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NCJRS Abstract

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NCJ Number: 89760 Add to Shopping cart Find in a Library
Title: No Sacrifice Too Great - Technical Report for State Trooper Selection Procedure
Author(s): P Ash; J N Cates
Corporate Author: Virginia Dept of State Police
United States of America
Date Published: 1978
Page Count: 258
Sponsoring Agency: National Institute of Justice/
Rockville, MD 20849
Virginia Dept of State Police
Richmond, VA 23261
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: This report summarizes current research on police selection methods and then describes Virginia's program to develop a valid procedure for selecting troopers that did not discriminate against minority groups and females.
Abstract: The survey of selection studies covers cognitive and personality tests, biographical data, integrity measures, and physical strength and agility tests. It also discusses women in the police and military service. A job description for a State trooper is based on a distribution of worktime among various activities, on-the-job observations, critical incidents reported by troopers, and a structured time and attribute analysis. While driving and traffic skills are very important, the trooper also confronts situations which require cognitive and interpersonal skills. The Virginia project obtained predictive and criterion measures for 69 persons in a 1976 trooper training class and 100 State troopers and only predictive measures for 44 persons in a 1977 class and 60 women in a WAC battalion. These subjects completed tests measuring physical strength and ability, perceptual acuity, intellect, and personality. Criterion measures were a preschool ride-along assessment, school performance, supervisory evaluations, and several administrative indexes. The results indicated that cognitive ability, personality attributes, and physical skills and abilities predicted job performance effectively and fairly. The three dimensions were assembled into a low-level, multiple-hurdle screen that would eliminate those who fell below one standard deviation below the mean of the total sample on any one dimension. Cutoffs took into account differences between black and white and male and female performance whenever possible. The procedure leaves room for some tradeoffs, but assures a minimum level of competence in all three areas. Tables, approximately 175 references, tests, and other materials used in the research are appended.
Index Term(s): Personnel selection; Police performance evaluation; Police recruits; State police; Virginia
To cite this abstract, use the following link:
http://www.ncjrs.gov/App/publications/abstract.aspx?ID=89760

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