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Academic literature on the topic 'Officers'

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Published: 4 June 2021
Last updated: 29 July 2024

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Journal articles on the topic "Officers"

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Bonkiewicz, Luke. "Shooting Stars." Police Quarterly 20, no. 2 (October 5, 2016): 164–88. http://dx.doi.org/10.1177/1098611116671309.

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This study analyzes two decades of data from a municipal police agency and describes the average patrol officer career productivity trajectory. We find that declines in productivity begin immediately after the first year of service and worsen over the course of officers’ careers. After their 20th year, patrol officers generate 88% fewer directed patrols, 50% fewer traffic warnings, 58% fewer traffic citations, 41% fewer warrant arrests, and 57% fewer misdemeanor arrests compared to officers with 1 year of experience. Using a patrol officer productivity metric called Z-score per Productive Time ( Z-PRO), we estimate that each additional year of service decreases an officer’s overall productivity by about 2%. Z-PRO also indicates that after 21 years of service, an average officer will be approximately 35% less productive overall than an officer with 1 year of service.
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Ramli, Rahmat, Viyan Septiyana Achmad, Serly Sani Mahoklory, and Nurhaedah Nurhaedah. "Pengetahuan dan Sikap Petugas Taruna Siaga Bencana dalam Pencegahan Kebakaran." Barongko: Jurnal Ilmu Kesehatan 1, no. 3 (July 30, 2023): 140–51. http://dx.doi.org/10.59585/bajik.v1i3.111.

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Factors that affect the level of preparedness of an officer are years of service, level of knowledge, and preparedness training. The working period of an officer affects the level of preparedness of an officer. Officers who work longer have a better level of preparedness 3 than new officers. The level of knowledge also influences the officer's preparedness efforts, a person's level of preparedness can be formed by how often the person gets knowledge or information regarding prevention and preparedness. Preparedness training held in a company also affects the level of preparedness when a fire disaster occurs, officers who take part in training have better preparedness than officers who do not take part in training. The aim of the study was to describe the level of knowledge and attitudes of cadets responding to disasters in a fire disaster. This study uses a descriptive research method using a cross-sectional approach which is a study of several populations observed at the same time (Nursalam, 2017). By distributing questionnaires to research respondents, with the intention of knowing the description of the knowledge and attitudes of disaster cadet response officers in handling fire disaster preparedness in the province of South Sulawesi.
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Neely Jr., Phillip R., and Joseph Cillo JD. "UNDERSTANDING THE LEGAL ASPECT OF LAW ENFORCEMENT HIRING AND RETENTION." International Journal of Research -GRANTHAALAYAH 7, no. 8 (August 31, 2019): 328–31. http://dx.doi.org/10.29121/granthaalayah.v7.i8.2019.680.

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Law enforcement agencies struggle to hire officers. Law enforcement agencies are compelled to hold applicants to higher standards. Often, due to the danger that may occur, some applicants feel the pay is not worth the risk. Other applicants cannot complete the series of test such as physical agility, psychological, background checks and their criminal history. Even after an officer is hired, they are held to certain standards they must maintain to remain employed. In the State of Georgia, the Peace Officer Standard Training keeps a record of each officer in Georgia that provides the citizens with qualified, professional, trained, ethical and competent peace officers in law enforcement. Any violations could result in the officer certification being suspended or revoked and will show if a person has been fired or quit voluntarily. Hiring and Retention of law enforcement officers will need to be addressed. Police officers or Deputy Sheriffs are needed to maintain order, investigate crimes whether misdemeanors or felonies and crimes against children or the elderly. If agencies cannot retain officer’s criminals would not have consequences for their actions and society would revert to the days of outlaws and common law citizens. Not being able to hire and retain officers can have an impact externally and internally. If officers are not hired or retain the following could cause long term problems such as; officer burnout due to the overtime, case overloads for investigators or detectives, new recruits using the agency as a steppingstone until another job is found.
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Lawson, Helene. "Controlling the Wilderness: The Work of Wilderness Officers." Society & Animals 11, no. 4 (2003): 329–51. http://dx.doi.org/10.1163/156853003322796073.

