Using Assessment Centers in Selecting Entry-Level Police Officers: Extravagance or Justified Expense?

Coulton, Gary F.; Feild, Hubert S.

doi:10.1177/009102609502400210

Cited by 14 publications

(14 citation statements)

References 30 publications

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“…In order to overcome this problem, we used a performance simulation approach to obtaining performance data. This approach mimics that of assessment centers used in hiring and promotional processes across a wide variety of industries, (see, e.g., Coulton and Feild 1995;Hughes 2006;Krause et al 2006;Thornton and Gibbons 2009). The assessment center approach has been demonstrated to be a reliable, valid, and unbiased method for examining work performance (Gaugler et al 1987;Lowry 1997).…”

Section: The Agenciesmentioning

confidence: 99%

An experimental study of compressed work schedules in policing: advantages and disadvantages of various shift lengths

et al. 2011

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Objectives The objectives of this research were to test the impacts of three shift lengths (8-, 10-, and 12-hour) on performance, health, safety, quality of life, sleep, fatigue, alertness, off-duty employment, and overtime among police. Methods This study consisted of a randomized block experimental design. There were 275 participating officers from two large police departments. Data were collected as part of a multi-site clinical trial for which we employed the same protocols in both sites. The blocks included site and time of day of the shift. Unique measures of work performance, safety, and fatigue were collected using laboratorybased simulations collected during the end of the shifts, and self-report instruments were used to capture other outcomes such as health and quality of life. The analysis model we employed was a block randomized ANCOVA in which the pre-test dependent measures served as the covariate. ResultsThe results indicated that those working 10-hour shifts had a significantly higher quality of work life (f=.16) and averaged significantly more sleep (f=.19) than those on 8-hour shifts. Furthermore, those working 8-hour shifts averaged significantly more overtime (f=.42) than did those assigned to 10-and 12-hour shifts. In addition, officers working 12-hour shifts experienced greater levels of sleepiness (f=.20) and reported lower levels of alertness (f=.21) at work than officers on 8-hour shifts.benefits associated with 10-hour shifts did not inure to the 12-hour shifts. Although our study did not reveal any significant effects associated with objective measures of fatigue across shifts, the implementation of 12-hour shifts should be done only after careful consideration of some of the potential concerns. Limitations of this study include lack of information regarding the methods and costs associated with implementation of compressed schedules, and the low level of reliability for driving and shooting simulation exercises. Future research should examine the impact of overtime hours on fatigue, safety, and performance, and ways to more effectively regulate hours of work in policing.

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Section: The Agenciesmentioning

confidence: 99%

An experimental study of compressed work schedules in policing: advantages and disadvantages of various shift lengths

et al. 2011

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“…The low use of this selection procedure may reflect the belief by police personnel that the costs do indeed outweigh the gains, or they may simply not know how to use them. Whatever the reasons, many authors (e.g., Ash et al, 1990;Coulton & Field, 1995;Dunnette & Motowidlo, 1976) would argue that assessment centers are currently being underutilized.…”

Section: Level Of Sophistication Of Selection Proceduresmentioning

confidence: 99%

Psychological Testing and the Selection of Police Officers

Cochrane

Tett

VandeCreek

2003

Criminal Justice and Behavior

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Through a national survey of municipal police departments, this study identifies current selection and psychological assessment practices for police officers. Of the 355 police agencies invited to participate in the survey, 155 returned completed questionnaires (43%). Analyses of the extent and nature of assessment procedures revealed that the majority of police departments perform a background investigation, medical exam, interview with applicant, drug test, physical fitness exam, and polygraph test. Furthermore, more than 90% of responding agencies require a psychological evaluation of applicants, which shows a significant increase from prior surveys. Results from this study shed light on the changes and trends that have occurred in police selection in the past decade. Overall, the majority of police departments that responded used extensive and sophisticated selection measures, especially those departments serving larger cities. However, many agencies are not following public policy guidelines and psychological assessment recommendations, suggesting the need for further refinements.

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“…The use of ACs for selecting entry-level police officers has become a widespread procedure (Coulton & Feild, 1995). However, very little research about the validity of such ACs exists.…”

Section: Using Assessment Centers For Police Forcesmentioning

confidence: 99%

“…It should be noted that even a small validity increase in the selection process might be quite profitable. In the case of police work, profitability of any additional validity may be very meaningful, taking into account the high potential damage of inaccurate selection of police officers (Coulton & Feild, 1995) who often have to make decisions that may affect the lives and property of many people.…”

Section: Aims Of the Present Stuaymentioning

confidence: 99%

“…Consequently, most ACs have been engaged for selection or promotion of organizational positions (i.e., managers or those in professional jobs) where errors in placement decisions are considered expensive or critical. Recently, however, ACs have expanded across organizational levels and are now being applied for entry-level nonmanagerial jobs as well (Coulton & Feild, 1995;Howard, 1997; Thornton, 1992). Under these circumstances, the old question (cf.…”

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confidence: 99%

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Entry‐level Police Candidate Assessment Center: An Efficient Tool or a Hammer to Kill a Fly?

Dayan

Kasten

Fox

2002

Personnel Psychology

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The study examined the validity of the assessment center (AC) as a selection process for entry‐level candidates to die police and its unique value beyond cognitive ability tests. The sample included 712 participants who responded to personality and cognitive ability testing (CAT), and underwent an AC procedure. AC results included the overall assessment rating (OAR) and peer evaluation (PE). Seven criterion measures were collected for 585 participants from a training stage and on‐the‐job performance. Results showed that the selection system was valid. Findings yielded significant unique validities of OAR and PE beyond CAT and of PE beyond OAR even after corrections for restriction of range. Results support the use of ACs for entry‐level candidates.

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Using Assessment Centers in Selecting Entry-Level Police Officers: Extravagance or Justified Expense?

Cited by 14 publications

References 30 publications

An experimental study of compressed work schedules in policing: advantages and disadvantages of various shift lengths

An experimental study of compressed work schedules in policing: advantages and disadvantages of various shift lengths

Psychological Testing and the Selection of Police Officers

Entry‐level Police Candidate Assessment Center: An Efficient Tool or a Hammer to Kill a Fly?

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