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 

• Encounter Citizens 

• Encountering  the Criminal Justice system 

• Encountering the police department 

• The impact on the Seniority System- getting the most calls  

• Pros and Cons of Seniority System 

• 1. Busiest shift 

• 2. (4pm-12pm)

• Weekends off

Many officers develop the habit of seeing danger in situations where it may not exist- Domestic violence calls 

Six factors that shape and help to explain police unique behavior:

• Law

• Bureaucratic Control 

• Culture of “adventure/ Machismo”

• Safety 

• Competence 

• Morality 

Sexual Harassment- unwanted sexual advances, suggesting sexual affairs or discrimination 

• 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” 

Active- more contact with citizens , always moving 

Passive- they indicate fewer contact with citizens, job that fits you 

Salaries and fringe benefits- are one of the most attractive aspects of jobs in law enforcement 

Promotion-  Civil service usually require an officer to serve a certain number of years in rank before being eligible to apply for promotion. you inspire to be promoted to a higher rank, more benefits and more money.

Assignment- detective unit, traffic, uniform officer.

Lateral Entry- The opportunity to move to other police departments usually resulting in keeping all seniority and not having to start over as a rookie cop.

Outside Employment- A significant number of police officers supplement their incomes with outside employment 

Limited Restrictions

1. Alcohol

2.Pornographic material

3. Politics

4.Gambling 

Traditional Performance Evaluations- An effective system should identify and reward good performance, establish a basis for which officers deserve promotion, identify inadequate performance, and provide a basis for correcting those performance problems

• Problems with performance evaluations 

• Clarity- how clear the police department policies are, performance wise 

• Halo Effect- doesn't make you great at everything 

• Central Tendency-Everybody is average, same level, not good not bad.

• Grade Inflation- Everybody gets inflated that don’t deserve it

• The factors associated with job satisfaction in policing fall into five general categories:

• 1.Nature of police work

• 2.Organizational factors

• 3.Relations with the community  

• 4. Relations with media and political leaders

• 5.Personal or family factors 

  75% divorce rate for police officers 

• Studies have reported higher rates of:

• Suicide 

• Alcoholism 

• Nicotine 

• Medical issues (esp. Heart attacks)

• Job stress and suicide 

• More officers die from suicide then are shot and killed in the line of duty 

• National institute for Occupational Safety and Health 

• Specific rights of police officers are enumerated in two aspects of the law:

1. Law enforcement officers bill of rights laws

2. Police union contracts 

Turnover: Leaving Police work

• Police officers leave police work because of:

• Retirement 

• Death- 66 years old 

• Dismissal 

• Voluntary resignation 

• Layoffs resulting 

• Financial constraints 

• Women