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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


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? 

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


The development of a pool of sufficiently qualified applicants from which to select officers


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


Formalized feedback to employees


Horizontal job changes


Disciplinary actions

© 2011 Delmar, Cengage Learning


Used to advance officers to higher ranks or leadership positions

Promotional components include:

Written examinations

Performance appraisals

Oral interview board


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

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