Community policing, problem-oriented policing, and zero-tolerance policing

Law Enforcement and Hiring Laws

Types of Policing

Community policing primarily consists of law enforcement through police patrol and presence. Problem oriented policing is very similar to community policing, except that instead of merely patrols actions are directed to address a specific problem. A problem oriented policing response is exemplified by increased patrols at problem traffic intersections or enforcement of pedestrian crossing from speeding traffic. Problem oriented policing is noted to have reduced burglaries in Newport News, Virginia (Walker & Katz, 2008, p. 340). Both community and problem oriented policing is aimed at developing trust and interaction with local communities, in which the contributing social factors that contribute to crime is countered.

The potential shortcoming of community policing is the reality that studies have shown it does not necessarily reduce crime, but does improve the perception of safe neighborhoods (Walker & Katz, 2008, p. 321). In the case of problem oriented policing patrols temporarily reduce criminal activity, but once actions cease the crime returns (Walker & Katz, 2008, p. 340)

Zero-tolerance policing is characterized as crime fighting, in which resources are deployed to counter undesirable activity and is generally an aggressive use of police activity (Walker & Katz, 2008, pp. 343-345). Zero-tolerance policing was most notably used to clean up the streets of New York City (Walker & Katz, 2008, p. 345).

Community policing, all things being equal, stands the best chance of effectiveness because it develops a working relationship with communities and maintains positive relations with residents.

Citizen and Police Behavior

The Alpert force factor is comprised of four categories to measure the incidence and degree of force employed against citizens: no resistance, slight resistance, moderate or high resistance, or violent or explosive resistance (Walker & Katz, 2008, p. 367). The theory asserted that officers delivered an equal force level to that of the suspect they encountered. The research aggregates and generalizes police interactions with citizens, yet each officer and engagement is uniquely defined by the environment and situations.

Courtesy and professionalism displayed by an officer is most apt to result in an equal level from the suspect in question. Ideally the officer matches the aggression level to the suspect or slightly less, so that situations are not escalated. The danger of studies that characterize police behavior as aggressive may predispose the community to harbor animosity towards officers that may be prone to escalate a situation.

Law of Equal Employment Opportunity

The Law of Equal Employment Opportunity, originally passed in 1972, is the statute that prevents organizations from disqualifying candidates for hire based upon race, color, religion, sex, age, or national origin (U.S. Equal Employment Opportunity Commission, 2012). The passage of this law was aimed at ensuring that officers were hired on merit, and not discriminated due to the specified classes. Since passage of this law, the diversity of the police force has slowly grown to more accurately reflect the communities that it serves. While the police forces are by no means appropriately reflecting the gender balance of the population, the law ensures that minorities and women are offered every opportunity. While the law does not specify sexual orientation as a specifically protected class, under the law, candidates that feel they have been discriminated against may find other areas to file a suit.

The Law of Affirmative Action stems from the Civil Rights Act of 1964. Affirmative Action has affected police hiring and promotions specifically in the two areas of physical agility and written tests (Gaines & Schram, 2012). The act has enabled many minorities to rise in the ranks of the police force to promote diversity, however this can generate animosity if higher performing officers believe their pass over for promotion was not due to merit. Quotas, requiring a specific number or ratio of minorities to be employed, may serve to thwart the career advancement of deserving officers in the efforts to diversify the face of the police force. If the quota issue is carried to an extreme, then officers and leadership capabilities are compromised if the bar is lowered so far that it weakens the force. However, the theoretical issue of quotas is easy direct attention and criticism too, it should not serve as a crutch for underperforming Caucasian officers to use as an excuse for being passed over for promotion. The issue of affirmative action can very easily cut both ways.