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AbstractIdeologies having roots in the legal structure of the system of wildlife protection characterize the work culture of the Pennsylvania wilderness officer. This paper examines these ideologies and the characteristically strong social solidarity of the community of wilderness officers. Wilderness officers are both law enforcement agents and conservationists. They mediate between human and animal as well as between what is considered scientific management and what is considered unenlightened and even lawless behavior. In performing this boundary work, wilderness officers participate in the social construction of the science of land management, which views animals as renewable resources. The wilderness officer's job is to insure the continuation of this resource as a part of the natural heritage of Pennsylvania and the United States. The wilderness officer's concept of "animal" becomes a byproduct of this social construction and of the culture of hunting that supports it. The rural upbringing common to many officers suits them ideally to their task.
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Kim, Yun Hee, Jae Woo Shin, and Young Il Cho. "A Qualitative Study on the Competency Model of Anti-Abuse Police Officers to improve professionalism in Response to Abuse Cases." Korean Association of Public Safety and Criminal Justice 32, no. 2 (June 30, 2023): 101–29. http://dx.doi.org/10.21181/kjpc.2023.32.2.101.

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This study was conducted to develop a competency model for anti-abuse police officers to understand how the professionalism required for anti-abuse police officers is composed, and to make specific standards for education curriculum and selection process for anti-abuse police officer As a result of conducting interviews with anit-abuse police officers using BEI techniques, Lucia & Lepsinger (1999)'s three-step competencies analysis method, the anti-abuse police officer's competencies were derived into a total of five competencies: 'knowledge of victim psychology', 'knowledge of supporting victim system', 'legal knowledge', 'communication skills', and 'resilience'.
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Shank, Christopher G., and Miguel M. Alampay. "Communicating With Leadership: Behavioral Health and HIPAA in the Field." Military Medicine 184, no. 11-12 (September 27, 2019): 212–13. http://dx.doi.org/10.1093/milmed/usz270.

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Abstract It can be challenging for a general medical officer to determine a patient’s fitness for duty in the field. Communicating with commanding officers can be difficult given a general medical officer’s loyalties as both a physician and medical officer. We present a case of a junior officer that highlights these issues.
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Hassan, Mai, and Thomas O’Mealia. "Uneven accountability in the wake of political violence." Journal of Peace Research 55, no. 2 (February 20, 2018): 161–74. http://dx.doi.org/10.1177/0022343317751836.

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The government faces a principal–agent problem with lower-level state officers. Officers are often expected to use the state coercive capacity endowed to them to politically benefit the government. But officers can shirk from the government’s demands. An officer’s actions during bouts of large-scale and highly visible electoral violence reveal the officer’s type, thereby providing the government with the information necessary to solve its principal–agent problem for the future. The government holds officers who used their authority to perpetuate incumbent-instigated violence accountable through positive rewards, while holding officers who used their authority to perpetuate opposition-instigated violence accountable through negative sanctions. We find evidence in support of the theory using micro-level archival data on 2,500 local officer appointments and fine-grained satellite data on the locations of violence in the aftermath of Kenya’s 2007 election. The Kenyan government was more likely to fire officials whose jurisdictions saw opposition-instigated violence that targeted government supporters. But we find the opposite result where violence was instigated by incumbent supporters: there, officers were less likely to be fired if violence occurred in their jurisdiction. Our results indicate that leaders can manipulate accountability processes after political violence to further politicize the state.
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Griffin, Marie L. "The Influence of Professional Orientation on Detention Officers' Attitudes Toward The Use of Force." Criminal Justice and Behavior 29, no. 3 (June 2002): 250–77. http://dx.doi.org/10.1177/0093854802029003002.

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With few exceptions, little attention has been paid to detention officers and their attitudes toward use of force against inmates. A number of studies have focused attention on the punitive, custodial, and rehabilitative attitudes that form an officer's professional orientation and the way in which such attitudes influence the nature of officer/inmate interaction. However, the relationship between professional orientation and attitudes toward use of force remains unexplored. Based on a survey of 617 detention officers working in seven jails, this article uses multivariate analyses to examine the independent effects of individual characteristics, work environment factors, and professional orientation on officers' reported readiness to use force in a county jail. The results indicate that a detention officer's readiness to use force is influenced by some, but not all, types of professional attitudes toward inmates and interactions with inmates.
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Yuniarti, Siti. "Petugas/Pejabat Pelindungan Data Pribadi dalam Ekosistem Perlindungan Data Pribadi: Indonesia, Uni Eropa dan Singapura." Business Economic, Communication, and Social Sciences (BECOSS) Journal 4, no. 2 (June 4, 2022): 111–20. http://dx.doi.org/10.21512/becossjournal.v4i2.8377.

