Abstract
As community-oriented, problem-solving policing (COPPS) has become the accepted philosophy for law enforcement departments, the selection of officers who are attracted to service and problem solving becomes important. An important component of this selection is the psychological evaluation. Traditionally, this process eliminates applicants based on their failure to meet minimum criteria or on exhibiting factors that cannot be tolerated. Although arguably psychologists have difficulties validating factors that reflect attributes and abilities necessary for effective performance, the need for officers who are capable of operating in the environment of COPPS requires a selection process that operates beyond minimum criteria. This study identifies 22 attributes considered critical by one large metropolitan police department for effective COPPS officers. These attributes emphasize problem solving; decision making; and the ability to gain new knowledge, technology, procedures, and laws. The ability of the psychological instruments used by the department to discriminate currently employed officers who were identified as successful based on the 22 attributes from officers who were terminated was then measured. Out of 24 psychological secondary subscales, only 8 are found to significantly discriminate between the two groups of officers.
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