This is the fifth in a series that started with “It’s Not So Black and White“, which was expanded upon in “Understanding Use of Force”. Specifics regarding techniques were discussed in “Understanding Use of Force: Knee-on-Neck”, and then we looked at overall police training standards in last week’s post, “Police Training Should be Better.” Over the course of this series I have frequently mentioned the need for better training and standards for policing.
This will be the last entry in this series on policing and use of force. It is my hope these posts have given you time and information to consider another perspective about police and the job, as well as use of force misconceptions. If your only source of information about the world is the mainstream media, it is likely you are getting heavily biased misrepresentation (often with the goal of gaining viewer attention rather than informing us). Or if you are only getting information from social media, a place where you may only follow people with similar beliefs and experiences to yours, then you could be living in a bubble, leading you to jump on poorly thought out causes (even if your intentions were good). No matter where you are in the world and what bubble you live in, seeking out other opinions and sources of information is key to forming well thought out ideas and policies. So, I hope this series has opened your mind to a perspective you might not have considered.
Which brings us to the next important topic: How do we select for policing? If you have followed this series you will have guessed that there is no single standard method of selection. Some require post-secondary, some do not. Some have age and fitness restrictions, be they high or low. It is likely we will never get it exactly right, but, as stated, it can be better. Some ideas in this article will be speculative, others are simply thoughts to further the conversation.
Let’s start with age. Personally, I think that the minimum age for policing should be 25, with no specific high-end limit so long as individuals can pass all required tests. Why? Simple, the idea that people are adults at 18/21 is an arbitrary number. A long time ago at puberty or around 16, you were generally considered an adult, because you could move to the next stage of life. The modern conception of 18 or 21 as the “age of majority,” other than it being after high-school or university, was based on our social/economic system’s needs. However, recent studies have suggested that the human brain does not finish developing until around age 25, at which point our brain chemistry and function is stable enough (scientifically) to be considered in the “adult” phase of human development. But I don’t think I need science to tell me that people over 25 are usually more stable and better at rational decision making. Which is why it makes sense that 25 should be the minimum age for a career in which decisions and reactions could have lethal consequences. Why do I think no maximum age? Well, as long as candidates are physically and mentally capable, why limit the selection? You will also be able to draw upon the expertise and experience from individuals who have lived and done more.
Why is it then that police organizations prefer younger candidates? The forces that do are likely seeking younger minds that can be molded to fit the existing police culture they want them to adhere to. Even Google does this, by hiring people right out of high school. Except, when it comes to policing I really don’t want someone who is young and has been conditioned to uphold the “old boys club,” or favouring your fellow officers over the law. Hiring older candidates will allow the institution to ensure that integrity is more likely to be enshrined in the force, both legally and morally.
Next, let’s talk about the obvious; physical requirements. Sometimes physical requirements are expected, with tests like the Peace Officers Physical Abilities Test (POPAT), while others have few or no requirements. First off, under no circumstances do I think it is acceptable to allow out-of-shape police officers to serve on the force, let alone as active street officers. Like shooting and tactics, fitness requirements should be maintained and assessed annually. While I cannot speak for other places, I can say that, from what I have heard in Canada, physical standards are often slowly being lowered. This is something I am very much against; the job doesn’t change but the standards do? That makes no sense, and is potentially dangerous. You may need to chase someone for a 100m sprint or a 2km run, with your gear on. Or you may need to grapple with an opponent to control them during an arrest; which is exhausting enough when you are in shape, let alone out of shape. Additionally, testing should be more realistic than it currently is, as the tests, like the POPAT, don’t really prepare you or assess you for fieldwork, rather it’s just generic fitness. There should be tiered levels of fitness tests required, each aimed at ensuring officers can operate for all aspects of their job. This can be done before, during, and regularly after initial training. The job doesn’t change, so the standards shouldn’t change, even if lower standards would allow more people in.
I personally don’t have an issue with shorter officers or smaller officers, but I do believe anyone with a “non-average build” MUST score higher on the physical combatives areas, as they are going to have to make up for their size with skill. It’s just physics. So, again, lowering physical standards for smaller officers is actually more likely to put their lives, or the lives of civilians, at risk.
Regarding combative skills; either through police prep schools or generic martial arts schools, candidates should probably start to have BJJ, wrestling, or Judo experience prior to hitting the academy. If, of course, out of high-school you want to be a police officer you could do 4 years of education related to the job, which is also plenty of time to get considerable martial arts experience. It also shows that candidates are serious about the job and are ready to get their egos smashed on the mats, rather than pursuing the job so they can impose their egos on others. This will further help screen people, as there is no better stress test than having a higher ranked, larger individual sit on you (even in a fun match).
Next is the question of education.
I like the German model that has POLICE SPECIFIC degrees. Such degrees, in my opinion, should have hand-to-hand combat and physical training aspects to it as well as theory. This would pre-screen candidates as well as provide them with all the training they need, well in advance of the actual job (which would also save tax payer money). Even if individuals do not end up becoming police they would walk away with practical, lifelong skills (martial arts, awareness, etc.). While Criminology degrees are good, like many degrees they are not specific to the job itself and will depend on who is teaching what, with regards to how practical the education is. Having a degree is also a screening method to ensure than individuals grow and develop, and show that they can work hard, prior to acting in the line of duty.
These are just a few items that should be in place, but there are other selection practices currently used that I strongly dislike.
First, is the fact that forces often want puritan candidates, with no “bad behavior” in their history at all. This I am very much against. How can you possibly understand how a drunk person thinks or feels if you have never been drunk? How are you going to understand the people you need to help if your life has never exposed you to anything negative. The no drugs ever, policies that many agencies enforce for pre-selection is insane and probably limit good candidates dramatically. Of course, you don’t want individuals with a severe history of addiction, but with the amount of alcohol police often drink, I see no difference between that and many categories of drugs. And, clearly, they MUST be sober on the job, if that wasn’t already obvious.
Another notion of selection is the common bias (even if subconsciously) to only select individuals who not only “fit in,” but also those who “won’t rock the boat.” This kind of selection bias is the reason why we have so many shitty cops out there (like many jobs), because you select for people who will not be honest about the problems they see in the behaviour of other officers, or the system, even though this is what the public demands (and is a self-scrutiny that will improve the force overall). I understand the concept of “brotherhood,” as I was in the military, however, while it may feel like, as an officer, you are going to war every day. It is not. Therefore, this idea of “protective brotherhood” I feel is less important in policing than in the military during wartime. While, yes, you want someone who you can trust with your life as a partner, for the sake of the job and your overall safety you cannot keep protecting bad behavior in the name of brotherhood. It is wrong, Full Stop!
What do you think?
These are just a few ideas about how to better select for policing. Many of these changes would require you communicating regularly with your politicians, mayor’s offices, and others, as the budget and changes are usually green lit by them and not the people who should actually be making the decisions. Everyone knows we need change and yet it often gets stopped somewhere in the blurry, inefficient mess that is bureaucracy.
So, if you had your way how would you select for police?
Written by: Jonathan Fader
For training online visit at www.utkmu.com, or if you are in the metro Vancouver area come learn from me in person www.urbantacticskm.com
