Being a Chief of Police, it is essential to consider a minimum of a five-step plan to identify and hire officers appropriately. In this regard, I would apply written tests, medical examinations, performance-simulation tests, work sample test, and background investigation.
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First, it is crucial to examine the applicant’s background information. The past behavior might clearly illustrate both positive and negative traits of the potential officer. Second, the medical examination would reveal health problems and restrictions to complete all the constituents of police work. At the same time, no person with disabilities should be denied access to the application (“Legal Issues” par. 7).
Third, the next step would be written tests aimed at the personality and interests’ detection as well as cognitive ability identification. As a rule, such tests contribute to the applicant’s comprehensive evaluation and allow predicting the person’s perspective behavior in the framework of police work. The following step is the realization of performance-simulation tests that are rather beneficial for the applicant to comprehend job-related requirements. They might comprise a series of challenges and assignments associated with the identified job position. What is more, work sample tests would be used to assess the abilities of applicants? The mentioned tests are a diminutive replica of the job allowing the employee to detect the employer’s performance abilities.
In this connection, I reckon that they would be useful to apply while hiring new officers. In addition, it is also crucial to make a plan in accordance with Affirmative Action that specifies the minority involvement in the police department work and the Fair Labor Standards Act that ensures equal hiring opportunities for all the applicants regardless of sex, race, and other aspects.
“Legal Issues.” UW Homepage. N.p., n.d. Web.