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Personal data protection regulations have been adopted by 137 countries until the beginning of 2022. In addition to creating a data protection agency, personal data protection regulations have also created new professionalism, namely personal data protection officers. The main role of the data protection officer is to ensure compliance with personal data protection regulations placing the function of a data protection officer as an important factor in the personal data protection ecosystem. It raises the question of how the role of data protection officers in the personal data protection ecosystem when it is analyzed from the attributes attached to the profession. Therefore, using the normative juridical research method, this paper attempts to describe the role of the data protection officer in the personal data protection ecosystem by analyzing the attributes attached to the profession through a comparison of the General Data Protection Regulation (GDPR) in the European Union, Personal Data Protection Act Singapore and the draft of personal data regulation in Indonesia. This paper concluded that the existence of a data protection officer is part of the data protection regulation, whether it appears as an obligation or in terms of certain conditions. Independency of the data protection officer and organizational support is essential to optimize the data protection officer’s role which has been adopted on GDPR. It also noticed the presence of data protection officers as a service to fulfill the needs of data protection officers by organizations. Further research regarding the attribute of data protection officers as studied in this paper is needed since the Indonesia personal data protection bill will impact many sectors, both private and public sectors.
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Dobrochna Wójcik. "Praca kuratora dla nieletnich w opinii sędziów sądów rodzinnych i kuratorów społecznych." Archives of Criminology, no. XV (October 30, 1988): 203–49. http://dx.doi.org/10.7420/ak1988e.

