For Law Enforcement A Self-Assessment Guide
Recruiting & Retaining Women8105 W. Third Street, Los Angeles, CA 90048323.651.2532 Fax /police/ncwp.htmlA Self-Assessment Guide for Law EnforcementNational Center for Women & PolicingRecruiting & Retaining WomenA Self-Assessment Guidefor Law EnforcementNATIONAL CENTER FOR WOMEN & POLICINGA Division of the Feminist Majority Foundation
Recruiting & Retaining WomenA Self-Assessment Guidefor Law EnforcementNATIONAL CENTER FOR WOMEN & POLICINGA Division of the Feminist Majority FoundationRecruiting & Retaining Women:A Self-Assessment Guide for Law Enforcementwas funded by a grant from the Bureau of Justice Assistance,Grant #99-LD-VX-0003.
Table of ContentsPrefaceHow This Self-Assessment Guide is Organized.17Chapter 1Hiring and Retaining More Women:The Advantages to Law Enforcement Agencies.21Chapter 2Assessing a Law Enforcement Agency.33Chapter 3:Developing a Job Description.37Statement of the Problem.38Legal Issues.38Possible Solutions, Model Policies and Practices.39Checklist for Developing a Job Description.39Chapter 4:Recruiting Quality Candidates.43Statement of the Problem.43Legal Issues.45Possible Solutions, Model Policies and Practices.46Forming a Recruitment Committee.46Designing Recruitment Brochures and Posters.48Establishing a Recruiting Team.49Training Recruiters.49Finding Sources of Women Recruits.50Incentive Programs.54Youth Outreach Programs.55Monitoring Recruitment Efforts.56Recruiting for State Agencies .56Recruiting for Sheriff’s Departments.57Checklist for Recruiting Quality Candidates.58Chapter 5:Removing Obstacles in the Selection Process.63Statement of the Problem.63Physical Testing.66Written Examinations.69Oral Interviews.69Background Investigations.72Psychological Evaluation.75Medical Evaluation.76Ranking and Hiring Eligible Applicants.77Checklist for Removing Obstacles in the Selection Process.79Chapter 6:Designing Quality Recruit Academies andField Training Programs.83Statement of the Problem.83Legal Issues.85Possible Solutions, Model Policies and Practices.85Training Committee.85Curriculum.86
Selecting the Academy Director.86Selecting the Academy Instructors.86Physical Fitness and Skills.87Firearms Training.87Sexual Harrassment, Discrimination,and Hostile Work Environment.88Selection of Field Training Officers.88Monitoring Progress of Recruits.89Checklist for Designing Quality Recruit Academies andField Training Programs.90Chapter 7:Mentoring to Increase Retention.93Statement of the Problem.93Legal Issues.93Possible Solutions, Model Policies and Practices.93Benefits of Mentoring Programs.94Formal Mentoring Programs.94Applicant Mentoring.95New Hire Mentoring.95Selection of Mentors.96Training for Mentors and Mentees.96Evaluation.97Post-Academy Mentoring.97Informal Mentoring Programs.97Checklist for Mentoring for Retention.101Chapter 8:Valuing Civilian Employees.103Statement of the Problem.103Legal Issues.104Possible Solutions, Model Policies and Practices.104Career Path and Civilianization of Positions.104Inclusiveness.104Advocacy.105Equal Pay.105Training.105Inclusion of Civilian Staff.106Checklist for Valuing Civilian Employees.109Chapter 9:Implementing Family-Friendly Policies.111Statement of the Problem.111Legal Issues.112Possible Solutions, Model Policies and Practices.112Comprehensive Policies.112Light Duty.113Range Qualification.113Uniforms.113Disability Insurance and Paid Leave Benefits.114Child Care Issues.114Flexible Work Options.114Checklist for Implementing Family-Friendly Policies.116Chapter10:Monitoring Performance Evaluations.119Statement of the Problem.119Legal Issues.120Possible Solutions, Model Policies and Practices.120What Should be Evaluated?.120Training Evaluators.121
Setting Goals for Performance.121Reviewing Evaluations for Bias.121Checklist for Monitoring Performance Evaluations.123Chapter 11:Assignments and Promotion.125Statement of the Problem.125Legal Issues.127Possible Solutions, Model Policies and Practices.127Preparing Women for the Promotion Process.127Examining the Promotion Process.128Using Assessment Centers.128Traditional Promotion Systems.128Promotability Ratings.129Seniority.129Promoting the “First Woman”.129Checklist for Assignments and Promotions.131Chapter 12:Preventing Sexual and Gender Harassment, Discrimination,and Retaliation.133Statement of the Problem.133Legal Issues.135Possible Solutions, Model Policies and Practices.135Developing a Comprehensive Sexual Harassment Policy.135Designing an Effective Training Program.136Designing and Implementing a Complaint andInvestigation Process.138Discrimination Investigation Unit.139Investigation Guidelines.140Screening Discrimination Investigators.140Training Discrimination Investigators.141Disciplining Offenders.141Preventing Retaliation.141Monitoring of Harassment Prevention Programs.143Holding Managers and Supervisors Accountable.143Checklist for Preventing Sexual and Gender Harassment,Discrimination, and Retalition.145Chapter 13:Ensuring Impartial Internal Investigation andDiscipline Systems.149Statement of the Problem.149Legal Issues.150Possible Solutions, Model Policies and Practices.150Complaint Investigation Policy.150Selection and Training of Investigators.151Anonymous Complaints.151Preventing Retaliation.152Discriminatory Referrals.152Documenting Investigations.153Breaking the Code of Silence.153Investigation Timelines.154Notification of Investigation Results.154Data Collection and Reporting.154Checklist for Ensuring Impartial Internal Investigation andDiscipline Systems.156
