This volume presents the results of a study to find the best methods for law enforcement agencies to use in selecting investigators and evaluating their performance. The report is written for detective supervisors and managers, personnel department heads, and attorneys who deal with equal employment opportunity litigation. Information gathering for the study included interviews with personnel in a dozen police jurisdictions throughout the United States. Key elements of the selection process, the authors found, are fairness, validity, job relatedness, utility, and efficiency. While college study and past job performance (including rates of conviction) were good indicators of future investigative performance, written civil service examinations and tests for verbal ability were the only factors that achieved the validity standards for job relatedness required under most EEO regulations. Tables and chapter notes.at three agencies where we interviewed or observed police personnel knowledgeable in detective selection, including police ... Details and references are given in later chapters. for Law Enforcement Agencies: The Standards Manual of the Law Enforcement Accreditation Program. Fairfax, Virginia: December 1985.
|Title||:||Investigators who perform well|
|Author||:||Bernard Cohen, Jan M. Chaiken, National Institute of Justice (U.S.), Abt Associates, National Institute of Justice (U.S.). Office of Communication and Research Utilization|