A review of rejected police candidates.

This paper reviews the activities of a Civil Service Medical Review Board which has reviewed the appeals of civil service applicants, particularly for police work, who have been rejected for psychiatric reasons by the hiring authority on the grounds of "mental unfitness." In a 1-1/2-year period, 98 cases have been reviewed. The Board has upheld the applicant in 65% of the cases and the hiring authority in 35% of the cases. Some of the factors resulting in the reversal of the decision of the hiring authority have been discussed. These include insufficient and superficial examination, inappropriate use of test material, attitudinal biases by the examiner, and inadequate reports which do not provide the adequate documentation required by law. It has been the hope of the Board that this review of professional judgment will ultimately impress both hiring authorities and examiners with the defects of the procedures utilized and will encourage them to provide higher quality screening which will be upheld on appeal. To a degree this has been accomplished. Hiring authorities were upheld in only 25% of the cases from September 1973 to March 1974 and 18% from March 1974 to September 1974. This changed radically in the September 1974 to December 1974 period, when hiring authorities were upheld in 60% of the appeals. As has been pointed out, such screening primarily involves review of personality disorders which, by their nature, require thoroughness of knowledge and delicacy of judgment for the formulation of a reasonable conclusion. It is hoped that these lessons will ultimately result in the selection of police officers likely to be successful at their tasks, without arbitrary rejection of those who reasonably merit a trial at work so essential to our society.     

Dangerousness of civil commitment candidates

This study followed a large, statewide sample of civil commitment candidates both in and out of the hospital for 6 months following their postcourt hearings to determine their postcourt dangerousness. It objectively measures dangerousness by dividing it into five legal components of behavior: (1) type, (2) object, (3) frequency, (4) weapon/means, and (5) severity of outcome. Using data from ward charts, readmission evaluations, recommitment affidavits, and arrest and community mental health center records, it describes candidates' dangerousness in terms of those, five components and compares that dangerousness with the alleged dangerous behavior that brought them into the civil commitment process. It finds that candidates do not tend to be dangerous in the 6 months following their court hearings.     

电子警务的建构

1 电子警务概述 1．1实施必要性 “警务”是全部警察行为总和。电子警务指以信息技术为手段，以网络为载体，以高效、公开、透明为特征的公安工作信息化、数字化、网络化，既包括上下级、部门、地区间的信息交互，也包括公安行政管理、服务等工作。因此，不能单纯从技术层面或业务层面来理解、概括电子警务，而应当是二者的有机结合，所反映的是网络环境下一种全新的、现代化的警务模式。传统警务主要基于手工方式实现信息的收集、处理、传输、响应、反馈，效率低、可靠性差、安全性一般、信息传输量小、特别是难以实现广泛的信息共享。公安信息化发展初期尽管采用计算机管理部分信息，但信息组织、处理、共享等仍以单项业务为主，如文档编辑、管理户籍、处理资料等。     

Psychiatric expertise in civil commitment: Training attorneys to cope with expert testimony

The learned treatise approach to challenging the psychiatric expert witness in civil commitment proceedings was investigated in the present study. An Ad Litem's Handbook, modeled after Ziskin (1975), was written and distributed to a group of attorneys who also received workshop training in aggressively defending the proposed patients at civil commitment hearings. TheseTRAINED attorneys were compared with control groups of attorneys not receiving the training intervention in terms of trial tactics, cross-examination profiles, and other courtroom behaviors in order to assess the impact of such training and the impact of the learned treatise approach in civil commitment hearings. Results indicated that, in spite of explicit endorsement of such tactics by the court,TRAINED attorneys did not alter their courtroom behaviors significantly in directions suggested by the special training and, like their untrained counterparts, did not aggressively challenge the psychiatric expert whose testimony argued for commitment of their clients.The research reported here is based primarily on the author's doctoral dissertation, completed at the University of Texas at Austin, May 1977. The author would like to acknowledge the assistance of Joseph Horn, Ph.D., dissertation committee chairman and the other members of the committee for their guidance.     

Neighborhoods and police: The maintenance of civil athority

This article is a revised version of a paper presented at the third conference of the Society for the Reform of Criminal Law, Sydney Opera House, Sydney, Australia, March 19–23, 1989. The paper was published as G. Kelling &; J. Stewart,Neighborhood and Police: The Maintenance of Civil Authority (National Institute of Justice, U.S. Department of Justice-John F. Kennedy School of Government, Harvard University, Perspectives on Policing Series, No. 10, May 1989).     

An exploratory examination of pre-employment psychological testing of police officer candidates with a hispanic surname

For many years, potential police recruits have had to undergo a variety of pre-employment tests. The testing process includes physical and psychological procedures. In more recent years the psychological testing has received more scrutiny with some states requiring the conducting of more than one procedure. Of particular popularity among psychological testing tools has been the Minnesota Multiple Personality Inventory (MMPI). While the discussions continue as to the veracity of this test for helping choose police candidates, little has been said about the racial or ethnic influence. This article examines a 15-year cohort of potential police recruits having a Hispanic surname as to the outcomes of their MMPI scores.     

