Personnel Selection & Performance
Economic model: suggests people will weigh up the cash and noncash costs and
benefits of become a police officer compared to other jobs
Benefits: - Respect from the community & Assisting the general public
Costs: - Low salary, risk to self, high demanding job
•People are more likely to join the police force If they reside in an area with high
crime rates
Selection Process:
Screening In: Select people who possess desirable traits such as skills, knowledge &
ability
Screening Out: Eliminating those who possess undesirable traits such as negative
psychological traits. This stage is much harder as these traits are hard to hide
•KSA’s: When employing new officers, police conduct a job analysis looking at
what Knowledge (ie: Problem solving skills & Education), Skills (ie: integrity,
reliability, compassion, communication, leadership, conflict management) and
Abilities (ie: physical fitness) are most valuable to the police force
•To decide KSA’s officers will ask higher ranked officers and conduct surveys
Problems:
- KSA’s may change depending on the particular job
- KSA’s change over time
- KSA’s change depending on those surveyed believe which attriubtes are most
important
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