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The paper contains the results of a questionnaire study carried out on national representative samples of family courts judges (277 persons) and voluntary probation officers (247 persons). The main aim of the study was to obtain the practicians opinion as to the model of probation service existing in Poland and its ideal vision, as well as the conception of the work of a voluntary probation officer with a juvenile delinquent and his milieu and the: effectiveness of such work. comparing the statements of judges and voluntary probation officers, the author intended to find out what opinion the persons who play various parts in the process of resocialization of juveniles have on the educational work of voluntary probation officers: what this work should be and what it actually is. The picture that emerges from the statements of both groups of respondents is not favourable, the appraisals made by family courts judges being more, critical as a rule than those of voluntary probation officers. Some of the respondents statements are declarations and wishes. Over a half of the family courts judges (58 per cent) and about 80 per cent of voluntary probation officers consider the voluntary-cum-professional model of probation service for juvenile delinquents found in our country to be a good one (although only a part of them approve of it fully, with the remaining ones accepting it conditionally and submitting various proposals for its improvement). On the other hand, as many as 42 per cent of judges and about 20 per cent of voluntary probation officers opt for the performance of supervision -by professional probation officers only. To substantiate their standpoint, these persons argue that voluntary probation officers lack qualifications, are insufficiently engaged in educational work with juveniles, and that in their case difficulties arise in executing the proper performance of supervision. Also the enrollment of voluntary probation officers is disapproved of, the examined persons stating that in the face of a small number of applicants for this work, no requirements can be imposed upon them, and many of them are chance persons with no training whatever. As few as 7.6 per cent of family courts judges and as many as 48.6 per cent of voluntary probation officers are of the opinion that probation officers are well prepared to perform their function of resocialization. In the opinion of most respondents, the number of voluntary probation officers is greatly insufficient. The author was also interested in the respondents vision of the voluntary probation officer's work with a juvenile and his milieu, the elements that should prevail in this work: education, care or supervision, and the actual situation in this respect, as well as the real course of this work. Most respondents (78 per cent of judges and 52.2 per cent of probation officers) stresed the educational elements of a voluntary -probation officer's activity. :What is alarming, however, is the fact a considerable group both of family courts' judges (21.3 per cent) and of voluntary probation officers (30 per cent) believe formal supervision to be the most important aspect. Yet as shown by the findings of the study, the actual work of .a voluntary probation. officers departs greatly from the declared ideal model. Voluntary probation officers are burdened with an excessive number of supervised juveniles, with about 30 per .cent of them supervising over 10 persons which is the number set as the maximum. The majority of respondents demand a reduction of the number of juveniles under supervision, which is however difficult to be fulfilled because of the lack of candidates willing to become probation officers. As appears also from the respondents statements, there is no elaborate conception of the voluntary probation officer's work. Too much weight is attached when appraising this work to its formal criteria (e.g. the number of probation officer's contacts with the juvenile). Instead, the quality of his work is inadequately analyzed. Admittedly, both professional probation officers and most of all family courts judges lack sufficient data to carry out such an analysis: namely, the information about a voluntary probation officer's work come from his reports that are frequently faulty as regards quality, contents and promptness; this appears not only from the judge's but also from the voluntary probation officers' own statements. Co-operation between voluntary probation officers on the one hand, and profesional probation officers and family courts' judges on the other hand, is also faulitly organized. The respondents perceive this co-operation as the opportunity to settle definite legal, educational and organizational matters rather, than as a regular influence of the family court towards an improvement of the voluntary probation officers' qualifications and an increase of their educational impact on the juveniles. In resocializing activities, great weight is attached to the educational methods applied by the voluntary probation officer. His basic method is considered to be that of individual therapy which should be accompanied by group and environmental therapy. As appears from the statements of most voluntary probation officers, the forms of their work, and of influencing the juvenile in particular, were rather modest and poorly differentiated, the probation officers revealing litt1e initiative and being either relucant or unable to make the contacts with juvniles supervised by them more diversified. As few as about 20 per cent of the examined voluntary probation officers were in good contact with some of their probationers at any rate, the contact being of a therapeutical character (which was important in so- far as over 40 per cent of probation officers stated that they supervised- juveniles with personality disorders). In resocializing work, the posibilities of influence in a group of young persons are insufficiently used. Moreover, voluntary probation officers meet with many difficulties in co-operating with their probationers families, their contacts with the institutions engaged in crime prevention, education or social assistance being also unsatisfactory. Voluntary probation officers co-operate rather regularly with schools, the police, the Polish Committee for Social Aid and occupational guidance centres only (though naturally the degree of a voluntary probation officer's co-operation with the abovementioned institutions differs). The respondents of both groups expressed their opinions about the effectiveness of the supervision, its conditions and criteria. In general, views of family courts judges and of volunatry probation officers converged to a high degree, the majority of respondents being of the opinion that nothing but the juvenile's complete and positive participation in the social life and proper performance of due social roles testifies to a successful ending of a supervision. Convergences could also be found. between the judges and the probation officers opinions about the conditions of success vs. failure of supervision. Discussing successful supervisions respondents of both groups stressed the importance of good relations between the probation officer and his probationer, co-operation with the juvenile’s parents, their emotional commitment and readiness to act jointly with the probation officer, the probation officer's competence in getting into emotional contact with the juvenile and his family and to win their confidence. According to the respondents, the most important factors that determine a failure of supervision are: the juvenile's considerable demoralization, influence of the negative peer group, a negative family milieu and a lack of co-operation. with the probation officer on the part of the parents. Therefore, respondents of both groups lay a great emphasis on the importance of emotional relations which should link the three parties involved: the juvenile, his parents, and the voluntary probation officer. The necessity of mutual approval, understanding and respect for each other’s rights, was particularly stressed. Mutual good emotional relations linking the above-mentioned persons seams to be the key issue as far as success or failure of super- vision is concerned. If both the juvenile and his parents have a favourable attitude towards the probation officer and trust him, it will be much easier for him to persuade the juvenile of the necessity of regular learning or changing his conduct, and his parents-of the need for co-operation. Therefore the findings point to the fact that the declared shape of the work of a voluntary probation officer is much better than the actual one. The final part of the questionnaire was devoted to the use of educational measures and obligations of juvenile delinquents and their parents resulting from provisions of the Act of Nov. 26, 1982 on the proceedings in cases concerning minors. The Act introduced new educational measures and obligations of juveniles, as well as the possibility of punishing the juvenile's parents with a fine and notifying their workplaces or social organizations they are members of about their failure in parental obligations whenever this failure is caused by the parents fault. About 60-70 per cent of the judges never applied the newly introduced educational measures nor imposed obligations upon juveniles, although over a half of the judges and 60-70 per cent of the voluntary probation officers are convinced that it was right to introduce these new measures. A part of the respondents however (one-fourth of the judges and one-fifth of the probation officers) express their doubts as to the possibilities of the family court's supervision of performance of the obligation imposed upon juveniles. Very few judges applied disciplinary measures towards the juveniles parents in practice, although about 25 per cent of them express an opinion as to the effectiveness of a fine, and about 18 per cent believe that notifying the parents workplace may bring about satisfactory results. As compared with judges, voluntary probation officers expressed their favourable opinion as to the effectiveness of these measures more frequently (44 and 62 per cent respectively). Because of a relatively short period of binding force of the new provisions (which was about one and a half years at the moment of the study), the problem of application of some of the educational measures and obligations in particular, as well as the judges and probation officers opinion as to their pertinence and the possibilities of supervising their execution should be investigated further.
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Dissertations / Theses on the topic "Officers"

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Manuel, Walter F. "Who becomes a Limited Duty Officer and Chief Warrant Officer an examination of differences of Limited Duty Officers and Chief Warrant Officers." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Jun%5FManuel.pdf.

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Thesis (M.S. in Leadership and Human Resource Development)--Naval Postgraduate School, June 2006.
Thesis Advisor(s): Armando Estrada, Cary Simon. "June 2006." Includes bibliographical references (p.55-56). Also available in print.
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Syed-Mohamed, Ahmad Thamrini Fadzlin. "Civilian to officer : threshold concepts in military officers' education." Thesis, Durham University, 2016. http://etheses.dur.ac.uk/11779/.