Recent trends in abortion legislation in Eastern Europe,with particular reference to Poland

LL.M., Warsaw University 1968; Ph.D. (law), Warsaw University 1974; Dr. hab. (law), Warsaw University 1986.     

试论公务员精神的培育机制

培育公务员精神,提高公务员的公共行政能力,对于提升政府的公共行政管理水平有着重要的意义。因此,只有研究公务员精神培养机制,加强公务员精神的培育,才能使公务员在未来的行政世界中发挥出自己的聪明才智。     

Psychological screening of police recruits: A Texas perspective

For approximately 50 years, police agencies have been attempting to improve police officer selection, especially through psychological testing. Regarding this effort the availability of various standardized tests has made it rather confusing. This study was undertaken to better understand what tests are being utilized and whether there is any consistency among agencies as to what is being used in the State of Texas. Seventeen major municipal police agencies and the Department of Public Safety were surveyed as to the psychological protocols used for recruit screening. The results suggest a multitude of tests are being used with only minor commonality. Suggestions for future use and research are offered.     

拓展训练在公务员培训教学中的实施策略

拓展训练是借助于精心设计的特殊情境,以户外活动的形式让参与者进行体验,从中感悟出活动所蕴含的理念,通过反思获得知识,改变行为,实现可趋向性目标的一种体验式培训模式.它打破了培训课中长期以来封闭的教育模式,将公务员培训课程体系扩展到社会和大自然中,拓展了培训课的时间和空间,体现了公务员培训课程的多种功能和价值,对推动我国公务员培训课程改革将产生重要和深远的影响.     

论公务员调查研究能力的提高

调查研究能力是机关公务员必备的通用能力。立足实际,准确选题,深入调查,综合研究,掌握方法,规范写作是提高公务员调查研究能力的关键。     

欧盟民防机制及对我国应急管理体系建设的借鉴

我国是世界上受自然灾害影响最为严重的国家之一，如何使我国正在建立的应急管理体系更趋完善，是当下一个较为关注的重要问题，欧盟的民防机制及成功运作可给我们以启示和借鉴。     

学习型公务员队伍建设的主要障碍及对策分析

"全民学习、终身学习"的学习型社会是知识经济时代对人的全面发展提出的新要求。随着改革的深化,学习型政府逐渐成为我国政府改革的方向。公务员是政府机关中集合人才的重要组成部分,加强公务员队伍学习能力,提高公务员队伍的执政能力是创建学习型政府中关键的一环。     

公务员培训市场化研究

本文分析了公务员培训市场化产生的背景及我国公务员培训市场化的必要性,指出了我国公务员培训市场化的趋势及实现途径:即通过建立以需求为导向的公务员培训机制、公务员培训的市场竞争机制和宏观调控机制来实现公务员培训的市场化。     

Changes in calls for police service with changes in routine activities and the arrival and passage of weather fronts

Proceeding on the assumptions that the day of the week is the best predictor of the levels of calls for police service, that calls for police service emanate from the pursuit of routine activities, and that weather influences routine activities, this paper examines how the expected change in the level of calls for service for a particular day of the week in Chicago is altered with the arrival and passage of weather fronts. Fronts taking 1 day to pass Chicago have a broader effect on the changes in calls across the days of the week than fronts taking 2 days in passage. On the whole, the 2-day fronts significantly alter calls for service during the weekdays but not on the weekend, while 1-day fronts significantly alter calls on both weekdays and weekends. In general, cold fronts decrease calls for service, and warm fronts increase calls for service.     

Responsibility of applicants for promoting objectivity in research for which public health service funding is sought and responsible prospective contractors. Final rule

This final rule implements changes to the regulations on the Responsibility of Applicants for Promoting Objectivity in Research for which Public Health Service Funding is Sought and Responsible Prospective Contractors. Since the promulgation of the regulations in 1995, biomedical and behavioral research and the resulting interactions among government, research Institutions, and the private sector have become increasingly complex. This complexity, as well as a need to strengthen accountability, led to changes that expand and add transparency to Investigators' disclosure of Significant Financial Interests (SFIs), enhance regulatory compliance and effective institutional oversight and management of Investigators' financial conflicts of interests, as well as increase the Department of Health and Human Services' (HHS) compliance oversight.     

Admission to higher education: The legal issues arising from applicants with criminal convictions

Historically, applicants for entry to higher education have not been required to declare information about their background with respect to criminal convictions. In the 1990s a number of cases arose where entrants to higher education who did have criminal backgrounds proceeded to reoffend. In response, the University and Colleges Admissions Service introduced from 1998 a question on its standard application form which requires all applicants to declare whether or not they have any criminal convictions. This apparently innocuous question raises a significant number of legal issues, most notably relating to contractual and tortious duties, rehabilitation of offenders, human rights and data protection. This article considers each of these areas with reference, as appropriate, to the interests of both the applicant with criminal convictions and other members of the higher education community who might be at risk should reoffending occur.