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.     

An Investigation of Biographical Information as a Predictor of Employment Termination among Law Enforcement Officers

An important service that police psychology can offer law enforcement administrators is assistance in the selection of future officers. Police psychologists have traditionally focused on the identification of psychopathology and exclusion of applicants who were found to be mentally ill. The introduction of the Americans with Disabilities Act (1990) has changed what had been considered appropriate exclusion criteria because of the introduction of increased civil rights protections for persons with disabilities. At the same time, increasing civil liability for law enforcement departments in regard to officer misconduct has compelled police psychologist to evaluate potential for future misconduct by non-clinical means. The scientific examination of biographical data may be one method of establishing the relationship between officer candidate variables and future misconduct. This paper examined the predictive validity of biographical information for a sample of 2965 police officer candidates. Results indicated that several biographical variables were significantly correlated with later termination. However, results of regression analyses indicated that biographical variables alone accounted for limited variance in the prediction of police officer termination. The use of biographical information as a sole determinant of police candidate suitability was not supported and the use of additional sources of data would be required for effectual forecasting purposes.     

警察专业发展:内涵、路径与保障

警察职业是一种专业,警察是履行执法职责的专业人员,其执法水平的提高有赖于他们的专业发展。警察系统不仅应建立包括职前高等学历教育、入职训练、在职提高一体化的、贯穿整个职业生涯的警察专业发展制度,而且,还应制定相应的专业标准和职业资格制度,促进和保障警察专业持续发展,专业地位不断提高。     

Tasks facing Korea's private security business,and its prospects for the 2000's

This thesis forecasts changes in both the domestic and overseas public security circumstances, and analyzes the status of Korea's private security, discussing Korea's private security tasks and prospects for the 2000's, based on the results of problem analysis. Korea's private security business began in the early 60's, and has independently developed since the Security Services Act was established in 1977. Since the early 80's, the private security business has marked rapid growth, thanks to the introduction of Japanese private security capital and technology; and, since the successful holding of the ‘86 Asian Games and the ‘88 Seoul Olympics, the private security business has enjoyed remarkable growth year after year. However, behind such growth lie many problem areas. The internal problems afflicting private security service companies include; first, the private security service providers concentrate too much on labor‐based security; second, equipment‐based security business is limited; third, private security services are not evenly distributed nationwide; fourth, there is only a small scale of private security service providers; and, fifth, there is non‐designation of security vehicles as emergency vehicles. Problems with respect to mutual cooperation with police include (1) insufficient police support in providing training for security personnel, (2) minimal police organization in charge of private security, (3) lack of understanding and cooperation because of low exchange of information between the police and private security organizations, and (4) non‐establishment of standards applicable to the respective roles of the police and private security organization together with lack of emergency mutual contact and information systems. In order to solve these problems and achieve a desirable level of private security performance in the 2000's, a security personnel specialization policy along with security specialist schools must be established and operated. As a developmental policy, it is desirable that the function of examining private security policies be granted to Korea's Police Committee, corresponding to the U.S.A. Regulatory Board, or Japan's Public Security Committee. As a cooperation‐building exercise between the police and private security organizations, systemic meetings, officer‐in‐charge systems, ride‐along programs and crime prevention consulting service centers must be started up and operated.     

Personality differences between police and fire applicants

An increasingly common administrative policy is to combine police and fire departments into one collective unit titled something such as “Department of Public Safery”. However, in order to make such a combination, job incumbents must be able to perform the duties of both a patrolperson and a firefighter. Thus a combination of police and fire departments assumes that police and fire applicants are similar in skills, abilities, and personality characteristics. The purpose of the present study was to determine if police and fire applicants were similar in terms of personality. The results indicated that there were significant personality differences between police and fire applicants. These differences were discussed in terms of the policy of combining police and fire departments.     

The healing profession needs healers: the crisis in medical education

In this article, Dean and professor Albert E. Gunn explains that there is something wrong with the medical profession today. The lack of opposition by physicians to current practices that contravene basic human nature is disturbing. Gunn believes an origin of the problem lies in the process of the selection of medical students. Selection has been biased against the very traits that should make a person a good, caring physician. Gunn recommends looking favorably upon, even recruiting, applicants with a broad education in such subjects as history, philosophy, and literature, rather than just basic, technical science knowledge that they are currently being encouraged to study. Applicants should be recruited who are highly educated and able to think for themselves on important issues. Another bias the author has observed is that against applicants who possess a religiously justified morality. Such applicants are asked to justify and defend such a stance. Gunn believes that the fact that applicants who possess these traits are not considered highly desirable, much less preferred, is the basis of the deterioration of the medical profession, and recruiting such independent-minded, ethical, religiously motivated candidates could be the answer to reviving it.     