Chapter 14:Appendixes:Developing Effective Awards and Recognition Programs.159Statement of the Problem.159Legal Issues.159Possible Solutions, Model Policies and Practices.159Checklist for Developing Effective Awards and Recognition Programs.161A.B.C.D.E.F.G.H.I.J.K.L.M.Feminist Majority Foundation & National Center for Women & Policing’s Study,“Gender Differences in the Cost of Police Brutality and Misconduct: A ContentAnalysis of LAPD Civil Liability Cases: 1990-1999.”.163Port St. Lucie Police Department Job Description.167Boulder Police Department Job Description.178Executive Summary of Improving the Recruitment of Women in Policing:An Investigation of Women’s Attitudes and Job Preferences.181Michigan State Police Recruiting Posters.182New Haven Police Department Recruiting Posters.185Riverside County Sheriff’s Department Recruiting Posters.187Frequently Asked Questions Concerning Pregnancy.189IACP National Law Enforcement Policy Center TemporaryLight Duty Concepts and Issues Paper.191Portland Police Bureau Sexual Harassment/Discrimination Policy.192Letter from the Federal Trade Commission Regardingthe Federal Trade Commission Fair Credit Reporting Act.200Sacramento Sheriff’s Department Policy on Professional Responsibility.205Gainesville Police Department Policy on Internal Investigations.207Port St. Lucie Police Department Awards Policy.216Areas for Further Research.221Works Cited.223Additional Resources.229Reader Comments.231
Recruiting & Retaining Women7
National Center forWomen & PolicingAdivision of the Feminist Majority Foundation, the National Center forWomen & Policing (NCWP), promotes increasing the numbers of womenat all ranks of law enforcement as a strategy to reduce police excessiveforce, strengthen community policing reforms, and improve policeresponse to violence against women. Research conducted in the UnitedStates and internationally demonstrates that women police officers utilizea style of policing that relies less on physical force, are better at defusingpotentially violent confrontations and less likely to become involved inuse of excessive force, and respond more effectively to violence againstwomen. The NCWP: works to educate criminal justice policy makers, the media and the public about the impactof increasing the representation of women in policing; ensures that gender is included inthe analysis of contemporary policing issues and reform efforts; and promotes initiativesaimed at gender balancing law enforcement agencies. produces and disseminates original research on issues relevant to women in the field of lawenforcement. The NCWP’s publications and materials are the most authoritative availableand in frequent demand by the news media and criminal justice policymakers and researchers. provides direct assistance, training, and extensive materials to law enforcement agenciesseeking to increase the representation of women within their ranks. The NCWP sponsorsan annual leadership development conference for command level women in local, state,and federal law enforcement.Contact Information:8105 W. Third Street, Los Angeles, CA 90048323.651.2532 Fax /police/ncwp.htmlRecruiting & Retaining Women9
How the Self-AssessmentGuide Was DevelopedThe National Center for Women & Policing received a grant from the U.S.Department of Justice, Bureau of Justice Assistance to provide technicalassistance to law enforcement agencies by developing a self-assessmentguide to assist agencies seeking to recruit and retain more women insworn law enforcement positions. An Advisory Board was establishedconsisting of state, county and municipal law enforcement executives andmembers of other professional organizations representing lawenforcement leaders and minority groups in law enforcement.After a draft of the sections on job description, recruiting, selection, and mentoring weredeveloped and approved by the Advisory Board, they were sent for field testing toCaptain Mike Prynch at the Boise, Idaho, Police Department and Colonel RichardRappoport at the Fairfax County, Virginia, Police Department. Each department reviewed the sections and utilized the checklists to examine their own agency’s policiesand procedures. Both departments provided valuable input regarding the content andformat of the guide. Based on this input, the remaining sections of the guide wereprepared and sent back to the participating agencies for review.The members of the Advisory Board reviewed and provided detailed input on severaldrafts of the guide during its development.The National Center for Women & Policing expresses its appreciation to Colonel J. ThomasManger, Fairfax County, Virginia, Police Department and Chief Donald Pierce, Boise,Idaho, Police Department for agreeing to serve as test locations for the guide. Theircooperation and the input of their staff were vital to providing a valuable product forother law enforcement agencies.Recruiting & Retaining Women11
