NATIONAL CENTER FOR WOMEN & POLICING, A Division of the Feminist Majority Foundation

A Self-Assessment Guide for Law Enforcement

Recruiting & Retaining Women: A Self-Assessment Guide for Law Enforcement was funded by a grant from the Bureau of Justice Assistance, Grant #99-LD-VX-0003.

Preface How This Self-Assessment Guide is Organized
Chapter 1 Hiring and Retaining More Women: The Advantages to Law Enforcement Agencies
Chapter 2 Assessing a Law Enforcement Agency
Chapter 3: Developing a Job Description
Statement of the Problem
Legal Issues
Possible Solutions, Model Policies and Practices
Checklist for Developing a Job Description
Chapter 4: Recruiting Quality Candidates
Statement of the Problem
Legal Issues
Possible Solutions, Model Policies and Practices
Forming a Recruitment Committee
Designing Recruitment Brochures and Posters
Establishing a Recruiting Team
Training Recruiters
Finding Sources of Women Recruits
Incentive Programs
Youth Outreach Programs
Monitoring Recruitment Efforts
Recruiting for State Agencies 
Recruiting for Sheriff’s Departments
Checklist for Recruiting Quality Candidates
Chapter 5: Removing Obstacles in the Selection Process
Statement of the Problem
Physical Testing
Written Examinations
Oral Interviews
Background Investigations
Psychological Evaluation
Medical Evaluation
Ranking and Hiring Eligible Applicants
Checklist for Removing Obstacles in the Selection Process
Chapter 6: Designing Quality Recruit Academies and Field Training Programs
Statement of the Problem.
Legal Issues
Possible Solutions, Model Policies and Practices
Training Committee
Curriculum
Selecting the Academy Director
Selecting the Academy Instructors
Physical Fitness and Skills
Firearms Training
Sexual Harassment, Discrimination, and Hostile Work Environment
Selection of Field Training Officers
Monitoring Progress of Recruits
Checklist for Designing Quality Recruit Academies and Field Training Programs
Chapter 7: Mentoring to Increase Retention
Statement of the Problem
Legal Issues
Possible Solutions, Model Policies and Practices
Benefits of Mentoring Programs
Formal Mentoring Programs
Applicant Mentoring
New Hire Mentoring
Selection of Mentors
Training for Mentors and Mentees
Evaluation
Post-Academy Mentoring
Informal Mentoring Programs
Checklist for Mentoring for Retention
Chapter 8: Valuing Civilian Employees
Statement of the Problem
Legal Issues
Possible Solutions, Model Policies and Practices
Career Path and Civilianization of Positions
Inclusiveness
Advocacy
Equal Pay
Training
Inclusion of Civilian Staff
Checklist for Valuing Civilian Employees
Chapter 9: Implementing Family-Friendly Policies
Statement of the Problem
Legal Issues
Possible Solutions, Model Policies and Practices
Comprehensive Policies
Light Duty
Range Qualification
Uniforms
Disability Insurance and Paid Leave Benefits
Child Care Issues
Flexible Work Options
Checklist for Implementing Family-Friendly Policies
Chapter10: Monitoring Performance Evaluations
Statement of the Problem
Legal Issues
Possible Solutions, Model Policies and Practices
What Should be Evaluated?
Training Evaluators
Setting Goals for Performance
Reviewing Evaluations for Bias
Checklist for Monitoring Performance Evaluations
Chapter 11: Assignments and Promotion
Statement of the Problem
Legal Issues
Possible Solutions, Model Policies and Practices
Preparing Women for the Promotion Process
Examining the Promotion Process
Using Assessment Centers
Traditional Promotion Systems
Promotability Ratings
Seniority
Promoting the "First Woman"
Checklist for Assignments and Promotions
Chapter 12: Preventing Sexual and Gender Harassment, Discrimination, and Retaliation
Statement of the Problem
Legal Issues
Possible Solutions, Model Policies and Practices
Developing a Comprehensive Sexual Harassment Policy
Designing an Effective Training Program
Designing and Implementing a Complaint and Investigation Process
Discrimination Investigation Unit
Investigation Guidelines
Screening Discrimination Investigators
Training Discrimination Investigators
Disciplining Offenders.
Preventing Retaliation
Monitoring of Harassment Prevention Programs
Holding Managers and Supervisors Accountable
Checklist for Preventing Sexual and Gender Harassment, Discrimination, and Retaliation
Chapter 13: Ensuring Impartial Internal Investigation and Discipline Systems
Statement of the Problem
Legal Issues
Possible Solutions, Model Policies and Practices
Complaint Investigation Policy
Selection and Training of Investigators
Anonymous Complaints
Preventing Retaliation
Discriminatory Referrals
Documenting Investigations
Breaking the Code of Silence
Investigation Timelines
Notification of Investigation Results
Data Collection and Reporting
Checklist for Ensuring Impartial Internal Investigation and Discipline Systems
Chapter 14: Developing Effective Awards and Recognition Programs
Statement of the Problem
Legal Issues
Possible Solutions, Model Policies and Practices
Checklist for Developing Effective Awards and Recognition Programs
Appendixes: A. Feminist Majority Foundation & National Center for Women & Policing’s Study, "Gender Differences in the Cost of Police Brutality and Misconduct: A Content Analysis of LAPD Civil Liability Cases: 1990-1999."
B. Port St. Lucie Police Department Job Description
C. Boulder Police Department Job Description
D. Executive Summary of Improving the Recruitment of Women in Policing: An Investigation of Women’s Attitudes and Job Preferences
E. Michigan State Police Recruiting Posters
F. New Haven Police Department Recruiting Posters
Riverside County Sheriff’s Department Recruiting Posters
G. Frequently Asked Questions Concerning Pregnancy
H. IACP National Law Enforcement Policy Center Temporary Light Duty Concepts and Issues Paper
I. Portland Police Bureau Sexual Harassment/Discrimination Policy
J. Letter from the Federal Trade Commission Regarding the Federal Trade Commission Fair Credit Reporting Act
K. Sacramento Sheriff’s Department Policy on Professional Responsibility
L. Gainesville Police Department Policy on Internal Investigations
M. Port St. Lucie Police Department Awards Policy
Areas for Further Research
Works Cited
Additional Resources
Reader Comments

