You must create a visually attractive pamphlet to attract potential law enforcement officers to inquire for employment.
It is clear that poor recruiting and selection procedures result in hiring, retaining, and/or promoting personnel who cannot or will not communicate effectively with diverse populations, exercise discretion properly, or perform the multitude of functions required of the police. The extent to which recruitment, selection, and retention efforts are successful largely determines the effectiveness and efficiency of any department. Individuals outside policing usually recruit and select officers and chiefs and promote police supervisors. Police and fire commissioners, personnel departments, or civil service board members often determine who will be eligible for hiring and promotion. Assessment teams, city managers, mayors, and council members typically determine who will fill the position of chief. Police officials may make the final selection based on an eligibility list and, in the case of promotions, have a good deal of input.
Recruitment and selection are ongoing processes that recur throughout an officer’s career. Throughout their careers, entry-level officers may be involved in selection procedures involving different assignments (e.g., detective or juvenile officer) and/or to different ranks (e.g., sergeant, lieutenant, commander). For a select few, the process ends with their appointment as chief of police within or outside the organization.
Title VII of the Civil Rights Act of 1964 prohibits discrimination in public employment based on race, color, and national origin and applies to all employers receiving federal financial assistance. Title VII of the 1964 Civil Rights Act, as amended in 1972, extended the prohibition of discrimination in hiring to religion, sex, and national origin and applied to federal, state, and local governments, among others. This act, the Equal Employment Opportunity Act (EEOA), established a commission (EEOC) to investigate complaints of discrimination. In general terms, these laws hold that discrimination occurs when requirements for hiring and promotion are not bona fide (that is, they are not actually related to the job) and when a disparate impact occurs to members of a non-Caucasian group (McCamey et al., 2003).
Assignment Criteria
Assume you are serving as chief of police in your organization. As chief, you must prepare a pamphlet to attract new potential recruits for your department. This informational pamphlet may be used by high school counselors, college advisors, and community employment programs that help people explore career options. Consider recruitment best practices as you think about how to reach your intended audience.
In your pamphlet, elaborate on the benefits of joining the police force to recruit police officers into your organization. Illustrate how your organization is welcoming to diverse applicants, and what people may expect if they apply.
For example, would you consider signing bonuses, and if so, how would you structure them?
Length: 2-3 panel pamphlet, not including title and reference pages
References: Support your assignment with at least 2 scholarly resources.
The completed assignment should address all the assignment requirements, exhibit evidence of concept knowledge, and demonstrate thoughtful consideration of the content presented in the course. The writing should integrate scholarly resources, reflect academic expectations and current APA standards.