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Hiring Police Officials in My State as Compared to Another State

Traditionally, the recruitment of police officials involves high requirements concerning the professionalism and responsibility of officials. At the same time, the requirements may vary depending on the state. In this regard, it is possible to compared requirements to police officials in Minnesota and Wisconsin, which differ from each other, although they have many common principles.

First of all, it is important to dwell upon some common, general requirements, which applicants in practically all states are supposed to match. First of all, applicants to take a position of a police official should match degree requirements. At least, the high school is required but normally applicants should have a Bachelor degree to take a position of a police official (Hayward, 2004).

Furthermore, the age of a police official does matter. To take a position of a police official, an applicant should be 21. This requirement is common for both Minnesota and Wisconsin as well as the requirement concerning the US citizenship (Hayward, 2004). In fact, applicants should be citizens of the US.

On the other hand, Minnesota and Wisconsin have certain differences in regard to requirements applicants to take the position of police officials should match. In this regard, it is possible to refer to the requirements concerning recruitment of police officials in Minnesota. In actuality, the procedure for becoming a police officer in Minnesota has three basic components. First, the candidate must complete pre-service education and training. Second, the candidate must apply for and pass the Peace Officer Licensing Exam or the Reciprocity Licensing Examination to become eligible to be licensed. Third, the candidate must meet the peace officer selection standards (established by POST Board rule) and be appointed by a law enforcement agency (National Post Portal, 2011)

As for Wisconsin, applicants for the position of a police officer must participate in some type of job-related screening process that will measure qualifications to perform the job. The screening methodology will depend on the type of job being filled. The screening may consist of one or more of the following: a rating of your training and experience, a written examination (essay or multiple-choice), a performance test or an oral examination. The specific screening and application processes to be used are always identified in the recruitment announcement for the position (National Post Portal, 2011).

In fact, the existing differences may be not substantial but still they persist because of specificities of states. For instance, states may have different demographics or different crime rates. Naturally states with the higher crime rates decrease the requirements to police officials to attract professionals to work in the police, whereas states with low crime rates may increase their requirements to employ best professionals only. There may be other reasons for differences in requirements, such as funding of the state police, for instance.

However, the persisting difference in requirements to police officials should not be substantial. In my opinion, it is necessary to elaborate the national standards and requirements, which police officials should match, regardless of the state, where they work. The professionalism of police officials is crucial and differences in state requirements may lead to consistent difference in the quality of work of police officers that may threaten to the public safety.
 

References:

Hayward, K. J. (2004). City Limits: Crime, Consumerism and the Urban Experience. New York: Routledge.
National Post Portal, 2011. Retrieved on April 23, 2011 from http://www.iadlest.org/POSTPortal.aspx