EVALUATION OF THE SELECTION PROCESS AT Basic Police Training Centre Sremska Kamenica

undefined. EVALUATION OF THE SELECTION PROCESS AT Basic Police Training Centre Sremska Kamenica.

[Audio] Topics cowered by the presentation: We will present a historical review off police staff (P-O---) selection in developed counties as well as current practice in USA EU In that context the Serbian model of PO selection will be explained with the focus on psychological variables We will try to explain some psychometric principles and challenges in a selection process present a review of the findings about PO selection process efficacy. At the end we will show our results and recommendations for the selection process improvement based on our study and wider experience..

[Audio] The short history Before 1960s: psychological testing in recruitment and selection used very rare (Lewis Terman was pionir in USA Army) . 1960 seconds where time of expansion first in-house police psychologist appointed in USA 1963 (part time). 1967 the federal reports advocated for universal psychological screening of law enforcement candidates with emphasize on emotional stability. 1970 seconds Evolution of Psychological Services in PO selection The guidelines in 1978 emphasized the need for test validation..

[Audio] 1980 seconds where years of growth & recognition in 1984 Police Psychologist Section funded as part of A-P-A . 1990s: Introduction of new assessment tools based on big 5 personality theory . 2000s: where years of further Developments espetialy in development of assessment tools and methodology..

[Audio] Until now lot of research papers and books are published. This is one published in 2010!.

[Audio] We can conclude that psychological services have become integral part of a law enforcement evolving from experimental applications to a critical component of officer selection and evaluation. Legal changes and societal needs have significantly influenced the role and practices of police psychologists. Continued innovation and validation of assessment tools reflect the dynamic nature of the field..

[Audio] A comparative analysis of police staf selection in developed countries While aim of psychological evaluations are similar across the U-S-A and EU countries —to ensure candidates are mentally and emotionally fit for the demands of police work the specific methods tests and criteria used can vary . Both regions however place a strong emphasis on ethics integrity stress resilience and interpersonal skills the variables that play critical role in PO selection ..

[Audio] Areas of assessment relevant for recruitment: Written Exams: Common in all countries the content varies to reflect local laws and languages. Physical Fitness Tests: Universal with specifics of the tests varying. For example Japan places a unique emphasis on martial arts proficiency. Psychological Evaluations: Widely used to ensure candidates are mentally fit for duty. The specific assessments and criteria vary. Background Checks: An universal component focusing on criminal history financial stability and in some cases in the recent years social media presence. Training Programs: All countries require successful completion of police academy training which varies in length and content. Japan and Germany are noted for their rigorous and comprehensive training programs..

[Audio] Psychological Evaluation in the USA: Mental Health History : Assessment of any past or current mental health conditions treatment or hospitalizations . Personality Assessment : Evaluation of personality traits using standardized tests like the Minnesota Multiphasic Personality Inventory (MMPI-2) or the Inwald Personality Inventory (I-P-I--). Stress Tolerance : Ability to handle stressful situations resilience and coping mechanisms . Interpersonal Skills : Communication skills empathy ability to work in a team and conflict resolution capabilities . Emotional Stability : Ability to maintain emotional control under pressure and in challenging situations ..

[Audio] Also an ability to control impulses and make accurate decisions under stress . Integrity and Ethics : Assessment of moral reasoning honesty and ethical behavior . Judgment and Decision-Making : Evaluation of problem solving skills judgment and ability to make right decisions . Motivation for Law Enforcement : Understanding of the role and the motivations behind pursuing a career in law enforcement . These variables are typically assessed through a combination of interviews psychological tests and sometimes scenario based assessments ..

[Audio] Psychological Evaluation in EU Countries In the European Union the specifics of psychological evaluations can vary significantly due to differences in national regulations practices and policing cultures . However there are several common variables that are generally assessed : Mental Health Screening : Similar to the USA an assessment of any mental health issues that could impair the candidate's ability to perform police duties . Personality Traits : Use of standardized personality assessments though the specific instruments may vary from those used in the USA. Cognitive and Emotional Intelligence : Evaluation of cognitive abilities and emotional intelligence emphasizing the ability to understand and manage one's own emotions and those of others . Stress Resilience: Assessment of coping strategies resilience and stress management skills..

[Audio] Beside in EU Countries in selection process are included Interpersonal and Communication Skills: Focus on teamwork empathy and the ability to communicate effectively with the public and colleagues. Ethical Reasoning and Integrity: Assessment of ethical standards integrity and professional conduct. Decision-Making and Problem-Solving Skills: Ability to make decisions and solve problems effectively especially under pressure. Motivation and Commitment to the Role: Examination of the candidate's motivations for joining the police force and commitment to public service. These variables are typically assessed through a combination of interviews psychological tests and sometimes assessment centerss ..

