CRJ

Levels of Force

1. Officer presence 2. Verbal commands 3. Soft hand techniques 4. Hard hand techniques 5. Impact weapons 6. Deadly physical force The first level of force is police presence/verbal direction, this is where the suspect is usually cooperative without offering much resistance. The second level of force is a strong verbal order, this is used when there is verbal noncompliance, passive resistance, and psychological intimidation. The third level is being forcibly subdued using hands or feet defensively by the use of open hands (grapple). This is used when there is defensive resistance and/or attempts to flee. The fourth level is forcibly subdued with hands and/or feet but offensively, or the use of pepper spray. This is when the suspect is actively resisting. The fifth level if forcibly subdued with an intermediate weapon, this is used when a suspect is committing aggravated active resistance (with a non-deadly weapon). The last level of force is deadly force (which should be a last resort). This is used when a suspect is actively resisting with a deadly weapon.

Application

A document that verifies an individual is interested in a job and meets the minimum qualifications for the position. Some of these may include information like: person's name, personal information, educational background, employment history, and other personal experiences relevant to the job. A quick review can determine if the person is suitable for the job. If it corresponds, they can move on to the next step.

Interview

A face-to-face or telephone questioning of a respondent to obtain desired information. The applicant meets one on one with a hiring authority which is often the chief of police. It tends to be unstructured and informal. This is pretty common in smaller jurisdictions but in large jurisdictions, it is more common for candidates to appear before an oral board. A oral board includes several individuals from many different backgrounds which can include police officials, members of the civil service board, or community members. The questions are standardized and each applicant is asked the same set of questions. 75% of the time, they will used an evaluation instrument to judge answers to each question. The interview typically covers the following: educational background, employment history, criminal history, recent illegal drug use, interpersonal and familial interactions, financial troubles, strengths and weaknesses, goals, and medical history.

Patrol

A general term used to describe the unit of a police department that answers calls, delivers service, and prevents crime in a certain area. Patrol is a group of personnel that is assigned to monitor a specific geographic area. They move through their assigned locations at regular intervals looking for any signs of potential crime and by deterring crime just by their presence. Most encountered by the public since they respond to calls for service, make arrests, resolve disputes, take crime reports, and conduct traffic enforcement and more. They are the first to arrive on the scene of any incident. They can greatly influence the outcome of an investigation and they are the closest to potential crime.

Specialized Units

A good amount of specialized units can become overlapped which causes difficulties when many departments can become involved in the same case. In order to combat this, many jurisdictions have created specialized forces that can include investigators from various units or jurisdictions. The task forces provide structure for sharing information and coordinating operations. It increases the efficiency of the police and saves money.

Polygraph

A machine, commonly used in attempts to detect lies, that measures several of the physiological responses accompanying emotion (such as perspiration and cardiovascular and breathing changes). - Lie Detector A low percentage of police departments used polygraph examinations in 2007. Only about 26%. It is most commonly used to question applicants on their criminal past, drug use, and to verify if they info they provided on the application is correct. The polygraph may screen out individuals who will not apply for the job because they believe an exam can reveal prior bad deeds. It sends a message that the department is serious in hiring but the costs of the test and the accuracy of the results has made this tool less common.

Use of Force Continuum

A policy that requires officers to use appropriate force depending on the circumstances they confront. The Use of Force Continuum is a standard that provides law enforcement officers and the public with a set of guidelines as to how much force is reasonable against a suspect that is resisting in a given situation. This is suppose to clarify the subject of use of force. It outlines the correct actions that should be taken by a law enforcement officer if a situation arises the need for the use of force.

Physical Agility Test

A test of physical fitness to determine if a candidate has the needed strength and endurance to perform the job of police officer Before Title VII of 1972 was passed, agencies had strict height requirements for the job of a police officer. But starting in the 1950's, police departments began to move away from these standards largely due to discriminating against women and certain racial minorities like Asians and Hispanics. Most departments have turned to using physical agility tests to determine whether applicants are capable of performing the demands of the job. While the majority of departments use some type of physical agility test, the newest trend is to have either no physical testing or some type of health-based screening.

Tennessee v. Garner, 471 U.S. 1 (1985)

Absent circumstances, such as exhibition of weapons or the commission of a violent felony suggesting that the suspect is likely to pose a threat of death or injury if not immediately apprehended, the 4th Amendment prohibits seizure of the suspect by the use of deadly force. In 1985, deadly force was used against a fleeing felon. At around 10:45 on the night of October 3, 1974, 15-year-old Edward Garner, broke inside a house that was empty through a window in Memphis in order to steal money and property. He was by himself and he was not carrying a weapon. Elton Hymon and Leslie Wright responded to the call from a neighbor about him. Wright called for backup while Hymon caught Edward by the fence. Edward tried to jump over the fence but was shot from behind by Wright due to Tennessee law allowing him to shoot a fleeing suspect in order to prevent escape. He was trained to do this. The issue was taken to the Supreme Court in order to decide what circumstances can police officers use deadly force. They declared the Tennessee law to be unconstitutional. They ruled that if the suspect does not pose an immediate threat to the officer and to others, deadly force is not justifiable.

