Chapter 2 - 3-16-04 I) Chapter 2 Police Psychology Police...

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3.16.4 Chapter 2 – Police Psychology I) Police Psychology – the research and application of psychological principles and clinical skills to law enforcement and public safety a. Usually a police psychologist starts out: i. Providing consulting services to police agencies, such as screening and selection, or psychotherapy or counseling of police officers and their families b. If the psychologist proves effective, trustworthy, and credible: i. The department might request help with management problems, shift work, fitness-for-duty evaluations, or evaluating officers who have applied for promotion ii. Evaluate an alleged use of excessive force, become part of the hostage/crisis negotiation team II) Beginning of the Profession – (1968) when Martin Reiser, EdD, was hired as a full-time in-house psychologist by the LAPD and then wrote an influential paper on police psychology in 1972 I) Trends in Police Psychology a. Mental and Aptitude Testing i. In the beginning (1917-1927) cops scored below average on the IQ and Army Intelligence Examination. In fact, the higher ranking the officer was, the lower he scored in intelligence. It was believed that the more intelligent individuals who entered police service quickly left for other occupations, where their ability and intelligence were better recognized. ii. Now that police work requires more education and pays a little better, current mental evaluations show that officers, in general, are of average or above average IQ. b. Personality Assessment i. Applying officers must be put through an evaluation to determine if they have the adequate personality traits to be an officer and don’t have any biases or prejudices against any minorities. ii. Screening-out Procedures – tries to eliminate those applicants who demonstrate significant signs of psychopathology or emotional instability or who lack the basic abilities to perform the job in a safe and responsible manner. iii. Screening-in Procedures – intend to identify those attributes that distinguish one candidate over another as being potentially a more effective officer. 1. Used to select the top candidates form a pool that passed the initial screening procedures. 2. Successful officers need to have: good judgment, common sense, appropriate decision- making skills, interpersonal skills, a good memory, good observation talents, communication skills. iv. Situational Testing – the applicant is placed in simulated police situations where he is observed and rated on how well he responds v. Oral Board – requires a candidate to submit to questions fired by supervising officers, oftentimes done with the help of a polygraph. vi.
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Chapter 2 - 3-16-04 I) Chapter 2 Police Psychology Police...

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