National Center for Women & Policing
A division of the Feminist Majority Foundation, the National Center for Women & Policing (NCWP), promotes increasing the numbers of women at all ranks of law enforcement as a strategy to reduce police excessive force, strengthen community policing reforms, and improve police response to violence against women. Research conducted in the United States and internationally demonstrates that women police officers utilize a style of policing that relies less on physical force, are better at defusing potentially violent confrontations and less likely to become involved in use of excessive force, and respond more effectively to violence against women. The NCWP:

• works to educate criminal justice policy makers, the media and the public about the impact of increasing the representation of women in policing; ensures that gender is included in the analysis of contemporary policing issues and reform efforts; and promotes initiatives aimed at gender balancing law enforcement agencies.

• produces and disseminates original research on issues relevant to women in the field of law enforcement. The NCWP’s publications and materials are the most authoritative available and in frequent demand by the news media and criminal justice policymakers and researchers.

• provides direct assistance, training, and extensive materials to law enforcement agencies seeking to increase the representation of women within their ranks. The NCWP sponsors an annual leadership development conference for command level women in local, state, and federal law enforcement.

Contact Information:
8105 W. Third Street, Los Angeles, CA 90048
(323)651-2532 Fax (323)653-2689
womencops@feminist.org

How the Self-Assessment Guide Was Developed

The National Center for Women & Policing received a grant from the U.S. Department of Justice, Bureau of Justice Assistance to provide technical assistance to law enforcement agencies by developing a self-assessment guide to assist agencies seeking to recruit and retain more women in sworn law enforcement positions. An Advisory Board was established consisting of state, county and municipal law enforcement executives and members of other professional organizations representing law enforcement leaders and minority groups in law enforcement.

After a draft of the sections on job description, recruiting, selection, and mentoring were developed and approved by the Advisory Board, they were sent for field testing to Captain Mike Prynch at the Boise, Idaho, Police Department and Colonel Richard Rappoport at the Fairfax County, Virginia, Police Department. Each department reviewed the sections and utilized the checklists to examine their own agency’s policies and procedures. Both departments provided valuable input regarding the content and format of the guide. Based on this input, the remaining sections of the guide were prepared and sent back to the participating agencies for review.

The members of the Advisory Board reviewed and provided detailed input on several drafts of the guide during its development.

The National Center for Women & Policing expresses its appreciation to Colonel J. Thomas Manger, Fairfax County, Virginia, Police Department and Chief Donald Pierce, Boise, Idaho, Police Department for agreeing to serve as test locations for the guide. Their cooperation and the input of their staff were vital to providing a valuable product for other law enforcement agencies.

Acknowledgments

Principal Author

Chief Penny E. Harrington, Director National Center for Women & Policing

Penny Harrington is the Director of the National Center for Women & Policing, a division of the Feminist Majority Foundation. Chief Harrington spent 23 years in the Portland, Oregon, Police Bureau, rising to the rank of Chief of Police. She was the first woman chief of a major U.S. city. After becoming chief, Harrington began the implementation of an agency-wide community policing program. Chief Harrington has been instrumental in opening the field of policing to women while being a mentor to women nationally. She was named Ms. Magazine’s Woman of the Year in 1986 and in 2000 was installed in the Michigan State University, School of Criminal Justice, Wall of Fame. After leaving Portland, Chief Harrington became the Assistant Director of Investigations for the State Bar of California. As Founding Director of the National Center for Women & Policing, Penny is considered the foremost expert on women in contemporary American policing in the U.S. She speaks, writes and conducts training about issues of gender in law enforcement and often serves as an expert witness in court cases about discrimination. Her autobiography, "Triumph of Spirit" chronicles her efforts to open policing to women.

