NCJ Number
83628
Date Published
Unknown
Length
0 pages
Annotation
Panel speakers describe the New York City Police Department's minority recruitment program; the Austin, Tex. technical assistance program to LEAA grantees regarding equal opportunity compliance; and general perspectives on recruiting female police officers. LEAA guidelines for equal opportunity employment compliance are reviewed.
Abstract
The New York City program involved vigorous outreach and publicity, culminated in a test held in December 1973 which was passed by 43,000 candidates, and continues with a retention program that maintains contact with and assists candidates between recruitment and hiring. Austin's technical assistance program performs compliance evaluations, has issued a compliance manual, and holds compliance workshops for small targeted groups of elected officials and law enforcement administrators. Workshop programs are designed to confront these officials' resistance to institutional change. Speakers also emphasize that female applicants for criminal justice positions be evaluated without making assumptions about their ability or motivations. Height and weight requirements should be such that normal women can meet them, and physical ability tests should replicate activities characteristic of the job. Women's community groups and colleges should be tapped for recruiting females. Speakers not that LEAA equal opportunity guidelines are applicable to any State or subdivision receiving LEAA funds for law enforcement, correctional, and probation or parole programming. The guidelines require evaluation of employment opportunities regarding recruitment, promotion, and termination procedures, and rates of pay. Agencies must document and certify their compliance with the guidelines.