Common use of CRITICAL RESPONSE TECHNICAL ASSESSMENT REVIEW Clause in Contracts

CRITICAL RESPONSE TECHNICAL ASSESSMENT REVIEW. ‌ Police Accountability—Findings and National Implications of an Assessment of the San Diego Police Department Recommendations Officer recruiting and hiring process An impartial and consistent recruitment and selection process that attracts a sufficient, diverse, and qualified pool of applicants is necessary to ensure that a law enforcement agency can select and hire a cadre of pro- fessional officers who will be respected by the community. Although the SDPD has a comprehensive manual that describes the recruitment and selection process based on current best professional practices, a policy that covers each step of the process and the responsibilities of assigned personnel is needed. It is important that the policy include adjustments to current practices, such as who signs off on officer hiring decisions and the infor- mation that should be provided to the police psychologists for them to make their hiring recommendations. In addition, the SDPD should revise the recruitment pages of its website. Police department websites often provide the first impression a potential applicant receives about what it means to be a police officer. The SDPD website, like those of many other police agencies, provides videos that may give a misleading impression, emphasizing tactical assignments and other “exciting” aspects of policing. A number of departments have made efforts to provide videos and photographs that depict community policing activities and other police work that accounts for how most officers spend most of their time on duty. ƒ Recommendation: The SDPD should draft a specific policy requiring them to follow the comprehensive man- ual that governs the recruitment, selection, background investigation, and hiring process. ƒ Recommendation: The department should update its recruitment video presentations and recruitment web page.

CRITICAL RESPONSE TECHNICAL ASSESSMENT REVIEW. ‌ Police Accountability—Findings and National Implications of an Assessment of the San Diego Police Department Recommendations Officer recruiting and hiring process An impartial and consistent recruitment and selection process that attracts a sufficient, diverse, and qualified pool of applicants is necessary to ensure that a law enforcement agency can select and hire a cadre of pro- fessional officers who will be respected by the community. Although the SDPD has a comprehensive manual that describes the recruitment and selection process based on current best professional practices, a policy that covers each step of the process and the responsibilities of assigned personnel is needed. It is important that the policy include adjustments to current practices, such as who signs off on officer hiring decisions and the infor- mation that should be provided to the police psychologists for them to make their hiring recommendations. In addition, the SDPD should revise the recruitment pages of its website. Police department websites often provide the first impression a potential applicant receives about what it means to be a police officer. The SDPD website, like those of many other police agencies, provides videos that may give a misleading impression, emphasizing tactical assignments and other “exciting” aspects of policing. A number of departments have made efforts to provide videos and photographs that depict community policing activities and other police work that accounts for how most officers spend most of their time on duty. ƒ Recommendation: The SDPD should draft a specific policy requiring them to follow the comprehensive man- ual that governs the recruitment, selection, background investigation, and hiring process. ƒ Recommendation: The department should update its recruitment video presentations and recruitment web page.

CRITICAL RESPONSE TECHNICAL ASSESSMENT REVIEW. ‌ Police Accountability—Findings and National Implications of an Assessment of the San Diego Police Department Recommendations Officer recruiting and hiring process An impartial and consistent recruitment and selection process that attracts a sufficient, diverse, and qualified pool of applicants is necessary to ensure that a law enforcement agency can select and hire a cadre of pro- fessional officers who will be respected by the community. Although the SDPD has a comprehensive manual that describes the recruitment and selection process based on current best professional practices, a policy that covers each step of the process and the responsibilities of assigned personnel is needed. It is important that the policy include adjustments to current practices, such as who signs off on officer hiring decisions and the infor- mation that should be provided to the police psychologists for them to make their hiring recommendations. In addition, the SDPD should revise the recruitment pages of its website. Police department websites often provide the first impression a potential applicant receives about what it means to be a police officer. The SDPD website, like those of many other police agencies, provides videos that may give a misleading impression, emphasizing tactical assignments and other “exciting” aspects of policing. A number of departments have made efforts to provide videos and photographs that depict community policing activities and other police work that accounts for how most officers spend most of their time on duty. ƒ ▪ Recommendation: The SDPD should draft a specific policy requiring them to follow the comprehensive man- ual that governs the recruitment, selection, background investigation, and hiring process. ƒ Recommendation: The department should update its recruitment video presentations and recruitment web page.