Katherine Spillar, National Coordinator Feminist Majority Foundation

Katherine Spillar is the National Coordinator of the Feminist Majority and Feminist Majority Foundation. She has been the driving force in executing the Foundation’s diverse programs securing women’s rights since its inception in 1987. A trained researcher and program manager, Ms. Spillar spearheaded the Feminist Majority’s initiatives to gender-balance the Los Angeles Police Department from 1991-94, and served as co-convenor of the Women’s Advisory Council to the LA Police Commission from 1992-93. In her capacity as National Coordinator, she oversees the activities of the National Center for Women & Policing.

Kimberly A. Lonsway, PhD, Research Director National Center for Women & Policing

Dr. Lonsway is the Research Director for the National Center for Women & Policing. She conducts the annual survey of the status of women in law enforcement along with other research initiatives of the NCWP.  Dr. Lonsway was the project director on a grant from the Violence Against Women Office to develop a sexual assault curriculum for law enforcement on innovative methods of responding to cases of acquaintance rape. Dr. Lonsway is also teaches at California Polytechnic State University.

Asst. Chief Roberta Webber (Ret.) Portland Police Bureau

Asst. Chief Webber retired from the Portland Police Bureau in 1997 after nearly 26 years of service. She was the first female Commander, Deputy Chief, and Assistant Chief and the first woman to head the Operations Brach of the Police Bureau. In 1994, she was named one of Ten Outstanding Women in Oregon by the Women’s Foundation of Oregon.

Katherine A. (Kay) Baldwin U.S. Department of Justice, Civil Rights Division

Chief of the Employment Litigation Section of the Civil Rights Division at the U.S. Department of Justice, Ms. Baldwin is also Chair of the Attorney General’s Advisory Committee on the Prevention of Sexual Harassment.

Alexandra Besser, Senior Researcher National Center for Women & Policing

Alexandra Besser received her Bachelors of Arts in Political Science from Barnard College, Columbia University. Prior to joining the National Center for Women & Policing, Ms. Besser worked as a media researcher in Hong Kong and spent two years in Washington DC as a research associate for People for the American Way.

Steven Stanard, PhD, CEO Stanard & Associates, Inc.

A nationally recognized expert in entry-level written and physical ability examinations, promotional examinations, fitness for duty assessments and recruitment, Dr. Stanard consults with more than 500 police departments across the U.S. and internationally.

Undersheriff Carol Daly Sacramento County Sheriff’s Department

Undersheriff Carol Daly is a 32-year veteran of the Sacramento Sheriff’s Department. She has held assignments in every service area of the Department. Carol served as president of the Law Enforcement Chaplaincy Sacramento and is currently on the Board of Directors. She is also active with the Special Olympics and Habitat for Humanity charities.

Records Manager Debra Haugen Portland Police Bureau

Ms. Haugen has been with the Portland Police Bureau for 25 years and has served as Police Records Manager for 8 years. She is involved in a variety of Bureau-wide issues including co-chairing The Taking Community Policing into the Next Century committee that was charged with creating the vision for the Bureau.

Chief Richard Rappoport Fairfax County Police Department, VA

Chief Rappoport has served with the Fairfax County Police Department for 24 years and was formerly Deputy Chief of Police for Administration. He holds a Bachelors of Science degree in Justice from American University and is a graduate of the F.B.I. National Academy and the Southern Police Institute.

Captain Ronald Webber (Ret.) Portland Police Bureau

Captain Ronald Webber retired, after 27+ years, from the Portland Police Bureau. He is a graduate of the FBI National Academy and Webber has been involved in Community Policing program planning and implementation. His areas of expertise include Internal Investigations, Civilian Review Boards, and Training.

Advisory Board:

Chief Katherine Baldwin U.S. Department of Justice, Office of Civil Rights, Employment Litigation Section

Undersheriff Carol Daly National Sheriff’s Association Sacramento County Sheriff’s Office, CA

Sylvester Daughtry, Executive Director Commission on Accreditation for Law Enforcement Agencies

John Firman, Research Director International Association of Chiefs of Police

Sheriff Margo Frasier Travis County Sheriff’s Office, TX

Commander Gary Gee Asian-American Commanding Officers’ Association Bay Area Rapid Transit Police, CA

Laura Goodman-Brown, Director, President, International Association of Women Police Minnesota Office of Crime Victims Ombudsman

U.S. Marshal Rosa Melendez Hispanic American Police Commanding Officers’ Association U.S. Marshal’s Service

Chief Charles Moose, PhD Montgomery County Police Department, MD

Chief Annette Sandberg Washington State Patrol

Katherine Spillar, National Coordinator Feminist Majority Foundation

Steve Stanard, PhD, CEO Stanard & Associates

Bob Stewart, Executive Director National Organization of Black Law Enforcement Executives

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