Help
Options
Question
recruiting can be?
click to flip
Didn't know it?
click below
click below
Knew it?
click below
click below
Don't know
Question
departments ability to recruit depends on? (5)
Remaining cards (139)
Know
retry
shuffle
restart
0:00
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
policing test 2
| Question | Answer |
|---|---|
| recruiting can be? | time, people, and monetary intensive |
| departments ability to recruit depends on? (5) | job seekers desire to join dept., labor market conditions, community attitudes toward department, recruiting resources, recruiting efficiency. |
| 3 elements that attract a pool of applicants? | minimum qualifications, the recruitment effort, applicant's decision to apply. |
| examples of minimum requirements? (6) | age, education, vision, physical standards, criminal record, residency |
| residency | only recruit people wholive within area they are applying for. |
| motivations for choosing law enforcement as a career? 5 things | helping people, job security, fighting crime, excitement of job, prestige of job. |
| the first federal action to eliminate discrimination in employment? | title VII 1964 civil rights act |
| Disparate treatment vs disparate impact? and examples | DT- prohibited discrimination against individuals falling into certain classifications. ex:race color, DI- legislation was intrpted to mean that employees could not discriminate against classes or groups of people that fell under the protection act. hireq |
| the primary methods for establishing discrimination? | disparate rejection rates, population comparisons |
| Griggs v duke power co. | business had to demonstrate that job requirements are reasonably related to the job. also established new standards by which to judge the existence of discrimination in agencies. |
| Equal oppounity act of 1972 | now required small businesses to follow discrimination laws |
| American with disabilities act 1990 | prohibits discrimination of individuals based on disabilities, which includes both mental and physical conditions. |
| Civil rights act 1991 | prohibited use of statistical or other adjustments that would give minorities an advantage over majority candidates. |
| affirmative action program conditons (3) | programs must be designed to resolve past discrimination, address onlythe groups who have been discriminated against, identify goal, and once goal is achived the action be terminated. |
| when was the first minority employed? | Washington dc in 1861 |
| refers to one bad thing leading to another that has a widespread difference in the end | cumulative disadvatage |
| 2 reasons for disparities in minorities in policing? | institutional barriers- formal and informal barriers pd's erect to dissuade minorities fro applying or staying once hired. Personal preference- minorities lack of interest in police field. |
| 2 barriers to women entering law enforcement? | gender ideology- system of beliefs that attempts to justify differential treatment of women. gender bias- belief that women cannot adequately perform duties typically assigned to men. |
| gender is based on? | cultural norms |
| where and when 1st female in policing? | los angeles in 1910 |
| women originally? | were not allowed to perform same duties as men. |
| 3 reasons for minorities and integration of police departments? | diversity makes a department more sensitive and effective in dealing with minority problems, diversity reflects a more posiive image in community, integration leads to more minority police input. |
| research started in what era? | professional |
| results of domestic violence experiment? | thought best way to handle domestic violence and deter by arrest. however, they saw arrest could be worse. based on context (ses, neighborhood, relationship). |
| case stating there are two types of sexual harassment? | meritor savings bank v vinson |
| 2 distinct types of sexual harassment | quid pro quo- harassment exists when there is a tangible economic detriment as a result of a refusal to sex advances. Hostile work env.- unwlcome sexual conduct has the effect of reasonably interfering with an indiviuals work performance or crte intim env |
| (3) ways to tell if a hostile work environment exists | conduct physically threatening or humiliating as opposd to being offensive, conduct resnbly intfere w/ work perf, conduct affect employee's psychological well being |
| Training for police officers is? | usually regulated by state agency, and minimum requirements are set by state law. |
| 3 phases of training | academy training, field officer training, in service training. |
| percent of police departments that perform backgroundchecks? | 96 |
| standards for background checks (7) | driving and accident records, criminal behavior, drug and alcohol usage, honesty, work record, intrpersonal relationships, financial management |
| process by which department contact applicants references to try and find their positive work attributes | character investigation |
| departments should look at what when establishing a drug usage policy? (4) | recency of usage, patterns and frequency of usage, types used, involvement in sales and distribution |
| objective judgement vs subjective judgement examples | written test, v. oral interview |
| police academy used for? | formal training, weeding out unqualified recruits, rite of passage that socializes recruits. |
| basic training curriculum develop through? | job analysis |
| provides rudimentary level of competency before entering into police work, and provides basic skills | police academy |
| 3 objectives of field officer training? | reinforce stuff learned in basic, ensure officers apply what they learned in basic, provide more detailed info about aspects of the job. |
| a program that attempts to bridge the gap between the academy and practicioner | field officer training |
| training that is designed to provide veteran officer/ new skills or update them regarding changes to aw, procedures, etc. | in-service training. |
| what percentage of major metropolitan departmnts hve their own academy? | 3/4 |
| court case that identified 3 factors that should be considered indetermining whether a hostile work environment exists? | harris v forklift systems |
