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Criminal Justice -- Sheriff's Departments Hiring Requirements
San Francisco County Sheriff's Department
The minimum qualifications for applying to the San Francisco Sheriff's Department (SFSD) are as follows: the candidate must be at least 18 years of age; must be a U.S. citizen or a "permanent alien who is eligible and has applied for citizenship"; must have a U.S. high school diploma (or GED certificate) or a 2-year or 4-year college degree; cannot have any felony convictions (and certain misdemeanor convictions); must be physically and mentally healthy and be of good moral character.
The selection requirements include: a) testing reading and writing ability (an acceptable score must be obtained on the POST Entry-Level Law Enforcement Test Battery); b) an oral interview (the department head and another department employee, or an oral panel, gives this oral interview; a candidate's "experience, problem solving ability, communication skills, motivation/interest, interpersonal skills and community awareness / involvement are covered); c) a background investigation (personal behavior record; education; driving record; criminal record check; integrity; substance abuse history, citizenship verification; etc.); d) medical evaluation and a psychological evaluation (must have a history of good health; a licensed psychologist or...
The SFSC is assessing a person's history, their competence, and their ability to handle stress and solve problems. There is no mention of a "truth verification" (polygraph) test for the SFSD.
The SFSD has separate applications for dispatchers, deputies. The requirements for the SFSD are stringent, and because the recruitment process is thorough the SFSD has hired good quality talent. The SFSD has received high marks from the SF County Grand Jury (the jury found the SFSD canine unit "provides a unique service" by "removing a large number of contraband weaponry and narcotics"). The salary range for a SF deputy sheriff is from $87,464 to $117,078, and there is a $5,000 signing bonus for those qualified at the time of hiring.
San Diego County Sheriff's Department
The minimum qualifications for an applicant to the SDSD: must be 20-1/2 years of age; U.S. Citizen; high school or equivalent degree; no felony convictions and no disqualifying misdemeanors; 20/100 vision or corrected to at least 20/30; valid driver's license; effective use of English language. The written exam for the SDSD includes: reading comprehension; grammar (English); sentence construction; vocabulary and spelling competency. No math is expected but an essay test is given to applicants. If…
Works Cited
Saint Louis County Missouri. (2009). Law and Public Safety / Evaluating Quality Police
Services / What is Quality Police Service? Retrieved June 3, 2012, from http://www.stlouisco.com.
San Diego County Sheriff's Department. (2011). Become a Deputy Sheriff / Lateral Program /
Join Our Team. Retrieved June 3, 2012, from http://www.joinsdsheriff.net/lateral.html.
Sheriff's Department / Update in Progress. Retrieved June 3, 2012, from http://www.sfsheriff.info.
Application of Polygraph Testing in Selection c. Methodological Issues in Application of Polygraph Testing VI. Officer Selection Outcomes with and without Polygraph Testing a. Selection of Police Officers without Polygraph Testing b. Selection of Police Officers with Polygraph Testing c. Police Misconduct Incidents among Officers Selected without Polygraph Testing d. Police Misconduct Incidents among Officers Selected with Polygraph Testing VII. Conclusions a. The Effect of Polygraph Testing on Hiring b. The Effect of Polygraph Testing on Officer Integrity c.
Detecting Deception Polygraph Testing: A Critique One of the most commonly used methods for detecting deception is the polygraph test. This is a procedure that combines skillful questioning techniques with physical measurements in order to determine stress levels that would indicate the presence of deception. It is widely used and is reliable enough to be used in a court of law, if it is properly handled and interpreted by an expert
Public policy makers in general and the police agency in particular should refrain from using the polygraph test in their selection of employees, particularly since, at worst, they may end up including potential robbers and murderers as part of their organization. The purpose of the followign study is to evalaute these conclusions by investigating the efficacy of polygraph tests in assessing police candidates Source Brett, a. Phillips, M., & Beary, J (1986)PREDICTIVE
(p. 214). In short, even if one is willing to overlook all of the glaring flaws with polygraphs and the ultimate impossibility of accurately measuring their accuracy, the best that can be said about them is that they detect deception better than random chance. Though it likely need not be said, "better than flipping a coin" seems a paltry justification for the still-widespread use of polygraphs in the criminal justice
Polygraph There has always been a search for a way in the social order regarding the degree of truthfulness or dishonesty in an individual. History reveals that there has been almost a universal constant endeavor to uncover the falsehood and know the truth. The Ancient Chinese, Arabs and Indians are known to have used methods from torture to duel fight for obtaining the truth and distinguish innocent and guilty (White Jr.,
Polygraph Reliability and Validity The validity and reliability of polygraph testing has been a subject of debate since such testing was first implemented almost a century ago (OTA, 1983, par. 1). Abundant research has been done on modern polygraph machines and techniques that has served to validate their use and their accuracy, however controversy still remains in the minds of many (Gougler et al., 2011, 196-201). One way to go about