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This research discusses the threshold concepts in Military Officers’ Education (MOE) at military institutions that also provide tertiary level education. Unlike other higher education systems, the military education programme is designed to transform civilians into soldiers and train military officers who are able to face the nation’s future security challenges. The rules of technical preparation of military personnel and military leaders have been widely focused on but very little attention has been given to understanding the difficult conceptual and personal shifts entailed in such training. In this study, the threshold concepts theory provides a helpful analytical tool to examine the process deemed necessary for a transformation from civilian status to thinking and practising as a soldier and consequently, a military officer. Combined with phenomenography, as the research methodology, this research involved seven higher ranking officers, twenty-four military trainers, and twenty-nine officer cadets from two reputable military education institutions in Europe. The in-depth interviews explore the learning process in becoming an officer through experiences which involve learning about military practice in university settings. The findings show that there are two ontological shifts that transform a civilian into an officer – Phase I: Civilian to Soldier, and Phase II – Soldier to Officer. During Phase I, the first ontological shift in becoming a soldier involves the acceptance of discipline and obedience, recognition of a framework of related ethics and values, loyalty to the unit (collective above individual needs) and a sense of obligation. Meanwhile, Phase II requires a soldier to understand the concept of personal responsibility for the execution of mission, putting others before self, and the ‘power to command’ to complete the transformation to become a military officer. Apart from the identified ontological shifts and the threshold concepts to become an officer, the study also extended the current understanding of ‘liminality’ by offering new possible responses to the liminal experience. Drawing from the analysis of the empirical data, the study establishes that certain cadets do not essentially have to follow pre-described path to become an officer. Rather, they are capable of conforming to the well-established community of practice whilst feel empowered to intervene actively during the learning process by questioning, and refashioning received ideas.
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Chapman, Dale Scott. "The performance of Naval Reserve Officers Training Corps graduates at the Surface Warfare Officers School Division Officer Course." Thesis, Monterey, California. Naval Postgraduate School, 1992. http://hdl.handle.net/10945/24007.

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Williams, Michael B., and Scott Vasquez. "Reengineering the Marine Corps officer promotion process for unrestricted officers." Thesis, Monterey, California. Naval Postgraduate School, 2002. http://hdl.handle.net/10945/6004.

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Approved for public release; distribution unlimited
The Marine Corps manpower system has the responsibility of ensuring that the appropriate numbers of trained and experienced Marines are assigned to commanders to perform their missions. The main concern with the current manpower system is that there are many skills that are critically short while others exceed requirements. The questions that are addressed in this thesis are, "can and should the Marine Corps promotion system be restructured, redesigned, or replaced to fulfill the objective of properly structuring the force," and "what would be the policy implications, unintended consequences, and pros and cons of promoting officers by MOS?" The authors explored the issue by first taking a detailed look at the history, statutory basis, and operation of the Marine Corps officer promotion system. The authors then examined the history, statutory basis, and operations of the officer promotion systems of the Navy, Army and Air Force to understand if their promotion systems were engineered to deal with force structuring concerns. The authors conclude the thesis by discussing why restructuring the Marine Corps officer promotion system would not be the best alternative for the Marine Corps and then give recommendations on how the Marine Corps could better implement a force structuring option.
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Elg, Johan Erik. "Wargaming in military education for army officers and officer cadets." Thesis, King's College London (University of London), 2018. https://kclpure.kcl.ac.uk/portal/en/theses/wargaming-in-military-education-for-army-officers-and-officer-cadets(3289d976-d69b-47c7-aa5a-569553a95a97).html.

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Wargaming has been part of military curricula for about 200 years since the introduction of Kriegsspiel, but it is still something of an art form. This thesis attempts to theorise the practice of military educational wargaming, and specifically to explore why such wargaming takes the form it does. The thesis is limited to army educational wargaming for officers and officer cadets. Wargaming for analytical purposes, and political and strategic gaming, are excluded. Instead, the focus is on army educational wargaming at the tactical level, which is arguably more comparable between countries. The research method combines an exploratory approach influenced by grounded theory with a comparative case study approach encompassing three successive levels of army officer education in five countries: Sweden, Germany, the United Kingdom, the United States and Japan. The research indicates the central importance of individual game directors. This is particularly evident when wargaming forms evolve. The main concern of the individual game director is how to achieve instructor buy-in. This core category encompasses control, credibility and comfort. Three methods, or strategies, were discovered regarding how to achieve instructor buy-in. Those three strategies are: innovative active learning, simple standardising and control & veiling. This discovery contributes to new substantive theory, as it explains how specific army educational wargaming forms commence, evolve and are discontinued.
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Cesari, Jill R. "The perceptions of the role of the Company Officer at the United States Naval Academy from the perspective of Senior Officers, Battalion Officers, Company Officers and Senior Enlisted Leaders." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2002. http://library.nps.navy.mil/uhtbin/hyperion-image/02Jun%5FCesari.pdf.

