Centro de Documentação da PJ
Monografia
 CD143 |
Law enforcement recruitment toolkit [Documento electrónico] : COPS/IACP leadership project : June 2009.- Washington, DC : COPS Office, 2009.- 1 CD-ROM ; 12 cm
Project supported by Grant Number 2005-HS-WX-K003. Ficheiro de 3,25 Mb em formato pfd. Disponível em: http://www.cops.usdoj.gov/files/RIC/Publications/e080921223-RecruitmentToolkit.pdf. Acedido em 26 de Novembro de 2010.
RECRUTAMENTO E SELECÇÃO DE PESSOAL DE POLÍCIA, ESTRATÉGIA POLICIAL, POLÍCIA E SUA IMAGEM, ESTUDO DE CASOS, ESTADOS UNIDOS
Police recruitment: foundation concepts. State of police staffing. Changes in police recruitment needs. Factors that hinder police recruitment. Unfavorable demographic and social trends. Lack of diversity in some police departments. Unattractiveness of paramilitary organizations. Intense competition for candidates. Bureaucratic and burdensome personnel regulations. Strategies to improve recruitment. Collaborate with other police agencies. Engage the community. Improve relations with external human resource offices and elected officials. Streamline your recruitment and selection process. Involve everyone in the department in recruitment. Put someone in charge of recruiting. Tell the police story. Enhance web outreach. Enlist the support of the media. Reach out to the young. Hire younger-and older. Hire transitional workers. Mentor applicants Through the process. Regional Collaboration in New Jersey: The Alternate Route Program. A County case study: alternate route in Morris County. A County case study: alternate route in Camden County. Regional collaboration in Florida. Pinellas County's PASS. Brevard County's police Testing Center. Recommendations from the California POST Commission. Develop a recruiting team. Find out what potential applicants want. Market the agency and use technology. Consider alternative staffing and employee preparation. Create partnerships. Market the agency. Enhance community outreach. Become more user-friendly. How to Prepare Recruits to Succeed in the Police Academy. Hiring in the spirit of service. A public-private partnership and an applicant-friendly web site. Community Partnerships in Police Recruitment. Why community inclusion?. Who is the community?. How do we engage the community?. Phase 1: building-block activities. Phase 2: stakeholder action planning. Phase 3: implementation, monitoring, and evaluation.