[Audio] This comparative analysis is presented because we want to emphasise that the selection of PO in Serbia does not differ from those in other developed countries The variables and procedures are practically same as in EU and U-S-A only operationalisations are different. The pillars of psychological assessment are cognitive abilities and personality traits that are universal across countries and cultures. Theoretical models used for operationalisation are the newest and widely accepted. Psychometric analysis of applied instruments show high convergence with the most prominent instruments used in U-S-A and EU. Our contribution to the personality model is accepted and published in the one of the most famous peer revived scientific journal..

[Audio] T-H-E variables used in PO recruitment in serbia Cognitive abilities.

[Audio] The g-factor represents overall cognitive ability or general intelligence. It is the strongest predictor of job performance across all roles especially in complex and demanding environments. For example higher g-factor is correlated with better job training outcomes and adaptability to new tasks..

Explanation: The g-factor represents overall cognitive ability or general intelligence. Relevance: A strong predictor of job performance across all roles, especially in complex and demanding environments. Example: Higher g-factor is correlated with better job training outcomes and adaptability to new tasks..

[Audio] Inductive Reasoning is ability to identify patterns logical rules and trends in data leading to effective problem-solving. This cognitive ability is crucial for roles in data analysis and any position requiring problem-solving under uncertain conditions. For example to solve a crime a PO should connect all available information Perceptual Speed is an ability to identify visual details quickly and accurately important in tasks requiring rapid processing of visual information. Perceptual Speed is essential for roles requiring attention to detail under time constraints such as quality control or emergency response. In a crime investigation a PO should pay attention to details..

[Audio] Spatial Ability involves understanding and manipulating spatial relations and visual images. It is Important for jobs requiring the manipulation or interpretation of physical spaces. For example PO should mentally represent crime scene and identify angles of shots positions of bodies after shots. Verbal Ability is the capacity to understand use and analyse language effectively. Relevance: Essential for roles involving communication writing teaching and any job requiring clear articulation of ideas. For example clear written and verbal communication is crucial for success of PO witnessing before of a Court..

[Audio] General Knowledge is one’s knowledge across a wide range of subjects. It is the best measure of so-called Crystallized intelligence specifically non-intentional verbal learning. It contributes to more effective decision-making in roles requiring knowing and understanding information from various fields. PO can benefit from general knowledge connecting information from different fields. Proficiency in Serbian spelling grammar vocabulary and written communication contributes to more effective writing reports resulting from witness interrogations or examinations of crime scene . Missing of good language knowledge may lead to find some of the perpetrates been find not guilty due to poorly written examination or the minutes of the witness hearing..

[Audio] T-H-E variables used in PO recruitment in serbia Personality traits.

[Audio] Personality traits are enduring patterns of thoughts feelings and behaviours that distinguish one individuals from one another. They are used to describe and predict an individual's /consistent/ responses to a wide range of situations with similar meaning for a person. Personality traits help to explain why individuals behave differently in similar situations. These differences are not random but are structured and predictable based on an individual's unique pattern of traits. Personality is multi-dimensional meaning that it is composed of a broad range of traits. Models such as the Big Five (Openness Conscientiousness Extraversion Agreeableness and Neuroticism) offer a framework for understanding these dimensions in a structured manner. Personality traits can be measured using various psychometric assessments and questionnaires designed to capture the extent to which an individual exhibits certain traits. These measurements are based on self-reports observer reports and sometimes objective tests..

[Audio] Consistency: Personality traits have relatively consistent manifestation over time and across different situations. For instance an individual who is extraverted is likely to be sociable and outgoing in various social settings and over different periods of their life. Stability: Traits are relatively stable from chidhood to adulthood but they can although be influenced by life experiences and developmental processes. Some changes in personality traits can occur due to significant life events or with intentional effort. Influence on Behavior : Personality traits influence an individual's behavior thoughts and emotions. For example a highly conscientious person is more likely to be organized and diligent impacting their approach to work and personal tasks. Universality: Personality traits are considered universal across human cultures. Studies have found that fundamental personality dimensions such as those described by the Big Five model can be identified in a wide range of cultural contexts. This suggests that the basic structure of personality is common to all humans although cultural differences may influence the expression of certain traits. Biological and Environmental Determinants: Research suggests that personality traits have both genetic and environmental determinants. While genetics provide the biological basis for trait differences environmental factors such as upbringing culture and life experiences shape how these traits are expressed and developed..

