History[ edit ] Robert Peel argued in the s that the police should aim to have a cooperative relationship with the public. Police in StrasbourgFrance.
Many issues arise that make the maintenance of ethical employees a difficult task. This exposure over time can be expected to leave an emotionally corrosive impact. To assist in the goal of creating values-based police agencies, one of the primary areas of study of the law enforcement behavioral sciences for more than two decades has been the refinement of preemployment selection techniques that bring values-based individuals to the starting point of a police career.
Screening protocols from psychological test batteries to interactive video Development and challenges of community policing instruments have assisted agencies in selecting men and women who have the skills and values to potentially become successful police officers.
These individuals begin their careers able to not only successfully complete the multiple task demands required of a police officer, but to present personal backgrounds reflective of well developed values systems congruent with those of society.
For the law enforcement administrator, the challenge of the selection of competent and ethical police candidates may be significantly less demanding than the maintenance of a values-based police agency.
To become a law enforcement officer is not an easy task. Intellectual, psychological, and background reviews are completed that many times require the officer applicant to wait months, if not years, to determine if they are successful in obtaining a position in the basic police academy.
Once selected to attend the academy, the applicant faces further academy screening and testing. Demanding academic, physical, and discipline challenges continue to reduce the number of recruits who eventually graduate the academy.
Even then, after successful completion of months of an academy curriculum, a Field Officer Training Program thins the ranks even further of those hoping to successfully complete the probationary period and have the opportunity to serve their respective communities as police officers.
With the exception of a small number of professions in our society, very few, other career fields demand more to obtain an entry level position than law enforcement. Even with these highly selective screening measures in place, why does the field of law enforcement experience the headline cases of wrongful acts perpetrated by officers that potentially taint the entire profession?
Are these cases of "Bad Apples" that should never have been officers and are selection failures or can the experience of being, a law enforcement officer change the existing values structure of the officer?
Can this change cause an abandonment of "Core" ethical values by officers and permit the development of rationalized "Situational Ethics"? The selection of values-based individuals at the entry level appears to have been successfully completed by most law enforcement agencies over the past 20 years.
The maintenance of values-based individuals in police work, however has not been a ma or focus of attention either by law enforcement executives or behavioral researchers until quite recently.
In an effort to reduce ethical violations by officers, agencies continue to address the issue of inappropriate officer behavior patterns by utilizing primarily a reactive investigative model. Although clearly the thorough investigation of inappropriate acts committed by officers is an absolute necessity, it does not reflect a complete management intervention strategy to reduce wrongful police acts.
The reactive investigative prong needs to be augmented by a proactive values maintenance" prong designed to provide officers with the necessary information and insights to maintain core based values.
These interventions would need to take place at routine intervals over the course of a police career and not limited to only entry level academy lectures.
In attempting to create values-based 1cw enforcement agencies the profession demands review of the dynamics that create officers who willfully violate the values structures they possessed at the time of career entry.
Viewing officer values or ethics as a never changing photograph taken at the time of entrance into the career, inappropriately permits ethical violations to be viewed as poor pre-employment selection decisions and misses the essential elements of most inappropriate police behavior patterns.
In reviewing the factors that permit ethical violation to occur within a law enforcement agency, no singular determining causative factor exists that generates these behavior patterns.
There does however, exist several central traits that provide fertile ground for the development of ethical deterioration at all levels of the rank structure.
One of the central traits to values deterioration is the development of a culture of perceived "Entitlement". This belief would permit law enforcement officers to rationalize and Justify to themselves behavior that is clearly unacceptable and would warrant enforcement action if engage in by members of the community at large.
The belief that unrealistic expectations of favorable treatment or privileges being granted embodies entitlement. Entitlement can take many forms and can appear at initial review to be a relatively benign issue.
Closer scrutiny can demonstrate the essential malignant nature of entitlement. The old military adage of "rank has it's privileges" would represent one example of "Entitlement" that appears to be accepted within that culture and possibly is only an expression that certain positions of authority are afforded additional respect in proportion to additional responsibility.
In Law Enforcement, however, like any other authority based system, the potential for the abuse of authority exists and requires consistent vigilance for prevention.
When the concept of entitlement is transferred to the law enforcement culture, it can take the form of "as cops we deserve "Professional Courtesy"; " Speed limits don't apply to us"; " as a commander my secretary can do my personal typing"; " as the Chief, I can play golf instead of attending the conference, even though I'm attending the conference at the communities expense".o provide advocacy, free of charge, for victims of rape, domestic violence, and child abuse, particularly in the Latina and other under served communities of Sonoma County.
community become active allies in the effort to enhance the safety and quality of neighborhoods. Community policing has far-reaching implica-tions.
The expanded outlook on crime control and prevention, the new em- The development of this community policing framework presented policing. The challenges of implementing community policing Respondents were presented with a list of 25 challenges that police organizations might encounter when implementing community policing.
These challenges were drawn from what those who have studied or practiced community policing have observed.
assistance of the larger community.2 Adoption of the community policing philosophy by local police departments occurred gradually throughout the ’s and ’s and by the early ’s, more and more. TABLE OF CONTENTS Letter From the Chief of Police 1 Community Oriented Policing Programs for the Youth of Spokane D.A.R.E.
"Drug Abuse Resistance Education" 4.