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NCJRS Abstract

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NCJ Number: 49094 Find in a Library
Title: APPROACH TO MINORITY RECRUITMENT
Journal: FBI LAW ENFORCEMENT BULLETIN  Volume:47  Issue:7  Dated:(JULY 1978)  Pages:16-21
Author(s): R W GOFF
Corporate Author: Federal Bureau of Investigation
US Dept of Justice
United States of America
Date Published: 1978
Page Count: 6
Sponsoring Agency: Federal Bureau of Investigation
Washington, DC 20535-0001
National Institute of Justice/
Rockville, MD 20849
Sale Source: National Institute of Justice/
NCJRS paper reproduction
Box 6000, Dept F
Rockville, MD 20849
United States of America
Document: PDF
Publisher: https://www.fbi.gov 
Language: English
Country: United States of America
Annotation: CONSIDERATIONS IN DESIGNING AND IMPLEMENTING A SUCCESSFUL MINORITY RECRUITMENT PROGRAM IN POLICE AGENCIES ARE EXAMINED WITHIN THE CONTEXT OF AN INDIANA STATE POLICE PROGRAM.
Abstract: AFFIRMATIVE ACTION IS A GUIDELINE-ORIENTED RECRUITMENT APPROACH WHICH INVOLVES ASSESSMENT OF THE ORGANIZATION'S STATUS REGARDING MORE REPRESENTATIVE UTILIZATION OF MINORITIES AND WOMEN, A STATEMENT OF GOALS, AND DEVELOPMENT OF TIMETABLES AND ACTIONS TO CORRECT ANY DEFICIENCIES WHICH MAY EXIST. THE PROGRAM SHOULD BE WRITTEN IN A DIRECT MANNER SO IT CAN BE FOLLOWED AND UNDERSTOOD, AND SHOULD INCLUDE A RECORDED BREAKDOWN OF THE ULTIMATE DEPARTMENTAL GOAL IN MEASURABLE UNITS FOR LATER EVALUATION. ANALYSIS OF GEOGRAPHIC AND DEMOGRAPHIC DATA, PAST PROGRAMS BY SIMILAR ORGANIZATIONS, AND MANAGEMENT COMMITMENT PROVIDE A NECESSARY FOUNDATION FOR A SUCCESSFUL RECRUITMENT PROGRAM. EFFORTS MUST BE MADE TO ENSURE THAT ALL UNITS HAVE FULL KNOWLEDGE OF THE PROGRAM. QUALITIES ESSENTIAL IN A MINORITY RECRUITER INCLUDE PROJECTION OF A STRONG POSITIVE IMAGE, INTEREST AND ABILITY TO PARTICIPATE IN THE PROGRAM, ABILITY TO RELATE TO AND BE AT EASE WITH MINORITY CANDIDATES, AND ABILITY TO WORK WITHOUT DIRECT SUPERVISION. IN ADDITION TO RECRUITERS, AT LEAST ONE COORDINATOR SHOULD BE SELECTED TO WORK AT THE STAFF LEVEL. RESPONSIBILITIES OF THE COORDINATOR WILL INCLUDE OVERSEEING PROGRAM IMPLEMENTATION, PROVISION OF RESEARCH, COORDINATION OF THE DEVELOPMENT AND DISTRIBUTION OF RECRUITMENT MATERIALS, PROVISION OF INFORMATION TO DEPARTMENT PERSONNEL, IDENTIFICATION OF COMMUNITY RECRUITMENT CONTACTS, AND DEVELOPMENT OF A RECORDS AND REPORTING SYSTEM. FIELD LEVEL PERSONNEL WILL ALSO BE RESPONSIBLE FOR IMPLEMENTATION, COORDINATION, AND EVALUATION OF ACTIVITIES WITHIN THEIR OWN SPHERE OF RESPONSIBILITY. WHILE FUNDING IS NECESSARY, EFFECTIVE UTILIZATION OF FUNDING IS OF GREATER IMPORTANCE THAN THE AMOUNT OF FUNDING. FUNDING NEEDS WHICH REQUIRE CONSIDERATION INCLUDE THOSE FOR MATERIALS AND EQUIPMENT, PAID MEDIA, CONSULTANTS, TRAINING CONFERENCES/SEMINARS, AND OPERATIONAL COSTS. IN MINORITY RECRUITMENT, EMPHASIS ON COMMUNITY SERVICE, SECURITY, PRESTIGE, AND PAY CAN HELP OVERCOME ALIENATION AND NEGATIVE ATTITUDES OF POTENTIAL MINORITY APPLICANTS. RECRUITMENT TECHNIQUES MAY INCLUDE DIRECT RECRUITER CONTACT WITH MINORITY GROUP MEMBERS, SOLICITING REFERRALS FROM MINORITY COMMUNITY LEADERS, AND CONTACT WITH POTENTIAL MINORITY APPLICANTS BY ONDUTY OFFICERS. PAID OR PUBLIC SERVICE MEDIA CAMPAIGNS AND POSTERS AND RECRUITMENT LITERATURE MAY ALSO BE EFFECTIVE.
Index Term(s): Equal opportunity employment; Indiana; Minority employment; Personnel selection; Police personnel; Program implementation; Program planning; Recruitment
To cite this abstract, use the following link:
http://www.ncjrs.gov/App/publications/abstract.aspx?ID=49094

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