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NCJ Number: 48457 Add to Shopping cart Find in a Library
Title: MINORITY RECRUITMENT MANUAL FOR OHIO PEACE OFFICERS REPORT, 1977
Author(s): R W SNARR; R P MCCAULEY
Corporate Author: Ohio Dept of Economic and Community Development
United States of America

Ohio Peace Officer Training Acad
United States of America
Date Published: 1976
Page Count: 75
Sponsoring Agency: National Institute of Justice/
Rockville, MD 20849
Ohio Dept of Economic and Community Development
Columbus, OH 43215
Ohio Peace Officer Training Acad
London, OH 43140
Grant Number: 76-IC-A02-0006
Sale Source: National Institute of Justice/
NCJRS paper reproduction
Box 6000, Dept F
Rockville, MD 20849
United States of America
Document: PDF
Language: English
Country: United States of America
Annotation: GUIDELINES PERTAINING TO MINORITY RECRUITMENT OF OHIO PEACE OFFICERS ARE PRESENTED. COVERED ARE THE BASES FOR ANTIDISCRIMINATION POLICIES, DISCRIMINATION IN LAW ENFORCEMENT, AND REMEDIATION OF DISCRIMINATORY PRACTICES.
Abstract: THE MANUAL IS DESIGNED TO ASSIST LOCAL LAW ENFORCEMENT AGENCIES IN THEIR EFFORTS TO INCREASE REPRESENTATION OF ETHNIC MINORITIES AND WOMEN AS SWORN PEACE OFFICERS. IT IS EMPHASIZED THAT MINORITY RECRUITMENT DOES NOT REFER TO PREFERENTIAL HIRING PRACTICES; RATHER, THE GOAL IS TO ATTRACT THE MOST QUALIFIED MINORITY GROUP MEMBERS. IN A DEMOCRATIC SOCIETY, ALL PERSONS SHOULD BE PERMITTED TO PARTICIPATE IN GOVERNMENTAL PROCESSES. THE RIGHTS OF MINORITY AND WOMEN APPLICANTS ARE SUPPORTED BY THE 14TH AMENDMENT OF THE CONSTITUTION, THE CIVIL RIGHTS ACT AND THE EQUAL EMPLOYMENT OPPORTUNITY ACT, LEAA, THE OHIO CIVIL RIGHTS COMMISSION, AND THE COURTS. THE ORGANIZATIONAL PHILOSOPHY AND COMMITMENT, POLICIES AND PROCEDURES, NEEDS AND GOALS, AND REQUISITE RESOURCES OF THE LAW ENFORCEMENT PERSONNEL SYSTEM ARE DISCUSSED WITHIN THE CONTEXT OF DISCRIMINATION ISSUES AND ANSWERS. IMPLEMENTATION OF A MINORITY RECRUITMENT PROGRAM WILL REQUIRE THE IDENTIFICATION OF WORK TO BE PERFORMED, A SURVEY OF THE LABOR MARKET, DEVELOPMENT OF JOB DESCRIPTIONS, AND DEVELOPMENT OF SELECTION CRITERIA, PLANS, AND PROCEDURES. POTENTIAL FOR CAREER DEVELOPMENT WILL PLAY A MAJOR ROLE IN DECISIONS OF QUALIFIED APPLICANTS. CAREER DEVELOPMENT IS DISCUSSED WITHIN THE FRAMEWORK OF INDIVIDUAL CAPABILITIES AND CHARACTERISTICS AND ORGANIZATION CHARACTERISTICS AND NEEDS. TYPES OF CAREER DEVELOPMENT AREAS AND PROGRAMS ARE OUTLINED. MINORITY RECRUITMENT SHOULD BE SEEN AS PART OF THE OVERALL CAREFULLY PLANNED RECRUITMENT EFFORT. RECRUITMENT BY OBJECTIVES IS RECOMMENDED FOR RECRUITMENT PLANNING. ROLE OF THE RECRUITER IS DISCUSSED; AND RECRUITMENT STRATEGIES SUCH AS ADVERTISEMENT, WORK/STUDY PROGRAMS AND INTERNSHIPS, AND OPEN HOUSES AND SPEAKERS ARE REVIEWED. A SUCCESSFUL RECRUITMENT PROGRAM WILL REQUIRE ACCURATE RECORDKEEPING AND ONGOING PROGRAM EVALUATION IN TERMS OF PRESENT RECRUITMENT OBJECTIVES. A REVIEW OF HIRING PRACTICES WHICH MAY UNNECESSARILY DISQUALIFY LARGE NUMBERS OF MINORITY/WOMEN APPLICANTS (I.E., WRITTEN EXAMINATION, HEIGHT/WEIGHT REQUIREMENTS) IS ALSO RECOMMENDED. APPENDED ARE THE RESULTS OF A SURVEY OF BLACK MALES AND WHITE FEMALES INDICATING JOB FACTORS PERCEIVED AS RECOMMENDING POLICE WORK TO OTHER MINORITY GROUP MEMBERS, AND REPRODUCTIONS OF TWO RECRUITMENT ADVERTISEMENTS. A LIST OF REFERENCES IS ALSO PROVIDED.
Index Term(s): Career development; Civil rights; Equal opportunity employment; Minority employment; Missouri; Performance requirements; Personnel administration; Personnel minimum standards; Personnel selection; Police personnel; Police recruits; Police women; Program planning; Recruitment; Sex discrimination
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http://www.ncjrs.gov/App/publications/abstract.aspx?ID=48457

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