1. Police Psychology Chapter 13

2. Recruitment and Selection The process by which police agencies select police officers Either by screening out those with undesirable qualities or selecting in those with desirable qualities Applicants are assessed for physical fitness, cognitive abilities, personality, and job- related abilities/qualities

3. History of Police Selection Used since the early 1900s 1917: IQ tests used to select officers 1950s: psychological and psychiatric screening procedures were standard in many agencies Today: background checks, medical exams, selections interviews, personality assessments, and psychometric tests

4. Police Selection in Canada There are some Provincial and Territorial differences (e.g., whether or not a polygraph is required) All agencies conduct background checks and require medical exams Most use cognitive ability tests and personality tests

5. The Police Selection Process Involves two stages:  Job analysis: Define what knowledge, skills, and abilities make a good police officer  Construction and validation: Develop an instrument to measure these qualities and ensure these qualities are related to performance (predictive validity)

6. Selection Instruments Selection interview Psychometric/Psychological tests:  Cognitive ability tests  Personality tests

7. Selection Interview Selection interview:  One of the most common selection procedures  Goal is to determine if applicant has the relevant characteristics Problems:  Research on predictive validity is mixed  Low level of agreement between interviewers

8. Psychometric Assessments Measure a variety of characteristics (e.g., personality traits, skills, values, interests, aptitudes, personality style, intelligence) Reflects personal strengths & weaknesses & may identify certain disturbances a lack of resources or self-care wealth of emotional intelligence (emotional self- management, empathy, compassion, self- awareness)

9. Psychological Tests Cognitive ability tests:  Measures aptitude (memory, logic, observation, comprehension)  Used frequently in Canada (e.g., RCMP Police Aptitude Test)  Moderate predictive validity (slightly higher for success during training) (continued)

10. Psychological Tests Minnesota Multiphasic Personality Inventory 2 (MMPI-2)  Designed to evaluate thoughts, emotions, attitudes, & behavioural traits that comprise personality  10 basic clinical scales:  Paranoia; hypomania; psychopathic deviate; social introversion Moderate predictive validity (continued)

11. Psychological Tests Personality tests:  Inwald Personality Inventory (IPI) Measures personality and behaviour Developed specifically for police selection Better predictive validity than the MMPI

12. Stress and Police Work Policing involves high levels of stress on officers and their families Perception, responses, and coping strategies regarding stressors varies from officer to officer

13. Sources of Police Stress External stressors (Public & CJ stressors):  Negative public opinion, bad media coverage, frustration with court system Internal stressors (Organizational):  Dissatisfaction with training & pay level Task stressors (Occupational):  Having to use a gun & nature of police work (abuse etc.)  Unpredictable & uncontrollable events Individual stressors:  Concerns regarding competence, success & safety

14. Consequences of Police Stress Physiological Psychological Behavioural  Job-related

15. Consequences of Stress: Physiological Police officers may be at an increased risk of developing cardiovascular disease and digestive disorders High blood pressure, ulcers, weight gain, and diabetes are other ailments that may develop However, it is hard to distinguish if the causes are stressors or lifestyle

16. Consequences of Stress: Psychological and Behavioural While some research indicates the following problems are especially problematic for police officers, other studies do not:  Apathy, irritability  Drinking and substance abuse  Depression, anxiety, suicide  Violence, marital problems

17. Consequences of Stress: Job-Related Consequences include poor morale, absenteeism, reduction in effectiveness, turnover, and early retirement These problems may result from physical, psychological, or personal consequences of stress

18. Preventing and Managing Police Stress Many programs are in place to prevent and manage police stress. These include:  Physical fitness programs  Professional counseling services  Family assistance programs  Critical Incident Debriefings  Teaching adaptive coping strategies Do they access the resoureces? Or do they continue to keep it “in-house?” 

19. Adaptive Coping Strategies Attempt to change maladaptive coping (e.g., substance abuse) Teach adaptive coping skills (e.g., better communication) Has been shown to result in general health improvements and increased work performance