| screening in v. screening out? | SO- applicants who agency has found no reason to reject. SI- when organizational goals, values, and tasks are stated clearly and help identify best candidates, and selections are made from this more restricted pool. |
| how a department is structured and shaped | organization |
| processes that occur within structure | management |
| combination of organization and management | administration |
| supervisors in administraion, middle manager, and front lines? | admin- chief assistant chief, majors MM- capt lt. 1st line- sergeants |
| quasi military style similarities (5) | uniforms, military rank structure, command structure of top down, authoritarian, weapons authority to arrest and use lethal force |
| differences to military structure (4) | serve citizens, services requested by individual, consumed by laws protecting rights of citizens, routinely excercise discretion, |
| the militray serves? | the interests of the federal govt. |
| criticisms of quasi military structure (5) | us vs them, encourages idea of war on crime, authoritarian command style is contrary to deomocratic participation, authoritarian style produces low morale, rigid rank structure does not leave a lot of room for promotion |
| policing should be more about? | order maintenance than control |
| bureaucracy is? | organizational format whose primary focus is efficiency. |
| characteristics of bureaucracies (9) | complex org, task specialization, hierarchial rank structure, responsibility for certain tasks delegated to lower level employees, clear chain of comm, clear unity of comm, written rules and regs, info flows up n down, clear career paths |
| police administrators make rules and policies that affect buraecracies | administrative rulemaking |
| benefits of bureaucracies (4) | specialization to attack a specific crime, coordinated activities, control of police discretion, reduced misconduct |
| Problems with bureaucracies (4) | rigid inflexible and unable to adapt to external changes, communication within org breaks down, tend to be inward looking and isolated from people they serve, stifles creativity. |
| groups of officers of different ranks | vertical clique |
| group of officers of same rrank that withold information to protect officers | horizontal clique |
| why communication breaks down? (4) | witholding information, coverups, compartmentalized information, gossip |
| ways to change bureaucracies (4) | community policing which decentralizes decision making, TQM- democratic, participative management. Task forces- officers from diff ranks based on talent. Creating learning orgs |
| learning orgs are (3) | data driven, learn from mistakes, find differences between implementation failures and conceptual failures |
| primary goals of communnity policing (5) | make policing more neighborhood oriented, focus on probs in neighborhood, prevention of crime and disorder, cooperation with other cj agencies and comm groups, increased citizen involvement. |
| _______ is an extension of problem solving model? | community policing |
| demands and grievances of officers presented formally to management | collective bargaining. |
| police unions are concerned with (3) | better economic benefits, better job conditions, a voice in management process. |
| (2) basic types of issues in contract negotiations | employee benefits and management perogatives |
| contract negotiations start how far in advance of expiration? | 6 to 12 months. |
| when the two sides cannot come to an agreement | impasse |
| primary ways of settling an impasse (3) | mediation, fact finding, arbitration |
| debureaucrazation by (4) | decentralize, deformalize, despecialize, delayerize |
| Gellers reasons that prevent police departments from becoming learning orgs (6) | research is impractical, reluctant to cooperate with outside researchers, fear evals becuz of unfav results, finds from 1 area don't apply to them, admins afraid encourage prob solve will undermine discip, belief that thinking inhibits doing |
| management process that uses crime analysis, examination and mapping of crime, calls for service, and order maintenance | compstat |
| advantages of compstat (5) | clarifies mission and goals, hold managers accountable, organizational power and authority transferred to commanders who are res for part geo areas, resources trans to commanders, data used to identify probs and eval succes and failure. |
| (4) distinct types of supervisors | traditional- encourage a high # of arrests, innovative- get to know officers and emphais police comm relations, supportive- be one of boys active- want to get involved by making arrests etc. |
| to divide work among employees so that it can be performed more efficiently and effectively | specialization |
| describes the departments position relative to some problem or area of concern | policy |
| how officers perform some functions such as documenting the storage of physical evidence | procedures |
| explicitly describe what an officer can and cannot do, such as weapons a department will allow an officer to carry on duty | rules or general orders |
| TQM encompasses (3) primary areas | culture, customers, and counting |
| management decisions that affect the operation of the department such as hiring and promotion procedures, transfer policies, and the purchase of equipment | management perogatives |
| any services the police provide and how they provide them | police operations |
| most important police function? | patrol function |
| how the traffic unit maintains flow of traffic? (3) | enforcement, education, and enginerring |
| looking at where crimes are happening and how many people you need | workload analysis |
| what are made after workload analysis? | allocation decisions |
| most police work is a result of? | citizens calling the police |
| in an effort to ensure emergency calls are dispersed, departments use a? | priority system |
| patrol is? | the backbone of policing |
| functions of patrol (3) | crime prevention, maintain feelings of public safety, available for service. |
| refers to any time an officer is committed to some call or police activity | committed time |
