💾 Archived View for spam.works › mirrors › textfiles › law › lebmay05.law captured on 2023-06-16 at 18:59:44.
-=-=-=-=-=-=-
May 1990 POLICE PRACTICE 2 DARE: SELECTING THE RIGHT OFFICER The Drug Abuse Resistance Education Program, D.A.R.E., may be one of the most successful undertakings in the history of modern law enforcement. This highly visible program, developed by the Los Angeles Police Department and the Los Angeles Unified Schools, has become a primary tool to teach children how to resist using drugs. The business community and local governments have also recognized the value of D.A.R.E. and continue to provide financial support to operate this valuable program. However, the success of D.A.R.E. would not be possible if it weren't for the police officers who dedicate their time and efforts not only in the classrooms but also at PTA meetings, school programs, community service organizations, and business groups. Because of their high visibility, it is imperative that agencies take the necessary steps to ensure that their D.A.R.E. officers are the best possible representatives, who reflect the department's total commitment to the program. To meet this goal, the Snohomish County Sheriff's Office has implemented a multiple-step process of selecting D.A.R.E. officers. THE RECRUITING PROCESS In order to be successful, the recruiting process must not be overlooked. Often, some of the best candidates do not consider applying for the D.A.R.E. program until they are approached. This is primarily due to peer pressure to ``stay on the street and be a real cop.'' Therefore, Snohomish County D.A.R.E. officers go into the field to educate the officers about the program and to explain the impact they could have. Officers are approached at roll call, coffee stops, and even at their homes. Notices are also distributed advertising the D.A.R.E. opening and inviting any interested officers to apply in writing. THE SELECTION PROCESS After the applications are collected, each candidate is advised that because public speaking is so important in the position, there would be a public speaking exercise. Since this is an activity that many fear, those candidates who do not have a strong desire to fill the position usually withdraw prior to this exercise. The remaining applicants are instructed to prepare and deliver a 5-minute speech explaining what D.A.R.E. means to them and why they want to be D.A.R.E. officers. Each candidate also delivers this presentation to a local community service club, in which five members score the officers with a maximum score of 100. Potential D.A.R.E. officers must also demonstrate an ability to formulate a lesson plan using their own education and experience. Toward this end, candidates are given information and tips on how to prepare lesson plans on topics of their choice, which can then be used to instruct a fifth or sixth grade class. Like the speech, the lesson plans are scored with a maximum score of 100. Scoring is completed by two officers who both have relevant academic and teaching experience. Because, in all probability, the scorers would know the candidates, all names are removed from the lesson plans to ensure impartiality. Each candidate also contacts a school to schedule a D.A.R.E. class, because D.A.R.E. officers must do this on a regular basis. Candidates are rated in five categories by the teachers for a combined score of 100. The final exercise that the candidates have to complete is an appearance before the oral board. The oral board consists of experienced D.A.R.E. officers who ask each candidate a series of questions that had been asked by students from previous D.A.R.E. classes. Again, the maximum possible score on the oral board was 100. To make the final selections, the scores from the various exercises are totalled. The public speaking exercise is assessed a value of 40 percent; the classroom presentation, 40 percent; and the lesson plan, 20 percent. These scores are then added to the oral board score and divided by two for the final score. The names of the top three candidates are then sent to the sheriff. In most cases the sheriff's decision closely mirrors the exercise scores of the candidates. However, in order for this process to be credible, the candidates have to accept it as fair and impartial. Therefore, after the exercises, each candidate is asked to evaluate the testing and selection process. From comments received, all candidates believed that they not only had been given fair treatment but also that they learned a great deal in the process. CONCLUSION Obviously, it would be simpler and far quicker for the sheriff or the chief of police to arbitrarily select an officer for the position. However, the Snohomish County Sheriff's Department believes that its D.A.R.E. Officer Selection Program will eventually have a great impact in eliminating drugs from the community. In fact, D.A.R.E. is already changing the public's perception of law enforcement officers. With this in mind, each department must ensure that this key to a drug-free future is turned by the best qualified D.A.R.E. officers possible. ____________ Information for this column was submitted by Philip W. Tribuzio, who is Chief of the Bureau of Staff Services for the Snohomish County, Washington, Sheriff's Office.