le final
Terms
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copy deck
- local training hours
- 32 weeks, 12 weeks of field training- 44weeks
- recruit training
- penal law, criminal procedure law, firearms, driving, physical raining, defensive tatics, report writing, first responder, radar, traffic/criminal investigations.
- role play
- trying to preform a task in a controlled enviroment
- cognitive
- acquiring new knowledge, understanding, and thinking skills. Definitions of crime, translating legal terms so others can understand them, and evaluating a given situation when given certain facts and making a decision based on facts and the knowledge of the law.
- psychomotor skills
- muscle memory, peition, crie scen prese ations
- affective
- relates to learning that impacts ones values, emotions, and/or attitudes. Persons are “set in their ways†to benefit from training an officer must be willing to learn.
- blue wall of silence/blue curtain
- watching out for those who watch our fou you. us v. them
- symbolic assaliant
- trained to be suspicious, increased isolation and solidatiryt, suspicion could be the difference between life and death.
- written exam
- 1/3 of applicants fail the civil service exam. band socring is used, people are grouped together according to scolue.
- rule of three
- statute made rule which requires consideration of the top three candidates on a ranked eligibility list for every open entry level position
- physical agility test
- used to be part of ranking, now its pass/fail. lose 1/3-1/2 of reaming recruits.
- medical exam-
- vison, color vision required. height/weight requriements
- blue flu
- a bunch of cops call in sick at the same time
- police misconduct
- criminality, civil rights violations, administrative violations, moochers
- grass eaters
- wont seak out oppertunitys for misconduct
- meateaters
- seak out oppertunity for misconduct
- Gorden Urlocker
- Chief of RPD arrested by FBI.
- garrity
- under order to answer questions. a peron under investigation from internal affairs does not have the protcet under the 4/5th amendment
- punishemtn
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susped w/ or w/out pay
fired
letter of reprimand
demotion
coching/counseling - what do they train for
- train for knowledge, not experience
- psychomotor
- motor skills and the ability to physically perform a specific behavior. Learning to walk or ride a bike, properly firing a weapon, conducting a crime scene search, dusting for fingerprints, safely driving at high speeds. Officers revert to the manner in which they learned such skills.
- cognitive steps
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Knowledge-ability to remember
Comprehension- ability to grasp the meaning of words and concepts
Application- ability to use learned material in new situations
Analysis- ability to break down material into its component parts so that its structure can be understood.
Synthesis- ability to put parts together to form a new whole
Evaluation- ability to judge the value of material for a given purpose. - field training
- consists of formalized, actual on-the-job instruction by specially selected and trained personnel called field training officers. Usually occurs after the classroom portion of the training. Recruits are assigned to a field training officer who will evaluate them. If they don’t do well they may be assigned to remedial training.
- on the job training
- ongoing training is needed to keep up with the changing laws and procedures. Training received by officers following their recruit training. Done at the departments facilities, usually during working hours. Can include legal updates, new procedures, new weapons. “refreshersâ€
- advanced/specialized training
-
- sessions that address specialty topics or material that is an extension or a more enhanced version of what was received at basic academies. Traffic accident specialists,
Executive and managerial training: focuses on administrative decision making or supervision skills. Leadership, motivation, budgeting. California command college
Citizens police academy means of establishing a liaison and dialogue with the community. Course is open to residents of the jurisdiction and covers many of the same topics as taught in a regular police academy. Taught by local law enforcement officers. - higher education
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Behavior- better job performance. Educated officers will be less likely to put the agency in a liability situation. They will be more aware of cultural, political, and social biases. They receive fewer complaints and subsequent disciplinary actions. It may not reduce disciplinary actions taken against the officer.
Communication skills. Better written and oral communication skills. Make better discretionary decisions, have more empathy and tolerance for people with different attitudes and lifestyles. Better problem solvers but less courteous
Attitudes/demeanors:
Police officers should be tolerant and understanding because they work with a variety of people from different cultures, and backgrounds. educated officers are less likely to involve the criminal justice process less cynical and more open-minded. Higher education is not necessarily linked to job promotion
The violent crime control and law enforcement act of 1994- provided for the establishment of the office on community policing,. Innovative approaches to community policing - symbolic assailent
- a person who uses “gesture, language, and attire that the police have come to recognize as a prelude to violence. Police are trained to be suspicious
- detraining syndrome
- the process of transforming the highly motivated, idealistic recruit to one that is disillusioned and distrustful.
