Politsei käitumine peegeldab riigi positsioone terves reas küsimustes. Samas on politsei käitumine alati indiviidispetsiifiline, sõltuvuses konkreetsest inimesest. Õnneks on USAs palju politseinikke, politseiga seotud juhtumeid ja huvi ning võimekust uurida ja otsida vastuseid mitmetele väga olulistele küsimustele, sh sellele, kuidas leida (valida) häid politseinikke.
Artikkel võiks huvi pakkuda kõikidele politseinikele, politseiharidusega seotud funktsionääridele aga ka näiteks personalitöötajatele paljudes organisatsioonides.
Police abuse of authority sparked civil disorder in nearly every decade since the 1950s and, for some departments, misconduct scandals are almost cyclical (Anechiarico and Jacobs, 1996; Lardner and Repetto, 2000). Though 30 years apart, the images of four LAPD officers beating Rodney King on March 3, 1991, and Derek Chauvin kneeling on George Floyd’s neck on May 25, 2020 demonstrate the horrific consequences of police abuse of authority (Poon and Patino, 2020). Both incidents, and many others, have led to public outrage, large civil judgments paid to victims, blue ribbon commissions, and persistent demands for police reform (Poon and Patino, 2020; White et al., 2021).
Püüdlused on vanad, kuid …
More than 50 years ago, the President’s Commission on Law Enforcement and the Administration of Justice (Katzenbach Commission, 1967) recommended proper screening of applicants to weed out those who are ill-suited for the policing profession. Nevertheless, both empirical research and practical experience have demonstrated the difficulty in identifying individuals who are at-risk of engaging in misconduct (Christopher Commission, 1991; Mollen Commission, 1994). […] More recently, the President’s Task Force on 21st Century Policing (2015) also highlighted the limitations of the current hiring and recruitment processes in police departments.
The current study seeks to address this research gap through an examination of police officer attitudes regarding the traits, characteristics, and skills believed to be hallmarks of an exceptional police officer.
Across career fields, most personality measures poorly correlate with job performance, often accounting for only about 5% of the variance (Baez, 2013).
The aforementioned research has informed the traditional police department processes for screening applicants in a hiring pool. In fact, there is general consensus on two points: (1) that there are certain characteristics that should serve as “red flags” for potential employment; and (2) police departments should conduct extensive background examinations to determine whether applicants possess those characteristics (see White and Kane, 2013).
Head politseinikud võiksid viljeleda häid praktikaid. Aga mis need on?
The uniformity across these studies permits the start of a short list of agreed-upon characteristics that reflect the principles of good policing:
(1) Peel’s moral character—integrity, honesty, fairness, sincerity, ethical;
(2) Muir’s (1977) perspective—empathy, compassion, humility; and
(3) Good communication skills (including effective listening, speaking, and writing abilities).
Our results build on a handful of prior studies that have begun to identify those sought-after traits, including honesty, integrity, ethics, compassion, empathy, as well as communication and listening skills. Nevertheless, more research is needed to establish an evidence base on what makes someone a good cop, especially from the community’s perspective. The results also suggest preliminary steps for finding good cops through expansion of existing screen-out processes to also screen-in, application of some academy training processes to the hiring pool, and enhanced proactive recruitment to find individuals who possess these traits.
Terpstra, B., White, M. D., & Fradella, H. F. (2022). Finding good cops: the foundations of a screen-in (not out) hiring process for police. Policing: An International Journal, (ahead-of-print).