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Personnel Systems

This document outlines critical considerations for organizations in recruiting, selecting, training, and retaining employees. It emphasizes the importance of identifying qualified candidates who align with organizational goals. Key topics include legal constraints such as OEO laws and affirmative action, discrimination testing methods, and the impact of diverse hiring on departmental effectiveness. The recruitment process should strive for a pool of qualified applicants through systematic screening and selection techniques, ultimately leading to enhanced organizational performance and employee satisfaction.

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Personnel Systems

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  1. Personnel Systems Recruitment, Selection, Training, Development, & Retention

  2. General Considerations • Organizations must identify and employ those who are best capable of performing the job • Assumes: • Clearly articulated organizational goals • Understanding of employee roles • Understanding the tasks officers will be expected to perform

  3. Consequences of Hiring Decisions • Long lasting • High level of investment • Quality of activity and output • Removal is a difficult process

  4. Constrains • OEO Laws • 1964 • 1992 • Court Decisions • Disparate treatment – based on a person falling into a certain class • Disparate impact – against a class or group of people that fall under the protection of the act

  5. Law Constraints • OEO laws Affirmative Action - Title VII of the 1964 Civil Rights Act fail/refuse to hire or compensate, conditions or privileges or deprive employment opportunities

  6. Court Constraints • Griggs Criteria – method for establishing discrimination • Restricted Policy – adopts policy that excludes category • Disparate Rejection – 4/5ths rule • Population comparison - % of minority in organization with % of minority in population • McDonnell-Douglas Test – qualified minority applies – is rejected but position stays open

  7. Supreme Court • Lessening of Title VII Requirements • Reverse discrimination (Baake v California) and Wards Cove Packing Co. v Ationio • Employment Lists – not rank ordered but “banding” lists will be provided • Equal Employment Act of 1992 • Prohibited use of statistical data for adjustments for minorities • Re-introduced disparate impact

  8. Why Eliminate Discrimination? • Diversity makes Departments more sensitive and effective in interacting with minorities • Diversity tends to reflect a more positive image in many quarters of the community • Integration results in more minority input in police policy formulation which results in better police service to the community

  9. Gender Difference • Men – morality of justice • Women – morality of care

  10. Recruitment Development of a pool of sufficiently qualified applicants from which to select Barriers Institutional – forms, application process, etc. Personal – personal preferences, prejudices

  11. Process Alternatives • Screening Out • Screening IN

  12. Processes Alternatives (cont) • Screening out • Selects applicants from a pool of minimally qualified • Attempts to identify those who are unqualified and remove them from consideration • Employees are selected from those that remain

  13. Processes Alternatives (cont) • Screening In • Selects applicants from a pool of highly qualified applicants • Organizational goals, values, and tasks are clearly articulated • Procedures are used that identify the “best qualified” applicants • Selections are made form this more limited pool

  14. Residency requirements Vision requirements Education Standards Physical strength & agility Age standards Background & work history Medical standards Psychological screening Selection – Minimum Standards

  15. Selection Process • Written test • Simulated work situation • Oral Interview • Screening • Final Selection • Assessment Center

  16. Training • Basic training • FTO • In-Service

  17. Basic Training • Criminal Justice System • Law • Human Behavior • Patrol and Investigation • Skills • Department Administration & Operations

  18. FTO Training • Continued Instruction • Standardization • Testing • Probationary Period • 3 months • 6 month • 12 months

  19. In-Service Training • Requirements (Minnesota POST) • Monitoring Reports • Management Training • Skill/Knowledge • Personal Health/Welfare

  20. Career Development - Retention • Lateral Expansion • Investigation • Traffic • Etc. • Vertical Expansion • Corporal • Sergeant • Lieutenant • Captain • Etc • Horizontal/Vertical Migration

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