[Audio] Another argument is trans-species existence most of consensually accepted personality traits could be observed in animals (for example pets) Adaptiveness: Some traits help an individual navigate their environment successfully while others might be maladaptive in certain contexts. Adaptiveness can vary depending on the situation and cultural norms. Personality traits have impact on mating success and potential to have offsprings. Heredity: Genetic factors play a significant role in determining personality traits. Twin and adoption studies have provided evidence that a substantial portion of the variance in personality traits can be attributed to genetic inheritance. This heritability means that certain aspects of our personality are influenced by our biological makeup passed down from our parents. Physiology: There is a physiological basis to personality traits linking them to biological processes and structures within the body. Research has explored connections between personality traits and various physiological markers such as brain structure differences neurotransmitter levels and hormonal influences. For example differences in the volume of certain brain areas have been associated with levels of extraversion and neuroticism and variations in neurotransmitter activity have been linked to traits like impulsivity and agreeableness.

[Audio] Personality traits are defined as enduring patterns of thoughts feelings and behaviors that reflect how an individual tends to respond across various situations . These traits are considered relatively stable over time and consistent across different contexts contributing to the individual differences observed in how people think act and feel . The concept of personality traits is central to the field of personality psychology aiming to describe and predict individual differences in behavior and mental processes . It is supposed that personality traits have a biological basis that is influenced by inherited factors and that these qualities are shaped by experiences in the environment. They have a significant effect on a person's overall well-being professional success and interpersonal relationships among other aspects of their lives..

[Audio] One of the most often used frameworks for analysing personality traits is the Five-Factor Model (F-F-M--) also known as the "Big Five" personality traits (OCEAN: openness to experience conscientiousness extraversion agreeableness and neuroticism ). Adding Honesty-Humility as a sixth component the HEXACO model builds on this foundation and provides a more comprehensive account of human psychology. More and more evidence has emerged in recent years in favour of the seventh personality trait integration (dissociation ).

[Audio] Honesty-Humility trait reflects a person's tendency towards sincerity fairness and modesty versus manipulativeness deceitfulness and pretentiousness. POs with high honesty are less likely to engage in unethical behaviour critical in a profession governed by ethical guidelines. For example A person with high Honesty-Humility will return extra change given by a cashier whereas someone low in this trait may keep the money thinking they got lucky. Employees with high Honesty-Humility are less likely to engage in workplace deviance or fraud. POs with high Honesty express integrity in reporting honesty in interactions with the public and adherence to ethical standards completing everyday duties..

[Audio] Emotionality indicate how frequently people experience and how intensive they are affected by emotions emotional attachments and how deep they concerns for others. People high on emotionality can be beneficial for empathy and understanding in community policing but may express difficulties to manage stress effectively. High Emotionality individuals often feel empathy and attachment more deeply becoming easily concerned for friends' problems compared to low Emotionality individuals who might be more detached. Bad side is to high sensitivity to stress. PO with high Emotionality responding compassionately to victims poor managing personal stress and demonstrates non-patience in tense situations..

[Audio] eXtraversion is characterized by social confidence liveliness and the tendency to seek excitement and positive emotions. Extraverted individuals may excel in roles that require teamwork leadership and communication. They can energize teams but may struggle with solitude tasks. Useful for roles involving community engagement and teamwork but may require additional effort to ensure effective solitary work. An extraverted person enjoys social gatherings and feels energized by interacting with others unlike an introverted person who might find such situations draining and prefer solitude. Community outreach teamwork in critical operations are situations like tailored for him/her..

[Audio] Agreeableness in Collaboration and Conflict Management This dimension assesses the quality of one's interpersonal relations along a spectrum from patience and tolerance to anger and irritability. Agreeable persons facilitate cooperation with colleagues and the public essential for de-escalating conflicts. High Agreeableness is beneficial for teamwork and customer service fostering a collaborative environment. Low Agreeableness may be useful in competitive roles or negotiations. Highly agreeable people are compassionate and cooperative towards others while those low in agreeableness may quickly express anger and become antagonistic. They are superior in negotiating peaceful outcomes working cooperatively within a team and engaging positively with community members..

