debmac….good catch. You are absolutely right. Nobody gets hired until a comprehensive back ground check can be completed to include the prospective employee’s financial records.

I agree that training and the culture of the facility are perhaps our best tools. In addition, I would say adequate background checks should be conducted. I believe that quite often this is the part that is lacking for smaller agencies who don’t have the resources available to conduct a thorough investigation on applicants.

The MMPI has been utilized extensively for assisting agencies in trying to determine which personality types they feel are best suited to work with youth, but like any pre-service tool, they are only as good as the supporting training and culture an agency provides to deter negative events from employees. What I have found that works best for new probationary employees are good training and follow-up, an FTO program, open door policy with Administration, clear and concise guidelines and job expectations, and good documentation to dismiss poor employees during their probationary period when it is easiest. These guidelines also establish professionalism within the ranks and deter poor performance from the rookies.

We do a pysch evaluation before hiring but I don’t believe it’s a great predictor (too many variables). I’m not sure there is a test that can acurately predict if someone will make an excellent officer.