- recruitment/ active-passive
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the development and maintenance of an adequate supply of qualified persons interested in being employed by a specific agency.
Active recruitment- when an agency makes a concerted effort to attract candidates to it.
Passive recruitment- when the agency has openings and takes applications from those who come to the agency. No outreach or concerted effort is made to attract candidates - process of hiring
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Pre-application conference- to convey information about the job, required training and the agencies expectations of its personnel.
Written exam- English, grammar, spelling, comprehension, vocab, mathematics, writing samples, memorization of facts, reasoning, interpretation, questions about material disturbed before the examination that applicants were told to study
Interview:
Background check:
A formal review and verification of the candidates formal education, current and previous residences, current and prior employment, traffic and criminal citations and convictions. Interviews with neighbors and references,
Conditional offer of employment: - conditional offer of employment
- candidate is suitable and eligible for hire at that point in the selection process. The candidate will be employed if certain other factors related to physical ability, medical and mental conditions are within job related limits.
- polygraph
- Lying leads to conflict, conflict causes fear and anxiety and theses mental states are the direct cause of measurable physiological changes
- psychological test
- Measure intelligence, interests/preferences, and personality traits
- medical
- respiratory, circulatory, or skeletal conditions that are early signs of existing or degenerative diseases or conditions that would interfere with the performance of required tasks and functions.
- eligibilty list
- a central personnel agency may actually conduct the initial phases of the selection process and develop a list of qualified candidates
- probationary period
- their employment is conditional. Performance must meet acceptable standards, attitudes towards others, willingness to follow orders, and ability to be a team player are evaluated. May be fired for no given reason.
- civil rights act of 1964?
- cant discriminate on race, color, religion, sex or national origin. Protected classes race color, religion, sex, or national origin. Persons over age 40, pregnant women, handicapped, the disabled (title VII)
- adverse impact
- seems reasonable but is discriminatory to certain groups.
- griggs v. duke power company
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first interpretation of the civil rights act by the court, good intent or absence of discriminatory intent does not redeem employment procedures or testing mechanisms that operate as “built-in-headwinds†for minority groups and are unrelated to measuring job capabilities.â€
Employment practice must related to job performance. Job qualifications must be related to job performance. High school diploma imposed for promotions was the case.
court ruled that having your dimploma did not mean you were more eligble for promtoion - consent decrees
- mandated many agencies to hire and promote women.
- political promtoin
- who you know. Does not consider merit or ability
- seniority
- the officer with the longest tenure or length of service with the agency gets the promotion when there is an opening
- past achievment
- if officers do an excellent job in one rank, they are promoted to the next rank.
- appoint on merit
- promotion based on ability to perform at the next level. Evaluation of candidates and the talents, skills, and knowledge needed for the promoted position.
- assesment center
- observation and measurement of what a candidates does and how wll it is done in simulated job situations or scenarios that would be encountered in the promoted position. May involve interviews, oral presentations, psychological testing, writing memos, and role playing.
- Boston police strike of 1919
- police had been at odds with city for over a year about pay rise and working conditions. The officers didn’t believe that the city offered them a high enough pay rise. Almost all officers went on strike, rioting and looting occurred in the city. The army was and militia was called in to gain control of the city. Public lost respect for the police.
- occupational deviacne
- an akin to police crime, but in these situations the acts probably could not have been committed by anyone not employed in the police occupation.
- abuse of authoriyt
- mistreatment or violation of human and legal rights.
- differntial association
- edwin Sutherland. Suggests that criminal behavior results when one is exposed to the patters or definitions of others which are favorable to or supportive of antisocial behavior. Crime is learned from close personal contacts with others `
- chicago school
- examined the conditions in which people grow and develop for an explanation of crime.
- social control
- internal controls and restraining controls from other significant influences dramatically influences behavior.
- history of police union
- traced to when mechanics, carpenters, and other craftsment joing unions. wanted shorter work day and better wages. benevolent assocaitions- focues on improving the working conditons and providing assistence to its mevers who suffered losses.