Chapter 4 Review

Which decision held that height and weight requirements were discriminatory against women and minorities? a. Dothard v. Rawlinson b. Saville v. Scarborough c. Guardians Association of NYC Police Department v. Civil Service Commission of New York d. Brown v. Board of Education

a. Dothard v. Rawlinson

What do police administrators seem to agree is important in a police recruit? a. Maturity b. A college degree c. A willingness to follow orders without question d. Skill in written communication

a. Maturity

Historically, the primary qualification to become a police officer was __________. a. a strong body and courage b. an associate's degree c. possession of a horse and a gun d. knowledge of the law

a. a strong body and courage

The probationary period __________. a. allows a department to evaluate a new officer's ability b. on average lasts 18 to 24 months c. is falling out of favor in most law enforcement agencies d. protects a new officer from dismissal without cause

a. allows a department to evaluate a new officer's ability

Once a recruit has been hired and placed in the field, __________. a. ongoing training is needed to keep up to date with changing laws and procedures b. ongoing training is optional if the officer is interested in promotion c. department-provided in-service training is no longer necessary d. training continues once the officer reaches the management level

a. ongoing training is needed to keep up to date with changing laws and procedures

In which order does new recruit training occur? a. police academy, field training, in-service training b. Hogan's Alley, field training, probation c. field training, firearms training, in-service training d. in-service training, police academy, Hogan's Alley

a. police academy, field training, in-service training

Field training is provided by __________. a. specially trained officers b. department managers c. the President's Commission on Law Enforcement d. the police academy

a. specially trained officers

The website discoverpolicing.org is the official job board of which organization? a. Department of Justice (DOJ) b. International Association of Chiefs of the Police (IACP) c. Bureau of Justice Assistance (BJA) d. Fraternal Order of Police (FOP)

b. International Association of Chiefs of the Police (IACP)

KSAs are standards used to __________. a. promote nonsworn employees b. complete a job analysis c. drive recruitment d. identify good employment applicants

b. complete a job analysis

A good job analysis can be used to __________. a. dismiss hiring standards that are job related b. measure what current police officers in a department actually do c. avoid hiring minorities d. disobey the law

b. measure what current police officers in a department actually do

The case of Guardians Association of New York City Police Department v. Civil Service Commission of New York (1980) found job analysis to be __________. a. an effective recruitment screening tool b. nondiscriminatory c. discriminatory d. dangerously limiting of potential recruitment pools

b. nondiscriminatory

What are typically the last steps in the recruitment process before a candidate is hired? a. written and physical agility tests b. psychological and medical evaluations c. polygraph exam and the personal interview d. drug tests and background check

b. psychological and medical evaluations

What makes recruitment more difficult? a. escalating numbers of officer resignations b. the media's portrayal of law enforcement officers c. diminished community resistance d. improved educational opportunities

b. the media's portrayal of law enforcement officers

Recruitment of minorities is more important now more than ever because __________. a. the quantity of American policing depends on the ability to hire individuals who reflect the diversity of the community b. recruitment pools are larger than in the past c. a representative force enhances police-community relations d. the traditional recruiting pool is growing

c. a representative force enhances police-community relations

A job analysis does NOT __________. a. allow for more efficient recruitment and hiring practices b. identify the tasks that must be performed in a given job c. clearly indicate who should be hired d. identify the knowledge, skills, and abilities necessary to perform the tasks of a job

c. clearly indicate who should be hired

Key candidate characteristics include __________. a. self-control and an aggressive approach b. sympathy and the ability to take charge c. service orientation and empathy d. no criminal record and the ability to dissemble

c. service orientation and empathy

Which restrictions have been foundations for lawsuits against law enforcement agencies? a. smoking and education b. education and age c. smoking and age d. criminal record and drug use

c. smoking and age

The Americans with Disabilities Act (ADA) has opened up law enforcement jobs to __________. a. most retirees b. almost anyone who applies c. some people with disabilities d. women

c. some people with disabilities

Recent changes in recruitment procedures and standards have resulted in __________. a. a decrease in the rate of selection for some gender, race, and ethnic groups b. recruits moving through the evaluation process more slowly c. the employment of more minorities and women d. agencies having an abundance of recruits

c. the employment of more minorities and women

An officer may obtain ongoing training __________. a. online, in a classroom, or from the State Peace Officer Standards and Training b. to avoid the probationary period c. to prepare for special assignments d. from in-service events and the police academy

c. to prepare for special assignments

According to a Bureau of Justice Statistics (BJS) report, what did at least 50 percent of municipal police agencies use in the recruitment process? a. written aptitude test and physical agility test b. polygraph exam and psychological evaluation c. medical exam and voice stress analysis d. physical agility test and background investigation

d. physical agility test and background investigation

In the applicant screening process, Americans with Disabilities Act (ADA) considerations apply to __________. a. background checks, psychological tests, and medical exams b. interviews, drug testing, and physical agility tests c. physical agility tests, psychological tests, and medical exams d. physical agility tests, psychological tests, and drug testing

d. physical agility tests, psychological tests, and drug testing

Use of a polygraph for screening applicants is __________. a. known to be reliably accurate b. an effective mechanism to determine truth c. recommended by the Employee Polygraph Protection Act (EPPA) d. prohibited in some states and mandated in others

d. prohibited in some states and mandated in others

Internship programs provide a criminal justice student __________. a. a job offer at the end of the internship b. membership in the Fraternal Order of Police c. free time to search for a job d. the opportunity to see firsthand what working in a particular agency is like

d. the opportunity to see firsthand what working in a particular agency is like

Nonsworn applicants __________. a. are required to pass a physical agility test b. are not required to pass a drug screening or written examination c. rarely undergo a background investigation d. typically receive preemployment screening similar to that of police officers

d. typically receive preemployment screening similar to that of police officers