The Development of a Thurstone Scale for Identifying Desirable Police Officer Traits

Screening applicants for the position of peace officer is a very uncertain process. Concomitantly, trying to select applicants who will be successful throughout their careers adds another, important dimension. Unfortunately, the selection process has primarily been one of screening-out those who are for one reason or another unfit. This article used the Thurstone Scale as the methodological basis to identify those traits that experts agreed are the ones that are meaningful in predicting police officer career success.     

An investigation of biographical information as a predictor of employment termination among law enforcement officers

Among the most important services that psychology can offer law enforcement is assistance in the selection of future officers. The usual contribution made by police psychologists centers on the elimination of applicatns who are mentally ill. However, due to increased behavior-generated police liability, psychologists must focus on ruling out applicants whose future behavior may result in departmental compromise for any reason. One method for forecasting police officer performance is by examining critical information in biographical data. This paper examined the predictive validity of biographical information for a sample of 2,965 police officer candidates. Results indicated that several biographical variables were significantly correlated with later police officer termination. However, results of regression analyses indicated that biographical variables alone accounted for limited variance in the prediction of police officer termination. These findings suggested that the use of biographical information as a sole determinant of police candidates was not supported and the use of additional sources of data would likely be required for practical forecasting purposes.     

The insanity defense: asking and answering the ultimate question

The authors address the main questions in the insanity defense debate: Should it be abolished? Should psychiatrists participate as expert witnesses? Is the profession damaged by such testimony? Is there a logical leap between providing psychiatric findings and providing an opinion to the ultimate question? Because the free will/determinism model underlying the current insanity defense positions can be used to argue either side of the debate, it does not supply any rational answers. The authors reframe the discussion, using a systems approach, and suggest answers to these questions that are in line with the clinical realities and on a firmer philosophic ground.     

Regulatory policies and procedures for the Domestic Public Land Mobile Radio Service--Federal Communications Commission. Proposed rule

Policies and procedures concerning objective need showings for applications requesting an additional one-way frequency for one-way signaling stations are being proposed. The present rules do not provide applicants with sufficient information as to what is required in need showings before applications can be granted. Applicants requesting an additional one-way frequency must show that the existing or projected grade of service is .50 before an additional channel is granted. The proposed standards are concurrently being adopted as an interim rule.     

论警察职业认同

在社会价值取向多元化发展的今天，职业价值认同的差异性矛盾已经成为社会学者普遍关心的问题。也成为职业内部建设的重要话题。警察作为高危职业其价值认同正经历着历史的转型。警察职业认同不仅对从业个体．而且对警察职业以及社会整体都有不同程度的影响。我国现阶段警察职业价值认同存在危机，应整合心理资源、组织资源和社会资源，增强我国现阶段警察职业价值认同。     

American forensic psychiatrists who work in state institutions

The authors surveyed a sample of American forensic psychiatrists who work in state institutions. As a group, their respondents tended to be middle-aged, white men, who had little formal training in forensic psychiatry, felt somewhat alienated from their peers, yet who were Board certified in general psychiatry. They tended to be involved primarily in the direct treatment of patients, and most often expressed concerns about the care-and prominent lack of aftercare--received by forensic patients. They also perceived a sense of patient futility in the institutional forensic setting. The authors conclude by recommending that AAPL take a more active role in appealing to and representing such forensic psychiatrists.     

Assessing effective participation in vulnerable juvenile defendants

Effective participation in trial is outlined under article 6 of the European Convention on Human Rights and refers to the ability to understand and engage in trial. Juvenile defendants are often referred to psychologists or psychiatrists by their solicitors to establish ‘effective participation’ capacity. In the USA, key components to participate effectively are defined and standardised assessments available. In the UK, no formal measures exist. A consecutive series of 20 adolescents aged 12–20 years, referred by their solicitors to our service, were assessed using a standardised battery and a semi-structured interview designed to assess effective participation. Fifty-five per cent had at least one neurodevelopmental disorder. Low IQ was common and 50% had age-equivalent language scores below 10 years. Rates of depression, anxiety and PTSD were high. Knowledge about trial was poor. These findings have implications for Criminal Justice System professionals and to ensure fair trials for young defendants.     

Problems surrounding release of persons found not guilty by reason of insanity.

