In small and medium sized law enforcement agencies, opportunities for promotion are periodic at best. Often years will pass before another promotional opportunity is available. It is in our professional best interest as leaders to prepare as many qualified individuals as possible for the next promotional opportunity.
In policing, a promotion is not only a personal and professional accomplishment, but a very public marker of a heathy organization. Promotions are indicative of change and with change can come growth. But there is risk in every promotional process. We select those for promotion through any one of several promotion processes with the singular goal of identifying those best prepared to assume the role and responsibility of the next higher rank.
But a question that must be considered is – and then what? Routinely that individual selected for promotion begins an orientation and onboarding process for his/her new role in the organization. But what about those who are labelled as the ‘not selected’? What is to come for those men and women who are not promoted? Continue reading
Part 1 in the Validity of Public Safety Assessments Series
The idea for this primer series germinated from a simple question – “Could you do an article looking at the validity of tests used in public safety assessment.” As my forgiving readership already knows, I have trouble containing my thoughts to a single entry. So, as I began to frame out how I would respond to the question of the validity of public safety assessments, the amount of material I wanted to cover started to grow exponentially. At some point, I decided it would be best to start from the beginning with a series of primers on topics related to validity, building up to an answer to the question of “what is the validity of public safety assessments.”
So now this blog will be the first in a series looking at this question. Over a series of articles aimed to inform, but also intended to keep things simple, I will cover:
- What are the characteristics of a good test?
- What are some authoritative references human resource and assessment professionals can rely upon in evaluating the worthiness of tests?
- What is validity?
- Are public safety assessments good tests and are they valid?
This first article in the primer series deals with the question of what is a good test. A good test can be defined as one that is:
- Socially Sensitive
- Candidate Friendly.
Briefly and simply, I will review the meaning of each of these characteristics. Continue reading