities or unmet requirements. Selecting in — identifying applicants with desirable qualities.

A police psychologist interviews experienced officers to determine the skills and abilities required for effective policing. Which research stage is demonstrated?

Job analysis — identifying the KSAs necessary for successful police performance.

Researchers develop a test measuring police applicants' decision-making abilities and later examine whether scores predict their job performance. Which research stages are demonstrated?

Construction — developing the test. Validation — determining whether test scores relate to post-hire performance.

What are KSAs in police selection, and what does each component mean?

KSAs stand for Knowledge, Skills, and Abilities. Knowledge:

-Information an applicant knows (e.g., laws and procedures).

-Skills: Learned competencies developed through practice (e.g., communication or conflict resolution).

-Abilities: Capacities to perform tasks (e.g., reasoning, problem-solving, or decision-making).

What five methods can researchers use to identify relevant KSAs during job analysis?

Surveys, observational methods (e.g., ride-alongs), interviews, existing research, and current police practices.

What is a major challenge during Stage 1 (Job Analysis)?

Determining which KSAs are important for effective policing and should be included in the selection process.

What five methods can be used to assess KSAs during Stage 2 (Construction)?

Background checks (character), interviews (essential requirements), exams (cognitive aptitude), questionnaires (personality), and simulations (job-related scenarios).

What are the major challenges during Stage 2 (Construction)?

Choosing existing versus new tools, general versus police-specific tools, checking legality and relevance, selecting suitable assessment methods, measuring difficult KSAs (e.g., humour), and constructing appropriate test items.

What is predictive validity in police selection?

The extent to which scores on a selection instrument predict future job performance after an applicant is hired. It is the primary form of validity emphasized in Stage 3.

Researchers accompany police officers on ride-alongs to observe the abilities required during real calls. Which stage and method are demonstrated?

Stage 1: Job Analysis — observational research used to identify relevant KSAs.

A police agency decides that humour is important for handling stressful situations but struggles to measure it accurately. Which stage and challenge are demonstrated?

Stage 2: Construction — difficulty developing an instrument that measures a particular KSA.

A police agency uses a personality questionnaire originally designed for the general public to assess recruits. What construction concerns should researchers consider?

Whether the existing tool is legally appropriate, relevant to policing, and suitable for measuring the intended KSA.

A police psychologist designs realistic conflict scenarios to evaluate how applicants respond under pressure. Which selection method and stage are demonstrated?

Stage 2: Construction — simulations or situational tests measuring job-related KSAs.

Researchers compare recruits' selection test scores with their job performance after being hired. What are they evaluating?

Stage 3: Validation — predictive validity, or whether selection scores predict future police performance.

What are the three major challenges during Stage 3 (Validation)?

1. Choosing an appropriate measure of job performance. 2. Accounting for faking good (dishonest responses). 3. Range restriction, which can produce misleading validity coefficients.

What is faking good in police selection?

When applicants intentionally provide overly positive or dishonest answers on questionnaires or during interviews to appear more suitable for the job.

What is range restriction, and how can it affect predictive validity in police selection?

Range restriction occurs when screening removes applicants with lower scores, leaving a narrower range of scores among those hired. This can weaken or distort validity coefficients, making it difficult to determine how well a selection test predicts job performance.

A police agency only hires applicants with high selection test scores. Researchers later find a weak relationship between test scores and job performance. What issue could explain this?

Range restriction — because only high-scoring applicants were hired, there is limited variation in test scores, potentially weakening the observed validity coefficient.

Researchers find that a selection test predicts supervisor ratings but not other measures of police performance. What validation challenge does this illustrate?

Choosing an appropriate performance measure — different measures of job performance can produce different validity results.

What is construct validity in police selection?

The extent to which a selection instrument actually measures the psychological construct or quality it is intended to measure, such as personality or cognitive aptitude.

What is convergent validity?

Evidence that a selection instrument is strongly related to other measures of the same or closely related construct.

What is divergent (discriminant) validity?

Evidence that a selection instrument is not strongly related to measures of different or unrelated constructs.

What is face validity?

The extent to which a selection instrument appears, on the surface, to measure what it is supposed to measure.