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NCJ Number: 51941 Add to Shopping cart Find in a Library
Title: HOUSTON (TX) - A VALIDITY STUDY OF POLICE OFFICER SELECTION, TRAINING AND PROMOTION, V 1 - RESEARCH OVERVIEW, SUMMARY AND BIBLIOGRAPHY FOR THE VALIDITY STUDY OF SELECTION, TRAINING AND PROMOTION WITH THE HOUSTON.
Author(s): P R JEANNERET; J A DUBIN
Corporate Author: Lifson, Wilson, Ferguson and Winick, Inc
United States of America
Date Published: 1977
Page Count: 91
Sponsoring Agency: Lifson, Wilson, Ferguson and Winick, Inc
Houston, TX 77006
National Institute of Justice/
Rockville, MD 20849
US Dept of Justice
Washington, DC 20531
Grant Number: AC-75-B-0331-57
Sale Source: National Institute of Justice/
NCJRS paper reproduction
Box 6000, Dept F
Rockville, MD 20849
United States of America
Document: PDF
Type: Report (Study/Research)
Language: English
Country: United States of America
Annotation: AN OVERVIEW OF THE HOUSTON POLICE DEPARTMENT (TEXAS) VALIDATION STUDY IS PRESENTED, INCLUDING LABOR FORCE AND ADVERSE IMPACT ANALYSES, JOB ANALYSES, AND VALIDATION OF SELECTION, TRAINING, AND PROMOTION.
Abstract: THE OVERALL PROJECT OBJECTIVES WERE TO (1) ANALYZE AND DOCUMENT THE RACIAL COMPOSITION OF THE LABOR FORCE WITHIN THE GEOGRAPHICAL RECRUITING AND SELECTION AREA OF THE HOUSTON POLICE DEPARTMENT; (2) ANALYZE AND EVALUATE THE DISPROPORTIONATE OR ADVERSE IMPACT OF ANY OF THE DEPARTMENT'S CURRENT SELECTION, TRAINING, ASSIGNMENT, AND PROMOTION REQUIREMENTS AND PROCEDURES; (3) COMPLETE AND DOCUMENT A COMPREHENSIVE JOB ANALYSIS OF ALL COMMISSIONED CLASS A (UNIFORMED AND DETECTIVE) AND CLASS B AND C (TECHNICAL AND COMMUNICATION) POSITIONS WITHIN THE DEPARTMENT; (4) ANALYZE AND EVALUATE THE JOB RELATEDNESS AND VALIDITY OF ALL JOB REQUIREMENTS, PERSONNEL SPECIFICATIONS, AND SELECTION CRITERIA AND PROCEDURES FOR ALL CLASS A POSITIONS; (5) ANALYZE AND EVALUATE THE JOB RELATEDNESS, EFFICIENCY, AND VALIDITY OF THE DEPARTMENT'S ACADEMY AND PROBATIONARY ON-THE-JOB TRAINING PROGRAM FOR CLASS A OFFICERS; AND (6) ANALYZE AND EVALUATE THE JOB RELATEDNESS AND VALIDITY OF THE DEPARTMENT'S CURRENT PROMOTIONAL SYSTEM. FINDINGS INDICATED THAT THE TOTAL SELECTION PROCESS FOR THE CLASS A OFFICER HAD AN ADVERSE IMPACT ON BLACKS AND FEMALES, BUT NOT FOR HISPANICS; AND THE PROMOTIONAL PROCESS RESULTED IN NO ADVERSE IMPACT ON FEMALES, ALTHOUGH RESULTS WERE INCONCLUSIVE FOR BLACKS AND HISPANICS. RESEARCH FINDINGS ALSO IDENTIFIED ABSOLUTE MINIMUM REQUIREMENTS TO BE USED IN THE SELECTION PROCESS, AS WELL AS OTHER ITEMS THAT COULD BE CONSIDERED, AND THOSE WITH INCONCLUSIVE RESEARCH FINDINGS. FURTHER RECOMMENDATIONS CONCERNING THE SELECTION PROCESS FOCUS ON STANDARDIZATION OF THE SELECTION PROCESS, THE USE OF POLYGRAPH EXAMINATIONS, SPECIFICATION OF SELECTION CRITERIA, SEQUENCING OF SELECTION PROCEDURES, AND OTHERS. OVERALL, THE ACADEMY AND ON-THE-JOB TRAINING PROGRAMS WERE FOUND TO MEET ALL THE EVALUATION CRITERIA AND WERE JOB-RELATED AND VALID PROGRAMS. THE PROMOTIONAL SYSTEM WAS ALSO FOUND TO BE VALID, ALTHOUGH THE PERFORMANCE RATING SYSTEM WAS THE WEAKEST SEGMENT OF THE PROMOTIONAL PROCESS. AN EXTENSIVE BIBLIOGRAPHY AND TABULAR DATA ARE INCLUDED.
Index Term(s): Minority employment; Personnel evaluation; Personnel promotion; Personnel selection; Police cadets; Police internal affairs; Police personnel; Police recruits; Police staff management; Police training evaluation; Studies; Texas
To cite this abstract, use the following link:
http://www.ncjrs.gov/App/publications/abstract.aspx?ID=51941

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