Study Guide

Question 1

What are the OCGA State requirements for employment?

Answer 1

35-8-8, 35-8-23, 35-8-24

Question 2

The seven requirements for LEO Employment

Answer 2

1) 18 years old
2) U.S. Citizen
3) High School Diploma or G.E.D.
4) Free from emotional, physical or mental conditions that prohibit from performing duty
5) No felony or multiple misdemeanor convictions
6) Good moral character
7) Pass the police academy/communications/correctional officer testing

Question 3

Five main phases to plan the employment process.

Answer 3

1) Recruiting
2) Testing
3) Background investigations
4) Hiring
5) Training

Question 4

7 Recruiting Strategies

Answer 4

1) Tailored to the type of recruit
2) Match the department’s mission statement
3) Ongoing and Continuous
4) Understand the organizations where recruiting
5) Ongoing relationship with the people at the organizations
6) Budget and policies
7) Analyze the success of the strategy

Question 5

Issues with Recruiting

Answer 5

Unprepared recruiter, or one that isn’t relatable to the audience.
Too successful and too many applicants to process.

Question 6

Issues with Testing

Answer 6

Test can’t be too hard, 8th grade level.
No racial or gender bias.
Test reflects the skills needed for the job.

Question 7

Issues with Background Investigation

Answer 7

Legal and valid without invading their privacy.
Non-discriminatory and standard.

Question 8

Issues with Hiring

Answer 8

Fair and legally defendable.
Hiring board include rank and file as well as command staff.

Question 9

Issues with training

Answer 9

Training is tailored to the skills required.
If the skill isn’t learned then remedial training is required, don’t push through to get bodies on the road.

Question 10

9 Background Investigation Fundamentals

Answer 10

1) Must be uniform
2) Thorough and fair
3) Include criminal and driver’s history
4) Past Employment
5) References
6) Polygraph Exam
7) Drug Screening
8) Social Media Check
9) Neighbor Screening

Question 11

6 Application Process Techniques

Answer 11

1) Initial Screening by recruiter
2) Look for Discrepancies in the application
3) Deceptions vs. Mistakes
4) Background investigation
5) Highlight areas of interest
6) Clarify details with applicant

Question 12

6 Interview Techniques

Answer 12

1) Candidate should be put at ease.
2) First question should be easy ice breaker.
3) Encourage explanations and details
4) Utilize open ended questions
5) Use question layering as opposed to direct question
6) Question 20% and listen 80%.

Question 13

7 Polygraph Exam Issues

Answer 13

1) Fear Based
2) No Fear faulty results
3) Overly dependent on the examiner’s skills
4) Effected by medications, mental and physical illness, such as blood pressure.
5) Examiner must have formal investigation experience
6) Proper personality and certifications
7) EEOC representation and coordination

Question 14

6 Psych Exam Issues

Answer 14

1) Licensed expert evaluator
2) Specialized training and experience for LEO’s
3) Not a medical diagnosis, focuses on character traits, honesty and integrity
4) Rely on clinical judgment
5) Clinical predictions use intuition, overgeneralization, and confirmatory bias
6) Refusal is terms for non-hire or termination

Question 15

Americans with Disabilities Act Concerns

Answer 15

1) Civil rights law guarantees equal opportunity
2) ADA exceptions for LEO are the polygraph, background check, medically fit for agility test.
3) Requires reasonable accommodations.

Question 16

4 Questions you can’t ask about due to ADA.

Answer 16

1) Have you ever taken medication
2) Have you been treated for mental illness, bi-polar, depression
3) Anything about visible injuries.
4) Specific Medical components on the pre-offer

Question 17

6 Aspects and considerations for hiring process

Answer 17

1) Critical to the agency’s reputation
2) Clear and formal process
3) Valid, legally defensible, and standardized.
4) Someone that makes the final hiring decision.
5) Onboarding must be a formal process with a list of tasks.
6) The tasks should be recorded to ensure consistency