Background Investigation

An in-depth probe of an applicant's background usually conducted by an investigative agency. Nearly all departments conduct an investigation into an applicant's background and character. It is extremely important because it can avoid problems in the future. Background checks are conducted by members of the hiring agency and cover a lot of areas like employment history and education, in order to be verified. Investigators will inquire about credit history, driving record, professional licensing, and whether or not if there is any criminal history. They will also contact references in order to paint a portrait of the person's personality, abilities, skills, morals, and problems that could interfere with performance with the job.

Use of Force

Defined as the amount of effort that is required by police officers to induce compliance by an unwilling individual. Can be used by law enforcement and military personnel. *

Graham v. Connor

Determined that the reasonableness of a particular use of force must be judged from the perspective of how a reasonable officer on the scene would respond, rather than from the 20/20 perspective of hindsight. *

Early Identification System

E.I.S. can be used to identify problems before the arise. Only a few officers are responsible for the majority of allegations of police misconduct and the excessive use of force. It helps identify this percentage and provides them with counseling or training to correct the issue before another incident occurs.

Equal Employment Opportunity and Affirmative Action - 1129

Equal Employment Opportunity affects the hiring process for police by preventing policies of discrimination and predetermined selection criteria that excludes many women and minority groups from police work. The passage of Title VII made it illegal for federal agents to fail or to refuse to hire or discharge, or discriminate against an individual based on their race, color, religion, sex, or national origin. Affirmative Action requires agencies that receive federal funds to conduct a census of their employees to determine whether minorities or women are being represented sufficiently relative to their demographics in the community. If they fail to meet expectations, the department must devise a recruitment plan to correct the deficit. If they fail to do this, they can be taken to court which might require a plan to be submitted or may create a plan for the agency.

Esprit De Coup

Esprit de corp is the feeling of pride, fellowship, and loyalty that is shared between the members of a particular group, in this case the police officers. It is also known as the morale, which is defined as the members to maintain belief in an institution or goal that is faced with opposition or hardship. Police officers often feel isolated from society, which creates unquestioned support from fellow members. But this can have negative consequences since it emphasizes a code of secrecy.

Deadly Force

Force applied by a police officer that is likely or intended to cause death. Deadly force is defined as the use of force that is most likely to cause death or serious bodily harm to another person.

Written Exam

In the past, police departments only used standardized cognitive ability tests to assess basic skills in math, writing, and reading comprehension. But today, they may also include analytical and problem-solving skills. But local departments utilize them 50% less. They are more common in departments of larger size.

Politics

Method of maintaining, managing, and gaining control of government (who gets what, when, and how). Personal politics involve the exercise of influence and power for personal gain. Community politics involve democratic control over the policing function. Police should have some control over the general public. Since many community agencies and organizations are involved for influence and power over the policing function, politics from outside sources become interwoven with internal politics that produces complex networks of influences and power.

When can an officer use force?

Most departments have adopted policies that allow the use of deadly force only to prevent an officer or another person in immediate danger from bodily harm or death. Use of force policies need to define what is considered force and say what exactly is expected in order for officers understand the level of force that is reasonable for any given situation and which circumstances create the need for force. The use of force should be reasonable due to facts and circumstances of each situation, if the suspect poses an immediate threat to the officer's safety and/or the safety of the general public, and when the suspect is actively resisting arrest or attempting to escape by flight. The use of a firearm should be a last resort, it should be infrequent unless absolutely necessary.

Conditional Offer

Offer which includes added criteria for completion of an agreement, can be fired at any time for no reason. After successfully passing the tests, the agency or civil service board may elect to extend a conditional offer of employment to the applicant. Due to the Americans with Disabilities Act, medical and psychological exams can only be administered after this offer is made. But some psych exams that are used to test for honest and integrity may be administered due to not being considered medical but exams that can uncover a disability are medical in nature and thus may not be administered early.

Officer Characteristics

Officer's education, experience, gender, and career aspirations. Less experienced and younger officers are more likely to use force, probably due to being more active and being more aggressive on patrol. There is also an association with education level and the use of force, which strengthens the argument to hire more educated officers. Males are more likely to use force than females but they are less likely to be recipients of use of force complaints.