[Audio] Conscientiousness and Reliability at Work Conscientiousness measures the degree of organization diligence and reliability a person exhibits. Relevance: Predicts reliability attention to detail and a strong sense of duty crucial for compliance with laws and regulations. Strong predictor of job performance across various roles. High levels are linked to dependability organization and strong work ethic. Highly conscientious individuals are valued in roles requiring attention to detail such as accounting or project management. A conscientious individual consistently meets deadlines and maintains a tidy workspace as opposed to someone less conscientious who may procrastinate and be more disorganized. Diligent crime scene investigation accurate reporting and adherence to protocol are their way of accompishment of everyday duties..

[Audio] Openness to experience is the trait that reflects a person's openness to engaging with new experiences curiosity and creativity. High Openness is often associated with creativity adaptability and comfort with new ideas in fields and roles requiring innovation. Individuals high in Openness enjoy trying new foods traveling to unfamiliar places and appreciating art while those with low Openness prefer routine and are less interested in ideas. The high open subjects are enthusiastic in adopting new technologies adjusting to changes in strategies and innovative problem-solving but we should keep in mind the character ofthe institution which dominantly discourage such behavior..

[Audio] Persons high in dissociation/ INTEGRATION trait are Engaging in odd or unusual behavior and appearance that stands out from the norm holding beliefs that are peculiar or unfounded such as superstitions or beliefs in telepathy being overly suspicious or paranoid about others' motives without sufficient basis. Policemann profession requires effective communication the ability to form trust-based relationships with the community and teamwork. Eccentric behavior and idiosyncratic speech could lead to misunderstandings or ineffective communication in critical situations suspiciousness or paranoid ideation could interfere with teamwork and collaboration essential components of law enforcement activities. An officer with pronounced dissocial traits might struggle with community policing duties such as attending public meetings or interacting with community members due to social anxiety or odd behaviors. Odd beliefs or magical thinking often lead to biases or errors in judgment during investigations. Suspiciousness or lack of close relationships could lead to isolation within the unit or department affecting morale and team cohesion..

[Audio] The measures of all of the above listed variables are normally distributed in general population (have Gaussians distribution in general population). On the first step we will check distribution of tests applied in selection in COPO. Wee should keep in mind that some of tests have cut-offs which have impact on distribution..

[Audio] IQ tests What we can conclude About the distributions ? All tests have distribution s that are approximately normal with the exception of one published by the Serbian Psychologists Society that can be purchased. General knowledge synonymous – antonymous verbal analogies and Serbian language test are extremely sensitive on so called revisions (repeated testing) because of possibility to learn content (tasks). Almost all test s show tendency of increase results from generation to generation which c ould be indicator that test may be corrupted because some (or all) tasks become familiar for next generations of test-taker. All tests have a distribution that is roughly normal with the exception of one that is published by the Psychology Society and can be purchased from psychologists..

Distribution of the cognitive tests results idåå<di loop Spatial verbal analogy Inductive reasoning Sinonimus-anthonomus Spatia12.

som 6000 7000 80,00 90m sad. Dev. 9.785 loom 90 po 10000 11000 12000 Mean 105.35 Std. Dev. N: 1.087 130,00 Serbian language.

[Audio] personality tests What we can conclude About the distributions ? Some personality traits have the distributions moved toward social-desirable answers: Dishonesty Dissociation Neuroticism Impulsivity Conscientiousness. That is normal in the selection situation but should be taken in account and minimized as much as possible. All tests have a distribution that is roughly normal with the exception of one that is published by the Psychology Society and can be purchased from psychologists..

The personality traits scores distribution 0.10 ihidiiii.

[Audio] A PREDICTION OF THE success IN A JOB Some psychometric considerations.

[Audio] A psychometric test qualities Psychological tests should satisfy some quality standards – so called metrics characteristics: Discriminability Objectivity Reliability and Validity Discriminability – the ability a test to differentiate candidates by intended characteristic – the indicator is the distribution of test results Objectivity – everybody who administering test obtain same results everybody who take test have same conditions (for example familiarity with test or test novelty) Reliability – test has known measurement error the measurement error is as minimal as possible Validity – man can predict some life outcomes (criteria) on the basis of test results. Criteria of a job success should satisfy the same criteria but it is never case .

[Audio] Reliability tell us about correlations between repeated measurements. Validity tell us abut correlations between tests and a criteria. Reliability determinate upper limit of validity! Why? Because nothing can correlate higher with something else than with itself. All our instrument applied in selection in C-O-P-O have very high reliability..

[Audio] The indicator (measure) of validity is ( absolute value ) of a correlation between some test or test battery and a criteria . Perfect correlation means that for the same value of test result we have same value of criteria measure and that for same increase/decrease in test result will results in same increase/decrease in criteria measure. In psychology almost always we have weak correlations that means only that for some result on a test we have most probable result in criteria and some normal distributed error of the prediction which is higher when correlation is weaker and when is variability in criteria higher. A low objectivity (inter-rater reliability) of a criteria also limits possible correlations between test-results and the criteria..

