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Homework answers / question archive / Discuss the impact of Title VII of the Civil Rights Act of 1964
Discuss the impact of Title VII of the Civil Rights Act of 1964. How has it affected police departments today? What have been the positive and negative impacts of this law? How has this law affected you as a student?
https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964
https://www.inc.com/encyclopedia/human-resource-management.html
Part III People in the Police Organization
Chapter 10 Police Human Resources Management
© 2011 Delmar, Cengage Learning
Learning Objectives
List the components of the police human resource system.
Understand the components of the civil service system and how they affect officers.
Be familiar with the various components in the police selection process.
Distinguish between academy training, field training, and in-service training.
Understand how police performance is evaluated.
Discuss the police promotion process.
Explain the components of a police assessment center and how it operates.
© 2011 Delmar, Cengage Learning
Human Resource Management
The process of acquiring, training, appraising, and compensating employees
Attending to their labor relations, health and safety, and fairness concerns
Ensures employees are capable of performing in accordance with today’s expectations
Develops programs to prepare employees for tomorrow’s changes
© 2011 Delmar, Cengage Learning
The Human Resources System
Internal operation
Function is housed inside the police agency
Operations are carried out by police officials
External operation
Activities are handled by a civil service commission or a government human resources department
© 2011 Delmar, Cengage Learning
Civil Service
A system whereby employees are hired, retained, advanced, disciplined, and discharged on the basis of merit
The Pendleton Civil Service Act of 1883 was the first permanent legislation enacting civil service.
Human resource managers are concerned with:
Civil rights
Discrimination against the disabled
Sexual harassment against employees
© 2011 Delmar, Cengage Learning
Civil Rights
Title VII of the 1964 Civil Rights Act establishes the basis of fair employment practices.
Applies to all public and private employers with 15+ employees
Applies to educational institutions and governments
Applies to unions with 15+ members
The Civil Rights Act of 1991 requires that employers must show that an employment practice is:
Job-related for the position
Consistent with business necessity
© 2011 Delmar, Cengage Learning
Discrimination against the Disabled
In 1990, Congress passed the Americans with Disabilities Act (ADA).
Prohibits discrimination against applicants with disabilities who can perform essential job functions
The ADA protects several classes of people who had been routinely excluded from law enforcement:
People infected with HIV
Rehabilitated drug addicts
© 2011 Delmar, Cengage Learning
Sexual Harassment in Policing
Unwelcome sexual advances, requests for sexual favors, and other physical or verbal conduct of a sexual nature
Constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly
Affects an individual’s employment
Unreasonably interferes with an individual’s work performance
Creates an intimidating, hostile, or offensive work environment
Types of sexual harassment:
Quid pro quo
Hostile work environment
© 2011 Delmar, Cengage Learning
The Job Analysis
Identifying the job
Determining its content
Tasks, duties, and responsibilities
Working conditions
Skills and characteristics required
Writing a job description and specifications or qualifications
© 2011 Delmar, Cengage Learning
Recruitment and Selection
Recruitment
The development of a pool of sufficiently qualified applicants from which to select officers
Selection
Identifying those in the applicant pool who will be chosen for police service
© 2011 Delmar, Cengage Learning
Recruitment of Police Candidates
Determine the type of person needed by the department
Identify minimum standards to guide recruitment efforts
Ensure minorities and women are represented
© 2011 Delmar, Cengage Learning
Minimum Selection Standards
Residency requirements
Age requirements
Education requirements
Height and weight requirements
Vision requirements
© 2011 Delmar, Cengage Learning
Selection of Police Officers
Personal interview
Written examinations
Physical ability testing
Background/polygraph examination
Medical examination
Psychological examination
Oral interview
© 2011 Delmar, Cengage Learning
The Model Selection Procedure
Institute the phases that screen out the greatest number of candidates early in the procedure
Place the most expensive procedures at the end of the process
© 2011 Delmar, Cengage Learning
Police Training
In-service or career development training
Constantly updates skills and knowledge base of veteran officers
Effort is made to keep officers current
Academy training
The initial training an officer receives
Orients new officers to the department
Indoctrinates new officers to the department’s goals and objectives
Provides new officers with the necessary skills and knowledge required for the job
© 2011 Delmar, Cengage Learning
Field Training Officer Program
Designed to ensure recruits have the basic competencies to perform as police officers
After basic training, recruits work under the supervision of a field training officer
FTO trains them in actual street experiences
© 2011 Delmar, Cengage Learning
Performance Appraisal
Used in several areas affecting employees’ salary, status, and benefits
Includes:
Formalized feedback to employees
Training
Horizontal job changes
Compensation
Disciplinary actions
© 2011 Delmar, Cengage Learning
Promotions
Used to advance officers to higher ranks or leadership positions
Promotional components include:
Written examinations
Performance appraisals
Oral interview board
Seniority
Education and training points
© 2011 Delmar, Cengage Learning
Assessment Centers
Multiple techniques must be used
Multiple assessors must be used
Outcomes must be based on pooling information from techniques and assessors
Evaluations are made at a separate time from the observation of the measured behavior
Simulation exercises must be used
Dimensions or criteria measured are a result of a job analysis
Techniques used are designed specifically for measuring the desired dimensions
© 2011 Delmar, Cengage Learning
