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Analysis: Utility Of Assessment Center For Promotion Of Dallas Police Department

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When I hear the words, Human Resource Management, several different things comes into my mind. Some of the areas of human resource management, that come to mind are payroll, insurance, employee retention, training, retirement, employee recruitment and promotions. These are just a few areas that human resource management encompasses. In the encyclopedia Britannica (2018). it states that, “Human resources management, the management of the people in working organizations.” This statement is a broad statement, which tells me human resource management goes into a broader area within a law enforcement agency. Human Resource Management is in every aspect of law enforcement, even into the day to day operations of patrol officers, sergeants, lieutenants, …show more content…

In the article, Utility of Assessment Center for Promotion of Police Sergeants, it discusses the behind the assessment process, as they relate to the Dallas Police Department. (Thornton & Potemra, 2010). Several different departments assess their promotion process in different ways. Not all departments have the budget of a large scale department such as the Dallas Police Department. For most parts, smaller departments assess for promotions in the same manner, but just on a smaller scale. Smaller departments handle assessments in house, as a wayto control the cost of the assessment process. My department uses a three-part process that consists of a written test, oral interviews, and a managerial review of your personnel file. Each portion has a percentage, to equal one hundred percent. The Dallas Police Department uses a six-part assessment process that consists of “oral and written communication, problem solving, customer service, conflict resolution, and leadership/teamwork.” (Thornton & Potemra, 2010). The only difference between the Dallas Police assessment and my department’s assessment, is the cost, ours cost $0 and the Dallas Police Department assessment costs $764.00 per candidate. (Thornton & Potemra,

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Robert Jordan, along with 500 others, took a written test for consideration to be a police officer in one of several cities and towns in southeastern Connecticut on March 16, 1996 (Jordan v. City of New London, 1999). The test was administered by “LEC” which is the Law Enforcement Council of Southeastern Connecticut, Inc. (Jordan v. City of New London, 1999). For the participating police departments, this test was used as an initial screener for likely candidates (Jordan v. City of New London, 1999). This written test utilized the Wonderlic Personnel Test and Scholastic Level Exam (WPT), which claim to gage cognitive aptitude (Jordan v. City of New London, 1999). This test actually came with a handbook that showcased recommended scores for particular jobs such a police officer and warned that higher scores needed for a job could prevent that opportunity (Jordan v. City of New London, 1999).

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In the case of Robert Jordan v. City of New London and Keith Harrigan, the plaintiff alleges that he was discriminated against based on his intellect. The Plaintiff Robert Jordan, a 46-year-old college graduate, with a degree in literature and interested in pursuing a career in law enforcement, took a written assessment with 500 other applicants on 16 March 1996, as part of a screening process for the position of police officer. The testing material used included the Wonderlic Personnel Test and Scholastic Level Exam referred to as “WPT,” which measures the cognitive ability of test subjects (2nd). This process was used to weed out the applicant pool, revealing the most qualified applicants based on test scores. The WPT test included recommended minimum and maximum test scores for various professions in the accompanying manual.

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