The problem of release from institutionalization of those not guilty by reason of insanity is a most troublesome one. Psychiatric criteria for release are to be balanced by what judges see as the needs and protection of society. In 1972, New Jersey in the Maik decision adopted an extremely stringent rule which, if strictly followed, would condemn most NGIs to life imprisonment. Judge Weintraub's demand for assurance that the underlying or latent condition was no longer present put psychiatric examiners in an untenable position. The psychiatrists of the state took the unusual step of preparing a critique of the Supreme Court decision and distributing it to the legal profession through a law periodical. In the interim, the inequities of the Maik rule were recognized and an evolutionary set of standards laid down in the Carter case which provides some flexibility and set standards for conditional release. This clarification will undoubtedly be of great assistance to both courts and psychiatrists in dealing with a complex issue which can never have simple guidelines.     

Americans with Disabilities Act (ADA) accessibility guidelines for buildings and facilities; play areas. Architectural and Transportation Barriers Compliance Board. Final rule

The Architectural and Transportation Barriers Compliance Board (Access Board) is issuing final accessibility guidelines to serve as the basis for standards to be adopted by the Department of Justice for new construction and alterations of play areas covered by the Americans with Disabilities Act (ADA). The guidelines include scoping and technical provisions for ground level and elevated play components, accessible routes, ramps and transfer systems, ground surfaces, and soft contained play structures. The guidelines will ensure that newly constructed and altered play areas meet the requirements of the ADA and are readily accessible to and usable by individuals with disabilities. The Department of Justice must adopt the guidelines as standards for them to be enforceable under the ADA.     

Police service aides: Paraprofessionals for police

Increased professionalization of U.S. police patrol forces has yielded not only higher salaries but, through heightened citizen expectations, greater pressures to provide both more crime-fighting and more call-for-service answering activities. Service calls in particular, requiring diversified skills, have added to patrol workloads. Coming at a time of severe budget constraints, alternatives must be identified and evaluated that focus police skills on police matters and provide for non-law-enforcement services in other ways. Recent experience on one promising alternative resource-police service aides-is summarized here. These paraprofessionals are unarmed but uniformed civilians in marked vehicles who perform non-crime-related activities traditionally assigned to sworn officers. Included is an analysis of their effectiveness in freeing time for sworn officers to pursue crime-fighting activities; their capacity to perform different duties; and their impact on and acceptance by the sworn officers and the community. As in other professions, the introduction of police paraprofessionals will have a major impact on urban services in general and on policing in particular.     

Voluntary policing in Sweden: media reports of contemporary forms of police–citizen partnerships

Many Western-style democracies have witnessed a general shift in the distribution of crime prevention responsibility, away from the state and increasingly to citizens themselves. Civil society is today more and more often called upon as an additional policing resource. This article explores the phenomenon of voluntary citizen participation in policing in Sweden, based on an analysis of 9280 news-media articles. One state-sanctioned (the Volunteers of the Police) and one autonomous civic (Missing People Sweden) initiative were examined, from their respective start until 2017, to understand the role played by police–citizen partnerships in the establishment and legitimation of voluntary policing forms in Sweden. A high degree of integration between police and volunteer work was found, enabling not only effective citizen participation, but also having an influence on police operations. The more effective and publicly visible the voluntary policing bodies were, the more pressure there was on the police to defend its legitimacy, ally itself with the volunteers and regulate the latter’s activities while holding them responsible for their actions. Arguably, however, with the police–citizen relationship being one of integration and mutual dependence, the division of labour and the accountability of both parties risk becoming blurred or even confused.     

论“理想言谈情境”下的行政参与制度

现代法治原则之下,为实现行政参与权利的充分、有效实现,最佳做法是为利害关系人参与行政过程营造一种“理想言谈情境”。“理想言谈情境”强调参与的平等性和参与后意见表达的自由性,由此,“理想言谈情境”下的行政参与应同时满足“在场性”和“参与实效”两项标准。前者可通过“听证”和“陈述及申辩”权的维护得以实现;后者的实现则有赖于“程序性权利”、行政公开、“禁止片面接触”原则的落实和相关配套制度的构建与完善。同时,还应对行政参与瑕疵采取“差序格局”式的司法审查及处理措施,以设定维护“理想言谈情境”的最后一道防线。     

法、德民法典文风形成原因探悉——兼与滕毅先生商榷

滕毅先生的文章从文化的角度对法、德民法典文风及其差异形成的原因进行了探讨,但这种探讨有失偏颇。法、德两国民法典文风形成的原因除了可以从文化方面进行探究外,还可以从其他方面来寻找。《法国民法典》文风形成与资产阶级争取城乡平民阶层、启蒙运动的影响以及当时法国法律职业的整体状况等诸多因素有关;而《德国民法典》文风形成则与“德意志国语运动”和德国启蒙运动及资产阶级革命的独特性所导致的德国社会体制的独特性有密切联系。我国民法典的制定过程中应当对这一问题加以重视,以发挥民法典的实际效用。