- In the Mintzberg model, sets of behaviors and tasks are depicted according to Henry Mintzberg’s theory on CEOs in any organization. The Mintzberg model consists of three key roles of police executive. The first is the interpersonal role, which includes performing ceremonial functions like swearing in ceremonies, visiting injured officers, and speaking at graduations. Being a figurehead, police executives are obligated to attend as many of these functions as possible. They also serve as liaisons between other agencies and coordinate work flow to resolve goals and needs in the department. The second major role in the Mintzberg model is the informational role. This includes the monitoring and disseminating information, as well as acting as spokesperson. Constant observation is necessary to ensure smooth operations. Police executives are accountable for the distribution of information within the department as well as publicly. The third role in the Mintzberg model is the decision-maker role, which includes being an entrepreneur, disturbance handler, resource distributor, and negotiator. Being an entrepreneur for the department includes going in front of the department board to convince them of materials that are necessary. Occasionally, several police executives will band together to go to the legislative body if they feel new policing laws are needed. As the disturbance handler they deal with all degrees of problems from riots to staff disputes. Next is resource distributor, which is having a clear idea of the budget, priorities, as well as the ability to say no to subordinates. Being a negotiator is another function because being able to resolve staff complaints and issues is fundamental to running a smooth operating department. Police executives are also members of the negotiating team for labor relations. After reviewing all of the roles a police executive is responsible for I think some of the workload could be delegated to either middle managers or first-line supervisors. I agree with the need for the police executives to have a constant presence, but I don’t think their time is used wisely dealing with staff disputes and minor issues. The Mintzberg model seems to outline the roles well and for most of the roles and functions depicted I agree can only be completed by a police executive. I don’t believe that police executives should be dealing with department issues unless it’s critical for them to step in. It should be the officers within the office and the supervisors’ job to control subordinates.
- The New York City Compstat is a database collecting system. It is not a software or computer system. It is used to develop weekly crime statistics to monitor new crime trends. Compstat was intended to map and identify problems. Weekly reports are developed in each precinct, and meetings are held with the highest ranking officers in the New York Police Department in attendance. Compstat analyzes and identifies crimes trend that are occurring. At the weekly meetings the officers decide on the measures needed to be taken in order to best deal with the crime pattern. I believe this program is a fantastic idea. Compstat is more precise than a person would be at collecting the information, and it makes it possible to locate where the areas are that need more resources. The only issue with this process is that it doesn’t seem like it would be as effective in rural areas. This should be used in large cities to help strategize in crime prevention. Other cities and jurisdictions with high populations should have this program to aid in their policing. It could one day become a critical crime prevention tool. From what I have read, the cities that already use this program have been having good results.
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- There are three types of policing styles. The first is the watchman style, which is the primary function is to preserve order through arrests rather than modifying behavior. With this style it is common for police to ignore minor violations which are considered victimless crimes. Next is the legalistic style, which has a harsh view of law breakers. This is the style that has a high number of citations. The inspiration behind this style of policing is reducing the probability for officers to engage in dishonest behavior, and that the sole purpose of the law is to discipline. The third is service style, which is the style that falls between watchman and legalistic. This style police see their primary responsibility as protecting public order. Unofficial sanctions are often used instead of making arrests.
- When police recruits attend the academy for training they will be taught skills and knowledge that will help them become better officers. Some subjects that are found consist of the criminal justice system, the law, human values and issues, department rules and regulations, and patrol and investigation procedures. The recruits can also expect to practice armed and unarmed defense, and riot and prison control. Physical conditioning is also part of academy training. Radio procedure, recognition and management of stress, court demeanor, and accurate reporting are also taught to recruits. Some skills taught at the academy can not be learned, but instead developed. These skills include having a sixth sense for suspicion, being observant, driver training, and the ability to recognize normal for only then will they know when something is out of the normal. Other skills include the proper handling and use of the gun, nightstick, and chemical weapons. Little in the curriculum has changed since 1986, leaving problem solving and interpersonal skills undeveloped and low priorities.
7. On the path to becoming a sworn police officer, the first step is recruiting qualified applicants. Once an application has been submitted, there are two written exams. The first is a general knowledge exam and the second is the psychological exam. After these are passed the recruit will go on to the physical agility test, which can range from timed running and minimum number of push ups to jumping walls and pushing cars as a strength test. This is followed by a personal interview where your appearance, ability to communicate, and general pose is scrutinized. Next, the character investigation which is where a detailed background check is completed. Once the character investigation is complete it is time to undergo the polygraph test. This is an important step, for it will determine the honesty of the recruit and secure higher qualified officers. Then there is the medical exam and drug screening, which will test for any unknown substances and determine if the recruit is physically able to deal with the stress and activities of an officer. Some departments use an assessment center as the next step in the hurdle process. This is usually only used when selecting a police executive. It can include a range of activities including psychological, management tasks, group discussions, written communication, and role playing scenarios.
The next step is entry into the police academy. This is a vital part of the hiring process. There are many academies able to be attended. Some departments run their own and some colleges offer police training. After completion of the academy the recruit will become a sworn officer. Finishing the academy does not make the recruit an official officer. Next they are assigned a field training officer and are put on a probationary period, which lasts from six months to a year. If during this probationary period their performance is unsatisfactory termination is immediate.
