Recruitment and selection in organizational practice

Recruitment and Selection

The Los Angeles Police Department (LAPD) is one of the largest law enforcement agencies in the United States, and in terms of local agencies, is smaller only than the New York and Chicago police departments. As a result, it is constantly recruiting and has not only a robust application process, but also a number of different programs and resources meant to assist applicants as they make their way through the process. To get a better idea of the LAPD's recruitment and selection process, as well as the career development programs for officers who work at the agency, one should examine the seven steps of the applications process in detail, as well as the seven rungs of the LAPD career ladder.

The first step in the application process is the Preliminary Background Application (PBA) and Job Preview Questionnaire (JPQ), which are intended to help applicants determine in they "have a realistic change of success in some of the common areas of the background investigation portion of the selection process" as well as "better understand the nature of the work [individuals] will be performing as a Police Officer" (City of Los Angeles Personnel Department, 2011, Prepare for the tests). This step is essentially intended to weed out applicants who will likely not pass the Background Investigation and Polygraph Exam (step 3), or who are simply not yet ready to begin training because they "have not yet demonstrated the maturity and judgment appropriate for a Police Officer" (LA Personnel Department, 2011, Prepare for the tests).

The next step is the Personal Qualifications Essay, which requires applicants to answer a number of essay questions in order to gauge their communication ability, judgment and decision-making, and behavioral flexibility (LA Personnel Department, 2011, Prepare for the tests). This step serves to determine applicants ability to cope with a variety of issues they will face as a peace officer, such as filling out paperwork, short-term and long-term decision-making and planning, and the ability to react to changing circumstances, which can occur "during a single work shift or even during a single event" (LA Personnel Department, 2011, Prepare for the Tests). A passing score is 75%, but this does not necessarily mean that the applicant will move on to the next step, due to variability in the number of positions available as well as the number of applicants.

As mentioned above, step three of the application process involves a substantial background examination and interview as well as a polygraph test in order to verify the information previously provided. Step four is the Physical Abilities Test, which measures "strength, agility, and endurance," as well as aerobic capacity (LA Personnel Department, 2011, Prepare for the tests). The portion of the test measuring strength, agility, and endurance takes place after the background examination, but the portion measuring aerobic capacity is usually conducted as part of step six, the Medical and Psychological Evaluation (LA Personnel Department, 2011, Prepare for the tests). The Physical Abilities Test is less robust than the Medical and Psychological examination, and, because failing the test does not mean disqualification, mostly serves as a means for applicants to get a good idea of their current physical fitness as well as the steps they need to take to meet the eventual requirements for duty.

Step five is the Department Interview, in which the applicant is interviewed by a panel is order "to assess [] personal accomplishment, job motivation, continuous learning orientation, instrumentality, interpersonal skills, and oral communication skills" (LA Personnel Department, 2011, Prepare for the tests). Following the Medical and Psychological Evaluation, which is a comprehensive evaluation of the applicant's vision, hearing, body fat percentage, and psychological profile, the applicant is eligible for step seven, Certification and Appointment to the Police Academy. As with the Personal Qualifications Essay, completion of steps one through six does not necessarily mean the applicant will be appointed, because "more names are provided to the Police Department than there are vacancies so that the Department can select those best qualified for appointment based on results of the interview and test process" (LA Personnel Department, 2011, Prepare for the tests). At any point during the application process, applicants are invited to participate in the Candidate Assistance Program (CAP), which is specially geared towards preparing applicants for the stringent physical fitness requirements they must meet (City of Los Angeles, 2012, Candidate Assistance Program).

Once an applicant has completed the seven-step application process as well as Police Academy training, which includes academics, driving, firearm, human relations, law, and physical training, he or she will enter the LAPD as a police officer (LA Personnel Department, 2011, Academy Training). Although individuals are not technically full members of the department yet, officers in the Academy are paid their full salary as they undergo extensive training, particularly in regards to physical fitness and self-defense. Upon entering the LAPD as a full-fledged Officer, there are seven rungs on the LAPD Career Ladder: Officer, Sergeant/Detective, Lieutenant, Captain, Commander, Deputy Chief/Assistant Chief, and Chief of Police (LA Personnel Department, 2011, LAPD Career Ladder). Except for the ranks of Commander and Chief, each of these rungs has multiple pay grades, such as Police Officer III, or Deputy Chief II.