AcknowledgmentsPrincipal AuthorChief Penny E. Harrington, DirectorNational Center for Women & PolicingPenny Harrington is the Director of the National Center for Women & Policing, a division of theFeminist Majority Foundation. Chief Harrington spent 23 years in the Portland, Oregon, PoliceBureau, rising to the rank of Chief of Police. She was the first woman chief of a major U.S. city. Afterbecoming chief, Harrington began the implementation of an agency-wide community policingprogram. Chief Harrington has been instrumental in opening the field of policing to women whilebeing a mentor to women nationally. She was named Ms. Magazine’s Woman of the Year in 1986 andin 2000 was installed in the Michigan State University, School of Criminal Justice, Wall of Fame. Afterleaving Portland, Chief Harrington became the Assistant Director of Investigations for the State Bar ofCalifornia. As Founding Director of the National Center for Women & Policing, Penny is consideredthe foremost expert on women in contemporary American policing in the U.S. She speaks, writes andconducts training about issues of gender in law enforcement and often serves as an expert witness incourt cases about discrimination. Her autobiography, “Triumph of Spirit” chronicles her efforts toopen policing to women.Contributing AuthorsKatherine Spillar, National CoordinatorFeminist Majority FoundationKatherine Spillar is the National Coordinator of the Feminist Majority and Feminist Majority Foundation. She has been the driving force in executing the Foundation’s diverse programs securingwomen’s rights since its inception in 1987. A trained researcher and program manager, Ms. Spillarspearheaded the Feminist Majority’s initiatives to gender-balance the Los Angeles Police Departmentfrom 1991-94, and served as co-convenor of the Women’s Advisory Council to the LA Police Commission from 1992-93. In her capacity as National Coordinator, she oversees the activities of the NationalCenter for Women & Policing.Kimberly A. Lonsway, PhD, Research DirectorNational Center for Women & PolicingDr. Lonsway is the Research Director for the National Center for Women & Policing. She conductsthe annual survey of the status of women in law enforcement along with other reasearch initiatives ofthe NCWP. Lonsway was the project director on a grant from the Violence Against Women Office todevelop a sexual assault curriculum for law enforcement on innovative methods of responding tocases of acquaintance rape. Dr. Lonsway is also teaches at California Polytechnic State University.Asst. Chief Roberta Webber (Ret.)Portland Police BureauAsst. Chief Webber retired from the Portland Police Bureau in 1997 after nearly 26 years of service.She was the first female Commander, Deputy Chief, and Assistant Chief and the first woman to headthe Operations Brach of the Police Bureau. In 1994, she was named one of Ten Outstanding Womenin Oregon by the Women’s Foundation of Oregon.Recruiting & Retaining Women13
Katherine A. (Kay) BaldwinU.S. Department of Justice, Civil Rights DivisionChief of the Employment Litigation Section of the Civil Rights Division at the U.S. Department ofJustice, Ms. Baldwin is also Chair of the Attorney General’s Advisory Committee on the Preventionof Sexual Harassment.Alexandra Besser, Senior ResearcherNational Center for Women & PolicingAlexandra Besser received her Bachelors of Arts in Political Science from Barnard College, ColumbiaUniversity. Prior to joining the National Center for Women & Policing, Ms. Besser worked as amedia researcher in Hong Kong and spent two years in Washington DC as a research associate forPeople for the American Way.Steven Stanard, PhD, CEOStanard & Associates, Inc.A nationally recognized expert in entry-level written and physical ability examinations, promotional examinations, fitness for duty assessments and recruitment, Dr. Stanard consults with morethan 500 police departments across the U.S. and internationally.Undersheriff Carol DalySacramento County Sheriff’s DepartmentUndersheriff Carol Daly is a 32-year veteran of the Sacramento Sheriff’s Department. She has heldassignments in every service area of the Department. Carol served as president of the Law Enforcement Chaplaincy Sacramento and is currently on the Board of Directors. She is also active with theSpecial Olympics and Habitat for Humanity charities.Records Manager Debra HaugenPortland Police BureauMs. Haugen has been with the Portland Police Bureau for 25 years and has served as Police RecordsManager for 8 years. She is involved in a variety of Bureau-wide issues including co-chairing TheTaking Community Policing into the Next Century committee that was charged with creating thevision for the Bureau.Chief Richard RappoportFairfax County Police Department, VAChief Rappoport has served with the Fairfax County Police Department for 24 years and wasformerly Deputy Chief of Police for Administration. He holds a Bachelors of Science degree inJustice from American University and is a graduate of the F.B.I. National Academy and the SouthernPolice Institute.Captain Ronald Webber (Ret.)Portland Police BureauCaptain Ronald Webber retired, after 27 years, from the Portland Police Bureau. He is a graduateof the FBI National Academy and Webber has been involved in Community Policing programplanning and implementation. His areas of expertise include Internal Investigations, CivilianReview Boards, and Training.14National Center for Women & Policing