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Sirkin, Jeffrey M. "Quantifying the probabilities of selection of surface warfare officers to executive officer." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Sep%5FSirkin.pdf.

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Thesis (M.S. in Operations Research)--Naval Postgraduate School, September 2006.
Thesis Advisor(s): Robert A. Koyak. "September 2006." Includes bibliographical references (p. 51). Also available in print.
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Strano, Michael A. "A Comparison of the marginal cost of commissioning officers through the U.S. Naval Academy, Naval Reserve Officers Training Corps, and Officer Candidate School." Thesis, Monterey, California : Naval Postgraduate School, 1990. http://handle.dtic.mil/100.2/ADA243564.

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Thesis (M.S. in Management)--Naval Postgraduate School, December 1990.
Thesis Advisor(s): Mehay, Stephen A. Second Reader: Gates, William. "December 1990." Description based on title screen as viewed on March 29, 2010. DTIC Descriptor(s): Naval Personnel, Costs, Functions, Schools, Theses, Variables, Officer Personnel, United States Naval Academy, Graduates. DTIC Identifier(s): Cost Analysis, Naval Personnel, Officer Personnel, United States Naval Academy, Reserve Officers Training Corps, Officer Candidate School, Marginal Costs, Average Costs, Theses. Includes bibliographical references (p. 81-82). Also available in print.
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Heley, Frank Anton. "Officers on Patrol: A Qualitative Examination of Patrol Officer Behavior and Decision Making." Diss., North Dakota State University, 2018. https://hdl.handle.net/10365/27950.

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The understanding of what patrol officers do, and why, suffers from a lack of perspective presented from the officers themselves. To develop this understanding, a qualitative methodology was employed in the current study which entailed ride-alongs and semi-structured interviews with 59 patrol officers of the Fargo, ND police department. Research inquires focused on how officers viewed patrol work, how they conducted it, and how they viewed, and utilized different forms of intelligence that might assist them in their patrol duties. In the context of patrol work, officers discussed the purposes of patrol and how they serve them, their personal goals, and feelings, obstacles, beat coverage, dispatch, prioritization of duties, techniques, patrol focuses and departmental expectations. Officers also discussed the utility and value of departmental and officer derived intelligence and the nature and quality of communication between both officers and the department. Results revealed the importance officers place on the act of patrolling, the patrol obstacles generated through short staffing, high call volume, and what officers referred to as nuisance calls. Also revealed was a set of officers? informal working rules that constituted a beat management philosophy known as beat integrity. Results also uncovered the importance that officers place on communication with both the public and the department, the problem natured focus of their patrol activities, their self-reliance on officer generated intelligence, and the negative views they held regarding the quality of departmental intelligence. Results suggest how this deeper understanding of officer behavior and decision-making can improve officer development, officer satisfaction by addressing their focuses and concerns, and the dissemination and quality of intelligence.
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Villone, Edward J. "Officers Armed With Degrees: Does Education Shield Law Enforcement Officers From Complaints?" Youngstown State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ysu1288069360.

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Books on the topic "Officers"

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Tony, Lesce, ed. Plainclothes and off-duty officer survival: A guide to survival for plainclothes officers, undercover officers, and off-duty police officers. Springfield, Ill., U.S.A: C.C. Thomas, 1988.

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Tisdale, Rachel. Police officers. St. Catharines, Ont: Crabtree Pub. Co., 2012.

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Kara, McMahon, Barrett John E. ill, and Nelson Mary Beth ill, eds. Police officers! New York: Random House, 2006.

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Ashley, Brown, Reed Jonathan, and National Historical Society, eds. The Officers. Harrisburg, Pa: National Historical Society, 1990.

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Leake, Diyan. Police officers. Chicago: Heinemann Library, 2008.

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Yearwood, Douglas L. Telecommunications officers. Raleigh, NC]: N.C. Sheriffs' Education & Training Standards Commission, 2004.

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Gorman, Jacqueline Laks. Police officers. New York, NY: Gareth Stevens Pub., 2010.

