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a law enforcement organization is to recruit and hire individuals who already possess integrity with strong moral and ethical characteristics. Oftentimes agencies do not place enough emphasis and resources towards hiring these types of individuals. The hiring processes themselves lack the necessary framework needed to both identify the right candidates and 'weed out' those who possess characteristics contrary to the agencies ethical standards or goals. The recruiting and hiring process should contain elements and/or stages which would identify these traits (positive or negative) in prospective employees. As part of the process, extensive background investigations, polygraph examinations, and pre-employment interviews should be conducted to determine previous behaviors as it relates to work history and financial matters. If organizations dedicate more resources towards recruitment and hiring, it would be a strong first step towards affecting the overall ethical culture of the organization. It is much easier to maintain high ethical standards, if the agency focuses sufficient resources on recruiting and hiring ethical individuals (Morgan, 2009).

The next step in the process would be training regarding personal and organizational ethics. As it relates to individuals entering the law enforcement field, most agencies take a three- tiered approach to ethics training. The first tier is obviously recruitment and training. Police professionalism requires that recruits develop a fundamental understanding of ethical principles and concepts during their basic police academy experience. As is true with any other skill set, police ethics can be learned, and recruits knowledge and retention of ethical principles and professional standards can and should be tested and measured frequently (Jones, 1995).

The second tier is institutionalization of ethical policing. This requires ethics training for police personnel of all ranks and experience levels within the organization. It is imperative that a uniform set of ethical principles are communicated and embraced by all member of the organization. Each tier of the training curriculum must address the specific ethical issues challenging each particular group of officers receiving the training. Training for experienced police officers should consist of issues and scenarios faced by patrol officers, supervisors, and investigators. This training should cover such topics as making prudent decisions, planning and implementing aggressive or proactive patrols, and performing ethically while engaged undercover operations (Jones, 1995).
In-service training for experienced officers applies the same basic recruit principles, but incorporates a few additional features. The training program begins with an open and honest discussion of the limitations of external controls on police behavior. By discussing the limits of the law and other external methods of controlling police behavior, an officer can begin to view police professionalism as an internally driven ideal, reflecting not only skill and competence, but also a keenly tuned sense of professional ethics (Jones, 1995).

Another key component of the training program is to engage officers in a discussion of the core ethical values of policing, such as honesty, fidelity, and personal integrity. This phase of the training focuses on the importance of discretion, the professional responsibility to use disc本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。