Advisory Board:Chief Katherine BaldwinU.S. Department of Justice, Office of Civil Rights, Employment Litigation SectionUndersheriff Carol DalyNational Sheriff’s AssociationSacramento County Sheriff’s Office, CASylvester Daughtry, Executive DirectorCommission on Accreditation for Law Enforcement AgenciesJohn Firman, Research DirectorInternational Association of Chiefs of PoliceSheriff Margo FrasierTravis County Sheriff’s Office, TXCommander Gary GeeAsian-American Commanding Officers’ AssociationBay Area Rapid Transit Police, CALaura Goodman-Brown, DirectorPresident, International Association of Women PoliceMinnesota Office of Crime Victims OmbudsmanU.S. Marshal Rosa MelendezHispanic American Police Commanding Officers’ AssociationU.S. Marshal’s ServiceChief Charles Moose, PhDMontgomery County Police Department, MDChief Annette SandbergWashington State PatrolKatherine Spillar, National CoordinatorFeminist Majority FoundationSteve Stanard, PhD, CEOStanard & AssociatesBob Stewart, Executive DirectorNational Organization of Black Law Enforcement ExecutivesBureau of Justice Assistance, Department of Justice:Luke Gallant, Senior Advisor for Law EnforcementJeannie Santos, Program ManagerRecruiting & Retaining Women15
PrefaceHow this Self-AssessmentGuide is OrganizedThe National Center for Women & Policing developed this manual, Recruiting& Retaining Women: A Self-Assessment Guide for Law Enforcement, to assist lawenforcement agencies in hiring and retaining more women employees.The step by step guide is designed to help agencies examine their policiesand procedures and to identify and remove obstacles to hiring and retainingsworn and civilian women employees at all levels within the organization.The guide also provides a list of resources for agencies to use when planningor implementing changes to their current policies and procedures.The Guide Contains ChaptersAddressing the Following Issues: Hiring and retaining more women: The advantages to law enforcementagencies Assessing a law enforcement agencyDeveloping a job description Recruiting quality candidatesRemoving obstacles in the selection process Designing quality recruit academies and field training programsMentoring to increase retention Valuing civilian employeesImplementing family-friendly policies Monitoring performance evaluationsAssignments and promotions Preventing sexual and gender harassment, discrimination, and retaliationEnsuring impartial internal investigation and discipline systems Developing effective awards and recognition programsRecruiting & Retaining Women17
Each Chapter of the Guide Contains theFollowing Sections:Statement of the ProblemFor administrators to improve their policies and procedures for hiring and retaining women,a clear understanding of the issues covered in each chapter is necessary. In this section, themost common problems found in law enforcement agencies are discussed in detail. Theseproblem statements are not intended to be accusatory, but were developed to assist agenciesin gaining a more thorough understanding of the obstacles that exist to hiring and retainingwomen.Legal IssuesHere, administrators are alerted to aspects of the issues covered in each chapter that mayrequire legal input and review. Federal laws and court cases are sometimes cited. Due tovariations in state and local laws, it is impossible to provide specific legal information forevery agency. Since the area of employment law is frequently the subject of litigation andcollective bargaining agreements, all changes to personnel policies and procedures shouldbe reviewed with legal counsel before being implemented.Possible Solutions, Model Policies and PracticesThis section provides solutions that may assist agencies in removing obstacles to hiring andretaining women. These suggestions are very detailed and give practical guidance abouteach issue discussed in the problem statement. Whenever possible, model policies in use byother law enforcement agencies have been included.Expert Assistance, Reference
Center for Women & Policing. Kimberly A. Lonsway, PhD, Research Director National Center for Women & Policing Dr. Lonsway is the Research Director for the National Center for Women & Policing. She conducts the annual survey of the status of women in law enforc
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