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Arnold, Helen, Matthew Maycock, and Rosemary Ricciardelli, eds. Prison Officers. Cham: Springer International Publishing, 2024. http://dx.doi.org/10.1007/978-3-031-41061-1.

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Bourgeois, Paulette. Police officers. Buffalo, N.Y: Kids Can Press, 1999.

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Office, Botswana Central Statistics. District census officers and technical officers' reports. Gaborone: Central Statistics Office, 2002.

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Book chapters on the topic "Officers"

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Fennelly, Lawrence J., and Marianna A. Perry. "Police Officers vs. Security Officers." In Security Officers and Supervisors, 279. Boca Raton: CRC Press, 2024. http://dx.doi.org/10.4324/9781003402718-115.

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Mazur, Tim C. "Ethics Officers." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 2028–34. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-20928-9_2378.

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Voigt, Herbert, and Ratko Magjarević. "IFMBE Officers." In Launching IFMBE into the 21st Century: 50 Years and Counting, 84. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-30160-5_28.

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Mazur, Tim C. "Ethics Officers." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–7. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-31816-5_2378-1.

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Hide, Louise. "Medical Officers." In Gender and Class in English Asylums, 1890–1914, 40–64. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137321435_3.

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Ugelvik, Synnøve. "Liaison officers." In Police Cooperation and Sovereignty in the EU, 140–41. Abingdon, Oxon ; New York, NY : Routledge, 2018. |: Routledge, 2018. http://dx.doi.org/10.4324/9780429503696-11.

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O’Neill, Megan. "Senior Officers." In Policing Football, 132–53. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230512405_6.

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Ricciardelli, Rosemary, Nicole Gerarda Power, and Daniella Simas Medeiros. "Correctional Officers." In Handbook of Posttraumatic Stress, 296–317. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781351134637-14.

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Robinson, Carol. "Prison officers." In Emotional Labour in Criminal Justice and Criminology, 127–37. Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429055669-10.

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Miller, Olivia, and Dagmar Bruenig. "Correctional Officers." In Trauma, Resilience, and Posttraumatic Growth in Frontline Personnel, 117–29. New York: Routledge, 2024. http://dx.doi.org/10.4324/9781003292807-12.

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Conference papers on the topic "Officers"

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"Officers." In 2012 70th Annual Device Research Conference (DRC). IEEE, 2012. http://dx.doi.org/10.1109/drc.2012.6257066.

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"Officers." In 2013 71st Annual Device Research Conference (DRC). IEEE, 2013. http://dx.doi.org/10.1109/drc.2013.6633762.

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"Officers." In 33rd International Symposium on Computer Architecture (ISCA'06). IEEE, 2006. http://dx.doi.org/10.1109/isca.2006.30.

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"Officers." In 2008 Proceedings of the 54th IEEE Holm Conference on Electrical Contacts. IEEE, 2008. http://dx.doi.org/10.1109/holm.2008.ecp.6.

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"Officers." In 2013 IEEE 59th Holm Conference on Electrical Contacts (Holm 2013). IEEE, 2013. http://dx.doi.org/10.1109/holm.2013.6651383.

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"Officers." In 2008 International Symposium on Computer Architecture. IEEE, 2008. http://dx.doi.org/10.1109/isca.2008.46.

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"Conference Officers." In 2009 International Conference on Interoperability for Enterprise Software and Applications China (I-ESA 2009). IEEE, 2009. http://dx.doi.org/10.1109/i-esa.2009.5.

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"Committee officers." In 2015 IEEE 2nd International Future Energy Electronics Conference (IFEEC). IEEE, 2015. http://dx.doi.org/10.1109/ifeec.2015.7361377.

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"Committee Officers." In 2008 IEEE MTT-S International Microwave Workshop Series on Art of Miniaturizing RF and Microwave Passive Components. IEEE, 2008. http://dx.doi.org/10.1109/imws.2008.4782244.

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"Symposium officers." In 2018 IEEE International Reliability Physics Symposium (IRPS). IEEE, 2018. http://dx.doi.org/10.1109/irps.2018.8353532.

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Reports on the topic "Officers"

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Johnson, Craig T. United States Army Officer Professional Development: Black Officers' Perspectives. Fort Belvoir, VA: Defense Technical Information Center, April 1997. http://dx.doi.org/10.21236/ada326649.

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Mekhail, Tarek. International Relations: Advancing Foreign Area Officers to Flag Officer Rank. Fort Belvoir, VA: Defense Technical Information Center, November 2008. http://dx.doi.org/10.21236/ada500903.

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Kaatrakoski, Heli. Learning in and for work in correctional services in Norway. University of Stavanger, November 2022. http://dx.doi.org/10.31265/usps.251.