Academy Training

Police and corrections personnel are trained in the basic functions, laws, and skills required for their positions Training school for new police recruits. They have various background checks, examinations, physical requirements, medical requirements, legal training, driving skills, equipment training and firearm training for new recruits. Prepares them for the police force that they will be assigned to when they graduate. Academies exist in every state and at the federal level. There is an agency that verifies police academies and their programs. There are minimum standards and there can also be higher standards that are required for later.

Difference between Policy and Procedure

Policy is a course of action that should be taken every time a certain situation occurs. A procedure is a method or way of doing something. Police policy is important because it produces the policies that are taught, used, and understood by each member of the police to give them and citizens guidance and direction for how they act and deal with the public. It is to ensure all members of the police act and treat people in a fair and transparent manner. Police procedure is focuses on the investigative procedure of a police officer or department. Police procedure is a set of rules that the officers must follow in order to arrest them, they can only arrest the person when: they have committed a crime that was observed by the officers, the officer has probable cause to believe that the person arrested committed a crime, or the officer has a warrant. They are both important because they can protect your department and its officers from litigation and negative public perception. Creating legally defensible policies and procedures is important.

Psychological Exam

Psychological screening for potential employees has been an established procedure for police agencies for a long time. In 1967, the President's Commission on Law Enforcement and Administration of Justice suggested that all police recruits should be tested for emotional fitness and stability. In 1973, the need for testing had increased so exponentially due to police officers being subject to constant emotional stress and because they are placed in positions of trust. They need to screen them in order to find applicants that are emotionally unstable, brutal, or suffer from emotional illness. Three tests are used called the Minnesota Multiphasic Personality Inventory, the California Personality Inventory, and the Inwald Personality Inventory. Each test was a different purpose and it varies M.M.P.I. , the test most commonly used.

Field Training

Relatively new training that appeared in the 1970's. A field training officer guides the recruit after completion of the academy. Field training is meant to bridge the gap between the protected environment of the academy and the isolated, open dangers of the streets. 64% of agencies require field training. They are paired with a FTO for an average span of 11 weeks. They teach the rookie how to survive and how to be a good police officer. It is important to select exceptional FTOs.

After Action Report

Retrospective analysis used to evaluate emergency response drills. Written documentation that is needed in order to understand the levels and types of forces that their officers use. Situations must be reported if force is applied that is likely to cause an injury or a compliant, there is a complaint of an injury, a chemical agent is discharged, a C.E.W. is discharged, a baton is used, the neck restraint is used, there is an injury or complaint of an injury that results in guiding, holding, directing, or handcuffing a person who resists, and when a firearm is discharged. Without documentation, it would be impossible to revisit the actions of an officer or department which includes the amount of force applied, the amount of resistance, or the situation and circumstances that took place. After action reports provide details and context surrounding the use of force incident and for other purposes. It helps determine if the use of force was necessary and followed guidelines, if more training is needed, if policy change is needed, and in order to reveal trends and demonstrate certain risk factors concerning the use of force.

Adminsitration

Similar to management of other organizations. It is a process in which a group of individuals is organized and directed towards the achievement of the group's object. (Holden, 1986). But this can be a very broad topic since it can refer to how policing function is organized at the national or societal level or more specifically to how individual police departments and units are managed and organized. Administration focuses more on the overall organization, its mission, and its relationship with other orgs and external groups. Management, another part of administration focuses on day to day operations of various units in the organization

SWAT

Special Weapons and Tactics The creation of the SWAT team was due to the realization that there was no strategy at all in dealing with a intense situation like the first situation that sparked it that was on August 1, 1966 when Charles Whiteman climbed the tower at the U of T and shot 46 people, killing 14. Special tactics and weapons were born, they also became controversial. Designed to respond to highly dangerous situations, to take over the place of average police officers. Specifically hand picked and specially trained.

Situational Characteristics

Specific characteristics of a situation have strong influences on the use of force. One factor that increased the likelihood of force is the severity of the pre-intervention offense, officers are more likely to use force against possible violent offenders. Presence of weapons increases forces while others studies are mixed. More incidents of force have been fond in areas characterized by higher levels of disadvantage and higher rates of homicides.

Drug Screening

Test performed on employees' or athletes' urine to detect any individual who is using illegal, addictive, or performance-enhancing drugs. Majority of police departments require candidates to be screened for the illegal use of drugs at least once during the screening process. It can take place anytime, if the person refuses or tests positive are eliminated from the selection process.

Leadership

The ability to motivate individuals and groups to accomplish important goals. Similar to leadership of other organizations. The leader needs to develop rapport and obtain the respect of subordinates. Respect is needed from all of the diverse units and specialties that fall under police operations. Many definitions focus on the character traits of a leader, like courage, intelligence, integrity, and empathy. Others are focused on leadership style like democratic and autocratic input. But the general definition that is accepted is that leadership is the influence on subordinates that organizes and guides their energy to achieve goals, missions, and objectives of the department.

