Abstract
The Crime Bill of 1994 has generated a large cash flow of federal funds into state and local coffers for hiring additional personnel. In the rush to get the federal funding, many agencies have altered their hiring practices for police personnel in order to meet deadlines and quotas.
Agencies have experienced a vast array of libelous situations, occupational problems, non-productive employees, and worst of all, bad cops charged with criminal activities when pre-employment screening practices have been shortcut. This article examines what can happen when hiring practices are accelerated and thorough background investigations condensed or eliminated. The article presents three elements of a quality background investigation and five policy development guidelines for producing a background investigation manual and procedure. The article also presents a sample Background Investigation Manual and Procedure and related forms developed by the author for use in his agency utilizing the concepts and principles presented.
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