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The study explored the views of prison officer students and their supervisors regarding (1) prison officer education, (2) prison officers’ continuing professional development, (3) prison officers’ training needs and opportunities, and 4) the future of prison work. A total of ten interviews were conducted in a prison in Norway in October 2021. The prison officer students who were interviewed expressed satisfaction with their education. Communication was highlighted as the most relevant learning topic. Regarding the continuing professional development of prison officers, learning about communication and mental health issues were expressed as areas of particular significance. Learning about services for female prisoners was also brought up. The issues that impede prison officers’ participation in training were the limited time to arrange training and the lack of financial resources. The importance of collaborating and learning together with mental health professionals was expressed, but borrowing learning resources from the neighbouring disciplines was considered to be problematic because of the specific character of prison work. The future of prison work was discussed from different viewpoints. The numbers of aggressive prisoners, old prisoners and those with mental health issues were expected to increase. The need to continue the development of prisons and concerns over the future role of prison officer were also expressed. The report provided five suggestions for future research concerning correctional services.
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DEPARTMENT OF THE ARMY WASHINGTON DC. Army National Guard and U.S. Army Reserve: Promotion of Commissioned Officers and Warrant Officers Other Than General Officers. Fort Belvoir, VA: Defense Technical Information Center, October 2001. http://dx.doi.org/10.21236/ada402414.

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Sylvera, Craig. Black mayors and crime. Federal Reserve Bank of Cleveland, November 2023. http://dx.doi.org/10.26509/frbc-wp-202327.

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Local elections are often contested on the grounds of public safety, but do elected officials have any power to curb crime? Black mayors have particular interest in the issue because Black communities are victimized by high levels of crime and fragile police-community relations. Using data on elections of first-time Black mayors, I find that police forces add more Black officers, a finding that is especially true for mayors with executive authority. Officers arrest 48 fewer potential Black offenders per 10,000 Black residents for crimes where they have the ability to exercise discretion, a finding that is commensurate with the overall reduction in crime. This effect is not visible for similar white arrests. Using changes in the levels of arrests and officers induced by pivotal Black elections, I then estimate the correlation of an additional officer on race-specific arrests. An additional Black officer is related to large reductions in discretionary Black arrests, perhaps suggesting increasing the presence and visibility of Black officers may offer a solution to the “over-policing, under-policing” problem Black communities tend to face.
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Bausch, Dan O., Gerald G. Brown, Danny R. Hundley, Stephen H. Rapp, and Richard E. Rosenthal. Mobilizing Marine Corps Officers. Fort Belvoir, VA: Defense Technical Information Center, July 1989. http://dx.doi.org/10.21236/ada212428.

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DEPARTMENT OF THE ARMY WASHINGTON DC. Boards, Commissions, and Committees: Procedure for Investigating Officers and Boards of Officers. Fort Belvoir, VA: Defense Technical Information Center, September 1996. http://dx.doi.org/10.21236/ada401993.

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Derafshi, Mercan, Adriana Petrova, Aditya Jayadas, and Semra Peksoz. Investigation of Patrol Officers' Musculoskeletal Health: Needs Assessment of Campus Patrol Officers. Ames: Iowa State University, Digital Repository, 2017. http://dx.doi.org/10.31274/itaa_proceedings-180814-299.

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Perez-Vincent, Santiago M., and David Puebla. Procedural Justice and Police Legitimacy: Evidence from a Vignette Experiment in Central America. Inter-American Development Bank, July 2024. http://dx.doi.org/10.18235/0013056.

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This paper examines the impact of procedural justice and sanctions on police legitimacy in a middle-income context using a between-subjects vignette experiment among civilians and police officers in Honduras. The scenarios involved civilian--police interactions following a minor infraction, varying in whether the police officer treated the civilian respectfully or disrespectfully, and whether a sanction (fine) was imposed. Respectful treatment increased satisfaction, acceptance of decisions, and willingness to cooperate, while sanctions had the opposite effects on these variables. Sanctions lowered the perceived likelihood of repeating the infraction, whereas respectful treatment had no effect on it. Results were similar for civilians and police officers, though officers assigned greater importance to procedural justice. The study concludes that, while sanctions deter repeated infractions, they can erode legitimacy if not applied respectfully, highlighting the importance of procedural justice in civilian--police interactions. The positive impact of procedural justice among both civilians and officers perceptions supports the desirability and feasibility of its application in this context.
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Sheppard, Dennis K. JPME for Reserve Component Officers. Fort Belvoir, VA: Defense Technical Information Center, May 2004. http://dx.doi.org/10.21236/ada426003.

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