[Audio] Beside low objectivity of the criteria reduction of test variability also decreases correlations between some test and the criteria..

[Audio] T-H-E factors WHO HAVE IMPACT ON EFFECTIVITY OF selection PROCESSARE: The test Validity (correlation between the test and the criteria) Success without selection Selection ratio (number of candidates/number of opened job positions) Cut-offs.

[Audio] As you can see for easy job (the first image) we make less mistakes (wrong decisions red part of the circle) than for difficult job (right picture in first row). We can also see that if correlation is greater than 0 (the fourth image) we have more hits (green part of circle/ellipse) than when a correlation is 0 (the third image)for jobs of same difficulties We should be aware that selection without mistakes in reality don’t exist because correlation with absolute value 1 in reality don’t exist. Why? Because measurement without error don’t exist..

[Audio] The goal of any selection battery is that enable the identification of most and least likely candidates (Sanders 2008). Predicting performance among police personnel is challenging because it is difficult to operationalize performance criteria (see Aamodt 2004 Henson and others 2010). Performance indicators linked to ineffective behavior are documented in the literature on police (for example Cuttier and Muchinsky 2006) . Possible criteria for evaluating the success of selection can also be criteria of a different nature such as job satisfaction intention to remain in the profession and health status (for example Allison and others 2014; Brunetto and others 2012; Gershon and others 2009; Shane 2010) Top candidates are those who not make disciplinary offenses that are satisfied with their job that are healthy and intend to stay in the police..

[Audio] All of the studies that have been conducted so far to demonstrated how predictive are the results of using selection procedures were limited to specific time periods (for example after one and two years) and more specific contexts (for example academy field training beginning of employment) ( Forero and others 2009; Henson and others 2010; Lough and Ryan 2010). First and foremost cognitive exams are great instruments to evaluate students' learning and critical thinking skills particularly in terms of information retrieval and storage (Ones and others 2010). Meta-analytical data ( Aamodt 2004) indicate only moderate relationships between performance in theoretical training field training and performance at work..

[Audio] The Big Five—emotional stability and conscientiousness—predict policy efficacy and are consequently very crucial for selection (Hough and Dilchert 2010 Detrick and Chibnail 2006 Salgado 1997). Extraversion is associated with job satisfaction (Garbarino and Sar 2013) Aagreeableness and extraversion are associated with teamwork and leadership potential among police officers an extraversion and openness are associated with fluctuation. Ashton and Lee (2001) demonstrated that Honesty predict counterproductive behaviour in the workplace when it is characterized by the predictive power of personality. The predictive contribution of integration/disintegration factor has not been sufficiently verified. It can be assumed that it is related to most of the factors of job success. Applying linear combinations of test data improved the prediction accuracy (Ones and Viswesvaran 2001)..

[Audio] Our research THE sample : Total of 1503 respondents ( 215 female ) 1087 with data from annual performance assessments and disciplinary violations (light and serious) over 4 years. We did not have data about ethnical roots (minority status )of candidates but we must emphasize that all test in the battery except Serbian language test have translation on minority language. PREDICTORS: The results on the above-described Cognitive abilities and Personality traits tests are obtained on selection process in years from 2015 to 2018. Data collection where computer assisted and very user friendly (mouse click answering) Data are anonymized provided by COPO CRITERIA: TRAINING success : average grade on training the result on the theoretical knowledge test field practice grade are provided by the Ministry of internal affairs from their data-base. THE JOB adaptation: The average grades on annual performance estimates for 4 years (from 2019. To 2022.) number of mild and number of serious discipline violations during that period are also provided by the Ministry of internal affairs from their data-base. I must emphasize that 4 years follow up is unique example in the literature. data analysis: Canonical correlations (maximized correlations between linear combinations of tests-result on one side and linear combinations of criteria variables on other side ..

[Audio] Prediction of the training success Canonical correlation (possible values are from 0 to 1) show us that linear combination of cognitive abilities scores correlates .419 with the linear combination of training success measures. Main contribution in building off the linear combination off cognitive measures give verbal abilities . The greatest correlation between linear combination of personality traits and training success is .247. The linear combination of predictors is mainly based on neuroticism extraversion honesty impulsiveness and conscientiousness The Canonical correlations are small but statistically significant. Corrections for variability reduction were not applied!.