Investigations

The action of investigating something or someone; formal or systematic examination or research. Centrally located to the overall organization and is divided into seven units: homicide, robbery, burglary, white-collar crime, organized crime, drug enforcement, and vice. Investigators are called to a crime scene in order to identify the offender or when a crime scene requires thorough analysis. Also requested to do undercover work or to work on vice, stolen property, drug enforcement and more. Also their knowledge is used to help on cases. They rarely detect crime, the spend more time investigating crimes that have already been detected.

Excessive Force

The application of an amount or frequency of force greater than that required to compel compliance from a willing or unwilling subject. Distinction is set by the courts and is interpreted by policies, procedures, and training. Departments rely on standards set by the Graham V. Connor case.

Medical Exam

The final step in the process for a candidate is a complete medical and physical exam in order to assess general overall health. The tests include hearing, vision, breathing, and heart function exams. The goal of the exam is to reveal any potential problems that can interfere with the ability to perform the job. They must also be deemed fit to train at the academy. If they are not physically able to, the employment process ends.

Chain of Command

The line of authority that moves from the top of a hierarchy to the lowest level. The Chain of Command is the route along which authority and responsibility flow. Most police organizations follow the "unity-of-command principle". Which states that each person in each organization must be accountable to only one higher official. But this can create serious problems of inefficiency, especially during times when emergency actions is needed and people are assigned to work with new supervisors.

Organizational Model of the Police

The police organizations take the form of rigid bureaucracies. Some of the earliest bureaucracies organizations were established for military purposes. This method appears to be the most efficient way of using force to protect homeland or to attack another country. It is also effective in convincing people to do tasks that they did not want to do or to act normally in emotionally tense situations. They are organized in style that is similar to the military, by using ranks to distinguish power. They are divided into special divisions and units with lines of authority (captain, lieutenant, sergeant, etc).

How often do police use force?

The rate of force that the police use is very low. Most rates of excessive use of force were less than one percent which is contrary to the popular belief in which they are often seen as brutal, callous, and egotistical that is portrayed by the media. IACP found that police are overwhelmingly against the use of excessive force.

Sequence of Events

This looks at police use of force as a relative measure by comparing levels of force and suspect resistance. Research on interactions between police and citizens demonstrates a strong reciprocal influence of one action on another. It is important to understand the relative level of force and resistance rather than just the highest level. Actions of both the officer and suspect charge in an encounter depending on how circumstances and events take place. The level of force applied and the resistance to the force affect the outcome of the interaction.

Police Bureaucracy in Action

This system is characterized by specialization of tasks and duties, qualifications for positions, action according to rules and regulates, and a hierarchy of authority. It maximizes efficiency. But a downside to this is that this form of organization lacks flexibility, indifference to human needs, and allows "red tape" patterns. For example, using rules excessively that slows down effective problem solving.

Traffic

Traffic cops are officers who direct traffic or serve in a traffic or roads policing unit enforcing rules of the road. They can include officers who patrol major roads and also police who address traffic infractions on on other roads.The major purpose is to reduce the number of traffic deaths by enforcing laws and providing deterrent by their presence. They also uncover more serious criminal activity. Standard stops can result in arrests for more serious crimes. Running their ID through the computer can reveal stolen autos, outstanding warrants, and criminal records.

In-Service Training

Training that occurs during a police officer's career, usually on a regular basis and usually within the department; often required by department policy or state mandate. Most states have mandated in-service training for police. Over 90% have of local departments have annual in-service training requirements. The average is 35 hours a year. It is supposed to provide officers with new skills and knowledge about changes in laws, policies, or procedures. This can refresh skills. Some agencies may suggest officers to take management courses or other specialized training. Remaining a good police officer is different from becoming one due to the constant changes that take place.

Suspect Characteristics

Variety of suspect demographic characteristics are are associated with use of force. Young, minority, disadvantaged males are more likely to be involved in these incidents. It also correlates strongly with suspect behavior, like when they are verbally or physically resistant. This causes the use of force (severity) to increase. Citizen disrespect seems to be a mixed bag due to research showing that this can increase the use of force while other studies have failed to replicate this.

Less - Lethal Weapons

Weapons such as pepper spray and air-fired beanbags or nets that intend to incapacitate a suspect without inflicting serious injuries, or kill them. Technology has advanced enough to provide officers with less-lethal weapons like pepper and oleo resin spray, tactical batons, bean bag guns, and electronic weapons. Police can use these weapons to reduce the amount of fatalities. While it does reduce the level of force and the number of serious injuries, they are not always safe. Allergic reactions to pepper spray can happen, baton hits can be fatal, bean bag rounds to the chest can break ribs, tasers can stop hearts and more. The important task is to train officers to assess the level of risk created by the suspect accurately and to determine how to take control of the situation without little injury to both parties.