| established by attempting to equalize committed time across all the departments beats | beat boundaries |
| officers generally prefer____ based on______? (3) | two officer units, specific locations, experience in 2 officer units, younger officers. |
| results of boydstons 1977 study on 1 v 2 officer units (5) | one officer units were more cost effective, safer, had fewer citizen complaints, more arrests, field more crime reports |
| types of police patrol (6) | foot, horse, bicycle, car, aircraft, watercraft |
| factors affecting delivery of police services? (5) | # of sworn officers, assignment to patrol, distribution of patrol officers, one versus two officer cars, work styles of officers |
| areas that recieve high amounts of calls for police services | hot spots |
| stopping someone for a minor issue hoping to find more | pretextual traffic stop |
| ways to reduce racial profiling (5) | policies prohibiting it, in service training, training bulletins, require reasonable suspicion prior to consent searches, no spotlighting at night |
| effective pan of control for 1 sergeant is? | 8 police officers |
| extent to which a police department achieves its goals | police effectiveness |
| crime and arrest rates are not an indicator of? | police effectiveness |
| most common individual assessment of police effectiveness? | semi annual and annual performance reviews |
| how officers operate within the department and with other officers | internal measures |
| measure of effectiveness out infield | external measures |
| what is not measured in terms of effectiveness? | order maintenance and service |
| ways to determine police effectiveness at departmental level? (4) | crime rates, arrest rates, citizen police community relations, crime control |
| why police really cannot control crime? (5) | police spend < 20% of time in crime fight activities, reactive in nature and reliant on citizens, many factors involved in crime ojtside of police control, constitution and protection laws limit what police can do, cj sys is not always supprt part in ccnt |
| what percent of calls result in a dispatch? | 1/2 |
| response time components (4) | discovery, reporting, processing, travel |
| when citizens are thinking about response time they are thinking about? | processing and travel time |
| responsibilities of police patrol (11) | deter crime, enforce laws, investigate crim behav, apprehend offen, write reports, coordinate efforts w/ prosec, assist individs in need of assistance, resolve conflicts, keep peace, maintain order, keep traffic moving |
| create blocks of time to implement specialized or directed crime prevention, deterrence, and apprehension activities. | directed patrol |
| citizen delays in calling police are attributable to (3) | apathy, skepticism about polices ability, citizens notifying other people b4 calling police. |
| driving while black started because of problems in which states? | new jersey and maryland |
| applied fruits of poisonous tree doctrine | mapp v. ohio |
| requires police to allow suspects in custody to have access to an attorney when questioning becomes accusatory | escobedo v. illinois |
| required that officers advise suspects of their rights to legal representation and against self incrimination? | miranda v. arizona |
| what kind of investigation happens after case is turned over to invetigative unit | follow up |
| can be examined to learn if any similar crimes have been reported in past | modus operandi files |
| detectives are assigned cases of (3) types | walk throughs where are theys and whodunnits |
| central role of patrol (4) | majority of police officers are assigned to patrol, gatekeepers of cj system so they are msot important decision makers, experience on patrol is an important part of officers career, least desireable assignement |
| respinding to citizen calls other than dispatching an officer | differential police response |
| attempt to deter crime or problems in a specific area through sudden and dramatic increases in police officer presence | saturation patrol |
| examples of why we have the police? (4) | maintaing a social boundary, relieve unpleasant situations, counterpunching, obtain an emergency service |
| most significant factor on an officers discretion is | seriousness of offense |
| when like situations are handled differently | disparity |
| a dispute involving police response that involves two or more people engaged in an intimate relationship. | domestic disturbance |
| officer and department perceptions of domestic violence (4) | private v criminal matter, dv arrests are often dismissed, arrests are a waste of time, have a tradition of not valuing a dv arrest. |
| (3) options in dealing w/ mentally ill | hospitalization, arrest, informal disposition |
| bringing people in for the night for a bed and a meal | mercy booking |
| different types of prostitutes from lower end to upper end | streetwalkers, skeezers, bar girls, brothels, call girls |
| (4) situations that involve more discretion than others | vice crimes, hate crimes, domestic violence, and what to do w/ disenfranchised people |
| findings in study of african american officers? | more likely to engage in coercion, more likely to use coercion against males rather than females |
| minneaplois domestic violence study founnd? | arrest produces lowest rates of repeat violence |
| factors influencing arrest in domestic disputes (5) | mandatory arrest policies, preference of victim for arrest, relationship between victim and suspect, disrespect to police, officer and department perceptions |
| examples of vice crimes (4) | prostitution, porn, gambling, drugs |
| (3) types of vice crimes | illegal selling of goods or services, illegal consumption of goods or services, illegeal performance. |
| problems w/ undercover officers investigating vice crimes (5) | officers must engage in a criminal subculture, possibility of becoming corrupt, potential for increasing crime, entrapment, overlooking criminal acts committed by informants. |
| traditional offenses that manifest evidence of prejudice based on certain group characteristics | hate crimes |
Created by:
jsessler001